Senior Manager, HR Business Partner

Rosendin•Sterling, VA

About The Position

The Senior Manager, HR Business Partner provides guidance on aligning Human Resources with business objectives for employees and management in designated business units. This highly visible leadership position frequently interfaces with and counsels senior leaders, builds partnerships across HR, and delivers services that support organizational business objectives. The role maintains a strong understanding of the business unit’s financial position, plans, culture, and competition, and advises the corporate People Department to align corporate objectives with business needs. The position also guides the wider HRBP organization, mentors HR colleagues, and supports managers and employees across performance management, employee relations, workforce planning, training, and policy interpretation. Travel may be required up to 25% as needed. Work is conducted primarily indoors, with occasional exposure to louder jobsite environments. The general work environment involves sitting for extended periods, as well as standing, walking, typing, carrying, pushing, and bending; occasional lifting of up to 30 pounds is required.

Requirements

Bachelor’s degree required; education, training, and relevant experience may be considered in combination.
At least 12 years of progressive experience with working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws.
Ability to navigate and influence successfully in a highly matrixed organization with integrity.
Proficiency in Microsoft Office Suite, including Outlook, Word, and Excel.
Ability to influence leaders and partner across the organization.
Excellent verbal and written communication, interpersonal, and customer service skills.
Strong organizational skills and attention to detail.
Ability to interpret and apply applicable laws, guidelines, regulations, ordinances, and policies.
Advanced financial acumen and ability to understand and measure the financial impact of People processes on the business.
Advanced presentation skills for executive audiences.
Ability to understand the organization’s hierarchy, jobs, qualifications, compensation practices, and supporting administrative practices.
Strong time-management skills and a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Ability to prioritize and manage multiple tasks and adapt to changing priorities and requirements under time pressure with a positive attitude.
Self-motivated, proactive, and an effective team player.
Ability to interact effectively and professionally with employees at all levels, vendors, clients, and others.

Nice To Haves

Advanced degree in HR, Business, Organizational Development, or Industrial and Organizational Psychology.
Oracle experience.
Extensive experience addressing and prioritizing decisions in a quickly evolving business and/or global function.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.

Responsibilities

Conduct weekly meetings with designated business units.
Consult with line management and provide HR guidance.
Provide data-driven input to HR Centers of Excellence so People Organization procedures, policies, and processes support business objectives.
Collaborate with the business, recommend best practices, and support creative solutions and improvements.
Conduct discreet risk analyses of unique HR issues to support decision-making.
Guide the wider HRBP organization in coordinating initiatives and implementing solutions.
Mentor and serve as a subject matter expert within the HR organization.
Coach and influence business leaders on complex or sensitive people-related issues, and build trusted relationships with key business leaders.
Promote and model Rosendin’s core values.
Maintain knowledge of employment-related legal requirements, reduce legal risks, ensure regulatory compliance, and partner with the legal department as needed.
Provide performance-management guidance to line management, including coaching, counseling, career development, and disciplinary actions.
Work with management and employees to improve work relationships, morale, productivity, and retention.
Provide HR policy guidance and interpretation.
Advise on business-unit restructuring, workforce planning, and succession planning.
Identify business-unit training needs and executive coaching needs; participate in evaluating and monitoring training programs and follow up on training objectives.
Perform other duties assigned based on the position’s role within the business unit.