GENERAL DESCRIPTION

Under the general direction of the Director of Human Resources, the Senior Manager of Employee Relations and Talent Acquisition plays a pivotal role in shaping and enhancing the organization's employee relations and talent acquisition strategies. This senior leadership position encompasses managing and implementing Human Resources (HR) policies, overseeing recruitment and benefits efforts, providing guidance on labor relations, ensuring alignment with organizational goals, and compliance with regulations. The role involves leading a dedicated team in developing annual recruitment strategies, conducting investigations, and advising on HR policies while managing the HR department's budget. Additionally, the Senior Manager will facilitate effective onboarding and offboarding processes, retirement processes, and oversee compliance reporting, and engage in collective bargaining negotiations, making them a key player in fostering a positive work environment and workforce development.

COMPENSATION: $125, 000 and up based on experience

SUPERVISES OTHERS: YES

FLSA STATUS: EXEMPT

ESSENTIAL FUNCTIONS

• Accountable for the well-being and support of their direct reports, providing individual training for their job responsibilities and offering mentorship.
• Evaluates the work performance of direct reports; engages in transparent performance check-ins and appraisals and takes necessary corrective action or disciplinary measures when required.
• Ensures that direct reports comply with authority standards regarding personal appearance, fostering a professional work environment.
• Oversees the maintenance and accountability of all direct reports' equipment, ensuring adherence to established guidelines and promoting operational efficiency.
• Lead and manage comprehensive HR programs, including recruitment, labor relations, personnel records, and employee recognition initiatives.
• Participate in labor agreement negotiations to ensure fair and equitable outcomes.
• Supervise and mentor a dedicated team responsible for talent acquisition, overseeing onboarding and offboarding processes to include benefits and retirement processing.
• Develop and implement an annual recruitment strategy that aligns with Succession Planning objectives, providing regular progress updates.
• Provide expert guidance on the implications of laws, regulations, Authority policies, and collective bargaining agreements.
• Assist management in the development and revision of HR policies, procedures, and programs that support organizational objectives.
• Conduct or oversee timely investigations related to employee and labor relations, document findings, and provide actionable recommendations.
• Advise managers and staff on policy interpretation, recruitment strategies, compensation, conflict resolution, and union grievances.
• Act as a liaison for Unemployment Compensation, fostering effective working relationships internally and externally.
• Ensure hiring practices comply with Authority standards, state and federal regulations, and employment laws.
• Oversee the entire hiring process, including conducting background checks and I-9 verification to ensure compliance.
• Compile accurate reports for internal and external compliance requests, including completion of the Authority's EEO-4 report and Affirmative Action Plan (AAP).
• Regular and reliable attendance is required as an essential function of the position.

This list is not intended to be all-inclusive, and you may not be responsible for every item listed. The employer reserves the right to assign additional functions and responsibilities as necessary.

COMPETENCIES

• Empowerment: Shares and instills in others a sense of responsibility to enhance their commitment and ownership; Encourages ownership and responsibility through team building and development, which results in individuals solving problems on their own through creativity and innovation.
• Decisiveness: Thinking outside the box; taking appropriate risks when getting things done with resources available, resulting in actionable output.
• Driving Innovation: Develops fresh ideas and new approaches that provide solutions to all types of workplace challenges. Develops new ways to solve problems and achieve results. Reward unique ideas and solutions that result in success.
• Sound Judgement: The ability to make sound and timely decisions by analyzing and understanding situations and information clearly by carefully examining the details. Exhibits a sense of urgency where appropriate.

REQUIRED FOR ALL HCAA JOBS

• In the event of an emergency or disaster that impacts the Hillsborough County Aviation Authority (HCAA), an employee may be required to respond promptly to duties and responsibilities as assigned by the employee’s department or the HCAA Emergency Operations Center (EOC). Such assignments may be before, during, or after the emergency/disaster.
• Complies with all HCAA Policies, Procedures, and Standards.

QUALIFICATIONS (EDUCATION, EXPERIENCE, LICENSES & CERTIFICATIONS)

• Bachelor's Degree in Human Resource Management, Business Administration, Public Administration, Social Sciences, Behavioral Sciences, or related field.
• Six (6) years experience in human resource management functions, emphasizing Employee Relations and Recruitment.
• Three (3) years supervisory experience.
• Or equivalent combination of education, training, and experience.
• Must possess a valid Florida Driver License.

PREFERRED QUALIFICATIONS (EDUCATION, EXPERIENCE, LICENSES & CERTIFICATIONS)

· HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP).

KNOWLEDGE, SKILLS, AND ABILITIES

· Knowledge of federal, state, and local employment laws, regulations, and compliance requirements.

· Knowledge of HR policies, procedures, and best practices, particularly in employee relations and talent acquisition.

· Knowledge of labor relations principles, collective bargaining agreements, and negotiation processes.

· Knowledge of effective recruitment strategies, succession planning, and talent acquisition methodologies.

· Knowledge of budgetary principles and experience in managing HR budgets effectively.

· Skills in resolving employee conflicts and labor-related disputes.

· Skills and ability to effectively advise and collaborate with diverse stakeholders.

· Skills in managing HR teams, overseeing talent acquisition, and providing strategic guidance.

· Skills with collective bargaining agreements and contract management.

· Skills in establishing and maintaining effective working relationships with internal and external stakeholders.

· Skill and problem-solving ability, especially in addressing complex employee relations issues and legal matters.

· Ability to compile and analyze data for reporting and decision-making purposes.

· Ability to think strategically and contribute to developing HR policies and programs aligned with organizational goals.

· Ability to adapt to changing HR landscapes, legal requirements, and organizational needs.

· Ability to communicate effectively orally and in writing.

· Ability to establish and maintain effective working relationships with others within and outside the Authority.

· Ability to handle restricted, sensitive, and confidential information.

· Ability to provide outstanding customer service, serve the public, and represent the Authority with courtesy and professionalism.

PHYSICAL ABILITIES

· Frequent standing & walking

· Sitting up to 6 hours per day

· Occasional lifting up to 20 Ibs

· Occasional bending, stooping, pushing, pulling & dragging

· Continuous typing

· Occasional driving

The Aviation Authority-Tampa International Airport provides equal employment opportunity to all persons, regardless of age, race, religion, color, national origin, sex, political affiliations, marital status, non-disqualifying physical or mental disability, sexual orientation, membership, or non-membership in an employee organization, or based on personal favoritism or other non-merit factors.

The Aviation Authority-Tampa International Airport welcomes and encourages applications from minorities, veterans, and persons with physical and mental disabilities, and will reasonably accommodate the needs of those persons in the application, testing and hiring process. The decision to grant reasonable accommodation requests will be made case-by-case.