Lead, HR Business Partner

L3HHCM20•Londonderry, NH

6d•Onsite

About The Position

This role will provide HR business partnership to our Operations client group, as well as partner with the HR team to drive HR strategies that will drive business success.

Requirements

Bachelor’s Degree and minimum 9 years of prior relevant experience as a HR Business Partner.
Graduate Degree and a minimum of 7 years of prior related experience as a HR Business Partner.
In lieu of a degree, minimum of 13 years of prior related experience as an HR Business Partner.

Nice To Haves

Experience driving HR strategy in performance management, employee engagement and retention, staffing, compensation, leadership coaching and development, and succession planning.
Understanding of employment law and applicable state requirements.
Ability to leverage approved AI resources to multiply HRBP impact.
Experience working as an HR Business Partner with increasing scope and responsibility, supporting various levels within the organization, preferably within a matrix and government contracting environment.
Strong communication, interpersonal, influencing, coaching, and consulting skills.
Highly adaptable and able to succeed in a fast-paced dynamic environment.
Ability to collaborate in a team environment as well as operate independently.
Possesses a high degree of professional integrity and confidentiality with an eye for attention to detail.
Proficient in Word, Excel, and PowerPoint with the ability to analyze and display data.
Knowledge of HR systems such as PeopleSoft, Oracle, and SuccessFactors
Open to travel and relocation for additional career opportunities

Responsibilities

Identify and resolve any issues or conflicts that arise within the Operations function, ensuring minimal disruption.
Directly support assigned leaders and employees, and partners with other business leaders, HR Business Partners, and Center of Excellence to implement strategic initiatives to drive business growth and improve organizational capability.
Drive results to increase site performance, along with healthy organizational health metrics.
Responsible for employee engagement plan and onboarding.
Utilize trends and analytics to provide proactive recommendations and propose solutions to enable sound talent divisions and initiatives.
Identify and diagnose issues to develop, recommend, and implement root cause solutions that enhance employee engagement/experience.
Build and utilize relationships with functional HRBPs to influence business priorities within the functions.
Responsible for leading end-to-end talent management processes within the Operations team, including workforce planning, organizational design, talent development, performance management, diversity and inclusion, and compensation.
Manage projects and special initiatives within and outside the HR function.
Provides change management leadership.
Applies strategic approach to verbal and written communications.
Drive L3Harris business operating system (“e3,” L3Harris’s continuous improvement operating model) principles and processes with a focus on increasing administrative excellence and process improvement.
Ability to be available on occasion to support 2nd and 3rd shift as needed. Normal working hours can shift as needed and appropriately.
Other duties as assigned.