Sr. Human Resource Business Partner Manager

Sierra Nevada Corporation•Englewood, CO

9d•Hybrid

About The Position

As the Sr. Human Resource Business Partner Manager supporting NC3, the role serves as a trusted advisor to program and functional leadership and delivers practical HR solutions. The position translates program goals and customer commitments into workforce and organizational strategies, leads workforce planning and organizational development, manages employee relations matters, and uses data-driven insight to support performance and long-term workforce effectiveness. It coaches and mentors leaders and HR colleagues, builds trusted relationships across supported programs, and maintains meaningful on-site presence with employees to strengthen engagement, culture, and retention. The role is embedded with NC3, SAOC, and Looking Glass program leaders, partnering with them to understand program scope, contract and customer requirements, staffing profiles, and operating rhythms. It leads and develops an HRBP team, works closely with Talent Acquisition, Total Rewards, Employee Relations, Legal, and HR Operations, and delivers HR programs and projects in alignment with enterprise priorities and applicable employment laws, contractual requirements, and company policy. The position uses HR systems, tools, analytics, and AI-enabled tools responsibly, protecting confidentiality and applying human judgment. The position requires the ability to obtain and maintain a Secret U.S. Security Clearance; U.S. citizenship is required. The estimated starting salary range is $173,260.72–$238,233.49, with annual incentive pay based on performance. The role may work in an office or hybrid environment and requires travel to program sites and customer locations. SNC describes itself as a global aerospace and national security company and an Equal Opportunity Employer.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field; a minimum of 15 years of related experience may be substituted for a degree, and a higher-level relevant degree may substitute for experience.
11 or more years of progressive HR experience, including at least 2 years leading or mentoring HR team members or leading complex HR initiatives.
Demonstrated experience as an HR Business Partner supporting a program, project-based, or similarly dynamic organization, with an ability to understand business operations and customer-driven priorities.
Demonstrated workforce-planning experience, including forecasting staffing needs, identifying skill gaps, and developing actions to address them.
Demonstrated organizational development experience, including organizational design, talent and succession planning, leadership development, and change management.
Strong employee relations experience, including conducting investigations, advising managers on complex or sensitive matters, and mediating conflict; working knowledge of federal, state, and local employment laws.
Ability to coach and mentor leaders and HR colleagues and influence and engage leaders at all levels.
Exceptional communication, interpersonal, and critical-thinking skills, with the ability to work autonomously, navigate ambiguity, and drive continuous improvement in a rapidly changing environment.
Strong analytical and business insight capabilities, including experience using data analysis and workforce metrics to support decisions.
Ability to maintain confidentiality and demonstrate sound judgment, integrity, and professionalism in sensitive or high-impact situations.
Willingness and ability to travel to program sites and customer locations; the qualifications section states up to 25%, while the essential-functions section states up to 20%.
Ability to obtain and maintain a Secret U.S. Security Clearance; U.S. citizenship is required.
Ability to work in an office or hybrid environment, work at a computer for extended periods, perform computer tasks requiring hand/finger dexterity, handle sensitive information, and work in a fast-paced environment subject to constant change.
Ability to occasionally lift up to 20 lbs.

Nice To Haves

HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
Experience in the Aerospace and Defense industry, or familiarity with the U.S. Department of Defense, government contracting, or other highly regulated environments.
Experience supporting geographically dispersed or multi-site workforces, including on-site or customer-site employee populations.
High proficiency with Workday or comparable HRIS platforms, including HR reporting tools and people analytics.
Familiarity with organizational effectiveness tools, such as competency models, assessments, and workforce analytics.
Strong program and project management capabilities, including experience leading cross-functional HR initiatives.
Experience in matrixed, fast-changing, or growth-focused environments requiring agile decision-making and strong partnership skills.

Responsibilities

Serve as the embedded HR partner to NC3, SAOC, and Looking Glass program leaders, aligning HR strategies with program execution and mission needs.
Partner with leaders to forecast short- and long-term workforce requirements, analyze headcount and capability gaps, and coordinate hiring, development, retention, succession, redeployment, and organizational design actions.
Assess organizational structures, leadership capability, and team effectiveness; recommend and implement organizational design, succession, leadership development, and career development strategies.
Guide leaders and teams through organizational change by building readiness, aligning stakeholders, and communicating clearly.
Coach program leaders and managers on people leadership, performance management, difficult conversations, and team development; mentor emerging leaders and high-potential employees.
Manage and advise on employee relations matters, including investigations, performance and conduct concerns, and conflict resolution, in partnership with Employee Relations and Legal.
Analyze employee relations trends and root causes and develop proactive solutions to strengthen accountability, culture, and workforce risk management.
Travel to program sites and customer locations to engage with employees and leaders, gather workforce feedback, and advance engagement, recognition, and retention initiatives.
Use workforce, talent, and business data to identify trends, diagnose root causes, assess risk, and provide actionable recommendations.
Lead, develop, and mentor the HRBP team, setting expectations and ensuring quality service and consistent HR practices.
Build trusted relationships with senior leaders, program managers, and cross-functional stakeholders, using business insight and judgment to influence outcomes.
Reinforce organizational values and champion a healthy, inclusive, high-performance culture.
Execute HR programs and projects in alignment with enterprise priorities and applicable employment laws, contractual requirements, and company policy.
Use HR systems, tools, and analytics to improve efficiency, scalability, and decision-making; apply AI-enabled tools responsibly and protect confidential information.