Human Resources Business Partner

Everfox•Herndon, VA

7h•Remote

About The Position

Everfox, formerly Forcepoint Federal, has been defending the world’s most critical data and networks against the most complex cyber threats imaginable for more than 25 years. As trailblazers in defense-grade, high assurance cyber security, we have been leading the way in developing and delivering innovative cyber security technology. We protect data wherever it resides. Our unwavering dedication and commitment to our customers and the critical missions they serve are what set us apart. We are dynamic, vigilant, and proactive in everything we do. Our suite of cross domain, threat protection and insider risk solutions empower governments and enterprise organizations to use data safely - where and however their people need it. At Everfox, we innovate, we invest, we achieve. We protect what matters most to our customers. And we offer protection like no other. We do all of this so our customers can focus on what matters most… their mission. The HR / Talent Business Partner (HRBP) serves as a trusted advisor to business leaders, translating business strategy into people actions while ensuring sound judgment, execution rigor, and workforce risk management. This role partners closely with leaders to enable performance, strengthen talent density, improve organizational effectiveness, and reinforce Everfox’s values and operating culture. The HRBP balances urgency with risk, providing practical, data-informed guidance in an environment where compliance, discretion, and execution quality are paramount. Operates with a moderate level of autonomy , the HRBP is accountable for driving people strategy execution across assigned business areas, supporting leaders through change, and ensuring people decisions are ethical, compliant, and defensible. This role is central to Everfox’s ability to scale responsibly while maintaining a security-first, execution-driven culture.

Requirements

Bachelor’s degree ; advanced degree or HR certification (PHR, SPHR, SHRM-CP/SCP) preferred.
4-6 years of progressive HR Business Partner or equivalent experience.
Experience operating in regulated, high-accountability, or security-sensitive environments is strongly preferred.
Demonstrated ability to independently advise and influence manager- and director-level leaders.
Strong judgment when navigating ambiguity, competing priorities, and sensitive situations.
Ability to balance HR rigor with business pragmatism and execution speed.
High emotional intelligence, discretion, and credibility with leaders and employees.
Strong grounding in HR fundamentals, employment practices, and compliance.
Ability to interpret workforce and talent data and translate insights into action.
Effective coaching, facilitation, and communication skills.
Clear, concise written and verbal communication tailored to non-HR audiences.

Responsibilities

Serve as a trusted advisor to leaders on workforce, talent, and performance strategy.
Translate business objectives , operating priorities, and financial drivers into people plans and actions.
Provide data-informed guidance that balances speed, effectiveness, and risk.
Lead performance management cycles, talent reviews, and development planning for assigned client groups.
Partner with leaders on succession planning and leadership capability development.
Strengthen talent density through proactive coaching, assessment, and intervention.
Diagnose organizational effectiveness issues related to structure, roles, decision rights, and operating rhythm.
Support org design, workforce planning, and scalable organizational changes.
Improve clarity, accountability, and execution through practical recommendations.
Lead or support people-side change initiatives tied to growth, transformation, or operational improvement.
Reinforce Everfox values through leader behaviors, systems, and everyday practices.
Translate engagement and talent data into targeted, actionable improvement plans.
Manage employee relations matters of moderate complexity with sound judgment and discretion.
Ensure people decisions are compliant, ethical, and well-documented.
Partner closely with Legal, Security, Finance, and leadership to mitigate workforce risk.
Collaborate with HR Centers of Excellence (Talent, Total Rewards, People Operations) to deliver integrated solutions.
Partner cross-functionally to support business outcomes while maintaining compliance and risk discipline.