Senior Manager of Human Resources-Aviation Week

The McGraw-Hill Companies is driving the education, financial services, and business information markets through leading brands such as McGraw-Hill Education, Standard & Poor's, BusinessWeek, J.D. Power and Associates, Platts, McGraw-Hill Construction, Aviation Week, and McGraw-Hill Broadcasting. We are committed to a new digital evolution, a far-reaching global impact, and developing and retaining the talent needed for us to achieve these goals.At The McGraw-Hill Companies, our diverse range of resources—human resources— allows us to impact capital markets and economies worldwide.In fact, it is the distinct combination of talents, experiences, backgrounds, ideas, and opinions of each employee that makes our business success possible. And it is how we will build on your potential both personally and professionally. If you strive to impact the lives of countless individuals everywhere, begin by adding your unique perspective to ours. Job Description Aviation Week, a division of The McGraw-Hill Companies, is the largest multimedia information provider to the aviation and aerospace industry.  It offers real-time news, professional information and e-business features. AW is in search of a talented and experienced Senior Manager of Human Resources. This leader is a business person with 7- 15 years of experience whose expertise and responsibility is in Human Capital Management.  The Senior Manager‘s core responsibilities are to attract, develop, re-deploy, retain and motivate the entire workforce to enable business success for primary clients who are the President of Aviation Week Group, his/her leaders and the leaders of the Global Customer Operations group in BIG.   • Chief advisor to Business President (AWG) and head of GCO, his/her directs and functional senior teams on talent implications of business strategy. Helps define HR strategy to support business goals. Manages team to execute on agreed upon Human Capital goals for the business that are aligned to division, segment and corporate objectives. 20%• Helps create and puts in place superior people development programs, including the early identification of high potential talent across all key functions (sales, editorial, analytics, etc.). 10% • Conducts senior searches for key talent necessary to implement business strategy.  Recognizes the importance of having a strong, diverse team for the business with leadership and entrepreneurial skills.  15%• Manages high impact performance management processes including PMP, Corrective Action, Reductions in force, reward and recognition programs. 30% • Makes compensation recommendations on key talent within the business or external hires.  Implements approved compensation actions.  Manages year-end processes.  25%  ·Works with corporate functions such as HR, Legal, Communications, etc to ensure support for the business.·Manages external entities (search firms, SHRM, consultants, CLC, etc) to bring the best in class solutions to business challenges.·Acts as the “voice of reason” with the senior team on all people issues; ensures well thought out decisions are executed with precision.  Appropriately challenges and questions leaders, managers, policies and procedures which impede progress against agreed upon goals. ·Thinks logically and broadly.  Considers the longer range impact on today’s decisions. Remains poised and maintains perspective. Represents the HR function well with highly valuable insight and action. ·Works on committees and projects which advance the agenda of the HR function and the whole corporation.  DIMENSIONS of ROLE:  · Responsible for 2 work forces of 150 (AWG) and 173 (GCO). Total- 323 FTE (all U S and  non US employment markets)· AWG- 4 main revenue streams (Magazines, Conferences, E- News and Info, Directories)· Three sales regions (East, Mid West, South)· 4 US locations (NY, Washington, Hightstown, Boulder) · 1 Trillon dollar marketplace with fierce competitive threats· AWG Business Revenue- 52 MM· AWG NOI- 4.5MM· AWG ROS- 8.8%· HR Staff reporting to Senior Manager- 1· Must travel (20%-40%) to key domestic locations.· Although currently there are no AWG employees in non-US markets (London and Asia) we will begin to increase our population outside of the US. (ie. China initiative). KNOWLEDGE & EXPERIENCE: ·  7 to 15 years of experience in progressively responsible roles.·  Previous experience working in a superior human resources function in an organization known for its people management competence. ·  A track record of implementing large-scale cultural change that works. ·  A demonstrated desire to pursue excellence in management development, succession planning and assessment. ·  Experience and success in recruitment. ·  Hands-on experience managing programs that address an organization’s capabilities and needs, including building consensus and communicating objectives. ·  A desire to become a leader of the broader corporate HR leadership team; clear potential to assume greater responsibility within the human resources function and beyond. ·  Excellent educational credentials – relevant advanced degree preferred. Copyright 2008 The McGraw-Hill Companies. Subject to Terms of Use. Read our Privacy Noticeonline. We are an equal opportunity employer.