HR Business Partner

ICF•Reston, VA

21d•$67,063 - $114,008

About The Position

As an HR Business Partner, you will help shape a positive, people-centered culture across the Energy, Environment & Infrastructure (EEI) Operating Group. You’ll support HR programs that strengthen engagement, develop talent, and contribute to EEI’s growth. By bringing curiosity, problem solving skills, and a solid HR foundation, you’ll help make sure our initiatives have real impact and support the success of both EEI and ICF. You’ll join an enthusiastic HR Consulting team that supports EEI, including Senior HRBPs, an HR Specialist, and our People Relations colleagues. Together, we partner closely with Learning & Development, Compensation, and Talent Acquisition to provide comprehensive support to EEI. Key Responsibilities of this role include: Business Partnership • Support Sr HRBP’s in providing partnerships to multiple EEI managers/leaders and their respective organizations, delivering high-quality HR services and support tailored to their unique needs. • Partner with HRBP colleagues across EEI to support division specific talent and employee programs • Collaborate with our Compensation Partners to facilitate compensation activities across EEI. Provide guidance and counsel to managers on compensation planning or out-of-cycle salary changes. • Partner with the HR Immigration team, HRBP colleagues, employees and managers to manage employee immigration cases. • Utilize data analytics to evaluate HR metrics and trends for division or group-level insights. HR Project/Process Management: • Support HR initiatives that enhance the employee experience and contribute to projects that improve HR processes, advance talent development, and strengthen employee engagement. • Assist in overseeing the EEI performance and compensation review processes by working with colleagues and leaders to monitor and analyze progress, and by guiding managers and employees as needed to ensure a smooth and positive experience. • Support the development and delivery of HR related content and training by working closely with Learning & Development, Compensation, and other HRBPs • Serve as a key resource for onboarding and offboarding processes for the EEI and/or particular divisions to include onboarding training, conducting exit interviews, and evaluating new hire/exit interview data Learning and Development • Encourage and facilitate the professional growth of employees, providing resources and support that align with their personal development goals. • Support the development and delivery of HR related content and training by working closely with Learning & Development, Compensation, and other HRBPs • Co-facilitate/design team effectiveness trainings as needed • Serve as an advisor to support the development of people managers across EEI in partnership with the HRBP team. Employee Relations • Manage employee relations matters, as needed, including conflict resolution and performance management in partnership with our People Relations team.

Requirements

Bachelor’s degree in human resources, Human Resource Management, Business Administration, Psychology or related discipline (can substitute one year of related experience for one year of education).
2+ years of experience in assisting managers with talent management initiatives, addressing supporting employee development, and resolving employee relations matters.

Nice To Haves

PHR/SPHR or SHRM CP or SCP certification.
Proven ability to successfully support, coach, and influence internal clients to include with clients in varying geographic locations, both domestic and international.
Experience using data analytics to generate proactive insights—compiling and analyzing data, and presenting findings through data visualizations or dashboards (Excel or Power BI).
Demonstrated knowledge of HR practices and disciplines, including talent management, compensation, performance management, employee/career development and general support in a broad-based HR generalist role.
Experience in HR project management, program implementation, and training delivery.
Demonstrated experience in supporting a large, complex, multi-location organization while working with managers across various offices.
High-level of proficiency in problem solving skills/critical thinking --with the ability to analyze complex situations, identify existing or potential problems, and recommend solutions.
Proven ability as an effective team member on virtual teams and ability to successfully support, coach, and influence remote clients.
Ability to effectively communicate with all levels of the organization as required.
Team player with the ability to work in a high demand environment with diverse, geographically dispersed clients.
Sound business ethics and judgment, including the protection of proprietary and confidential information.

Responsibilities

Support Sr HRBP’s in providing partnerships to multiple EEI managers/leaders and their respective organizations, delivering high-quality HR services and support tailored to their unique needs.
Partner with HRBP colleagues across EEI to support division specific talent and employee programs
Collaborate with our Compensation Partners to facilitate compensation activities across EEI.
Provide guidance and counsel to managers on compensation planning or out-of-cycle salary changes.
Partner with the HR Immigration team, HRBP colleagues, employees and managers to manage employee immigration cases.
Utilize data analytics to evaluate HR metrics and trends for division or group-level insights.
Support HR initiatives that enhance the employee experience and contribute to projects that improve HR processes, advance talent development, and strengthen employee engagement.
Assist in overseeing the EEI performance and compensation review processes by working with colleagues and leaders to monitor and analyze progress, and by guiding managers and employees as needed to ensure a smooth and positive experience.
Support the development and delivery of HR related content and training by working closely with Learning & Development, Compensation, and other HRBPs
Serve as a key resource for onboarding and offboarding processes for the EEI and/or particular divisions to include onboarding training, conducting exit interviews, and evaluating new hire/exit interview data
Encourage and facilitate the professional growth of employees, providing resources and support that align with their personal development goals.
Co-facilitate/design team effectiveness trainings as needed
Serve as an advisor to support the development of people managers across EEI in partnership with the HRBP team.
Manage employee relations matters, as needed, including conflict resolution and performance management in partnership with our People Relations team.