HR Business Partner - Reston or Richmond, VA

Purpose

Align business objectives with employees and management in designated business units and geographic regions. Formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Maintain an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture, and its competition.

Key Responsibilities

Leadership and Direction

• Receive broad guidance relating to overall key objectives, critical issues, new concepts, and policy matters and general parameters for execution. Receive direction as needed, and especially on highly complex assignments. Independently apply extensive and diversified knowledge of principles and practices in broad areas of assignments and related fields. Review work produced by staff for quality assurance.

At the Operational and Company Level

• Build collaborative relationships across business units to accomplish business objectives.
• Represent the organization in a positive and professional manner.
• Act as a role model in demonstrating the customer service standards of the organization.

Do the Work

• Conduct regular meetings with respective business units.
• Attend staff meetings as appropriate.
• Consult with line management, providing HR guidance when appropriate.
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed/required.
• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation.
• Assist people managers in processes and practices related to new hires, promotions, and transfers.
• Assist international employees with immigration and related HR matters in partnership with the Talent Acquisition team.
• Provide guidance and input on business unit restructuring, workforce planning and succession planning.
• Help managers identify training needs for business units and individual executive coaching needs.
• Serve as liaison and partner with Chief Learning Officer and team as appropriate.
• Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
• Perform other duties as assigned.

Success Metrics and Competencies

Ideal candidate will consistently demonstrate…

• High degree of discretion and ability to manage highly confidential information.
• Highly motivated and problem-solving attitude.
• Effective verbal and written communication skills.
• Strong work ethic and commitment to quality.
• Self-reliance and ability to operate independently with limited direction.
• Ability to effectively manage multiple time-sensitive tasks.
• Focus on improving return on investment.
• Data analysis and interpretation skills.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

Education, Work Experience, Licensure/Certifications, and Technical Requirements

• Bachelor’s degree or equivalent work experience.
• Five or more (5+) years of progressively more responsible HR experience.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, immigration employment visa process, and federal and state respective employment laws and regulations.
• Experience maintaining strict confidentiality of data and information and resolving complex employee relations issues.
• Must be highly proficient in Microsoft Word, Excel, PowerPoint, Outlook and UKG Pro.
• Experience in understanding and translating the priorities of the business and integrating the HR value proposition and strategies to meet the needs of the business.
• Track record of strong business partnership and cross functional collaboration within a dynamic, fast paced environment.
• Willingness to travel up to 25% of the time.

Physical Demands and Working Environment

• Primarily indoor professional office environment which may include bright/dim light, noise, fumes, odors, and traffic.
• Mobility around an office environment.
• Frequent and prolonged use of standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
• Occasional lifting or carrying up to 20 pounds.
• Occasional pushing or pulling up to 20 pounds.
• Occasional reaching outward or above shoulder.

Note: While this job description is intended to be an accurate reflection of the job requirements, it is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Management reserves the right to modify, add, or remove duties from particular jobs and to assign other duties as necessary at any time with or without notice.

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Behaviors

• Team Player: Works well as a member of a group

Motivations

• Growth Opportunities: Inspired to perform well by the chance to take on more responsibility

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)