VP, Human Resources - EIS (Engineering and Intelligent Systems)

V2X•Indianapolis, IN

13h

About The Position

The Vice President, HR Business Partner is a senior business partner who aligns with senior leadership teams to facilitate business and HR strategy execution. The role leads significant organizational change and strategically partners with business segments to ensure human capital initiatives support business strategies and improve organizational effectiveness. The VP, HRBP is expected to be proactive and responsive, and to work with Centers of Excellence partners to customize and implement processes, frameworks, and tools for staffing, career and leadership development, compensation, performance management, employee development, and talent management. The role provides overall HR leadership and consulting support to business leaders, with a focus on employee engagement, performance, team effectiveness, and ensuring the organization has the talent needed for current and future business needs. It leads and develops a global HR team, manages the HRBP organization budget, uses data and analytics to inform business strategy, improves service metrics, and supports HR-related mergers and acquisitions integration. The position also promotes the values and practices of a world-class HR organization and develops HR talent bench strength.

Requirements

Bachelor's degree or equivalent in Human Resource Management, Business Administration, Finance, or a related field, or an equivalent combination of education and experience.
At least 15 years of progressively responsible experience, preferably in human resources management.
At least 8 years of experience in a leadership role.
Experience in global and government contracting companies with large-scale, mature corporate organizations.
Experience developing and administering HR operations and services that comply with local laws and regulations.
U.S. citizenship required.
Secret clearance required and ability to obtain and maintain Top Secret clearance.
May work extended hours as required and travel up to 30–40%.
Strategic thinking, analytical problem-solving, and process-improvement skills; ability to integrate policies and procedures.
Strong business acumen and comprehensive knowledge of HR principles, practices, and methodologies.
Strong interpersonal skills and emotional intelligence; ability to collaborate with and influence stakeholders at all levels, including executive leadership.
Excellent written, oral, communication, and presentation skills, including the ability to tailor clear and persuasive messages to the audience.
Adaptability, resilience, prioritization, multitasking, and ability to meet deadlines in a fast-paced environment.
Professional independence, ethics, integrity, and demonstrated ability to provide strategic direction in a matrix organization.
Ability to collaborate effectively with senior management, HR partners, external consultants, and vendors.
Microsoft Office 365, including SharePoint; familiarity with HRIS and ATS.
Demonstrated success leading a global team spanning four continents.
Ability to manage the HRBP team.

Nice To Haves

Master's degree in Human Resources.
Top Secret clearance.
Human Resources certification.

Responsibilities

Partner with key business leaders to develop HR strategy and strategic plans, advising on strategic and tactical plans that support business goals.
Lead, develop, and coach a global team of HR professionals; structure the HR function to support business objectives and manage the HRBP organization budget.
Provide HR leadership and consulting support to business leaders, including coaching, mentorship, feedback, and guidance on human capital strategies.
Improve operational rigor by identifying, monitoring, and improving key service metrics.
Use HR data and analytics to inform proactive business strategy concerning hiring, engagement, and talent retention trends.
Partner with business leaders to build high-performing organizations through employee engagement, performance management, and team effectiveness.
Ensure the organization has an appropriate mix of talent to meet current and future business or functional needs.
Lead or participate in special and cross-functional projects, partnering as needed with Compensation & Benefits, Organizational Development, Talent Acquisition, Corporate Real Estate, and Corporate Communications.
Manage HR operations activities related to mergers and acquisitions and support smooth integration of new teams.
Promote the principles, values, and behaviors of a world-class HR organization; support HR initiatives, share successes and failures, and develop HR talent bench strength.