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Requisition Number 19-1553
Post Date 6/4/2019
Title VP of Human Resources
City Seattle
State WA
Position Title: Vice President, Human Resources
Location: Seattle
Reports to: President & CEO, Northern Aviation Services

As a key member of the executive leadership team, the Vice President, Human Resources (VPHR) provides both the leadership, as well as the hands-on day to day management of HR, to deliver best in class people strategies. The VPHR is an experienced and motivated HR professional who has significant depth in all areas of HR, including labor relations. The VPHR partners with operations leaders and HR staff to help drive operational efficiencies with a respectful, constructive and energetic style, guided by the mission, values and objectives of NAS. The VPHR role will be located in Seattle and will travel regularly to Alaska, Hawaii, and Florida, the primary operational hubs, as well as other locations as needed.
Northern Aviation Services is a wholly owned subsidiary within the Saltchuk family of companies, providing a range of aviation related support services primarily in North America with revenues of over $220 million. Through our operating brands, Northern Air Cargo, Aloha Air Cargo, and StratAir we collectively transport over 250 million pounds of freight annually via our scheduled cargo service in Alaska and Hawaii and on-demand charters throughout North and South America. Other services include third party aircraft maintenance, management services and consulting expertise, aviation support services for large-scale industrial projects, and scheduled freighter service throughout the Caribbean and Latin America. Our nearly 1,000 employees are committed to providing safe and reliable service for our valued customers which include most major freight companies and air cargo integrators in the markets we serve.

• Develops and implements appropriate HR policies and programs for effective management of the people resources for all NAS locations including Alaska, Hawaii, and Florida.
• Champions a safety-oriented, accountable environment throughout the organization.
• Actively partners with leadership to maintain positive employee and labor relations partnerships. Assists with union negotiations and interpretation of collective bargaining agreements including participation in grievance proceedings.
• Partners with the president/CEO and leaders to support the strategic vision of the company and fosters a culture that enables all employees to contribute to that vision.
• Establishes credibility throughout the organization with management, employees, and union leaders in order to be an effective listener and problem solver of people issues.
• Collaborates with managers to resolve everyday issues and develops HR strategies to achieve optimal departmental and organizational effectiveness.
• Develops staffing strategies and implementation plans to identify great talent within and outside the corporation for positions of responsibility.
• Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and short and long-range health and welfare protection of employees.
• Ensures that all employees are meeting or exceeding performance expectations; and helps coach and counsel leaders as needed to make adjustments to improve performance with a focus on continuous improvement.
• Ensures that HR key metrics are in place to regularly measure and support the company’s attainment of operational, financial and people related objectives.
• Develops human resource planning models to identify competency, knowledge and talent gaps and develop programs for filling the gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, leadership development, and general business development programs to enhance employee knowledge and understanding of the business.
• Serves as a change agent, ensuring employee engagement, and delivery of reliable service to customers to support the ever changing needs of the business.
• Leads and develops a team of HR professionals. Participates on the Saltchuk family of companies HR leadership team on a variety of organization-wide initiatives.
• 10+ years HR leadership experience in an environment that requires both hands-on and strategic skill sets.
• Broad and deep experience in all functional areas of HR, including labor and employee relations, performance management, talent acquisition, compensation and benefits, leader development, regulatory and wage and hour compliance, employee communications and management coaching.
• Knowledge of Collective Bargaining Agreements, works to resolve union and management issues and coordinates grievance meetings and company answers in conjunction with Labor counsel.
• Strong skills in HR systems, HR process implementation, and continuous improvement initiatives.
• Outstanding business acumen, including planning, analysis, critical thinking and decision making.
• Excellent people skills, with an ability to partner with people at all levels, demonstrating integrity and credibility.
• Experience in dynamic, growing organizations with demonstrated resourcefulness in setting priorities and delivering results through people and systems.
• Experience working in a union environment highly desired.
• Experience working in highly regulated operational environment (FAA, TSA, DOT etc.)
• Preference for using data driven HR business analytics and insights to provide HR recommendations.
• Excellent written and verbal communication skills, including a strong ability to communicate well with all levels and personalities as well as deliver presentations to large and small groups.
• Highly collaborative and effective at building partnerships.
• Ability and willingness to travel as needed, including extensive travel to Alaska, Florida, and Hawaii, particularly during the first 6 to 9 months.
• Bachelor’s degree in business or related field; SPHR, MBA or related preferred.
  • We are an Equal Opportunity Employer.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.
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