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About Canopy Aerospace & Defense

Canopy A&D is built to accelerate the future of advanced materials for space, defense, and maritime systems. Canopy delivers specialized materials and components that carry customers from concept through sustainment. Canopy A&D’s advanced signal attenuation technologies and production-scale manufacturing accelerate the fielding of platforms that are faster, cooler, and quieter. Our adaptive approach ensures solutions evolve at the pace of shifting challenges, keeping our customers ahead of the curve.

Canopy Aerospace and Defense is seeking a Manager, Human Resources Operations to join its team working in a hands-on, fast-paced, collaborative environment. This role designs and runs the systems and processes behind the Human Resources function. The incumbent is the primary owner of the HRIS on the Human Resources side — configuration, workflows, data, reporting, and integrations with connected systems such as the applicant tracking system, background check vendors, benefits carriers, and Information Technology provisioning — and will work closely with Payroll to build the workflows, handoffs, and controls between the two teams. A large part of this job is root cause analysis: something is broken or slow, and this person figures out why and partners with the right function to implement the fix. Partnership is essential, and this role will work cross-functionally with nearly every function in the business to design processes that work for everyone who touches them.

The successful candidate must be a strategic thinker who also executes, be familiar with a manufacturing environment, and have impeccable attention to detail and accuracy. This is an individual contributor position with no direct reports and no supervisory authority over other employees; the incumbent reports to the Director, Human Resources, works under general supervision along specialized and technical lines requiring particular training and experience, and customarily and regularly exercises discretion and independent judgment on matters significant to the business.

• Act as the primary owner of the HRIS on the Human Resources side, including configuration, workflows, security and permissions, and release management.
• Own the Human Resources side of integrations between the HRIS and connected systems, including the applicant tracking system, background check vendors, benefits carriers, and Information Technology provisioning.
• Partner with Payroll to design the workflows, handoffs, and controls between the Human Resources and Payroll teams.
• Perform root cause analysis on process and system failures: define the problem, determine why it is happening, and partner with the right function to implement and verify the fix.
• Design and build the processes and workflows that run inside Human Resources and those that intersect Human Resources with other functions.
• Partner cross-functionally with Finance, Payroll, Information Technology, Operations, Quality, and site leadership so processes work for everyone who touches them.
• Lead system implementations, module rollouts, and major reconfigurations through go-live.
• Set and maintain data governance standards across operating companies, including field standards, identifiers, and organization structure.
• Run data integrity audits and reconciliations across operating companies.
• Serve as the technical escalation point for system issues the generalist team cannot resolve.
• Manage vendor and implementation partner relationships against defined deliverables.
• Build and maintain Human Resources reporting and dashboards for leadership and Finance.
• Map, diagnose, and redesign Human Resources processes that break, duplicate effort, or differ across operating companies.
• Design employee lifecycle workflows from requisition through onboarding, changes, transfers, leaves, and offboarding.
• Build automation and manager and employee self-service to remove manual work from the Human Resources team.
• Write and maintain the Human Resources process library, including standard operating procedures and job aids.
• Own the operational side of recurring cycles, including open enrollment and performance and compensation cycles.
• Support compliance operations, including audit readiness, required reporting, and records retention.
• Project manage Human Resources initiatives with a plan, named owners, dates, and status reporting to the Director, Human Resources.
• Run change management on new processes and systems, including communication, training, and adoption tracking.
• Train the Human Resources team and people leaders on new processes and systems.
• Assess and integrate people systems and data when the Company acquires.
• Apply artificial intelligence tools to Human Resources workflows where they reduce manual effort, and evaluate new capabilities as they become available.
• Responsible for the creation, maintenance and control of all personally identifiable information or any other information protected by Confidentiality and Privacy Standards and HIPAA.
• Responsible for special projects and assignments as business dictates.

• Experience with UKG Ready. Deep experience in another enterprise HRIS is equally welcome if the candidate can point to a time they learned a new system quickly and well; systems judgment matters more here than any one platform
• Experience in a private equity backed or holding company environment where processes must work across several businesses
• Experience applying artificial intelligence tools to Human Resources work, such as drafting, data analysis, document review, content production, or process automation
• Experience supporting organizational change, including growth initiatives, restructuring, or integration efforts
• Experience supporting manufacturing, aerospace, or defense environments, including shop floor time and attendance, is a plus
• Benefits administration experience, including carrier feeds and eligibility rules
• Experience with a reporting or business intelligence tool beyond the HRIS's native reporting
• Lean, Six Sigma, or continuous improvement training
• HRIP, PHR, SPHR, SHRM-CP, or SHRM-SCP certification

• Ability to communicate effectively in verbal and written English
• Ability to sit or stand for extended periods while working at a computer workstation
• Frequent use of hands and fingers for data entry, keyboarding, and mouse use
• Ability to view computer screens for prolonged periods
• Ability to communicate effectively in person, by phone, and via email
• Ability to use a computer to complete assignments
• While performing the duties of this job, the employee will typically work in an office environment, with regular time spent in manufacturing areas
• Ability to safely lift at least 25 lbs
• Vision abilities required by this job include near vision, distant vision, color vision, peripheral vision, depth perception and ability to adjust focus.

The above statements are intended to describe the general nature and level of work performed. They are not intended to be an exhaustive list of all responsibilities, duties, or skills required. Management may modify or assign additional duties as needed.

Your actual level and base salary will be determined on a case-by-case basis and may vary based on the following considerations: job-related knowledge and skills, education, and experience.

Total compensation will also include a comprehensive set of benefits including but not limited to: Company paid employee medical, dental and vision insurance. 401K company match (eligibility required), paid sick leave, paid vacation, paid holidays and discretionary bonuses.

EXPORT CONTROL REQUIREMENTS:

To conform to US Government export regulations, the applicant must be a (i) US Citizen, (ii) lawful permanent resident of the U.S. (aka green card holder), (iii) protected individual as defined by U.S.C. 1324b(a)(3), or (iv) eligible to obtain the required authorizations from the U.S. Department of State.

Canopy A&D is an Equal Opportunity Employer, employment with Canopy A&D is governed on the basis of merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status.