Sr. Manager Human Resources

Sierra Nevada Corporation•Lone Tree, CO

19h•Onsite

About The Position

SNC is seeking a Senior Human Resources Manager to support a major ISR program effort based out of Lone Tree, CO. This HR leader role will have in-depth knowledge, expertise and leadership to enhance the organizational effectiveness in the areas of: Business Strategy, Leadership Development, HR Operations, Organizational Design, Employee Relations and Talent Acquisition. In addition to strategic partnering across the team, this role will lead a team of Human Resources Business Partners across four geographically dispersed locations and work closely with finance, safety, operations, programs, and engineering leaders/teams. This role will drive exceptional performance through relationship building, results against defined metrics, and customer centric ideologies. The ideal candidate should have prior experience supporting a new business line/product/organization and experience developing and implementing business readiness action plans. As SNC's corporate team, we provide the company and its business areas with strategic direction and business support spanning executive management, finance and accounting, operations, human resources, legal, IT, information security, facilities, marketing, and communications. The ISR (Intelligence, Surveillance & Reconnaissance), Aviation, and Security (IAS) business area is a leader in ISR and aviation, it is a leading prime manned and unmanned aircraft systems integrator for innovative, high-performance ISR and aviation systems. Its end-to-end Command, Control, Computers, Communications and Intelligence, Surveillance & Reconnaissance (C4ISR) capabilities encompass design, integration, test, certification, ground/flight training and complete logistics support. IAS tailors solutions to customer cost, performance, and schedule requirements and designs to consistently exceed expectations – with an unrivaled record of on time and on (or under) budget deliveries.

Requirements

Bachelor’s degree in Business Administration/Human Resources Management/Organizational Development, or related field of study and 10+ years of relevant experience (Relevant experience may be considered in lieu of required education).
Prior experience supporting a new business line/product/organization.
Experience developing and implementing business readiness action plans.
Willingness to travel to other business unit locations (up to 25%).
Must be a U.S. Citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State or U.S. Department of Commerce.

Nice To Haves

Background in HR, management consulting, communications, or other support function.
Masters of Business Administration, HR, or Organizational Development.
PHR/SPHR certification or SHRM-CP/SHRM-SCP certification.
Knowledge of DoD, government contracting and/or public auditing, policies, standards, and procedures.
Experience with Workday HR management systems.

Responsibilities

Participate as a member of the senior leadership team to discuss and establish solutions that support the long-term goals and objectives.
Assist with the individual development of key leadership competencies to strengthen and reinforce a leader’s ability to effectively engage and manage teams of people.
Collaborate with HR professionals and business leaders to determine the most appropriate approach to employee relations issues while mitigating risks. Achieve conflict resolution in the most fair and consistent manner that fosters employee accountability and drives operational effectiveness.
Work with business stakeholders to develop organizational design, human capital planning, and talent development strategies.
Identify strategic initiatives in partnership with the Talent Acquisition specialists and COE to build talent pipelines with educational institutions and local communities and maximize opportunities.
Identify solutions to bridge talent gaps through the facilitation of performance management and succession planning sessions.
Partner with COEs (who deliver programs related to Compensation and Benefits, Payroll, Talent, HRIS) to align performance and program initiatives that support our people and culture.
Ensure alignment with all Federal, State and Local employment practices, policies and standards, participate in salary and wage administration, labor practices, health safety and environmental compliance, immigration, etc.
Lead HR team. Includes ongoing development and mentorship of multi-talented HR professionals (generalists, business partners and recruiters) to deliver exceptional customer service to all employees at all levels.