Senior HR Generalist (Commercial) Location: Remote within US Build an Aviation Career You’re Proud Of At StandardAero, we use our ingenuity and know-how to solve challenges ranging from the simple to the highly complex in aviation. Together, we get the job done—and done well. Our stability, resources, and respectful culture support you in building a long-term career with a team you can count on every day. Description StandardAero, one of the world’s largest independent aviation MRO (Maintenance, Repair & Overhaul) providers, is seeking a Senior HR Generalist to support our global Commercial organization, including Sales and Business Development across the Commercial Engine Services and Military, Helicopter & Energy divisions. In this role, you will serve as a trusted HR advisor and strategic liaison between the business and HR functions, providing both strategic and hands-on support to leaders and employees across a complex, matrixed, and globally distributed organization. You will partner closely with business leaders and the VP of HR to drive talent strategies, support revenue-generating functions, and ensure a consistent, high-quality employee experience across regions. What You’ll Do - Act as a strategic liaison between the business and HR Centers of Excellence (COEs) to align HR programs with business priorities - Partner with the VP of HR and collaborate with regional/site HR teams to ensure effective, locally aligned execution of HR initiatives - Serve as a primary HR partner to Commercial and Sales leaders, supporting organizational design, workforce planning, and talent strategy - Provide HR guidance on employee relations, performance management, and policy interpretation, ensuring consistent and compliant practices - Lead and resolve employee relations issues and investigations, balancing business needs and risk mitigation - Coach leaders on performance, development, and leading teams in a matrixed, global environment - Support and influence change management initiatives tied to business growth and transformation - Partner with COEs and Compensation to deliver and optimize HR programs, including annual cycles (merit, incentives, job evaluations) - Utilize HR metrics and people data to identify trends and drive data-informed decisions - Support talent reviews, succession planning, recruitment, and engagement initiatives, while ensuring compliance with U.S. employment laws and company policies - Basic Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field - 5+ years of HR experience, including direct support of a business function (e.g., Sales, Commercial, or Corporate functions) - Experience supporting globally distributed teams or international organizations - Experience working within a matrixed organizational structure - Experience managing employee relations issues and workplace investigations - Experience using HR data and metrics to support decision-making - Ability to travel up to 25% to customer or business locations - Authorization to work in the United States - Preferred Qualifications - Experience supporting Sales or Business Development organizations across the full sales lifecycle - Experience supporting transactional and/or long-cycle sales environments - Experience working in a publicly traded company environment - Experience supporting revenue-generating or commercial functions - Experience in a fast-paced, technical, or regulated industry (e.g., aerospace, manufacturing, defense) - HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) Raising the Standard of Excellence since 1911 With over a century of proven excellence, StandardAero has become an industry leader in MRO services and customized solutions in the aerospace field. Our shared values and learning-based culture inspire our team to exceed their potential and power our customers’ missions worldwide. With on-the-job training, advancement opportunities, and excellent benefits, StandardAero invites you to experience a fulfilling and meaningful career with us. Inclusivity Is Our Standard It is StandardAero’s policy to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex (including transgender status, sexual orientation, and pregnancy) sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. Our supportive environment celebrates diversity with no room for harassment or discrimination of any kind. We invite you to bring your authentic self to our team and experience our welcoming culture.

• Advise and provide coaching to first-time managers on employee relations, systems implementation, compensation, performance management, HR policies and other related topics • Partner with your function’s HR Business Partner(s) on larger projects and org changes • Identify and recommend continuous improvements to HR programs and processes to drive efficiencies and enhance the employee experience • Manage all new hire onboarding logistics for client groups • Conduct exit interviews and support administration of employee offboarding • Stay up to date on state HR laws and practices (payroll, benefits, compliance, terminations, leave of absences, etc.) • Manage employee relations and respond to all questions regarding benefits, systems, performance, company programs and policies

Role Description The Human Resources Coordinator I-9 Specialist supports the organization’s talent and compliance functions by managing all activities related to Form I-9 Section 2 completion, E-Verify processing, remote employment verifications, and the resolution of Tentative Non-confirmations (TNCs). This role ensures timely, accurate, and compliant onboarding documentation while providing exceptional service to new hires, managers, and HR partners. Additional onboarding duties will be assigned based on business needs. This role is remote based in Central or Mountain Standard Time. Key Responsibilities - Complete and validate Section 2 of Form I-9 for all new hires in accordance with DHS and USCIS requirements. - Review identity and work authorization documents for accuracy and acceptability. - Ensure Section 2 is completed within required timelines. - Apply consistent standards across all brands and locations. - Maintain compliant documentation practices and retention standards. - Create and manage E-Verify cases for all new hires. - Ensure timely case submission following I-9 completion. - Monitor case statuses and follow required resolution steps. - Maintain proper E-Verify documentation and audit trail. - Manage Tentative Non-Confirmation (TNC) cases end-to-end. - Notify employees promptly and in accordance with E-Verify requirements. - Provide required notices and explain employee rights and next steps. - Track employee action deadlines and agency responses. - Maintain documentation of all communication and resolutions. - Conduct remote I-9 verifications using approved DHS/USCIS methods. - Coordinate authorized representatives or approved alternative verification processes. - Ensure compliance with current federal rules governing remote verification. - Maintain documentation validating remote verification eligibility and completion. - Perform regular internal audits of I-9 records for accuracy, completeness, proper signatures, and dates. - Partner with HR leadership on audit findings, remediation, and risk mitigation. Additional Responsibilities - Assist with new hire onboarding tasks such as scheduling, documentation collection, system setup, and orientation support. - Deliver a consistent and positive onboarding experience by guiding new hires through required steps and responding to inquiries. - Collaborate with HR team members to ensure seamless, well-coordinated onboarding workflows across the organization. - Maintain employee records in HRIS and ensure data accuracy for new hire entries. - Provide administrative support for HR projects, process improvements, and compliance initiatives. - Maintain confidential employee information with discretion and adherence to data privacy requirements. - Support process documentation, standard operating procedures, and training materials related to onboarding and employment verification. Qualifications - 1–2 years of HR, onboarding, compliance, or administrative experience. - Must be bilingual in English/Spanish. - Strong understanding of Form I-9 requirements, Section 2 completion, and E-Verify processes. - Experience in handling remote verifications and TNC case management. - High attention to detail with strong organization and follow-through. - Ability to communicate clearly and professionally with employees at all levels. - Proficiency with Microsoft Office and HRIS systems. ADP Preferred. - Experience working in a multi-state environment. - Knowledge of DHS or USCIS compliance updates. - Experience in a high-volume onboarding or shared services HR environment. Benefits - Health - Vision - Dental - Life - 401k - Vacation

GENERAL PURPOSE: Mitigate risk for the company and drive engagement by managing timely responses to Associate concerns raised through open-door channels. Execute prompt, timely, thorough, and proactive responses to Alertlines, 3rd party charges, Associate correspondence, social media, or any actionable trends identified through Case Management requiring on-site or remote investigative activity. Provide Associate Relations support for critical incidents such as suicidal associates and domestic violence. Support after-hours critical incident coverage as assigned. Coach and counsel business unit leadership on managing Associate Relations issues. Facilitate Key People Processes and Approachable Leadership training or conduct Climate Surveys in response to Associate Engagement results. Through the investigation process, monitor, validate, and ensure compliance with internal HR policies and procedures and external local, state, and federal laws. Follow all HR Services processes and work with the HR Services Leadership team and legal partners to provide documentation, reports, or investigative case files or records as needed. The base salary range for this role is $66,800 – $98,350. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location. ESSENTIAL FUNCTIONS: Associate Relations-Investigations: • Conduct on-site/remote investigations as assigned by the Associate Relations Case Manager identified through Case Management, Alertline, 3rd party channels, social media, associate correspondence, or other vehicles. Required to conduct investigations for all shifts for the business units HR Services supports. • Follow HR Services investigation and response processes to ensure consistency and mitigate risk. Enter case notes and supporting documentation, including reporting and video from investigations into the Case Management system daily and in a timely/thorough manner. • Work closely with the HR Services team to ensure cross-functional sharing of activities and outcomes. • Together with the support team, run reporting and provide related documents such as case management history, compliance sign-offs, etc., to assist in responding to 3rd party claims agency/attorney charges. Conduct investigations as needed for further case closure. • Respond on site as necessary to any crises working with the LP and 3rd party – Magellan. • Conduct Domestic/Intimate Partner Interactives and follow established protocols. • Respond to cases involving Suicidal Associates by following established protocols. • Lead First Responder process. • Through investigations, monitor that stores are proactively executing a Pro-Associate culture. • Advise on Corrective Action Guideline adherence and counsel Store Management on policy violation disciplinary action to ensure consistency. • Interpret personnel policy. Assist Field Leadership in redirecting Associates when necessary and formulating action plans with managers when potential associate problems are identified. • Develop self by staying abreast of HR techniques and trends. Compliance: • Respond (within 48 business hours – 24 business hours for Sexual Harassment) to all case management, critical incidents, 3rd Party charges, or other forms of notification relating to Associate relations allegations. • Meet established service level expectations, including expected case closure productivity and days to close goals. • Follow all HR Services Investigation and Communication processes. • Final Pay and effective scheduling within guidelines. • Recommend follow-up on appropriate disciplinary action for repeat compliance issues. Government Regulations: • Work with legal to help support as needed in the research and documentation of any state or federal agency complaints and coordinate response with legal counsel. • Stay abreast of regional, state, or federal AR-related legislation and changes that may affect company policy/procedure. • Conduct or follow up on ADA regulations and Interactives as necessary to ensure we remain compliant. Training: • Conduct training workshops and seminars as needed. Analysis/Research: • Recommend human resource policy, and process improvement recommendations to the supervisor in response to changing needs or trends. • As part of the investigation process, assess training, benefits, wages, labor, and associate relations needs and communicate recommendations to business partners. • Initiate analysis/reports / statistical data as part of the investigation process and use this data to support findings and identify trends. Liaison to Corporate Office/Field/Distribution Center: • Guide business unit leaders as needed in implementing and communicating Human Resources, compensation, and benefit policies and procedures. • Act as liaison between business units (corporate, stores, DCs) for training, benefits, labor, and associate relations needs. Special projects and other duties as assigned. COMPETENCIES: Communicates Effectively Dealing with Ambiguity Collaboration Manages Conflict Decision Quality Ensures Accountability and Execution Business Acumen Plans, Aligns, and Prioritizes QUALIFICATIONS AND SPECIAL SKILLS REQUIRED: • 3-5 years of multi-unit retail HR or similar Associate Relations Call Center/Shared Services experience preferred • Workplace Investigations Training preferred • Knowledge of NLRB-related issues is a plus • Degree(s) in Business Administration, Organization Development, Human Resources, or other related field preferred • Excellent interpersonal, presentation, facilitation, analytical, organizational, and communication skills required • Working knowledge of Excel, Word, and Outlook PHYSICAL REQUIREMENTS/ADA: • Requirements: Consistent timeliness and regular attendance. The job requires ability to work in an office environment, primarily on a computer. The job also requires sitting, standing, walking, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc. • This position may be performed remotely anywhere within the United States except the State of Colorado. • Occasional Requirements: The job occasionally requires bending, kneeling, reaching, and lifting up to 10 pounds. • May also require occasional 10-15%25 short notice driving and/or air travel, including traveling overnight (single or multiple) for on-site investigations, business functions, or site visits. • Vision requirements: Ability to see information in print and/or electronically. #LI-Remote SUPERVISORY RESPONSIBILITIES: None DISCLAIMER: This position description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management’s discretion. Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.