Job SummaryAs the Lead HR Business Partner at Chromalloy, you will serve as a strategic advisor to the Site General Manager and Leadership Team, driving initiatives that strengthen organizational capability, enhance talent engagement, and support operational excellence. This role partners closely with business leaders to align people strategies with Chromalloy's performance goals by delivering proactive HR solutions in workforce planning, leadership development, and employee relations across a dynamic Aerospace manufacturing environment. The ideal candidate is a go-getter who thrives in a fast-paced, hands-on environment, takes initiative to solve challenges before they arise, and is passionate about building relationships that drive both people and business success.
Work That MattersAt Chromalloy, your work directly supports
aviation safety and reliability. Our teams repair and manufacture critical aerospace components used across the global aviation industry. Whether you're improving processes, supporting operations, solving technical challenges, or driving business performance, your contributions help keep aircraft flying safely around the world.
Location: Onsite, Windsor, CT
Travel: Occasional travel as required
What You'll Be DoingStrategic HR Partnership- Act as the primary HR advisor to site leadership, providing guidance on organizational design, talent development, and workforce strategy.
- Build strong relationships with senior leaders and cross-functional teams to drive culture transformation and leadership development.
- Implement corporate HR programs with minimal disruption and maximum impact.
- Ensure HRIS data integrity and deliver monthly workforce analytics to leadership.
Talent & Workforce Planning- Lead workforce planning, forecasting, and succession strategies in partnership with site leadership.
- Drive performance management cycles, goal alignment, and internal mobility initiatives.
- Collaborate on compensation decisions, ensuring equity and compliance.
- Maintain accurate skills matrices to align workforce capabilities with operational needs.
Change Leadership- Champion change readiness and continuous improvement, rejecting the status quo.
- Support enterprise-level HR initiatives and monitor progress through data and feedback.
Employee Engagement & Retention- Develop engagement strategies, lead stay interviews, and manage retention programs.
- Administer pulse surveys, analyze results, and partner with leaders on action plans.
- Facilitate leader assimilation sessions and provide insights to HR leadership.
HR Operations & Compliance- Ensure compliance with labor laws, corporate policies, and FAA/DOT requirements.
- Partner with payroll and EHS teams to maintain accuracy and safety standards.
- Oversee severance processes, pre-employment checks, and corporate training compliance.
General HR Activities- Coordinate onboarding, visitor management, and export control assessments.
- Support talent acquisition for interviews and hourly candidate sourcing.
- Manage contingent workforce lifecycle and ensure adherence to company and legal requirements.
What We're Looking For- Bachelor's degree in Human Resources, Business, or related field preferred.
- 5+ years as an HR Business Partner; manufacturing experience required. Aerospace, MRO, or OEM background is a plus.
- Strong knowledge of HR practices, employment law, and compliance.
- Proven ability in employee engagement, talent management, workforce planning, organizational design, retention strategies, and leadership development.
- Familiarity with HR systems, analytics, compensation, benefits, payroll, occupational health, security, and talent acquisition.
- Strategic thinker with the ability to align HR initiatives to business goals.
- Exceptional interpersonal, written, and verbal skills; able to influence and build relationships across all levels.
- High judgment, adaptability, creativity, and commitment to excellence. Comfortable managing multiple priorities independently or collaboratively.
This position may require work hours outside of the regularly scheduled hours to meet operational needs. This may include work during evenings, weekends, and/or holidays. Additional work hours are assigned based on business requirements. Non-exempt employees will be paid overtime in accordance with applicable federal, state, and local laws.
The salary range for this position reflects a broad spectrum of experience levels. Individual compensation within the range is determined by multiple factors, including relevant experience, education, certifications, job related skills, internal equity, and market conditions. We evaluate each candidate individually to ensure fair and competitive pay decisions.
