Human Resources Business Partner – DT (Defense & Systems, DT Operations, DT HR Operations, & Corporate Security)

GE Aerospace • Atlanta, GA

1d • Hybrid

About The Position

As a Senior Human Resources Business Partner, you will directly support three critical Digital Technology (DT) leadership areas: The Defense & Systems (D&S) CIO, the DT Operations Executive leader and DT HR Strategy & Operations (how HR shows up and operates across DT). You will anticipate the needs of these functions and drive innovative HR solutions that challenge and inspire our people to thrive in fulfilling GE Aerospace’s mission. This role blends deep HR business partnership for D&S DT and DT Operations with enterprise HR strategy and operations leadership across the DT function. You will operate as a senior individual contributor in a global, matrixed environment, grounded in a world-class HRBP approach and our FLIGHT DECK lean operating system, with a strong focus on Safety, Quality, Delivery, and Cost. This role operates in a remote or hybrid, global, and highly collaborative environment. You will balance virtual work with periodic in-person engagements at GE Aerospace locations to build relationships, support key leadership and HR forums, and anchor major DT and HR change efforts.

Requirements

• Bachelor’s degree from an accredited university or college (or a high school diploma / GED with at least 4 years HR Generalist related experience).
• Minimum 5 years of progressive experience in HR or related client-facing and specialist HR roles with increasing responsibility.

Nice To Haves

• Experience as an HRBP in aerospace, defense, manufacturing, or other complex, regulated, and global environments; exposure to technology/DT organizations is a plus.
• Proven experience managing HR operating rhythms, KPIs/metrics, and HR shared services/CoE interfaces; demonstrated ability to use data for decision making.
• Track record of partnering with senior leaders to design and execute HR strategies aligned with business and operational priorities.
• Experience in organization design, strategic workforce planning, and leading or supporting change initiatives.
• Strong project management skills, with the ability to manage multiple initiatives simultaneously and deliver on time.
• Excellent communication, facilitation, and relationship-building skills; able to influence and collaborate effectively with senior leadership and cross-functional teams.
• Strong interest in innovative HR solutions and lean/continuous improvement; experience applying FLIGHT DECK or similar methodologies is a plus.
• Strong organizational skills and attention to detail; able to move between strategic thinking and hands-on execution.
• Advanced degree in HR, Industrial/Labor Relations, Business, or related field, and/or HR certifications (e.g., PHR/SPHR, SHRM-CP/SCP) preferred.

Responsibilities

• Trusted advisor to the D&S CIO: Partner closely with the D&S DT leadership team to understand mission, programs, and customer requirements, translating business strategy into a clear people and organization agenda.
• Support DT Operations Leader: Provide HR leadership for DT Operations, including operating rhythms, portfolio and demand management, headcount approval, third-party engagement, DT leadership development programs, and internal DT effectiveness.
• Business insight & external lens: Bring insight on defense industry trends, DT operations best practices, and workforce dynamics to inform leadership decisions, org design, and talent strategy.
• Execution and readiness: Align HR priorities to program execution, operational reliability, cyber/security requirements, and readiness to support growth in D&S and DT Operations.
• Trusted advisor to the Corporate Security Office: Provide HR partnership to Corporate Security leadership, understanding their mission-critical role in protecting people, assets, and information, and translating those needs into the right organization, talent, and culture.
• DT HR operating model: Lead the HR Strategy & Operations agenda for DT, partnering with Executive HRM and DT HRBPs to define and continuously improve how HR supports DT globally (roles, interfaces, operating rhythms, governance).
• Talent strategy deployment: Translate DT HR and enterprise talent priorities into actionable plans for DT, ensuring alignment across client HRBPs and CoE partners.
• HR process excellence: Drive consistency, quality, and timeliness in HR processes across DT (talent reviews, performance, compensation, engagement, workforce planning), while allowing for appropriate tailoring by client group.
• KPI and metrics leadership: Define, track, and analyze key HR and people metrics for DT (e.g., attrition, diversity, internal movement, time-to-fill, engagement, leadership bench) and convert insights into action with HR and business leaders.
• Talent pipeline & succession: Lead talent reviews and succession planning for D&S DT and DT Operations, and contribute to enterprise DT pipelines for critical roles.
• Strategic workforce planning: Partner with leaders to develop medium- to long-term workforce plans for D&S DT and DT Operations, including skills, location strategy, and workforce mix (employees/contractors/partners).
• Leadership effectiveness: Coach senior leaders and people leaders, providing candid feedback and support to strengthen leadership capability, team effectiveness, and bench strength.
• Development and career navigation: Work with Talent CoEs to create development pathways, career navigation approaches, and targeted programs that help DT employees progress and grow.
• Org design & optimization: Support organizational design and restructuring efforts that improve clarity, speed, and accountability within DT ensuring structures support strategy and regulatory requirements.
• Change leadership: Lead or support key change initiatives (operating model changes, process redesign, tool deployments) with robust change management, clear communication, and strong stakeholder engagement.
• Embed FLIGHT DECK: Champion FLIGHT DECK methodologies in both the business and HR, using lean principles to simplify processes, eliminate waste, and continuously improve HR delivery and employee experience.
• Culture & engagement: Partner with leaders to foster a culture of safety, operational rigor, inclusion, and continuous improvement; identify and address culture and engagement risks early.
• Partner with CoEs: Collaborate with Talent, Total Rewards, HR Operations, and other CoEs to design and deliver contemporary, fit-for-purpose HR solutions for D&S DT, DT Operations, and broader DT needs.
• Execute core HR activities: Ensure effective delivery of compensation, benefits, performance development, learning, and other HR programs, tailored appropriately for defense and operations environments.
• Employee relations & risk: Provide guidance on complex employee relations matters, ensuring fair and equitable treatment, strong compliance, and protection of confidentiality and trust.
• Employee advocacy: Act as a credible advocate for employees and leaders, balancing business needs with a strong commitment to integrity, respect, and inclusion.

Benefits

• GE Aerospace offers comprehensive benefits and programs to support your health and, along with programs like HealthAhead, your physical, emotional, financial and social wellbeing.
• Healthcare benefits include medical, dental, vision, and prescription drug coverage; access to a Health Coach from GE Aerospace; and the Employee Assistance Program, which provides 24/7 confidential assessment, counseling and referral services.
• Retirement benefits include the GE Aerospace Retirement Savings Plan, a 401(k) savings plan with company matching contributions and company retirement contributions, as well as access to Fidelity resources and planning consultants.
• Other benefits include tuition assistance, adoption assistance, paid parental leave, disability insurance, life insurance, and paid time-off for vacation or illness.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees