Sr. HR Site Leader

Job Description SummaryThe Senior HR Site Leader will be a secondee to the joint venture and it is the most senior HR professional on-site. The role will serve as the HR leader of record for the full JV employee population (200+ employees). Operating with a high degree of independence — reflective of the JV structure and MPP's remote location — this individual leads an on-site HR team of two HR staff and is accountable for the full HR operating model: payroll, recruitment, compensation and benefits, employee relations, investigations, supplier and provider management, and community partnerships. The role requires a self-sufficient, hands-on HR leader who will be responsible for the entire human resources function, including all strategic and operational human functions, and other matters generally in scope of a chief human resources offices, including compensation and benefits, employment-related regulations, immigration and all other human resources compliance as required by Law, in all cases, as operating on a standalone basis.

Job Description

Roles and Responsibilities

JV HR Leadership & Independent Operation

• Act as the sole HR authority on-site; operate with significant autonomy given the JV structure and remote operations
• Lead, develop, and manage a team of 2 HR staff, setting clear priorities and providing day-to-day coaching and guidance.
• Provide strategic HR counsel to the MPP leadership team on workforce matters, people risk, and compliance obligations.
• Build and maintain a fit-for-purpose HR operating model that functions independently of JV Parent Companies’ corporate HR infrastructure where appropriate.
• Acts as the main HR point of contact managing communications with the JV Board of Directors including strategic HR recommendations, and other HR operational updates.

Payroll

• Own end-to-end payroll accountability for ~200+ employees, administered through Paylocity.
• Ensure payroll accuracy, compliance with Montana state and federal wage and hour laws, and timely processing across bi-weekly and salaried cycles.
• Manage payroll vendor relationship and any system changes or upgrades; serve as escalation point for employee payroll queries.

Recruitment & Talent Acquisition

• Lead full-cycle recruitment for the MPP site — from job scoping through offer — across manufacturing, engineering, and operational roles.
• Build and sustain a local talent pipeline in partnership with Montana Tech, Highlands College, and other regional educational institutions in Butte and the wider Big Sky region.
• Develop MPP's employer brand in the local market; represent MPP at job fairs, apprenticeship programmes, and community hiring events.
• Own and manage Paylocity ATS and any third-party recruitment suppliers, holding them to clear SLA and quality standards.

Compensation & Benefits

• Own the site compensation framework — including base pay structures, shift differentials, and annual review cycles — ensuring market competitiveness for a remote Montana manufacturing environment.
• Manage benefits programmes (health, dental, vision, 401k, EAP, and any JV-specific benefits), including open enrolment, employee education, and vendor management.
• Conduct pay equity reviews and advise leadership on compensation decisions for new hires and promotions in line with JV budget and governance.

HR Supplier & Provider Management

• Own and manage all HR-related supplier and provider relationships — including benefits brokers, insurance carriers, staffing agencies, background screening, and EAP providers.
• Ensure supplier compliance with applicable employment law and JV data handling standards.

Employee Relations Strategy

• Build and own a proactive employee relations strategy.
• Serve as the primary point of contact for employees and managers on all ER matters, including grievances, policy interpretation, disciplinary processes, and accommodation requests.
• Track ER trends across the site; present regular ER health indicators to JV leadership with recommended interventions.
• Develop and maintain site HR policies, ensuring they reflect Montana employment law, AS9100D HR requirements, and JV governance obligations.

Workplace Investigations

• Lead and manage workplace investigations — including misconduct, harassment, discrimination, and safety-related HR matters — to a thorough and impartial standard.
• Document findings clearly, ensure appropriate outcomes, and manage associated risk in consultation with JV legal counsel as required.
• Maintain confidentiality throughout investigation processes and coach site leaders on their responsibilities during and after investigations.

Community & Educational Partnerships

• Build and sustain MPP's relationships with local educational institutions — including Montana Tech and Highlands College (both based in Butte) — to support apprenticeships, internships, co-ops, and pipeline programmes.
• Represent MPP in the Butte community as an employer of choice; engage with Butte-Silver Bow workforce development bodies and state/county employment agencies.
• Partner with MPP leadership and the JV Board on workforce planning to support the site's continued growth trajectory.

Required Qualifications

• Bachelor’s degree in human resources, Business Administration, or a related field (or equivalent experience high school diploma/GED with at least 4 years progressive HR experience in a manufacturing environment) + minimum of 5 years HR experience in a manufacturing environment

Desired Characteristics

• Experience in a Joint Venture, standalone site, or multi-owner corporate structure — comfortable navigating dual reporting lines and governance complexity.
• Demonstrable experience operating as a standalone or lead HR professional in a manufacturing, industrial, or comparable site-based environment.
• Proven capability in payroll management, employee relations, and full-cycle recruitment.
• Experience managing workplace investigations to a high standard.
• Strong working knowledge of US federal employment law and Montana state employment regulations.
• Experience managing external suppliers and provider relationships in an HR context.
• Prior aerospace or precision manufacturing HR experience; understanding of AS9100D or similar quality-management environments is an advantage.
• Experience with Paylocity HRIS/payroll platform or comparable system.
• Strong connections to, or willingness to become deeply embedded in, the Butte, Montana community and local labor market.
• PHR, SPHR, or SHRM-CP/SCP certification preferred.
• High degree of self-direction — able to set priorities, lead a small team, and deliver results without day-to-day corporate oversight.
• Strong oral and written communication; credible with plant floor employees and JV Board members alike.
• Analytical and data-driven; able to use HR metrics to inform decisions and tell a clear story to leadership.
• Demonstrated ability to build trust quickly in a close-knit manufacturing community.

GE Aerospace offers comprehensive benefits and programs to support your health and, along with programs like HealthAhead, your physical, emotional, financial and social wellbeing. Healthcare benefits include medical, dental, vision, and prescription drug coverage; access to a Health Coach from GE Aerospace; and the Employee Assistance Program, which provides 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Aerospace Retirement Savings Plan, a 401(k) savings plan with company matching contributions and company retirement contributions, as well as access to Fidelity resources and planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability insurance, life insurance, and paid time-off for vacation or illness.

GE Aerospace (General Electric Company or the Company) and its affiliates each sponsor certain employee benefit plans or programs (i.e., is a “Sponsor”). Each Sponsor reserves the right to terminate, amend, suspend, replace or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a Sponsor’s welfare benefit plan or program. This document does not create a contract of employment with any individual.

This role requires access to U.S. export-controlled information. Therefore, employment will be contingent upon the ability to prove that you meet the status of a U.S. Person as one of the following: U.S. lawful permanent resident, U.S. Citizen, have been granted asylee or refugee status (i.e., a protected individual under the Immigration and Naturalization Act, 8 U.S.C. 1324b(a)(3)).

Additional Information

GE Aerospace will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). Employees may also be subject to random and reasonable-suspicion drug and alcohol testing.