HR Business Partner
Tysons, VA
Full-time role on-site w/ some light travel at times to sites for Sr. Stakeholder meetings. Must have construction, engineering, or manufacturing type experience.
1. Corporate HR Strategy, Execution & Alignment
- Serve as the primary embedded driver of Corporate HR strategy and program execution within the assigned SBU
- Build strong relationships within the SBU to understand business needs and effectively represent and translate them back to Corporate HR for resolution and alignment
- Ensure consistent implementation and execution of enterprise HR programs and initiatives, including:
o Talent management (career framework & career pathing, performance management, succession planning)
o Learning & development initiatives
o Talent acquisition strategies and processes
o Benefits and wellness programs
o Employee relations frameworks and practices
- Take ownership for end-to-end execution of corporate HR initiatives within assigned SBU, ensuring they are effectively implemented - not just communicated
- Partner with Corporate HR in the development and refinement of HR programs and initiatives, providing SBU-based insights to ensure scalability and effectiveness
- Monitor and report on program adoption and effectiveness metrics (e.g., performance cycle completion, training participation, hiring outcomes, succession planning, turnover)
- Provide feedback to Corporate HR on program effectiveness and opportunities for continuous improvement
2. Business Partnership & Workforce Planning
- Partner with SBU leaders to understand business objectives, project demands, and workforce needs
- Translate business plans into actionable workforce strategies, including hiring, staffing, and resource allocation
- Collaborate with leaders to forecast headcount needs and identify potential gaps or risks
- Use workforce data (e.g., turnover, hiring trends) to inform decisions / improve outcomes
- Support organizational design efforts, including role clarity, team structure, and workforce optimization, improving how the workforce is structured, staffed, and utilized to meet business needs efficiently.
- Partner with Talent Acquisition to align hiring priorities with business needs and timelines
3. HR Governance & Alignment
- Ensure consistent application of HR policies, programs, and processes across the SBU
- Identify deviations from corporate frameworks, driving course correction as needed
- Balance standardization with legitimate business needs without compromising enterprise consistency
- Accountable for ensuring adherence to corporate HR policies and programs in partnership with HR leadership
4. Talent Management & Development
- Drive talent processes in alignment with corporate programs:
- Facilitate performance evaluations and talent reviews
- Support and drive succession planning efforts, identify high-potential employees and development needs
- ELPL and Sr. Leader promotion processes
- Career Framework and career path development
- Partner with Learning to ensure adoption and application of development programs
- Reinforce a culture of accountability, performance, and continuous learning
5. Talent Acquisition Partnership
- Partner with Talent Acquisition to:
o Forecast hiring needs based on workforce plans
o Support requisition prioritization and hiring manager alignment
o Ensure an efficient, consistent hiring process
6. Employee Relations
- Provide practical, actionable coaching to managers on performance issues, conflict resolution, and team effectiveness
- Work with employee relations team on employee concerns including site issues, conflict management, performance issues, coaching, etc.
7. Greater HR Program Execution & Adoption
- Lead the rollout of corporate HR initiatives within the SBU, ensuring full adoption and consistent implementation
- Anticipate resistance and proactively address barriers to alignment
- Drive sustained adoption through active engagement, communication, and follow-through with SBU and HR leadership
Qualifications
Required
- Bachelor’s degree in human resources, Business, or related field
- 5+ years of progressive HR experience and generalist foundation
- Experience supporting business leaders in an HRBP or similar role
- Demonstrated ability to execute HR programs in alignment with a centralized HR function
- Experience in operational environments (construction, manufacturing, engineering et al)
Preferred
HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR)
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