Senior Manager, People & Culture

ABOUT MAGELLAN JETS:

Founded in 2008 and now one of the largest private aviation providers, Quincy, MA-based Magellan Jets is a premier provider of private aviation solutions, offering a comprehensive range of Jet Card ownership, On-Demand Charter, and Aircraft Sales and Management. With a focus on personalized service, Magellan Jets is dedicated to delivering customized and unparalleled flying experiences to its Private Clients worldwide. Magellan Jets and its FAA-certificated Flight Operations team lead one of the industry’s most comprehensive safety management systems and protocols providing peace of mind to the most discerning travelers.

POSITION SUMMARY:

The Senior Manager, People & Culture leads day-to-day operations of Magellan Jets' People & Culture function. Reporting to the Senior Director, People & Culture, this role manages the HR Coordinator and Talent Acquisition Partner and holds decision authority over employee relations, HR policy administration, and program delivery below the executive level. The Senior Manager ensures consistent, compliant delivery across employee relations, leaves and accommodations, benefits, talent acquisition, and HR administration, and provides continuity for the Senior Director on delegated matters.

ESSENTIAL FUNCTIONS:

• Directly manages, coaches, and develops the HR Coordinator and Talent Acquisition Partner, setting clear performance expectations and supporting day-to-day prioritization and quality of work.
• Owns employee relations matters and investigations below the Departmental Leadership Team (DLT) level, from intake through written findings, and holds final decision authority on corrective action and involuntary termination at that level. Refers matters involving DLT members and above to the Senior Director, People & Culture.
• Owns voluntary and involuntary separations below the DLT level, including mandatory review of all manager-initiated terminations, separation documentation, Wage Act–compliant final pay with the payroll vendor, benefits and COBRA notification, property return and access deprovisioning, exit interviews, and unemployment claim response.
• Escalates any ER matter or separation involving a protected-class allegation, pending leave or accommodation request, recent complaint, or threatened claim to the Senior Director, People & Culture; engages outside counsel where warranted.
• Manages talent acquisition delivery through the Talent Acquisition Partner, including requisition prioritization, pipeline and quality-of-hire review, approval of external recruiter agreements and fee structures, offer approval within approved ranges, and accountability for time-to-fill and hiring manager service standards; coaches the Talent Acquisition Partner on intake discipline and hiring manager pushback.
• Manages and continuously improves HR administrative processes including onboarding, offboarding, personnel file management, and HRIS data integrity in partnership with the third-party HR vendor.
• Administers HR-related training company-wide, including compliance training (e.g., harassment prevention, safety, policy acknowledgments), manager capability training, and new-hire training delivery; tracks completion and maintains records. Partners with the Senior Director, People & Culture on curriculum design and content development, and identifies training needs by surfacing patterns from employee relations matters, performance trends, engagement feedback, and manager coaching requests.
• Owns HR metrics and reporting, including the design and maintenance of dashboards and regular reporting on key people metrics (e.g., headcount, turnover and retention, time-to-fill, and offer acceptance); prepares people metrics and trend analysis for senior HR leadership and for Departmental Leadership Team and ELT reporting, translating data into recommendations that drive decisions.
• Monitors compliance with federal and state employment law requirements across all active employee locations, flagging risks and coordinating corrective action with senior HR leadership.
• Owns the leave of absence and accommodation program, including FMLA and Massachusetts PFML compliance, notice and certification standards, and return-to-work protocols, delegating intake and tracking to the HR Coordinator while retaining accountability for compliance. Personally leads the ADA interactive process and approves accommodation determinations below the executive level, partnering with outside counsel on higher-risk matters.
• Owns the employment-based immigration compliance framework beyond Form I-9, including recommending sponsorship decisions and associated costs to the Senior Director, STEM OPT and Form I-983 training plans