Human Resources Business Partner - Level 3 or 4

Northrop Grumman•Aurora, CO

13d•$81,400 - $168,200•Hybrid

About The Position

Northrop Grumman Space Sector is seeking a Human Resources Business Partner – Level 3 or 4 to provide support to their Central Region Engineering team. This role will offer customer support to both union and non-union employees and leadership. The position is located in Aurora, CO; Salt Lake City, UT; or Chandler, AZ. As an HR Business Partner, you will collaborate with the HR Manager and HR Director to implement strategic human capital plans that align with BU and division objectives. You will provide HR guidance and counsel to leaders, managers, employees, and peer team members. The selected candidate will partner with the business to develop and execute solutions and deliver exceptional HR support in a challenging, dynamic, and supportive environment.

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.
Proficient verbal and written communication skills; proven track record of building collaborative partnerships as the basis for being able to influence direction and drive change demonstrated ability to effectively communicate with and influence others.
Experience supporting manufacturing/operations in a union environment.
Must have the ability to obtain and maintain a U.S. Government 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 Manufacturing and/or Engineering environment.
Experience in a matrix organization with a large customer group (500-1000).

Responsibilities

Serve as a strategic business partner and consultant to internal customers and stakeholders.
Establish a solid understanding of the business, build and expand relationships, and create close partnerships across HR centers of excellence (COE's).
Identify trends, risks, and opportunities within the organization.
Provide business insight through data analytics, research and benchmarking to inform, develop, and implement solutions in partnership with leadership.
Perform complex and comprehensive investigations and develop organizational actions in partnership with leadership.
Consult with legal and be the primary interface with the represented workforce and leadership.
Drive retention of critical skills and high performers through differentiated rewards, analyze key attrition drivers and develop solutions to improve retention.
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. Recommend solutions to 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 by leveraging change management best practices.
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 and HR team on employee development plans and development resources.
Analyze and present employee survey data/key themes to leadership teams. Collaborate with leadership to communicate actions and drive progress.
Other duties as assigned.