Senior Manager, People & Culture

ABOUT MAGELLAN JETS:

Founded in 2008 and nowone of thelargest private aviation providers Quincy MA-based Magellan Jets is a premier provider of private aviation solutions offering a comprehensive range of Jet Card ownership On-Demand Charter andAircraft Sales and Management. With a focus onpersonalized service Magellan Jets is dedicated to delivering customized and unparalleled flying experiences to its Private Clients Jets and itsFAA-certificated Flight Operations teamlead one of the industrys most comprehensive safety management systems and protocols providing peace of mindto the most discerning travelers.

POSITION SUMMARY:

The Senior Manager People & Culture leads day-to-day operations of Magellan Jets People & Culture function. Reporting to the Senior Director People & Culture this role manages the HR Coordinator and Talent Acquisition Partner and holds decision authority over employee relations HR policy administration and program delivery below the executive level. The Senior Manager ensures consistent compliant delivery across employee relations leaves and accommodations benefits talent acquisition and HR administration and provides continuity for the Senior Director on delegated matters.

ESSENTIAL FUNCTIONS:

• Directly manages coaches and develops the HR Coordinator and Talent Acquisition Partner setting clear performance expectations and supporting day-to-day prioritization and quality of work.
• Owns employee relations matters and investigations below the Departmental Leadership Team (DLT) level from intake through written findings and holds final decision authority on corrective action and involuntary termination at that level. Refers matters involving DLT members and above to the Senior Director People & Culture.
• Owns the separation process below the DLT level for both voluntary and involuntary separations including required review of all manager-initiated terminations separation documentation final pay coordinated with the payroll vendor to meet Massachusetts Wage Act timing benefits and COBRA notification property return and access deprovisioning exit interviews and unemployment claim response.
• Escalates to the Senior Director People & Culture and engages outside counsel where warranted any employee relations matter or separation involving a protected-class allegation a pending leave or accommodation request a recent complaint or a threatened claim.
• Manages talent acquisition delivery through the Talent Acquisition Partner including requisition prioritization pipeline and quality-of-hire review approval of external recruiter agreements and fee structures offer approval within approved ranges and accountability for time-to-fill and hiring manager service standards; coaches the Talent Acquisition Partner on intake discipline and hiring manager pushback.
• Manages and continuously improves HR administrative processes including onboarding offboarding personnel file management and HRIS data integrity in partnership with the third-party HR vendor.
• Owns HR metrics and reporting including the design and maintenance of dashboards and regular reporting on key people metrics (e.g. headcount turnover and retention time-to-fill and offer acceptance); prepares people metrics and trend analysis for senior HR leadership and for Departmental Leadership Team and ELT reporting translating data into recommendations that drive decisions.
• Monitors compliance with federal and state employment law requirements across all active employee locations flagging risks and coordinating corrective action with senior HR leadership.
• Owns the leave of absence and accommodation program including FMLA and Massachusetts PFML compliance notice and certification standards and return-to-work protocols delegating intake and tracking to the HR Coordinator while retaining accountability for compliance. Personally leads the ADA interactive process and approves accommodation determinations below the executive level partnering with outside counsel on higher-risk matters.
• Owns the employment-based immigration compliance framework beyond Form I-9 including recommending sponsorship decisions and associated costs to the Senior Director STEM OPT and Form I-983 training plans and work authorization expiration controls delegating routine tracking to the HR Coordinator and directing immigration counsel as needed.
• Owns benefits program delivery including annual open enrollment execution employee communications and escalated issue resolution; manages the third-party benefits and payroll vendor relationship against defined service levels evaluates vendor performance and leads the operational workstream to bring benefits and payroll in-house under the Senior Directors insourcing strategy.
• Owns the recurring benefits-compliance calendar including COBRA administration ACA reporting (Forms 1094-C and 1095-C) and Form 5500 filings holding the third-party vendor and the HR Coordinator accountable for accurate and timely execution and maintaining the audit trail.
• Supports the performance management cycle including coordinating review processes maintaining documentation and advising managers on performance conversations and PIPs.
• Conducts compensation equity reviews job leveling and total rewards analysis and recommends pay range structures to the Senior Director People & Culture for approval; administers approved structures across postings offers and adjustments.
• Owns compliance with multi-state pay-transparency requirements enforcing the pay ranges approved by the Senior Director People & Culture in all job postings and ensuring those ranges are kept current as state and local requirements evolve in coordination with the Talent Acquisition Partner.
• Supports M&A activity as needed including onboarding of acquired employees benefits harmonization and integration coordination.
• Owns the HR policy library employee handbook and compliance calendar including annual review drafting revision manager training and rollout; policies carrying material legal financial or precedent-setting exposure are approved by the Senior Director People & Culture.
• Supports employee engagement initiatives internal communications and culture-building programs.
• Manages People & Culture spend against the budget owned by the Senior Director People & Culture including benefits HRIS recruiting and training; tracks actuals flags variances and supports the annual budget build with usage data and forecasting input.
• Provides continuity for the Senior Director People & Culture during absences and on delegated matters keeping HR operations running without interruption.

COMPETENCIES:

Knowledge & Education

• 9 years of progressive HR experience including 2 years supervisory; or a Bachelors degree in HR Business Administration or related field (or equivalent experience) with 6 years progressive HR experience including 2 years supervisory. Supervisory means direct supervision of at least one employee with formal responsibility for goal setting performance reviews documented feedback and development.
• Hands-on ownership of at least three HR functional areas outside talent acquisition drawn from employee relations and workplace investigations leave and accommodation administration benefits administration HR compliance or HRIS.
• Federal and multi-state employment law including Massachusetts-specific regulations (PFML Wage Act) with the ability to reach defensible employee relations decisions without escalation.
• HR administrative best practices personnel recordkeeping and data integrity.
• Outsourced HR service models (payroll benefits HRIS) including vendor oversight SLA management and the operational foundations to eventually bring these functions in-house. Payroll experience; direct processing or vendor management is a significant plus.
• Direct experience administering FMLA and state paid family and medical leave including eligibility and designation notices medical certification tracking and return-to-work.
• Running the ADA interactive process and documenting reasonable-accommodation determinations.
• Conducting workplace investigations through to written findings and a recommended outcome.
• Making or recommending involuntary separation decisions and coordinating compliant final pay.
• High-growth entrepreneurial or privately held organization experience a plus.
• SHRM-CP or PHR strongly preferred; SHRM-SCP or SPHR a plus.

Skills

• Supervising and developing a direct report through goal setting documented feedback and underperformance.
• Vendor performance management and budget tracking.
• Building and interpreting workforce metrics: headcount turnover and retention leave utilization benefits cost per enrollee and surfacing the trend behind the number.
• Investigative interviewing and writing defensible findings.
• Drafting policy and handbook language translating statutory requirements into operational process.
• Reading and applying regulatory text (FMLA PFML ADA ACA COBRA) rather than relying on vendor interpretation.
• Managing a compliance calendar with no tolerance for slippage.
• Coaching managers through performance and conduct matters including decisions they dont want.

Abilities

• Build trust with employees and managers at all levels; handle sensitive information and situations with discretion.
• Own day-to-day HR operations independently with minimal oversight and adapt quickly in a fast-paced growing company.
• Hold decision authority and defend a position with department heads and senior leaders while supporting the Senior Directors strategic direction.
• Reach and own a defensible decision under time pressure on an incomplete record; escalate appropriately in ambiguous situations.
• Remain neutral while investigating colleagues and peers including people worked alongside daily.
• Operate where a missed statutory deadline carries direct financial consequence.

MANAGEMENT RESPONSIBILITIES:

This position directly manages the HR Coordinator and the Talent Acquisition Partner. The Senior Manager is responsible for the day-to-day performance development and accountability of both direct reports.

Performance Management:

• Schedule and meet with each direct report regularly for 1:1 discussions
• Facilitate Quarterly Reviews (4x per year) with each direct report
• Collaborate with direct reports to set OKRs ensuring they support the team and business
• Coach and develop team members
• Regularly provide direct and candid feedback to team members
• Document performance concerns; collaborate with HR and Senior Leader as necessary

Team Management:

• Oversee day-to-day functions within the team
• Always ensure adequate team coverage
• Facilitate team meetings at least quarterly
• Review and approve vacation schedules for direct reports ensuring appropriate coverage in alignment with the companys Flexible PTO policy.

Onboarding & Training:

• Hire and onboard the appropriate talent for the team
• Create transition plans and training plans for new hires; oversee execution of each plan

WORK ENVIRONMENT:

• Location:MonThu onsite in Quincy MA with the option to work remote on Fridays
• Conditions:Professional office environment; occasional off-site meetings and company events.

PHYSICAL DEMANDS:

• Extended periods sitting at a desk or workstation.
• Occasional walking/ movement between work areas (e.g. meetings restrooms or kitchen).
• Repetitive Hand and Wrist Movements via frequent typing and use of a mouse.
• Light lifting of office supplies documents or equipment (up to 20 lbs).
• Screen Use: Prolonged use of a computer screen.

POSITION TYPE AND EXPECTED HOURS OF WORK

This is a Full-Time Exempt position.

TRAVEL:

Minimal travel expected; occasional travel for industry events or off-site meetings.

AFFIRMATIVE ACTION PLAN/EQUAL EMPLOYMENT OPPORTUNITY (AAP/EEO) STATEMENT:

Magellan Jets is an equal opportunity employer and is committed to diversity in its workforce. We consider all qualified applicants without regard to race color national origin gender age disability or veteran status in accordance with applicable law.

OTHER DUTIES:

This job description is intended to convey information essential to understanding the scope of the Senior Manager People & Culture position. It is not an exhaustive list of responsibilities duties and skills required for the role. Magellan Jets reserves the right to amend this job description at any time to reflect business needs and operational priorities.

BENEFITS:

At Magellan Jets we value the well-being of our team and are proud to provide a robust benefits package for all full-time exempt employees.

Health & Wellness Benefits:

We offer: A generous vacation and sick time policy 9 company paid holidays Medical Insurance (HMO or PPO) Dental and Vision coverage Health Reimbursement Arrangement (HRA)Healthcare Flexible Spending Account (HFSA) Dependent Care Flexible Spending Account (DCFSA) Rx Cost Share Assistance Program Life Insurance & Disability Benefits (100% Employer Paid) Free Employee Assistance Program (EAP) 401(k) Retirement Plan with an employer match Fitness Reimbursement Program Pet Insurance Discount

The Senior Manager People & Culture role offers a competitive annual base salary annual bonus. Final compensation is based on experience and location and the position includes eligibility for Magellan Jets comprehensive benefits package.

OUR CORE VALUES:

Exceptional service starts with exceptional people those who treat every interaction as a chance to build a relationship. Our internal culture is felt by our private clients because were aligned on the same core values company-wide:Lead with Safety: Deliver an uncompromising commitment to safety Care Deeply: Own everything you do and constantly improve and Create Amazing: Develop cultivate and share a prosperity mindset.

A note on recruitment fraud: Explore opportunities only through our Careers Page: Magellan Jets will never ask you to pay a fee or download software to interview and we wont request banking information until youve signed an offer and completed onboarding paperwork from our People Operations team. All communications come from @ addresses only never or similar services.