Human Resources Director, HR Central Functions

BAE Systems•Nashua, NH

2d•$157,911 - $268,449•Hybrid

About The Position

The Director II, HR – Central Functions is a strategic executive partner responsible for driving the human capital strategy across the Electronic Systems (ES) business segment. This role serves as a catalyst for organizational effectiveness, providing critical HR leadership and oversight for a diverse portfolio of customer groups, including: Business Development, Strategy & Planning, Contracts, Finance, Legal, IT, Security, Communications, Facilities, SHE, and the Program Management Office. The successful candidate will act as a trusted advisor, aligning talent strategies with business imperatives to attract, develop, and retain a world-class workforce in a high-compliance, matrixed environment. This role also leads and mentors a team of HR Partners, fostering a culture of excellence, regional expertise, and continuous professional development. This HR leader will need to work 50 percent or more on site near one of our major BAE locations and local talent is highly desired.

Requirements

Bachelor’s Degree and 14 years of relevant experience OR Advanced Degree and 12 years of relevant experience OR 18 years of relevant experience in the absence of a degree.
Proven track record of aligning human capital initiatives with overarching business goals in a corporate or industrial setting, specifically supporting diverse functional portfolios.
Ability to communicate with confidence and credibility at the VP and Executive level, providing challenging yet constructive feedback to senior functional leaders.
Proficiency in workforce planning and the ability to design structures that optimize efficiency and scalability across a matrixed organization.
Advanced skills in managing complex employee relations issues and facilitating resolution between senior stakeholders across different functional boundaries.
Experience leading large-scale organizational shifts, including mergers, acquisitions, or complex functional reorganizations.
Ability to draw appropriate conclusions from data and anticipate second- and third-order effects when making strategic recommendations.
Strong prioritization skills with proven attention to detail in executing enterprise-wide HR initiatives.

Nice To Haves

Experience in an HR Business Partner role supporting a highly matrixed organization.
Location preference: Nashua, NH; Cedar Rapids, IA; Austin, TX; Endicott, NY; or Fort Wayne, IN.
Proven experience serving as a coach to senior leaders on HR matters relating to organizational strategies and business imperatives.
Previous experience working for a government defense contractor.

Responsibilities

Serve as a trusted advisor to Central Functions Vice Presidents, providing high-level coaching on leadership effectiveness, organizational health, and business scaling.
Lead the evaluation of organizational structures to ensure alignment with business goals. Facilitate strategic workshops to redesign workflows, optimize reporting lines, and implement change management frameworks.
Direct the assimilation of new leadership and lead complex organizational transitions, including functional reorganizations, to maintain stability and productivity during periods of growth.
Develop and execute a forward-looking people strategy that anticipates the "future of work," ensuring the business remains competitive in attracting and retaining top-tier functional talent.
Partner with Centers of Excellence (COEs) to drive sophisticated strategies in talent acquisition, succession planning, and total rewards.
Drive initiatives that enhance the professional development and agility of the functional workforce to meet evolving segment requirements.
Manage and mentor a team of HR Partners, fostering a culture of excellence and continuous professional development.
Collaborate with the Electronic Systems HR leadership team to ensure consistency in people strategies across the segment while tailoring approaches to meet specific functional needs.
Utilize advanced analytics to identify talent trends, anticipate second- and third-order effects of organizational changes, and present data-backed solutions to senior executives.