Senior HR Business Partner

Cherokee Federal•McLean, VA

About The Position

The Senior HR Business Partner (HRBP) is a strategic advisor to leaders and employees in the Business Unit. This role designs and delivers scalable people solutions that drive growth, productivity, and a high performance, inclusive culture. The HRBP leads talent management, workforce planning, employee relations, change management, compliance, and HR analytics for their area of business directly tying people initiatives to business outcomes.

Requirements

Bachelor's degree in human resources, Business, or related field
8-10+ years of progressive HR experience with demonstrated HRBP partnership at the manager/director leader level.
Deep expertise in talent management, organizational design, workforce planning, employee relations, and change leadership in complex environments.
Advanced analytical capability; strong proficiency with HRIS, reporting, and data visualization; able to build an executive narrative from data.
Proven ability to influence senior leaders, navigate ambiguity, and drive results through scalable solutions and cross functional partnership.

Nice To Haves

Master's or HR certification (SHRM-CP/SHRM-SCP, PHR/SPHR) preferred.
Experience supporting multi-site, fast growth, or matrixed environments preferred.

Responsibilities

Serve as the primary strategic HR advisor to senior leaders, influencing BU strategy and operating plans through people insights.
Translate BU priorities into multi quarter people roadmaps with clear outcomes, milestones, and measures of success.
Design and lead scalable solutions across talent, org effectiveness, leadership capability, and culture transformation.
Maintain deep business acumen through regular site engagement and partnership with operational leaders; anticipate workforce risks and needs.
Lead cross functional HR programs and enterprise initiatives; set direction, remove barriers, and ensure sustained adoption.
Own the BU talent strategy end to end, including leadership capability, succession depth, internal mobility, and critical role planning.
Elevate performance management quality by coaching leaders on expectations, feedback, calibration, and effective interventions.
Lead talent reviews and succession planning; ensure actionable development plans and measurable follow-through.
Drive engagement strategy, including root cause analysis, leader action planning, and accountability for improvements.
Identify systemic development needs and partner with Learning and Development to build leadership and manager effectiveness programs.
Lead complex org design, restructures, and workforce planning; evaluate spans and layers, capability gaps, and operating model effectiveness.
Develop short- and long-term workforce plans that align to growth strategy, budget, and capability needs; partner with Finance and TA to execute.
Facilitate executive and leadership offsites to align priorities, clarify decision rights, and improve ways of working.
Drive initiatives that strengthen retention, productivity, and culture, using evidence-based interventions and change leadership.
Own the BU people analytics narrative: define KPIs, interpret trends, and translate data into decisions and measurable actions.
Deliver recurring executive level reporting on key people outcomes (turnover, performance, engagement, mobility, DEI indicators where applicable) and recommend interventions.
Ensure data integrity and governance within the BU; partner with HRIS/People Analytics to improve reporting automation and insights.
Lead complex and high-risk employee relations matters in partnership with Employee Relations and Legal; ensure timely, consistent, and defensible outcomes.
Coach senior leaders to proactively prevent employee relations issues and strengthen manager effectiveness in feedback, documentation, and decision making.
Maintain strong expertise in employment law and policy interpretation; ensure consistent application and reduce compliance risk.
Lead enterprise and BU change initiatives (people, process, technology) using structured change management methods; build leader readiness and adoption plans.
Promote a positive, inclusive, high performing work environment; identify culture risks early and intervene with leaders.
Partner with Talent Acquisition, HR Operations, Total Rewards, HR Technology, and Learning and Development to shape and scale programs; influence COE roadmaps based on BU needs.
Mentor and develop HRBP team members (formal or informal); provide guidance on complex cases and strategic planning.
Partner with other BU HRBPs to ensure enterprise alignment and share best practices.