Responsible for short and long term planning and management of the Human Resources function. Major areas of responsibility/ management include, but are not limited to, employment, wage and salary administration, benefits, training, employee/labor relations, and organizational development. Work closely with President in implementing, achieving and maintaining Sundance Helicopters goals and objectives. Participate in overall management as a member of the company’s leadership team.
Essential Functions and Responsibilities include the following:
Subject to applicable laws and Sundance policies, regular attendance is an essential function of the position. All employees must follow Sundance employment practices and policies.
Directly supervises employees in the Human Resources department. Carries out Supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, selecting, hiring, and training employees, planning, assigning and directing work; appraising performance, rewarding and disciplining employees, addressing complaints and resolving problems. For Exempt Managers: Managers that carry out these responsibilities for two or more employees will have significant input in hiring and termination decisions.
To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. In accordance with applicable laws, Air Methods will provide reasonable accommodations that do not create an undue burden so disabled employees may perform the essential functions of the position.
Education & Experience
Certificates, Licenses, Registrations
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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.