MarathonNorco Aerospace, Inc., located in Waco, Texas for more than 55 years, has successfully served commercial and military aviation markets with reliable cost-effective products and continues to be a leading global producer, designer and supplier of highly engineered aerospace components, systems and subsystems. We operate a unique business model in the aerospace industry with a simple, well-proven operating strategy, based on three value-drivers – generating profitable new business, productivity/cost improvements, and value-based pricing.
Our best-in-class products as well as the superior quality, availability, reliability and safety of our products, lead to long-term customer relationships and drive our customers to select us when new business opportunities arise.
Due to the upcoming retirement of our current Human Resources Manager, MarathonNorco Aerospace, Inc. would like the successful candidate to start mid-August, 2026.
Job Title: Human Resources Manager
Department: Human Resources
Reports To: President
FLSA Status: Exempt
SUMMARY
The Human Resources Manager will lead and direct the routine functions of the Human Resources (HR) Department including recruitment, employment, placement, labor relations, benefits administration, formulating and recommending policies and procedures, wage and salary administration, safety and health, EEO/affirmation action, bargaining agreement compliance and reporting, and employee services and communications.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
- Develops, implements, and coordinates policies, procedures, and programs covering the following: employment, labor relations, wage and salary administration, orientation and training, recruitment and placement, safety and health, security, benefits administration, EEO/affirmative action plans, and union contract compliance and reporting.
- Oversees the recruitment process for all exempt and nonexempt personnel, student interns, and temporary employees with hiring managers from the employee requisition to onboarding. Fosters an environment of teamwork and commitment throughout the organization and assists in guiding the departments in attainment of Company goals, taking appropriate corrective action as necessary. Coordinates the employee termination process as well, conducting exit interviews to determine reasons behind employee separation, along with monitoring unemployment claims and participating in appeal hearings if needed.
- As a member of the operating committee with the President/CEO, plans, develops, and coordinates with legal counsel the strategies for the negotiation of any labor contract. Plans, evaluates, and recommends overall strategies for the Company to attain its goals and objectives as an organization. Prepares for and conducts union/management contract negotiations and administers the provisions of the bargaining agree-ment.
- Conducts grievance hearings and other employee complaint activities. Advises management in appropriate resolutions of employee/labor relations issues. Consults with legal counsel as appropriate and/or as directed by the President/CEO on personnel matters. Represents organization at personnel related hearings and investigations.
- Coordinates the annual performance review process, assisting management with the wage and salary reviews to ensure effectiveness, compliance, and equity within organization.
- Monitors federal/state labor law updates for changes that affect employees, recommending changes or innovations where desirable, to management for improvement of Company's policies, procedures, and practices on personnel matters.
- Administers job classification programs, which include classifying/reclassifying positions and/or writing job descriptions, participating in local labor market wage surveys to determine competitive wage rates as necessary.
- Assists with general Human Resources Office administrative responsibilities when needed, acting as the Human Resources Administrator Back-Up; i.e. payroll processing, visitor management, employee questions, attendance monitoring, etc.
- Assists with planning and execution of special events such as benefits enrollment, organization-wide meetings, employee recognition events, holiday parties, and retirement celebrations.
- Monitors/reports workers' compensation claims and coordinates return-to-work availability between employee, health provider and insurance carrier, meeting required OSHA reporting requirements.
- Serves as the Company's EEO Coordinator, develops and maintains affirmative action programs/documentation, meeting federal annual reporting requirements.
- Complies with and conduct business in accordance with the letter, spirit, and intent of all relevant laws and regulations, policies, work procedures, instructions; wherefore, refrain from any illegal, dishonest, unethical conduct. Maintains communications with all employees, vendors, customers and others in a cooperative and professional manner, while treating them in with dignity, respect and courtesy.
- Performs other related duties as required and may be assigned.
QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
ESSENTIAL EDUCATION, SKILLS, and/or EXPERIENCE
- Education: Bachelor's Degree in Human Resources Management, Business Administration, Industrial Relations, or related field.
- Work Experience: Ten (10) years or more years of applied Human Resources management or senior administrative level experience with emphasis on employee/labor relations, including considerable knowledge of principles/practices/requirements, union contract administration/negotiations, EEO requirements, and OSHA safety/health programs. A minimum of five (5) years of applied manufacturing experience is required, preferably in a Union environment.
- Certification: SHRM-SCP, SHRM-CP, SPHR or PHR certification is highly desired.
In addition, this position requires:
- Excellent computer skills with strong proficiency in Windows interface, MS Office, HRIS database, i.e., ADP, with the ability to learn the Company's Learning Management System (LMS), International Trade Compliance (ITC) Visitor Management System, etc.
- Strong written and verbal communication / presentation skills.
- Exceptional leadership and decision-making skills, exhibiting a professional manner in dealing with others.
- Familiarity with COBRA, HIPAA, FMLA, ERISA, ITAR, and related state and federal regulations required.
- Ability to manage and administer a broad range of tasks including resolving complaints, counseling managers and employees on the interpretation of policies, procedures and union agreements.
- Knowledge of the principles/practices of human resources management and supervision in a union environment.
- Ability to build and maintain positive relationships internally and externally.
- Extensive knowledge of applicable state and federal employment and labor laws, governmental compliance requirements and reports, and recommend policy changes to the President/CEO.
- Ability to exercise sound judgment, makes decisions in a manner consistent with the essential job functions, and demonstrates leadership.
- This position must meet “US Person” Export Control Requirements as defined by 22 CFR 120.62 - “US Person means a person who is a lawful permanent resident as defined by 8 U.S.C. 1101(a)(20) or who is a protected individual as defined by 8 U.S.C. 1324b(a)(3).” Or a successful foreign person candidate must be eligible to obtain any required export authorizations.”
WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- While performing the duties of this job, the employee is regularly required to stand, use hands and fingers, handle or feel, and reach with hands and arms.
- The employee is occasionally required to walk and move about the manufacturing facility near moving mechanical parts, sit, talk and/or hear.
- The employee may lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.
- The noise level in the work environment is usually moderate.
Equal Opportunity Employer, including disability and protected veteran status
Shift: First Shift
Compensation: DOE
