Job Description

Kilgore Flares, LLC (KFL) is a world leader in the design, development and manufacture of advanced expendable countermeasures and countermeasures suites and serves as an IR decoy flare supplier for some of the world's most sophisticated and advanced airborne platforms. Kilgore Flares was the first expendable IR decoy flare manufacturer to introduce full automation to the decoy manufacturing process, bringing a new level of safety and quality to the market. Founded in 1920, Kilgore Flares was acquired by Chemring in 2001.

The Human Resources Director at Kilgore Flares is responsible for designing and implementing comprehensive human resources programs, policies, and initiatives. The position reports to the President of KFL and has a dotted line reporting relationship to the Chief People Officer of CHG Group, Inc. (CHGi). As an integral member of the Senior Leadership Team, the Human Resources Director serves as the primary contact for HR matters and oversees workforce planning, employee communications and organizational culture, professional development, employee relations, performance management, mentoring and coaching, organizational development, compensation, benefits, and adherence to government regulations. This position demands a collaborative business partner who excels at building consensus and promoting commitment to shared goals. Acting as a strategic advisor to the President and Senior Leadership Team, the Human Resources Director is charged with developing and executing HR strategies that support business, employee, and corporate objectives. Through effective alignment of employees, this leader will drive increased organizational efficiency, effectiveness, and profitability while managing costs and supporting overall financial performance.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Serves as a role model, fostering positive relationships with staff and cultivating an environment of mutual respect and trust that supports employee engagement and retention
• Promotes a culture of compliance and integrity throughout the organization, helping to minimize risk and maintain high ethical standards that support the company’s reputation and regulatory standing
• Partners with the CHGi Chief People Officer to develop and implement corporate HR solutions and programs, ensuring alignment with both local and group-wide objectives
• Manages the effective and efficient administration of the talent management process, enabling managers to provide constructive and ongoing feedback and coaching, and facilitating succession planning processes that drive leadership development and talent continuity
• Directs the design, implementation, and communication of HR and business initiatives, ensuring these programs are clearly understood and adopted across departments
• Acts as a key resource in resolving elevated issues and questions, providing timely guidance that helps maintain a positive work environment and minimizes disruptions to productivity
• Supports the recruitment process by ensuring job descriptions are accurate and compliant, and collaborates with teams quarterly to maintain consistency and alignment across the business
• Works closely with managers and employees to resolve employee relations issues, guiding to optimal decisions, preparing corrective actions
• Oversees the development and facilitation of leader and employee training programs, ensuring skill development and knowledge transfer that enhances individual performance and contributes to organizational success
• Oversees the administration of FMLA and Workers’ Compensation programs, as well as payroll and benefits, to guarantee compliance, efficiency, and employee satisfaction
• Analyzes data such as turnover rates, headcount, exit interviews, and market trends, making actionable recommendations that improve retention, optimize staffing, and enhance overall organizational performance
• Ensures regulatory and government compliance within HR scope, proactively identifying and addressing gaps to minimize potential legal risks and support business continuity
• Develop and drive talent management strategies to ensure effective staffing alignment with the needs of the business
• Maintains a clear understanding of business strategy and priorities, actively participating in strategic direction sessions to ensure HR initiatives are aligned and responsive to organizational objectives
• Directs the creation and administration of the company’s compensation structure and associated programs, supporting competitive pay practices that attract and retain top talent
• Regularly collaborates with senior leadership through monthly strategy meetings to align staffing, recruiting, engagement, and retention initiatives with company goals, ensuring HR actions are measurable and support business growth

OTHER JOB FUNCTIONS

• Comply with government and corporate laws, rules, regulations, policies, and procedures
• Ensure 100% compliance with the Chemring Operational Framework, Code of Conduct and U.S. Code of Ethics and Business Conduct
• To maintain the role’s effectiveness and relevance, periodically reviews and updates responsibilities to reflect changing business needs and HR best practices, ensuring continuous improvement and organizational agility
• Special projects and other duties as assigned

SUPERVISORY RESPONSIBILITY

• Manages all levels of HR/Administrative employees, exempt and non-exempt

EDUCATION/CERTIFICATION

• Bachelor’s degree in Business Administration, Business Management, Human Resources, or related field, or an equivalent combination of education and experience required
• HR Certification (SPHR) preferred, ability to obtain in first year of employment required

EXPERIENCE

• Minimum 15 years of relevant Human Resources experience. Experience must include hands-on strategic and tactical responsibility for the delivery of full-scope human resources activities
• Minimum 7 years’ in a leadership role, working with senior leaders at the Director/Vice President and above level
• Experience collaborating with extended HR teams preferred
• Strong HR background with the ability to effectively balance both strategic planning and daily execution
• Proven track record in delivering results in a changing and growing business environment
• Prior experience in manufacturing and government/defense contracting environments strongly preferred

Requirements

ADDITIONAL SKILLS AND QUALIFICATIONS

• Must be eligible to obtain and/or maintain a U.S. Government Security Clearance commensurate with the level of facility clearance
• Must be eligible to possess explosives under the Safe Explosives Act of 2003 (as amended) as required by the Bureau of Alcohol, Tobacco and Firearms (ATF) for all employees of Kilgore Flares
• Skilled in MS Office and HRIS programs
• Strong enthusiasm for creative thinking and innovation, and inspiring others to take action
• Well-versed in relevant laws, regulations, and management concepts, including developing policies and procedures
• Exceptional ability in active listening, critical thinking, sound judgment, decision-making, complex problem solving, and effective time management
• Experienced in leading organizational change
• Displays professional conduct and integrity, earning trust from colleagues and clients
• Dedicated to providing excellent customer service
• Able to pinpoint main challenges and develop effective solutions
• Excels at tackling complex problems with creative strategies
• Capable of managing several tasks independently with minimal guidance
• Outstanding written, verbal, and presentation communication skills
• Possesses strong leadership abilities and has a track record of nurturing high-potential talent

PHYSICAL AND OTHER REQUIREMENTS

Lifting, carrying, pushing, pulling, or otherwise moving objects, weighing up to 10 pounds occasionally and/or a negligible amount of weight frequently. Involves sitting most of the time, but may involve walking or standing for brief periods of time. Use of computer. Some domestic and international travel required.

DISCLAIMER

The preceding job description has been designed to indicate the general nature and essential job functions of this position. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. Employees will be expected to perform other job functions and duties as may be needed and/or required.

EQUAL OPPORTUNITY EMPLOYER

Kilgore Flares Company LLC (KFL) is an equal opportunity employer. We evaluate applicants without regard to race, color, religion, sex, age, national origin, disability, veteran status, genetic information and other legally protected characteristics.

The “Know Your Rights” Poster is available here: EEO Know Your Rights

KFL EEO Policy Statement is available here: KFL EEO Policy Statement

Kilgore Flares Company LLC is committed to working with and providing reasonable accommodations to individuals with disabilities.

If you need a reasonable accommodation because of a disability for any part of the employment process, please send an e-mail to kflhr@kilgoreflares.com or call (731) 228-5229 and let us know the nature of your request and your contact information.