Director of HR

Are you looking to join a fast-growing Defense company that powers the United States most advanced drones and interceptors? About Us: PBS Aerospace is a rapidly growing designer and manufacturer of world-class small turbojet engines. These engines provide superior power-to-weight ratios with low fuel consumption making them the preferred choice for the most advanced US Department of Defense drone, interceptor, and missile systems. Our TJ40 and TJ80 turbojet engines power the munitions at the center of the U.S. defense strategy as advanced drones and interceptors dominate the modern battlefields. We are rapidly expanding our facilities, standing up automation, co-locating our supply chain, and building the workforce that will carry this company into the next decade. Located in the heart of Georgia's aerospace corridor, PBS Aerospace is experiencing significant growth as we expand our manufacturing, design engineering, and operational capabilities. This growth creates exciting opportunities for talented professionals who want to make a meaningful impact while working alongside some of the industry's brightest minds. If enjoy working with a small and fast-moving team on the world's most cutting-edge aerospace systems, we invite you to apply and make a significant impact. Director of Human Resources Build the people strategy for PBS Aerospace’s next stage of growth. As Director of Human Resources, you will serve as the company’s senior HR leader and a member of the Executive Leadership Team, partnering with the CEO to scale the organization, strengthen leadership practices, and build practical, data-informed programs. You will lead the HR function and oversee the HR Manager and Lead Recruiter. Key Responsibilities HR Strategy & Executive Partnership

• Develop and execute an HR strategy aligned with business priorities and plans.
• Advise the CEO and Executive Leadership Team on organizational, workforce, and talent matters.
• Lead organizational planning, including structure, capabilities, and future talent needs.
• Advise leaders on organizational effectiveness, leadership practices, and change management.

Employee Relations, Policy & Compliance

• Own HR compliance, policy governance, risk management, and significant employee-relations escalations.
• Maintain HR policies and practices that meet employment requirements and are applied consistently and fairly.
• Advise leaders on complex or sensitive employee matters, investigations, and employment decisions, partnering with legal counsel as needed.

Performance Management & Organizational Effectiveness

• Design and continuously improve the performance management framework, policies, and processes.
• Set consistent practices for goal setting, feedback, development planning, and performance improvement.
• Coach leaders on effective performance management and employee decisions.

Total Rewards

• Own the total rewards strategy, including compensation and benefits.
• Establish compensation philosophy, job architecture, market benchmarking, salary structures, and incentives.
• Evaluate the competitiveness and financial sustainability of benefit programs.

Workforce Analytics & Leadership Reporting

• Establish and track key workforce metrics and HR performance indicators.
• Report regularly to the CEO and Executive Leadership Team on hiring, retention, turnover, performance, compensation, and workforce capacity, with clear recommendations.
• Establish HR controls, documentation standards, and reporting practices.

Talent Acquisition & Workforce Planning

• Oversee the Lead Recruiter and the organization’s recruiting and hiring strategy.
• Partner with leaders on workforce plans and hiring priorities.
• Build recruiting strategies that meet current staffing needs and long-term talent pipelines, including university and early-career recruiting.
• Monitor recruiting effectiveness and talent-market trends.

HR Leadership & Team Development

• Lead and develop the HR team, including the HR Manager and Lead Recruiter, with clear roles and accountability.
• Coordinate HR strategy, recruiting, and day-to-day people operations.
• Evaluate and improve HR systems, vendors, and processes as the organization grows.

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field.
• 14+ years of progressive HR experience, including 8+ in HR leadership.
• Experience advising a CEO and senior executives as a strategic partner.
• Experience building or significantly improving HR policies and programs in a growing organization.
• Deep knowledge of performance management, compensation, benefits, employee relations, workforce planning, talent acquisition, and employment compliance.
• Experience using workforce metrics and people data to drive business recommendations.
• Sound judgment and discretion with sensitive, confidential matters.
• U.S. citizenship or lawful permanent resident status required due to the company’s work as a defense contractor and applicable ITAR requirements.

Preferred Qualifications

• Master’s degree in Human Resources, Business, Organizational Development, or a related field.
• SHRM-SCP, SPHR, or comparable senior-level professional certification.
• HR leadership in aerospace, defense, advanced manufacturing, or another regulated technical environment.
• Experience scaling HR for a new site, fast-growing business, or U.S. operation of an international company.
• Familiarity with federal-contractor obligations and multi-jurisdiction employment practices.

PBS Aerospace is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment on any legally recognized basis [protected class] including, but not limited to: veteran status, uniform service member status, age, race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, physical or mental disability, marital status, genetic information or any other status or characteristic protected by applicable national, federal, state or local laws and ordinances. We adhere to these commitments in all aspects of employment, including recruitment, hiring, training, compensation, promotion, benefits, and discipline.