Director, HR Business Partner

L3HHCM20•Londonderry, NH

21d

About The Position

L3Harris is seeking a seasoned Director, HR Business Partner to join the Integrated Vision Systems (IVS) HR team within the Communications & Spectrum Dominance (CSD) segment. The Director, Human Resources Business Partner (HRBP) serves as a key member on the CSD HR leadership team (HRLT). The Londonderry, NH based position leads the Human Resources function for a sector with approximately 1,200 employees across 2 locations (Londonderry, NH and Tempe, AZ). The role reports to the Vice President, Human Resources for the CSD segment and indirectly reports to the sector President.

Requirements

Bachelor’s degree with 15 years of progressive experience in human resources or Graduate degree with 13 years of progressive experience in human resources; Prior experience as an HR business partner is required.

Nice To Haves

Requires expert knowledge of HR functions.
Proven experience driving strategies and results in change management, performance management, employee engagement and retention, staffing, compensation, talent management, and succession planning.
In-depth understanding of employment law and applicable state requirements.
Extensive experience as an HR Business Partner with progressively increasing scope and responsibility, ideally within a matrix and government contracting environment.
Strong communication, interpersonal, influencing, coaching, and consulting skills.
Highly adaptable, with the ability to thrive in a fast-paced, dynamic environment.
Proven ability to collaborate in a team environment as well as operate independently.
High degree of professional integrity and confidentiality, with a strong attention to detail.
Experience supporting a full P&L (all functions to include manufacturing) and/or distributed employee groups as an HR business partner.
Demonstrated strategic thinking and ability to influence and drive HR initiatives within a complex, matrixed organization.
Demonstrated experience delivering measurable results, leveraging HR metrics and reporting out on progress regularly.
Track record of building strong business relationships with senior executives and business leaders.
Project management experience leading teams to address complex issues.
Ability to manage multiple priorities and meet deadlines.
Strong presentation skills with experience delivering presentations to all levels of the organization.
Ability to expertly utilize MS Office software products like Outlook, Word, Excel, and PowerPoint to analyze data and leverage that data to influence senior level customers and HR function.
Strong communication and interpersonal skills, highly adaptable and able to thrive in a fast-paced dynamic environment.
Ability to obtain a Secret Security Clearance, which requires US Citizenship.
Ability to travel as needed.

Responsibilities

Provide expert support to senior leaders and employees, partnering with other business leaders, HR Business Partners, and Centers of Excellence to implement strategic initiatives for business growth and enhance organizational capability.
Partner directly with sector President and leadership team to lead and deliver proactive strategies to drive engagement, talent acquisition and development, organizational effectiveness, organizational design and continuous improvement outcomes in support of the annual operating plan (AOP).
Serve as a key member of the segment HRLT in the development and execution of segment HR strategic priorities.
Diagnose complex issues and develop, recommend, and implement root cause solutions to enhance employee engagement and experience.
Ensure the consistent and unbiased application of various HR processes and programs and their alignment with organizational needs and business priorities.
Collaborate with leaders to create workforce and staffing plans to ensure availability of human capital necessary to accomplish business results.
Use metrics/analytics to drive performance and people decisions regarding employee acquisition, engagement, development, retention, inclusion.
Guide, coach, advise and counsel client group on business decisions aligned to the company code of conduct and policy.
Build strong relationships with functional HRBPs to influence and align business priorities within their respective functions.
Ensure best practices relative to Talent Acquisition, Total Rewards, Organizational Development and Talent Management.
Build and maintain effective working relationships with leadership and employees and provide advice and counsel to both on employee-related and organizational matters.
Take ownership and exhibit leadership for various Human Resources projects and initiatives at the sector level.
Serve as advisor, mentor, and coach for leaders in support of achieving objectives.
Lead a team of HRBPs.