Sr. Human Resource Business Partner Manager

Sierra Nevada Corporation•Lone Tree, CO

11d•$173,261 - $238,233•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, delivering practical HR solutions and translating program goals and customer commitments into workforce and organizational strategies. The position leads workforce planning, organizational development, and employee relations while coaching leaders and HR colleagues, strengthening relationships across the program, and spending time on site with employees to support engagement, culture, and retention. The role is part of SNC’s corporate team, which provides strategic direction and business support across the company. It partners with leaders supporting NC3, SAOC, and Looking Glass programs, developing HR strategies that enable program execution and mission success. It also leads and develops an HRBP team, uses workforce and business data to inform decisions, and delivers HR programs and projects in alignment with enterprise priorities, applicable laws, contractual requirements, and company policy. The position requires the ability to obtain and maintain a Secret U.S. Security Clearance and U.S. citizenship.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field; in lieu of a degree, at least 15 years of related experience is required. A higher-level relevant degree may substitute for experience.
At least 11 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, and understanding 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.
Proven ability to coach and mentor leaders and HR colleagues and influence and engage leadership at all levels.
Exceptional communication, interpersonal, and critical-thinking skills, with the ability to operate 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 posting states up to 25% in the qualifications and up to 20% in the essential functions.
Ability to work in an office or hybrid environment and in a fast-paced environment subject to constant change.
Ability to work on a computer for extended periods and strong hand/finger dexterity for computer tasks.
Ability to occasionally lift up to 20 pounds.
Ability to obtain and maintain a Secret U.S. Security Clearance; U.S. citizenship is required for the position.

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, understanding program scope, contract and customer requirements, staffing profiles, and operating rhythms.
Translate program demand, contract milestones, and financial plans into short- and long-term workforce requirements, including headcount, critical skills, and capabilities.
Use workforce analytics to identify gaps and risks and coordinate actions across hiring, development, retention, succession, redeployment, and organizational design.
Assess organizational structure, leadership capability, and team effectiveness; recommend and implement organizational design, succession, leadership development, and career development strategies.
Guide leaders and teams through 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 teams.
Analyze employee relations trends and root causes to identify systemic issues and develop proactive solutions.
Travel to program sites and customer locations to engage with employees and leaders, hear workforce concerns, and support engagement, recognition, and retention initiatives.
Translate insights gathered on site into actionable recommendations for leadership.
Use workforce, talent, and business data to identify trends, diagnose root causes, evaluate risk, and recommend actions to support organizational effectiveness.
Lead, develop, and mentor the HRBP team, setting clear expectations and ensuring quality service and consistent application of HR practices.
Build trusted partnerships with senior leaders, program managers, and cross-functional stakeholders, including Talent Acquisition, Total Rewards, Employee Relations, Legal, and HR Operations.
Reinforce organizational values and champion a healthy, inclusive, high-performance culture.
Deliver HR programs and projects with strong execution discipline and ensure 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 while protecting confidentiality and complying with company policy and data-handling requirements.
Maintain confidentiality and handle sensitive information with sound judgment and professionalism.
Work in an office or hybrid environment, use a computer for extended periods, and occasionally lift up to 20 pounds.