Senior People Success Partner

Mobile Communications America•Manassas, VA

2d•Remote

About The Position

The Senior People Success Partner (SPSP) serves as a strategic People partner to senior managers and business leaders, providing guidance and solutions that strengthen manager effectiveness, employee performance, talent, and organizational health. The role develops a deep understanding of the business and translates business priorities into practical People strategies and actions. It partners with leaders on complex employee relations matters, performance and talent management, workforce planning, organizational changes, leadership effectiveness, and employee engagement. Operating with a high degree of independence and judgment, the SPSP anticipates workforce needs, identifies trends and risks, coaches and challenges leaders when appropriate, and develops solutions that balance business objectives, employee experience, consistency, and organizational risk. Mobile Communications America, Inc. (MCA) provides wireless communication, data, and security solutions nationwide. Its solutions include two-way radio communications, vehicle uplift, security video and access control systems, BDA/DAS, remote monitoring, GPS tracking, SCADA, dispatch, mass notification, and point-to-point wireless networks. MCA serves more than 60,000 customers across industries including public safety, commercial, manufacturing, education, healthcare, utilities, and government. The company is the largest Motorola partner in the U.S. and has strategic partnerships with over 1,000 major manufacturers. The position may require travel as necessary to support company and customer needs. The base salary range is $105,000–$125,000. No sponsorship is available. The role is designated as remote in the posting. MCA is an Equal Opportunity workplace and Affirmative Action employer, committed to an inclusive environment that celebrates diversity. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Requirements

10+ years of progressive Human Resources, HR Business Partner, employee relations, or People experience.
Demonstrated experience partnering with senior managers and business leaders.
Strong experience managing complex employee relations and performance matters.
Experience with talent management, workforce planning, organizational change, and leadership coaching.
Strong understanding of employment practices and applicable employment laws.
Demonstrated ability to assess risk and make sound recommendations in complex or ambiguous situations.
Strong business acumen and ability to connect People strategies to business priorities.
Excellent communication, influence, coaching, and relationship-building skills.
Ability to operate independently and effectively manage competing priorities.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred.

Responsibilities

Build strong, trusted relationships with senior managers and employees in assigned areas.
Develop an understanding of business operations, goals, workforce needs, and organizational challenges.
Translate business priorities into People strategies, recommendations, and actions; anticipate workforce challenges and proactively recommend solutions.
Use People data, workforce trends, and business insights to inform recommendations and decision-making.
Partner with leaders to strengthen organizational effectiveness, employee experience, and business performance.
Lead complex and sensitive employee relations matters, including conducting or overseeing workplace investigations and recommending appropriate actions.
Advise leaders on complex performance, conduct, policy, and workplace matters, considering business needs, policy, precedent, employee experience, and organizational risk.
Partner with People Success leadership, Legal, and other appropriate resources on high-risk or sensitive matters; identify recurring trends and recommend preventative actions.
Ensure employee matters are handled consistently and documented appropriately across the organization.
Coach senior managers and managers of managers on performance, accountability, communication, team effectiveness, engagement, and leadership practices.
Help leaders navigate complex employee and organizational situations, provide candid guidance, and appropriately challenge practices or decisions that may create risk or negatively affect the organization.
Identify manager capability gaps and partner with appropriate resources to develop solutions; support leaders through difficult conversations and significant employee decisions.
Partner with leaders on performance management, talent reviews, succession planning, retention, and development.
Facilitate talent discussions and help managers identify high-performing and high-potential talent.
Identify talent risks, critical roles, development needs, and succession gaps.
Coach managers on differentiating performance and addressing performance concerns; support performance improvement strategies.
Partner with Talent Acquisition and business leaders to understand current and future talent needs.
Support strategies that strengthen internal mobility and leadership pipelines.
Travel as necessary to support company and customer needs.