HR Business Partner

V2X•Springfield, MO

40d•Hybrid

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, shaping organizational effectiveness, talent strategy, and cultural excellence. This role partners closely with program leadership to translate business priorities into people strategies that drive performance, strengthen leadership capability, and support long‑term organizational success. This role will combine proactive strategic partnership, expert HR guidance, and data-driven insight to address both immediate and future talent needs within a program-centric environment

Requirements

BA/BS Degree in Human Resource Management, Business Management or another related field required master's degree preferred. One year of relevant experience may be substituted for each year of required education.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and labor relations, diversity, performance management, and federal, state, and international employment laws.
Minimum of 6 to 10 years’ experience in human resources; 3-5 years' experience resolving complex employee relations issues.
Strong written and oral communication skills required.
United States citizenship required.
Familiarity with HRIS systems and ATS.

Responsibilities

Partner with leaders to understand business goals and develop integrated people strategies that enable performance and growth
Provide strategic counsel on organizational priorities, workforce risks, leadership effectiveness, and talent decisions.
Use data, insights, and external trends to anticipate needs and shape proactive HR strategies.
Directly work with leaders at all levels to manage and resolve complex employee relations concerns; conduct effective, thorough and objective investigations when warranted.
Support organizational design efforts, ensuring clarity of structure, roles, and decision rights.
Develops and assists individual program HR managers in determining immediate and long-range HR requirements based on corporate objectives and business strategies.
Facilitate talent reviews, succession planning, and development strategies that strengthen the leadership pipeline.
Coach leaders on performance, culture development, team dynamics, change leadership, and talent decisions.
Shape and reinforce a culture of accountability, inclusion, and high performance.
Use analytics and dashboards to inform decisions, measure impact, and drive continuous improvement.
Familiarity with CBA and SCA employee populations.
Assists in developing contract terms for new hires, promotions and transfers.
Assists international employees with expatriate assignments and related HR matters.
Directs and leads program phase-in and phase-out activities as required.
Assists Business Development teams with key personnel acquisition strategies to propose competitive “price to win” themes associated with new business and critical re-compete objectives.
Assist in building and executing systems and processes roadmaps to build efficiency and effectiveness in delivery of HR needs for the organization.
Coordinate corporate and program Affirmative Action Plans
Performs other duties and assignments as required by leadership both within the service line and within the broader human resources function.
Ensure that all employees are treated equally, regardless of their gender, ethnic background, or disability.