Senior Manager, HR Business Partner

Rosendin•Sterling, VA

1d•$154,800 - $203,200

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 across the organization. This highly visible leadership role frequently interfaces with and counsels senior leaders, builds partnerships across HR, and delivers services that reflect organizational business objectives. The role maintains an effective understanding of the business unit’s financial position, midrange plans, culture, and competition, and advises the corporate People Department to keep corporate objectives aligned with business needs. The position also guides the wider HRBP organization, mentors colleagues, and serves as a subject matter expert. Travel is required up to 25% as needed. Work is conducted primarily indoors, with occasional exposure to louder jobsite noise and physical activity including sitting, standing, walking, typing, carrying, pushing, bending, and lifting up to 30 pounds.

Requirements

Bachelor’s degree required; a combination of education, training, and relevant experience may be considered.
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 successfully navigate and influence within 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 skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, 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 acquire a thorough understanding of organizational hierarchy, jobs, qualifications, compensation practices, and supporting administrative practices.
Excellent time management skills and a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Ability to prioritize and manage multiple tasks and changing priorities.
Ability to work under time pressure and adapt to changing requirements 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 effectively 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 respective business units.
Consult with line management and provide HR guidance when appropriate.
Provide data-driven input and guidance to HR Centers of Excellence so People Organization procedures, policies, and processes support business objectives.
Collaborate with the business, recommend best practices, and support implementation of creative solutions and improvements.
Conduct risk analyses of unique HR-related issues to aid decision-making.
Provide leadership and guidance to the wider HRBP organization to coordinate initiatives and implement solutions.
Mentor and support the HR organization as a subject matter expert.
Coach and influence business leaders in navigating complex or sensitive people-related issues.
Build effective, trusted relationships with key business leaders.
Promote and model Rosendin’s core values.
Maintain knowledge of legal requirements for day-to-day employee management, reduce legal risks, ensure regulatory compliance, and partner with the legal department as needed.
Provide day-to-day performance management guidance to line management, including coaching, counseling, career development, and disciplinary actions.
Work with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provide HR policy guidance and interpretation.
Provide guidance and input on business unit restructuring, workforce planning, and succession planning.
Identify training needs for business units and individual executive coaching needs.
Participate in evaluating and monitoring training programs and follow up to ensure training objectives are met.