Lead, HR Business Partner

L3HHCM20•Greenville, TX

37d•Onsite

About The Position

L3Harris is looking for a Lead, HR Business Partner to support Operations, Labor Relations, and our Functional employee groups based at our Greenville, Texas site. This is a strategic role responsible for aligning business objectives, driving HR programs and change management initiatives with employees and management. The HRBP serves as a consultant to management on human resource-related issues, acting as an employee champion and change agent. The role assesses and anticipates HR-related needs, communicates needs proactively with our HR department and business management, and seeks to develop integrated solutions. The HRBP formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization.

Requirements

Bachelor’s Degree and minimum 9 years prior related experience. Graduate Degree with a minimum of 7 years of prior related experience. In lieu of a degree, minimum of 13 years of prior related experience.
Relevant experience required is HR Business Partner or HR Generalist experience.
US citizenship
Proficient working knowledge and competent understanding of Human Resources management, principles, and laws.
General aptitude for HRIS tools such as PeopleSoft, Oracle TM Suite.
Work independently on day-to-day responsibilities and utilize strong problem-solving skills to reach resolutions.

Nice To Haves

Labor Relations experience.
Experience with Team Facilitation, Performance Management, Employee Relations, Staffing, Compensation, Diversity & Inclusion, and Organizational Development

Responsibilities

Partner with business leaders, HR Business Partners, and Centers of Excellence to drive initiatives aligned to business strategy and improve organizational capability.
Utilize trends and analytics to provide proactive recommendations and propose solutions to enable sound talent decisions and initiatives.
Provide HR guidance on business unit restructures, workforce planning, and succession planning.
Provide guidance and input on business unit restructures, workforce planning, and succession planning.
Assist in the development and implementation of performance management programs.
Work with managers to address performance issues and develop performance improvement plans.
Ability to influence and problem solve in the areas of compensation, talent assessment, performance management, talent acquisition and employee relations.
Identify training needs for business units and individual executive coaching needs.
Participate in evaluation and monitoring of training programs to ensure success.
Follow up to ensure training objectives are met.
Partner with business leaders to drive organizational change initiatives.
Develop and implement change management strategies to support business transformation.
Recommend solutions and creative ideas to continually improve engagement and productivity.
Manage and resolve complex employee relations issues.
Conduct effective, thorough, and objective investigations.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Serve as the primary point of contact for labor relations matters.
Develop and maintain positive relationships with labor unions and employee representatives.
Handle grievances and arbitration cases in collaboration with legal counsel.
Provide guidance and support to management on labor relations issues and strategies.
Ensure compliance with labor laws and regulations.
Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
Use data to drive decision-making and provide insights to business leaders.
Ensure compliance with all federal, state, and local employment laws and regulations.
Develop and implement HR policies and procedures to ensure compliance and mitigate risk.