Sr Principal HR Business Partner

Northrop Grumman•Linthicum Heights, MD

1d•$112,200 - $168,200•Onsite

About The Position

The Human Resources (HR) team at Northrop Grumman Mission Systems is seeking a Senior Principal HR Business Partner to join our community of committed HR professionals at our facility in Linthicum, MD. Our HR community is composed of incredible people with different abilities, diverse thinking, and varied backgrounds who find professional fulfillment in understanding and advocating for employees, coaching and developing leaders, and solving organizational challenges through strong partnership with business leadership. In this role, you will support a diverse employee workforce across our Emerging Capabilities Development organization, joining the Mission Next HR team to drive business outcomes through strategic people and organizational solutions. As a Senior Principal HR Business Partner, you will serve as a strategic advisor and consultant to internal customers and stakeholders, providing thought leadership in all aspects of the HR body of knowledge.

Requirements

Bachelor’s degree in Business, Human Resource Management, Organization Development, Industrial/Organizational Psychology, or related field and 8+ years of relevant HR experience OR Master’s degree in a related field and 6+ years of relevant HR experience
Demonstrated understanding and application of HR principles, concepts, and practices, including talent management, performance management, employee relations, and organizational effectiveness
Proficient verbal and written communication skills, with a proven ability to effectively communicate with, coach, and influence leaders and employees at multiple levels
Proficiency in Microsoft Office (Word, Excel, PowerPoint)
Ability to obtain and maintain a US Government Secret clearance
U.S. Citizen required

Nice To Haves

Fast paced, large scale DoD environment or related
Workday or similar HR management software
Complex organization design and support experience

Responsibilities

Translate business strategy into integrated HR and talent strategies that drive performance, engagement, and organizational effectiveness.
Diagnose organizational needs and develop practical, data-driven, and innovative solutions to increase team and organizational performance.
Ensure solutions are effectively implemented, sustained, and continuously improved in partnership with leaders and HR colleagues.
Develop an intimate understanding of the business, build and expand relationships with client leadership teams, and serve as a trusted advisor on people, culture, and organizational topics.
Create close partnerships across HR, Centers of Excellence (COEs), Finance, and P&L organizations to align HR strategies with business objectives.
Analyze HR and business data, identify trends, risks, and opportunities, and concisely present insights and recommendations to leadership to enable business growth and sound decision making.
Consult on and assist in the implementation of HR strategies, programs, and practices including talent identification, performance management, employee engagement, compensation, reward and recognition, succession planning, and leadership/bench strength development.
Partner with HR colleagues, Talent Acquisition, Compensation & Benefits, Employee Relations, Diversity & Inclusion, and Organizational Effectiveness to support comprehensive talent strategies.
Advise leadership on winning practices in talent acquisition, assessment, development, on-boarding, retention, change management, and communications.
Support leaders in making informed talent decisions and hold organizations accountable for achieving business results.
Lead complex and comprehensive investigations and develop organizational actions in partnership with leadership and Employee Relations.
Provide business insight through data analysis, research, and benchmarking to inform risk mitigation and employee relations strategies.
Ensure employee relations and HR decisions are aligned with company values, legal requirements, and business needs.
Play a key change leadership role in the company’s transformation by reinforcing a culture of growth, innovation, and calculated risk-taking through the application of human capital strategies, tools, and processes.
Partner with business leaders on leadership development to build depth and readiness in support of succession planning.
Lead, plan, and execute multiple concurrent HR projects from inception to completion, driving organizational change and process improvements across the supported organizations.