Manager Human Resources 2

Northrop Grumman•Melbourne, FL

6d•$115,000 - $172,400•Onsite

About The Position

Northrop Grumman Aeronautics Systems (AS) is seeking a Manager 2, HR Business Partner to join the Human Resources (HR) team supporting an AS Division. The position will be based in Melbourne, FL and will report directly to the Sr. Director, Human Resources for the Division. This is a full-time onsite position. This role has key responsibilities supporting program and business area leadership and acting as a strategic partner and consultant to position the organization to meet long term vision and strategy. The role will focus on future program growth, strengthening and optimizing team effectiveness and leadership enablement and will require business acumen, leadership engagement and high levels of emotional intelligence in order to meet both the current and future needs. The successful candidate must have recognized leadership success and have a demonstrated ability to influence peers, and all levels of management to include executives. Candidate must also demonstrate successful implementation of change management practices to shift culture and drive changes across and down to the lowest level of the organization. The candidate will possess a depth and breadth of knowledge across all HR functions to include talent acquisition, talent management, organizational effectiveness, employee relations, and compensation. Experience working in a matrix organization is a plus; Project management, interpersonal, influencing and negotiation skills, business acumen, and problem solving skills required. Candidate must be flexible and a progressive thinker with a demonstrated ability to manage multiple projects/tasks from inception to completion in a changing environment. This position has significant leadership contact and requires a candidate with strong leadership and decision-making skills with the ability to perform in an environment of ambiguity, high speed of response and significant visibility. Position must model the Northrop Grumman values as well as the leadership behaviors. The incumbent must have strong communication and presentation skills.

Requirements

Bachelor’s degree in HR or related discipline with 7 years of progressive HR experience or a master’s degree with 5 years of progressive HR experience
Solid track record in overall HR business roles, project management and acting as trusted HR advisor
Superb communication and presentation skills and the ability to establish strong rapport and credibility as a forward-looking thought leader
Proven ability to influence for impact at all levels and develop an internal network to gain support for best HR practices
Ability to obtain and maintain a US Government Secret clearance and Program Access (PAR) within a reasonable time as determined by business need.

Nice To Haves

MS, MA, MBA or like advanced degree preferred
Experience supporting a special access program
Experience working with a matrix or homeroom environment
Active US Government Secret clearance or higher
Current Special Program Access

Responsibilities

Establish strong business relationships with program leadership teams and create effective partnerships across HR, centers of excellence (COE’s), business management, sector functions as well as operating divisions.
Leadership Development—focused on strong succession planning and facilitation of talent conversations. Partner with business leaders to build leadership depth to support the succession planning process. Support and enable leaders to make informed decisions about talent and to hold their organizations accountable for business results.
Build and present presentations that drive decision making agility, influence direction of stakeholders both inside the HR community and within program teams.
Provide day-to-day people leadership to a team through influence and stakeholder management acting as a voice to program talent strategies to enable support and execution across functions and organizations who have direct people ownership.
Proactively identify trends, risks, and opportunities within the organization and develop solutions in partnership with business partners, division and matrix leadership, and program/division HR business leaders
Using data and analytics, develop solutions to current business issues as well as proactively engage in risk mitigation.
Recommend and implement practices employed in the areas of talent acquisition, assessment, development, compensation, organizational effectiveness, strategy, on-boarding, change management and communications.
Analyze and concisely present information to the management team to enable good business decisions.
Leverage and partner with HR colleagues across other functions and organizations on strategies that span: talent acquisition, compensation and benefits, employee relations, and organization effectiveness.
Role model leadership characteristics and assist in driving business growth from an organization and talent perspective.

Benefits

Relocation assistance may be available
health insurance coverage
life and disability insurance
savings plan
Company paid holidays and paid time off (PTO) for vacation and/or personal business
overtime
shift differential
discretionary bonus
Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results.
Employees in Vice President or Director positions may be eligible for Long Term Incentives.