Airbus Final Assembly Line
  • 06-Dec-2018 to 29-Mar-2019 (CST)
  • Mobile, AL, USA
  • Full Time

Airbus is an international pioneer in the aerospace industry. We are a leader in designing, manufacturing and delivering aerospace products, services and solutions to customers on a global scale. We aim for a better-connected, safer and more prosperous world.

A commercial aircraft manufacturer, with Space and Defense as well as Helicopters Divisions, Airbus is the largest aeronautics and space company in Europe and a worldwide leader. 

Airbus has built on its strong European heritage to become truly international with roughly 180 locations and 12,000 direct suppliers globally. The company has aircraft and helicopter final assembly lines across Asia, Europe and the Americas, and has achieved a more than sixfold order book increase since 2000.

Position Summary:

  • The Compensation Manager is responsible for maintaining, administering and communicating cost effective, competitive and proactive compensation strategies, plans and programs consistent with the business and HR strategy to attract, motivate and retain a high performing organization, for the business lines at the Mobile, AL Final Assembly Line (FAL).
  • In addition, this position works with the Senior Compensation Manager and the compensation team to develop and implement new or improved processes, programs, and/or strategies.

 Primary Responsibilities:

            Job Evaluation:

  • Conduct intake sessions with HR and/or line management as needed when a job evaluation is requested.
  • Review job description for completeness and specifications.
  • Perform a market-based job evaluation to determine a recommended salary grade, bonus target, and hiring salary range that is competitive in the external marketplace and internally equitable.
  • Communicate findings to HR and save job description and all evaluation work.

            Compensation Administration:

  • Guide on industry compensation practices and legal issues, assessing impact on the business.
  • Work with compensation management to develop new or improve existing processes.
  • Participate in salary surveys (local and/or national) as needed.
  • Work with local and functional HR and/or Compensation leadership to create or develop new programs as needed to address a business need.
  • Assist in the update or development of salary ranges, job structures, and/or career ladders for employees at the site(s).
  • Ensure compliance of all compensation programs with applicable Federal, State, and/or local laws.
  • Assist with internal or external audit requests of compensation-related data.

Additional Responsibilities:  

  • Documents process and procedure in the Compensation function. Reviews and completes process documentation ensuring consistency of format, approach, and language.
  • Reviews, advises and updates internal policies and procedures, and plan documents.
  • Assist, as needed, with other functional or local Human Resources projects or events.
  • Assist, as needed, with Airbus projects, including mergers & acquisitions.
  • Other duties as assigned.

 Qualified Experience / Skills / Training:

            Education:

Bachelor's degree in Business Administration, Human Resources, a related major or equivalent education and experience required

Experience:

    • 5 years of progressive professional level compensation or related experience required.
    • Experience in job evaluation and classification, market pay analysis, compensation program administration and compensation data analysis experience required.
    • Experience in developing compensation structures preferred.
    • Experience in compensation role with a manufacturing workforce strongly preferred.
  • Knowledge of the Airbus organization, HR processes and contacts, and experience working in a subsidiary operation a plus.

Licensure/Certifications:

  • CCP Certification preferred
  • Other HR Certifications (including CEBS, PHR / SPHR, SHRM certifications) preferred

Knowledge, Skills, Demonstrated Capabilities:

  • Demonstrated success as a mid-level HR / Compensation manager and advisor handling organizational change, managing compensation programs, and managing projects.
  • Effective result-oriented problem solving skills to include exceptional negotiation and facilitation skills, experienced in resolving conflicts between different parties to a dispute and reconciling conflicting requirements.
  • Highly efficient, conscientious and diligent work approach, complemented by a service- and a results-oriented work attitude.
  • Able to identify, analyze and solve complex problems and issues in a straightforward manner, demonstrating strong analytical and decision-making skills and timely follow through to closure.
  • Engaged, collaborative team player with strong interpersonal and consultative skills. Ability to build relationships and gain respect at all levels of the organization, handling complex situations professionally with diplomacy. Ability to handle confidential information with extreme discretion.
  • Ability to work independently, to multitask, managing multiple and simultaneous priorities in a fast-paced, dynamic environment, and work well under pressure and deliver within tight timelines
  • Thorough knowledge of U.S. employment and compensation laws and regulations and compliance standards and initiatives under the FLSA, EEOC, IRS, DOL and OSHA.

Communication Skills:

  • Excellent communication skills (written/oral/presentation), able to communicate effectively and demonstrate personal credibility, present clear and concise briefings and reports at all levels of an organization (individually, within a team setting, or to a large group).

Technical Systems Proficiency:

  • Microsoft Office and/or Google Suite experience required
  • Microsoft Excel Intermediate to Advanced level proficiency required
  • Access or other database or analytical tools preferred

 Travel Required:

  • 10% Domestic and International

Eligibility:

  • Able to work in the US without a current or future need for visa sponsorship

 Decision Making, Complexity:

  • Recommend employee compensation, compensation plans, advise on annual increase budgets and related activities.
  • Evaluation and presentation of alternative solutions/possibilities to Head of Rewards, and HR leadership.

 Job Dimensions, Contributions to Success:

  • Provide compensation support and advice for 400 600 employees.

 Nature of Contacts:

  • Identify the communications in performing the responsibilities of this position: internal, external, cursory, involved, influencing, negotiating, and frequency.

 Physical Requirements:

  • Vision: adequate to enter and read material on computer screens. Able to identify individuals to initiate greetings, the giving of directions and other business interactions
  • Hearing: able to hear sufficiently to engage in conversation in office settings. Able to hear safety alerts and warning signals.
  • Speaking: able to engage in conversations in person and via electronic means and deliver information to groups of varying size with or without amplification.
  • Equipment Operation: Able to operate a wide range of personal and office electronic equipment. Working on jigs at fuselage at a height of 15 feet. Able to work on hydraulic lifts sometimes at a height of up to 40 feet.
  • Lifting/Carrying: able to occasionally carry up to 55lbs/25kg which engaging in training, addressing production issues or as part of continuous improvement projects.
  • Pushing/Pulling: able to push/pull items in office areas.

Airbus in America 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 or genetics. In addition to federal law requirements, Airbus in America 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, termination, layoff, recall, transfer, leaves of absence, compensation and training.

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 in America expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Airbus's employees to perform their job duties may result in discipline up to and including discharge.

 

Airbus Final Assembly Line
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