TACOM: Senior Human Resources Manager (Contingency)

KBR•Houston, TX

32d•Hybrid

About The Position

The Senior Human Resources Manager provides strategic leadership, direction, and oversight for human resources functions supporting a large, geographically dispersed workforce on the U.S. Army Tank-automotive and Armaments Command (TACOM) program. The program sustains ground combat, tactical, and support systems throughout their lifecycle, with maintenance, repair, overhaul, and sustainment support performed in accordance with Army technical manuals, safety standards, and performance requirements. The role partners with business and operational leadership to develop and execute people strategies supporting organizational objectives, workforce readiness, employee engagement, talent management, labor relations, and regulatory compliance. It leads HR operations, employee and labor relations, workforce planning, talent acquisition support, organizational development, succession planning, and compliance initiatives, and serves as a trusted advisor to senior leadership. The position requires strong leadership and employee and labor relations experience in complex operational environments. The position follows a hybrid work schedule and requires periodic travel to operational and customer sites as needed. It is contingent upon contract award. Candidates joining KBR’s Mission Technology Solutions business before its planned spin-off are expected to transition to Trinzic when the separation is complete without needing to reapply.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
At least 10 years of progressive Human Resources experience, including at least 5 years in a senior HR leadership role.
Experience supporting unionized workforces, including labor relations, collective bargaining agreement administration, grievance management, labor-management relations, and union engagement.
At least 5 years of experience conducting employee relations investigations, preparing case documentation, and developing recommendations for senior leadership.
Experience developing and executing workforce planning, succession planning, and talent management strategies.
Experience coaching and developing managers and senior leaders.
Experience designing and implementing employee engagement initiatives and action plans.
Strong knowledge of U.S. employment laws, labor relations practices, and HR compliance requirements.
Experience leading HR functions and teams across multiple locations.
Experience supporting recruiting, onboarding, staffing, workforce planning, and employee lifecycle management.
Experience developing compensation recommendations and supporting organizational design initiatives.
Strong business acumen and ability to align HR strategy with organizational objectives.
Proven leadership, project management, process improvement, and decision-making capabilities.
Excellent verbal, written, presentation, and interpersonal communication skills.
Proficiency with HRIS platforms, including Workday or similar systems.
Advanced proficiency with Microsoft Office Suite, including Excel, Word, PowerPoint, Outlook, and Teams.
Ability to travel as required.
Valid driver’s license.
Ability to obtain or maintain a U.S. Government security clearance, as required.
U.S. citizenship required.

Nice To Haves

Master’s degree.
SHRM-SCP, SHRM-CP, SPHR, PHR, or other advanced HR certification.
Experience supporting government services, defense, logistics, engineering, manufacturing, or project-based organizations.
Experience managing large, geographically dispersed workforces.
Experience supporting complex operational environments with multi-site HR teams.
Knowledge of global workforce planning, mobility programs, and international employment practices.
Experience developing HR strategies that support organizational growth and transformation.
Familiarity with workforce analytics, succession management tools, and leadership development frameworks.
Prior experience supporting large-scale contract or program environments.

Responsibilities

Lead and oversee human resources activities, aligning them with business objectives and workforce requirements.
Advise senior management on workforce planning, talent management, succession planning, employee engagement, organizational effectiveness, and labor relations.
Develop and implement HR strategies, programs, and initiatives that support organizational goals and operational success.
Advise leadership on complex employee relations, labor relations, performance management, organizational change, and workforce planning matters.
Lead, coach, and develop HR personnel to ensure effective HR service delivery.
Partner with leadership to develop workforce plans supporting current and future operational requirements.
Oversee employee relations activities, including investigations, corrective actions, disciplinary proceedings, complaints, ethics concerns, and conflict resolution.
Lead labor relations efforts, including collective bargaining agreement interpretation, grievance administration, union engagement, and labor-management communications.
Develop and implement employee engagement strategies and action plans to strengthen retention, morale, and organizational culture.
Support succession planning, leadership development, talent assessment, and employee development initiatives.
Ensure compliance with employment laws, labor regulations, company policies, and contractual requirements.
Develop and deliver HR training for managers and employees, including leadership development, employee relations, labor relations, and performance management.
Monitor workforce metrics and HR analytics to identify trends, assess organizational effectiveness, and inform business decisions.
Partner with Recruiting, Compensation, Benefits, Payroll, Legal, and other stakeholders to provide integrated HR support.
Oversee records management, reporting, and documentation to maintain compliance and audit readiness.
Support employee mobility, onboarding, staffing, workforce transitions, and operational staffing initiatives.
Provide senior leadership with timely updates and recommendations on workforce risks, employee concerns, labor issues, and HR priorities.
Drive continuous improvement initiatives that enhance HR processes, employee experience, and organizational performance.
Perform other duties as assigned.