Human Resources Business Partner

Amentum

8d•$110,000 - $125,000•Onsite

About The Position

Amentum has a unique opportunity for a Human Resources Business Partner to provide support to the Modernization & Training business line. The HRBP will deliver HR services in a timely, effective manner and will serve as a business partner to the Program Managers and leadership teams of the Indo-Pacific Programs. This position will partner with leadership to ensure optimal employee engagement and satisfaction and to foster a high-performance culture. The HRBP must be located on Oahu, Hawaii to provide in-person support. Essential duties and responsibilities include the following: Partner with the Program Managers and other levels of management to promote an inclusive working environment and support the development of the workforce. Implement human resources policy and best practices by driving change and serving as a business advocate. Work closely with the Talent Acquisition and Operations teams to assess recruiting needs and facilitate the onboarding process. Provide proactive direction and guidance to managers/employees on performance management (coaching, career development, counseling, and/or disciplinary actions), communications and training, employee relations issues, interpretation of federal and Hawaii employment laws, and company policies and procedures. Provide on-site support to program management and employees; recommend and implement actions to further enhance employee engagement and to address challenges to the employee population. Additional Duties: Investigate employee complaints/allegations by interviewing appropriate parties, gathering information, providing feedback as appropriate, making recommendations for corrective action to prevent recurrence of situation, and creating a report which ensures clarity and objectivity of the investigation. Maintain in-depth knowledge of legal requirements related to day–to–day management of employees, reducing legal risks and ensuring regulatory compliance. Conduct stay and exit interview, identifying trends and strategies for retention Assist in identifying training needs for the program and deliver (or coordinate the delivery of) non-operational training Conduct group presentations to communicate company policy, processes, and/or annual company activities such as new employee orientation, benefits enrollment, etc. Facilitate program start-up activities as needed to include employee communications, briefings, orientation and onboarding, communication with management and other functional areas, system set-up, and other related activities The HRBP will work under minimal supervision. The candidate must demonstrate a superior ability to develop rapport at all levels of the organization and to collaborate across functional areas to work towards identified goals. Candidate must possess excellent communication skills and a demonstrated ability to work both independently and as a member of a team. Candidate must have the requisite skills and attitude to consult effectively with managers/supervisors. Strong facilitation, persuasion, and listening skills are a must. Candidate must have demonstrated ability to manage multiple and complex administrative processes; good judgment and the ability to analyze and problem-solve is required. Candidate must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. Candidate must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization.

Requirements

Demonstrated experience in providing HR leadership and guidance to a diverse workforce
Demonstrated experience in assessing and resolving a variety of employee relations issues, including conducting workplace investigations and responding to charges filed with state and federal agencies.
Knowledge of human resources disciplines including recruiting, talent management, benefits, compensation practices, employee relations, training and development, and performance management
Extensive knowledge of federal and Hawaii state employment laws.
Good written communication skills, organizational skills, and ability to perform detail-oriented work are required.
Proficiency with Microsoft office professional software and ability to easily adapt to new systems
The ability to obtain and maintain a Secret clearance.
Note: US Citizenship is required to obtain a Secret Clearance.

Nice To Haves

SPHR/PHR or SHRM-SCP/SHRM-CP certification
Working knowledge of Deltek Costpoint and WorkDay HRIS systems
Prior experience working in government contracting industry
Active Secret clearance

Responsibilities

Partner with the Program Managers and other levels of management to promote an inclusive working environment and support the development of the workforce.
Implement human resources policy and best practices by driving change and serving as a business advocate.
Work closely with the Talent Acquisition and Operations teams to assess recruiting needs and facilitate the onboarding process.
Provide proactive direction and guidance to managers/employees on performance management (coaching, career development, counseling, and/or disciplinary actions), communications and training, employee relations issues, interpretation of federal and Hawaii employment laws, and company policies and procedures.
Provide on-site support to program management and employees; recommend and implement actions to further enhance employee engagement and to address challenges to the employee population.
Investigate employee complaints/allegations by interviewing appropriate parties, gathering information, providing feedback as appropriate, making recommendations for corrective action to prevent recurrence of situation, and creating a report which ensures clarity and objectivity of the investigation.
Maintain in-depth knowledge of legal requirements related to day–to–day management of employees, reducing legal risks and ensuring regulatory compliance.
Conduct stay and exit interview, identifying trends and strategies for retention
Assist in identifying training needs for the program and deliver (or coordinate the delivery of) non-operational training
Conduct group presentations to communicate company policy, processes, and/or annual company activities such as new employee orientation, benefits enrollment, etc.
Facilitate program start-up activities as needed to include employee communications, briefings, orientation and onboarding, communication with management and other functional areas, system set-up, and other related activities