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Director of HR

Aerosolutions Llc

This is a Full-time position in Boulder, CO posted September 14, 2021.

Manages day-to-day operations of the Human Resources (HR) Department.

Accountable and responsible for all aspects of quality

service for employees.

Responsible for the administration of HR tasks and answers general human resources inquires for employees.

Plans and administers policies relating to all phases of human resources activity by performing the following duties personally or

through team members.


Attendance: Is punctual and present.

Will request time off in accordance with policy.

Will document time worked and reasons for

tardiness/absence or leaving early according to company policy.

The requirements listed below are representative of the knowledge, skill, and/or ability required.

To perform this job successfully,

an individual must be able to perform each essential duty satisfactorily.

The competence of the employee in performing his or her

job duties will be demonstrated, maintained, and improved on an ongoing basis.

The statements contained in this position description reflect the general duties considered necessary to describe the principal

functions of the job as identified and shall not be considered a detailed description of all the work requirements that may be

inherent in the position.


Develop company training and organizational development plans to meet personal, professional and organizational goals of Aero

Wireless Group (AWG) and its employees; ensure plans meet requirements and skills necessary for AWG to compete in a fast

moving and technology advancing wireless market.

Enhance or develop and manage all planning, implementation and evaluation of employee relations and human resources

policies, programs and practices within all AWG companies.

Enforces management guidelines by preparing, updating and recommending human resource policies and procedures.

Establish and manage a recruiting, testing and interviewing program, including counseling managers on candidate selection;

conducting and analyzing exit interviews; and recommending changes.

Establish with senior management a staffing plan to support the growth of AWG in the short and long term.

Create and manage recruiting strategy, including methods of attracting talent by introducing AWG and its companies at career

fairs on college campuses and other venues as well as advertising career opportunities through social media.

Establish companywide pay scales by position; manage a pay plan by conducting periodic pay surveys; scheduling and conducting

job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; and recommending, planning, and

implementing pay structure revisions.

Work directly with senior management to develop, organize and implement an employee incentive program, financial and non-

financial rewards, for performance and other requirements.

Create and implement a performance management system to support employee evaluations on a quarterly and annual basis.

Evaluate employee(s) total compensation package to ensure its competitiveness with market and industry standards.


recommendations as necessary to senior management.

Implement employee benefits programs and inform employees of benefits by studying and assessing benefit needs and trends;

recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit

contract bids; awarding benefit contracts; and designing and conducting educational programs on benefit programs.

Create a company-wide training budget and where appropriate, manage employee continuing education programs that align with

company goals and employees career paths.

Ensure employees maintain current required licenses and certifications in line with

continuing education.

Ensure both job requirements and job descriptions for all positions in all companies are current and updated annually or as


Oversee and maintain the companys Employee Handbook to ensure an accurate reflection of company policies and procedures.

Establish, conduct and manage orientation and training programs and onboarding protocol for new hires that prepare employees

for assignments and ensures a positive employee experience

Conduct exit interviews to aid Group and its companies to improve environment and experience with the workforce.

Establish with senior management and manage a wellness program.

Establish Key Performance Measures (KPIs) for HR.

Maintain company compliance with background checks and drug screening.

Maintain employee files with documented personnel information including but not limited to performance reviews, disciplinary

actions, Performance Improvement Plan (PIP), Family and Medical Leave Act (FMLA)/leave of absence documentation, signed-job

descriptions, offer letter, and any personnel information changes.

Exercise good judgement for decision making and include lines of authority when necessary.

Ensures planning, monitoring and appraisal of employee work results by training managers to coach and discipline employees;

scheduling management conferences with employees and conducting workplace surveys; hearing and resolving employee

grievances, disputes and complaints; and counseling employees and supervisors.

Enforce a professional workplace.

Ensures legal compliance of Group and company policies, procedures and reporting by monitoring and implementing applicable

human resource federal and state requirements, conducting investigations, maintaining records and representing the

organization at hearings.

Consults legal counsel, as required, to ensure that company policies comply with federal, state and local laws.

Conducts internal audits for compliance, quality and internal control purposes.

Retain historical human resource records by designing a filing and retrieval system and keeping past and current records.

Cultivate professional and technical knowledge by attending educational workshops, reviewing professional publications,

establishing personal networks, and participating in professional societies.

Other duties as assigned.


Displays a high figure-it-out factor through a solutions-oriented approach to obstacles and resolving complex issues.

Embraces change, excellent people skills, promoting goodwill cross-departmentally.

Reasoning Ability: Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

Ability to deal

with problems involving several concrete variables in many situations


Education: Bachelors degree from a four-year college or university; degree in human resources preferred

Experience: Minimum of ten (10) years experience in human resources including five (5) years in a management level position

Language Ability: Ability to read, analyze and interpret field related periodicals, professional journals, technical procedures, or

government regulations.

Ability to write reports, business correspondence and procedure manuals.

Ability to effectively

present information and respond to questions from mangers, clients, customers, and prospects

Math Ability: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions and


Computer Skills/Equipment: Knowledge of word processing software, spreadsheet software and human resources software and

the various kinds of HR software available to companies.

Certifications/Licenses: Certified PHR (Professional in Human Resources), SPHR (Senior Professional in Human Resources),

SHRM-CP (Society of Human Resource Management certified professional) or SHRM-SCP (senior certified professional) or able

to obtain within one year of role designation


The physical demands described here are representative of those that must be met by an employee to successfully perform the

essential functions of this job.

Reasonable accommodations may be made to enable individuals with disabilities to perform the

essential functions.

While performing the duties of this Job, the employee is regularly required to sit, talk and hear as well as use

hand to finger, handle, or feel.

The employee is occasionally required to stand and walk.

The employee must occasionally lift and/or

move up to 10 pounds.

Specific vision abilities required by this job include close vision.

Machines/Equipment Used

Computers, copy machines, telephone, fax machine, and other equipment as necessary

Environmental Conditions

The work environment characteristics described here are representative of those an employee encounters while performing the

essential functions of this job.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.