Sr Principal HR Business Partner

Northrop Grumman•McLean, VA

1d•$106,800 - $176,300•Hybrid

About The Position

At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work — and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. Northrop Grumman Defense Systems is seeking a Senior Principal Human Resources Business Partner (HRBP) to support multiple functional organizations. The Senior Principal HRBP serves as a strategic advisor and trusted partner to senior executives and business leaders, aligning people strategies with business objectives to drive organizational performance, workforce effectiveness, and long-term growth. This role operates with significant independence and influence across complex, highly matrixed organizations and provides strategic guidance on workforce planning, talent management, leadership effectiveness, employee engagement, organizational change, and other critical people priorities. The successful candidate will serve as a thought partner to senior leadership, translating business strategy into integrated people strategies and helping leaders navigate complex organizational and employee matters. This role is ideally located in McLean, VA or Linthicum, MD and may be considered for telework.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Development, or related field. Four additional years of experience may be considered in lieu of degree.
8+ years of progressive HR experience, including significant experience as an HR Business Partner supporting senior leaders.
Demonstrated experience advising senior leaders on complex organizational and workforce matters.
Demonstrated experience leading complex employee relations, organizational change, and/or restructuring initiatives.
Strong knowledge of employment laws and regulations and their practical application in a corporate environment.
Proven track record of influencing senior leaders and driving outcomes without formal authority.
Strong analytical skills with the ability to interpret HR and business data and translate insights into actionable recommendations.
Exceptional consulting, facilitation, and communication skills; able to simplify complexity and drive alignment across stakeholders.
Demonstrated ability to translate business strategy into actionable people strategies.
Demonstrated ability to lead complex initiatives in a highly matrixed environment.

Nice To Haves

Master’s degree in HR, Business, or related field, or relevant advanced certification (e.g., SHRM-SCP, SPHR).
Experience supporting highly matrixed, multi-site organizations.
Ability to work onsite in McLean, VA or Linthicum, MD.

Responsibilities

Serve as a trusted strategic advisor to senior executives and business leaders on workforce, organizational, and people-related matters.
Partner with senior leaders to understand business strategy and translate it into integrated HR plans and priorities.
Use business, workforce, and talent data to identify trends, assess organizational health, and inform leadership decisions.
Influence and challenge leadership thinking to ensure sound people decisions and long-term organizational health.
Partner with leaders to identify critical talent needs and develop strategies to attract, develop, retain, and deploy high-performing talent.
Lead talent review and succession planning processes for assigned client groups.
Identify critical roles and capabilities; drive targeted development, mobility, and retention strategies for high-potential and key talent.
Partner with Talent Acquisition on workforce plans and recruitment strategies for hard-to-fill and strategic roles.
Serve as a trusted coach to senior leaders on leadership effectiveness, team dynamics, and organizational health.
Provide expert guidance on performance management, feedback, and development planning.
Facilitate team sessions (e.g., new leader assimilations) to strengthen leadership teams.
Provide expert counsel on complex employee relations matters and lead investigations, partnering with HR Centers of Expertise and Legal as appropriate.
Anticipate and mitigate people-related risks; advise leaders on actions that support a positive, inclusive work environment.
Analyze engagement, exit, and other people data to identify trends and root causes; develop targeted action plans with leaders.
Partner with Organizational Effectiveness and other stakeholders to plan and execute organizational change, including communication, stakeholder engagement, and transition support.
Partner with Compensation and Total Rewards to implement annual pay and bonus planning and recognition programs in alignment with business and budget parameters.
Advise leaders on job architecture, internal equity, and market competitiveness for key roles.