Job Description:

Job Profile Summary:
The Vice President of Human Resources (VP of HR) is responsible for developing and executing AerSale’s human capital strategy in alignment with overall business objectives. This executive leadership role oversees all aspects of human resources, including talent acquisition, employee relations, compensation and benefits, performance management, organizational development, compliance, training and development, workforce planning, and HR operations.

The VP of HR serves as a strategic partner to executive leadership and plays a critical role in fostering a high-performance culture that emphasizes accountability, employee engagement, diversity, operational excellence, and continuous improvement. The VP of HR also serves as primary HR liaison to the Compensation Committee of the Board, supporting executive compensation, equity plan administration, and SEC disclosure requirements consistent with AerSale’s obligations as a NASDAQ-listed company, and leads people strategy across a geographically distributed workforce operating in a highly regulated, FAA-governed aviation environment.

Essential Duties and Responsibilities:

• Develop and implement HR strategies, initiatives, and programs aligned with the company’s mission, vision, values, and business goals.

• Serve as a strategic advisor to executive leadership regarding organizational structure, workforce planning, talent management, employee development, and succession planning.

• Oversee recruitment, onboarding, retention, and employee engagement initiatives to attract and retain top talent.

• Direct compensation, benefits, and rewards programs to ensure market competitiveness, internal equity, and regulatory compliance.

• Serve as the primary HR liaison to the Compensation Committee of the Board; prepare materials for committee meetings, support proxy disclosure (CD&A, Say-on-Pay, pay-versus-performance), and administer the equity plan (RSUs, PSUs, options) in coordination with Legal and Finance.

• Ensure compliance with all applicable federal, state, and local employment laws and regulations.

• Develop, maintain, and communicate HR policies, procedures, and employee handbook guidelines.

• Lead employee relations activities, including conflict resolution, investigations, corrective actions, performance management, and policy interpretation.

• Design and oversee training and development programs that support employee growth, leadership development, and organizational effectiveness.

• Analyze HR metrics, workforce data, and trends to support strategic business decisions and improve operational performance.

• Oversee payroll coordination, HRIS administration, personnel records management, and HR reporting functions.

• Partner with legal counsel on employment-related matters, compliance initiatives, investigations, and risk management strategies.

• Champion diversity, equity, inclusion, and workplace culture initiatives that promote a positive employee experience.

• Partner with EHS leadership to reinforce a strong safety culture across hangar, MRO, disassembly, and warehouse environments, and ensure HR processes align with FAA Part 145 Repair Station personnel requirements and 14 CFR Part 120 drug and alcohol testing programs.

• Build talent pipelines for critical aviation roles — including A&P mechanics, avionics technicians, sheet metal mechanics, inspectors, DER/ODA engineers, and asset trading professionals — in partnership with aviation maintenance technical schools, veterans transition programs, and industry associations.

• Lead HR due diligence and post-close integration for acquisitions, including organizational design, harmonization of compensation and benefits, retention planning, and cultural integration.

• Advise executive leadership on organizational changes, talent strategies, change management, and business transformation efforts.

• Represent the organization in employment-related matters involving government agencies, auditors, and external partners as needed.

• Lead, mentor, and develop HR team members to ensure operational excellence, accountability, and professional growth.

Supervisory Responsibilities:

• This position provides leadership and oversight to Human Resources staff and may supervise HR managers, recruiters, coordinators, generalists, and administrative personnel. Responsibilities include hiring, onboarding, training, coaching, performance evaluations, disciplinary actions, and employee development.

Education and Experience:

• Bachelor’s degree required; advanced degree (MBA or Master’s in HR, Organizational Development, or a related field) preferred.

• Minimum of 15 years of progressive Human Resources leadership experience, including significant experience in a Vice President or senior executive HR leadership role.

• Industry experience in aviation, aerospace, MRO, defense, leasing, or other technically skilled, regulated environments strongly preferred.

• Professional HR certification such as SHRM-SCP or SPHR preferred.

• Experience managing executive compensation, including equity compensation programs and long-term incentive plans.

• Experience preparing and delivering presentations to executive leadership teams and Boards of Directors.

• Strong understanding of SOX compliance requirements, internal controls, and audit support related to HR and payroll processes.

• Public company experience with direct exposure to the Compensation Committee, proxy disclosure, and equity plan administration.

• Experience leading HR for a multi-site, multi-state organization of comparable scale (approximately 500–1,500 employees) with a blended workforce of corporate professionals, engineers, and skilled trades.

• Demonstrated track record of supporting M&A activity from diligence through integration.

• Familiarity with FAA Part 145 Repair Station workforce requirements, FAA-mandated drug and alcohol testing programs, and ITAR/EAR-related hiring considerations preferred.

Knowledge, Skills, and Abilities:

• Strong knowledge of employment laws, HR best practices, and regulatory compliance.

• Demonstrated ability to develop and execute strategic HR initiatives that support business objectives.

• Exceptional leadership, communication, interpersonal, and conflict-resolution skills.

• Proven ability to build relationships and influence stakeholders at all organizational levels.

• Experience leading organizational change and driving employee engagement initiatives.

• Strong analytical, problem-solving, and decision-making abilities.

• High level of professionalism, integrity, and confidentiality.

• Proficiency with HRIS systems, workforce analytics, and Microsoft Office applications.

Travel:

• Approximately 25–35% travel to AerSale operating locations (Goodyear, Roswell, Memphis, Miami), Board meetings, and industry events.

If you would like to see your career take flight, apply today!