Human Resources Business Partner - Level 3 or 4

Northrop Grumman•McLean, VA

3d•$94,200 - $176,300•Hybrid

About The Position

Northrop Grumman Space Sector is seeking a Human Resources Business Partner – Level 3 or 4 to provide support to their Functional HR team. This role will provide HR support to a geographically dispersed population of employees and leadership across Business Management, Communications, and Security functional organizations. This position may be located in their McLean, VA or Redondo Beach, CA site. As an HR Business Partner, you will work in partnership with the HR Manager and HR Director to drive strategic human capital plans that support sector functional goals, and provide HR guidance and counsel to leaders, managers, employees, and peer team members. The selected candidate will collaborate with the business to develop and implement solutions and deliver exceptional HR support in a challenging, dynamic, supportive, and innovation-oriented business environment. This position can be filled at either level 3 or 4.

Requirements

Level 3: Bachelor’s degree in business administration, HR, Psychology, or related field with 5+ years of professional experience in broad HR Business Partner experience – OR – Master’s degree in Business Administration, HR, Psychology, or related field with 3+ years of professional experience in broad HR Business Partner experience.
Level 4: Bachelor’s degree in business administration, HR, Psychology, or related field with 8+ years of professional experience in broad HR Business Partner experience – OR – Master’s degree in Business Administration, HR, Psychology, or related field with 6+ years of professional experience in broad HR Business Partner experience.
Will consider an additional 4+ years of experience in lieu of degree.
Proven ability to lead cross-functional HR projects and understanding and application of project management and change management fundamentals, including organizing, planning, presenting, and executing concurrent projects and tasks. Ability to escalate issues and obtain additional resources when necessary.
Strong consulting skills and ability to solve business challenges.
Experience in analyzing data to define the root cause, design practical, creative and/or innovative solutions, and ensuring effective implementation of solutions.
Experience consulting with leaders on succession planning, culture and engagement, change management, managing performance, and maintaining positive employee relations.
Demonstrated ability to effectively communicate with and influence others; proven track record of building collaborative partnerships to influence direction and drive change.
Experience supporting executives in a heavily matrixed environment.
Must have the ability to obtain and maintain a U.S. Government DoD Secret security clearance. US Citizenship is a prerequisite.

Nice To Haves

PHR (SHRM-CP) or SPHR (SHRM-SCP) certification.
Experience using Workday HRIS.
Experience in a functional support environment.
Experience in a matrix organization with a large customer group (500-1000).

Responsibilities

Consult and assist as a strategic business partner in the implementation of HR strategy, programs and policies across multiple client groups; including talent identification, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, EEO and other areas within the HR body of knowledge.
Establish a solid understanding of the business, build and expand relationships, and create close partnerships across HR centers of excellence (COEs).
Play a key change leadership role in the company's transformation by reinforcing a culture of growth and innovation. Lead or support change projects to evolve organizational capability and improve our operating model and enable business growth.
Diagnose organizational needs and develop practical, creative and/or innovative solutions to increase team and organizational performance and advance the business strategy. Effectively implement and sustain solutions.
Perform complex and comprehensive employee relations investigations, consult with legal, and develop organizational actions in partnership with leadership.
Leverage people insights data to identify trends, risks, and opportunities within organizations to inform, develop, and implement solutions in partnership with leadership.
Drive retention of critical skills and high performers through differentiated rewards, analyze key attrition drivers and develop retention strategies.
Facilitate leadership development focused on comprehensive succession planning and strategic leadership movement. Collaborate with business leaders to build leadership depth and address critical roles/skills needs. Coach leadership on employee development plans and development resources.
Partner with Compensation on compensation analyses and consult with leadership on recommendations for promotions, adjustments, leveling, offers, and incentives. Support preparation for and facilitation of annual Compensation Planning, leveraging our Pay for Performance philosophy.
Analyze and present employee survey data/key themes to leadership teams. Collaborate with leadership to communicate actions and drive progress.