Airbus is committed to providing reasonable accommodations as an Equal Opportunity Employer to applicants with disabilities. If you require assistance or an accommodation to complete your application, please contact us at USCareers&64;airbus.com

• Notice: Know Your Rights: Workplace Discrimination is Illegal
• Notice: Pay Transparency Nondiscrimination (English)
• Aviso: Transparencia en el Pago No Discriminación (Spanish)

Job Description:

Airbus Mobile Manufacturing Site (MMS) is looking for an Employee Relations Director to join our Human Resources Team based in Mobile, Alabama.

The Employee Relations Director is responsible for establishing, directing and leading the Employee Relations function within a multi-program manufacturing site. They play a key role by providing both practical and strategic support, including: Positive Employee Relations culture, Airbus values, employee communications, employee activities, organizational effectiveness and labor relations.

This position will lead and develop the Positive Employee Relations team and lead the deployment of Employee Relations (ER) tools and initiatives, support risk mitigation plans, and oversee people matter investigations for the site. They also ensure achievement of strategies/objectives by providing leadership that delivers innovative, valuable counsel and services that facilitate the attraction and retention of employees. They support and promote the mission and vision of the organization through the alignment of the Human Resources Departmental goals with organization-wide goals and objectives.

Working in our Human Resources department, it’s our mission to help support Airbus’ greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience.

Near ‘Airbus Way’ you will find the Airbus U.S. Manufacturing Facility for commercial aircraft. Opened at the Mobile Aeroplex at Brookley in 2015, the facility produces A320 Family aircraft and added a second product line for the A220 in 2019. The facility, which strengthens the U.S. aerospace industry, is part of Airbus’ strategy to enhance its global competitiveness by meeting the growing needs of its customers in the United States and beyond.

• Financial Rewards: Competitive base salary, incentive compensation which may include profit sharing schemes, retirement savings plan and the ability to participate in an Employee Stock Ownership Plan (“ESOP”)
• Work/Life Balance: Paid time off including personal time, holidays and a generous paid parental leave program.
• Health & Welfare: Comprehensive insurance coverage including medical (traditional and high-deductible health plans), prescription, dental, vision, life, disability, Employee Assistance Plan (“EAP”) and other supplemental benefit coverages.
• Individual Development: Upskilling and development opportunities through our global Leadership University, including unlimited access to 10,000&43; e-learning courses focusing on ways to develop your employability, certifications, career path as well as the opportunity to participate in accelerated development programmes and both national and international mobility.

At Airbus, we support you to work, connect and collaborate more easily and accessibly. Wherever possible, we foster flexible working arrangements to stimulate innovative thinking.

Act as Site Focal for Airbus Positive Employee Relations Strategy: 50

• Drive Airbus values and culture with HRBPs, managers and business leaders, working daily to ensure that our ideals and culture are understood and incorporated into all employee interactions
• Support HR and business in managing 2-way, direct relationship with personnel and service suppliers for employee relations purposes
• Ensure that all employee relations matters are quickly and effectively managed through established policies and workflows. Act as the site escalation point for employee complaints or suggestions
• Facilitate, at a strategic and operational level, the feedback loop on ER issues to HR and the rest of senior management by applying established PER strategic processes
• Ensures site understanding of key policies, procedures, speak up/safety culture as well as supporting local ERGs as needed
• Maintains current knowledge and awareness of immediate HR issues: internal policies and practices, state and federal employment regulations, public social issues, and current interpersonal/team dynamics
• Drive the use of all PER tools and assessments throughout the year as scheduled or needed to capture the overall site morale and engagement level
• Run the Site PER HRBP Committee and participate in the North America PER HRBP committee to create and implement standard processes
• Act as the focal point for corrective action escalations

Lead People Matters Investigations: 20

• Responsible for the oversight of people matters investigations, in partnership with Sr. Director of HR/Director of HR, regional legal counsel, and HR E&C lead as appropriate
• Train/upskill business-unit HR team on effective investigation techniques in partnership with regional subject matter experts
• Support the education of Site Leaders with regard to the PER strategy and tools
• Own site-level investigation documentation and management system, creating processes where appropriate
• Report investigation findings to senior-leaders, with recommended actions and follow up as appropriate
• Support Employee Relations Specialists/ HRBPs as needed on any issue resolution or performance/consequential management as needed

Reporting and Analytics: 20

• Analyze inputs to understand trends and opportunities from employee feedback tools and investigation aggregate data
• Create dashboards, presentations, and white-paper reports to effectively communicate risks and opportunities
• Propose risk and opportunity action plans based on available data points
• Partner with site stakeholders to drive active risk mitigation plans, reporting to senior leadership on follow through

Other duties as assigned: 10

• Support North America PER team on special projects related to the assigned business-unit and across the region
• Approves reward of tokens for Safe Positive Productive nominations

Qualified Experience / Skills / Training:

• REQUIRED: Bachelor’s degree in HR, Business Administration, Psychology, or related field
• PREFERRED: Advanced degree (MS, MBA, or JD)

• 10 years related experience directly interacting with employees
• 10 years of experience conducting workplace investigations
• PREFERRED: Previous experience in an industrial environment supporting both salaried and hourly employees

• SHRM/PHR certifications a plus
• Employment law or employee relations certifications a plus

• Demonstrated ability to manage difficult conversations with all levels of employees
• Demonstrated ability to effectively work in a complex, international environment
• Demonstrated ability to effectively manage ambiguity and shifting priorities
• Demonstrated ability to relate and communicate effectively with a diverse range of individuals
• Demonstrated ability to analyze large quantities of data and create effective reports to communicate findings
• Strong time management and organizational skills required
• Skilled in consensus building across all levels of the organization, from shop-floor to C-suite
• Deep and continuing education of employment law, employment/workplace trends, and labor relations trends
• Knowledge of the Aerospace industry preferred

• Fluency at a negotiation level in English required
• French, Spanish, German language proficiency is a plus

• Advanced level capability with Google Suite and MS Office productivity tools
• Experience with Tableau, Google Data Studio, or similar software preferred

• Up to 10 Domestic and International

Take your career to a new level and apply online now!

A full job description will be provided to candidates who progress to the interview stage or any candidate upon request.

This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company’s success, reputation and sustainable growth.

Company:

Employment Type:

Experience Level:

Remote Type:

Job Family:

------

Job Posting End Date: 10.31.2024

------

Airbus provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training. Airbus expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. As a matter of policy, Airbus does not sponsor visas for US positions unless specified. Only applicants with current work authorization will be considered. Airbus does not offer tenured or guaranteed employment. Employment with Airbus is at will, meaning either the company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice. Airbus reserves the right to revise or change job duties and responsibilities as the need arises. This position description does not constitute a written or implied contract of employment.

By submitting your CV or application you are consenting to Airbus using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Airbus.
Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief.

Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to emsom&64;airbus.com.