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Principal HR Business Partner

RELOCATION ASSISTANCE: No relocation assistance available

CLEARANCE TYPE: None

TRAVEL: Yes, 25% of the Time

Description

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.

The Human Resources (HR) team at Northrop Grumman Mission Systems is seeking a Principal HR Business Partner to join a growing community of committed HR professionals at one of the facilities located in Annapolis Junction, MD, Chantilly, VA, or 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, supporting the coaching and development of the management team, and solving organizational challenges through our partnership with business leadership.

The selected candidate will join our HR team supporting the Missions Systems Networked Information Solutions (NIS) Division Cyber Processing Engineering and Sciences organization. The responsibilities will include being the focal point to consult on and assist in the implementation of HR strategy, programs and policies across multiple client groups; including talent identification, performance management, employee relations, compensation, reward and recognition, employee engagement and retention initiatives, succession planning, organization and staff development, leadership/bench strength development, staffing, and other areas within the HR body of knowledge. The implementation of these programs will be through growing project management skills and close collaboration with HR subject matter experts.

Specific duties and responsibilities include, but are not limited to the following:

  • Establish intimate understanding of the business, build and expand relationships with client leadership team, in addition to gaining working knowledge of finance, division programs, and the engineering and sciences organization
  • Create close supporting partnerships across HR which includes the leadership team, colleagues in engineering and sciences, the broader NIS division HR team, HR centers of excellence (COE’s)
  • Identify trends, risks, and opportunities within the organization and develop solutions in partnership with division and matrix leadership, COE and division HR leadership
  • Support and enable leaders to make informed decisions about talent and to hold their organizations accountable for business results
  • Analyze and concisely present information to the management team to enable business growth and sound decision making
  • 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 strategy, tools and processes
  • Partner with business leaders to build leadership depth to support the succession planning process

Basic Qualifications – Principal HRBP:

  • Bachelor's degree required plus a minimum of 5 years of experience in HR or related field or Master’s with 3 years of related experience.
  • Experience providing consultation and support to a client group and skillful application of HR principles, concepts, policies and practices to solve business challenges.
  • Proficient verbal and written communication skills, with demonstrated ability to effectively communicate with and influence others. Proficient in Microsoft M365 (Word, Excel, PowerPoint, Teams)
  • Experience supporting a client group while working on an HR team with minimal task supervision, utilizing relationships to ensure alignment with organizational priorities and proactively sharing best practices for team learning and growth
  • Proven ability to support cross-functional projects to include organizing, planning, scheduling and following up on all project related items

Preferred Qualifications:

  • Advanced degree preferred in Business, Human Resource management, Organization Development, Industrial Organizational Psychology, or related field
  • Working knowledge of HRIS platforms and technology, with preferred applications experience in Workday
  • Advanced problem solving skills and the ability to be flexible and adjust direction when needed
  • Leadership consulting experience, coaching skills and knowledge of human and adult learning principles
  • Experience in proactive HR assessment and diagnosis of business challenges and ability to craft effective solutions
  • Ability to navigate cultural and business nuances/sensitivities to promote top performance, employee engagement and inclusion

Salary Range: $87,000.00 - $136,800.00

The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions.

Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.

The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates.

Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit http://www.northropgrumman.com/EEO. U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.

Average salary estimate

$111900 / YEARLY (est.)
min
max
$87000K
$136800K

If an employer mentions a salary or salary range on their job, we display it as an "Employer Estimate". If a job has no salary data, Rise displays an estimate if available.

What You Should Know About Principal HR Business Partner, ngc

At Northrop Grumman, we are thrilled to announce an opportunity for a Principal HR Business Partner to join our dynamic team in Annapolis Junction, MD. This is a pivotal role where you will have the chance to influence our human resources strategies, support the management team, and contribute to our innovative culture. You’ll work alongside a diverse group of HR professionals, gaining a deep understanding of our operational goals and facilitating effective communication between employees and leadership. As a Principal HR Business Partner, your responsibilities will include driving talent identification, fostering employee engagement, and helping to craft succession plans that empower our workforce for the future. You will be instrumental in advocating for our employees while resolving organizational challenges with your insightful analysis and recommendations. A key part of your job will involve creating valuable partnerships across our various HR functions and with client management, ensuring that you’re aligned with company priorities. You will also take the lead in change management initiatives that promote a culture of growth and encourage calculated risk-taking. With your experience in HR practices, project management, and innovative problem-solving, you’ll play a crucial role in shaping our team’s success and delivering impactful HR strategies at Northrop Grumman. If you're ready to put your experience into action and join a company that's making history, we want to hear from you!

Frequently Asked Questions (FAQs) for Principal HR Business Partner Role at ngc
What does the Principal HR Business Partner role entail at Northrop Grumman?

The Principal HR Business Partner role at Northrop Grumman involves implementing HR strategies, managing talent identification, enhancing employee engagement, and supporting management through various HR programs and policies. This position acts as a key liaison between the HR team and client leadership to address organizational challenges and facilitate effective communication.

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What qualifications are needed for the Principal HR Business Partner position at Northrop Grumman?

Candidates for the Principal HR Business Partner at Northrop Grumman should possess a Bachelor's degree with at least 5 years of HR experience or a Master’s degree with 3 years of related experience. Strong communication skills, proficiency in Microsoft M365, and the ability to consult effectively on HR principles are critical for success in this role.

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How does Northrop Grumman support the development of its Principal HR Business Partners?

Northrop Grumman is dedicated to the professional development of its Principal HR Business Partners by encouraging them to collaborate with HR experts and take part in various growth initiatives. The role offers opportunities for leadership consultation, training in advanced HR practices, and exposure to organizational dynamics, all of which contribute to enhancing project management and problem-solving skills.

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What challenges does a Principal HR Business Partner at Northrop Grumman face?

A Principal HR Business Partner at Northrop Grumman faces challenges such as navigating complex organizational dynamics, developing tailored HR solutions that align with business strategies, and promoting employee engagement and performance. The role requires proactive problem-solving skills and the ability to adapt strategies based on changing business needs.

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What benefits does Northrop Grumman offer for the Principal HR Business Partner position?

Northrop Grumman offers a comprehensive benefits package that includes health insurance, life and disability coverage, a savings plan, paid holidays, and vacation time. The company also provides competitive salaries, annual bonuses, and potential long-term incentives for eligible employees, supporting their overall well-being and work-life balance.

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Common Interview Questions for Principal HR Business Partner
Can you describe your experience with talent management as a Principal HR Business Partner?

In responding to this question, highlight specific experiences where you've led talent management initiatives. Discuss how you identified key talent, supported their development, and aligned these efforts with organizational goals. Show how your strategic approach contributed to the overall success of the HR function.

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How do you handle employee relations issues in your role?

When addressing employee relations issues, it's important to highlight your approach to listening actively, gathering information from all parties, and mediating solutions. Illustrate with an example where you successfully resolved a conflict and improved relations within a team, demonstrating your ability to act diplomatically.

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What strategies do you implement for effective succession planning?

Discuss your methodology for succession planning, focusing on assessing current talent, forecasting future needs, and developing training programs that prepare employees for advancement. Share a success story where your strategy led to a smooth transition within the organization.

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How do you ensure alignment between HR initiatives and business objectives?

To ensure HR initiatives align with business objectives, I regularly engage with leadership to understand their goals and challenges. Discuss using data analytics to evaluate HR effectiveness and adjusting strategies based on business performance, providing a clear example of how this alignment achieved results.

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Can you provide an example of how you've managed organizational change?

When discussing organizational change management, share a specific instance where you led a change initiative. Describe the steps you took to engage stakeholders, communicate effectively, and overcome resistance, emphasizing the positive outcomes that followed.

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What methods do you use to assess employee engagement?

Talk about the various methods you use to assess employee engagement, such as surveys, focus groups, and one-on-one interviews. Explain how you analyze the results and implement strategies to enhance engagement, providing metrics or outcomes when possible.

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How do you prioritize your workload as a Principal HR Business Partner?

Prioritization is crucial in HR. Explain your approach to managing projects, client needs, and deadlines while remaining flexible to address urgent issues. Describe specific tools or techniques you use to stay organized and prioritize effectively.

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What role does diversity and inclusion play in your HR strategies?

Express your commitment to diversity and inclusion by discussing specific initiatives you've implemented. Share how you measure their effectiveness and the positive impact they have on the employee experience and organizational culture.

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How do you build relationships with senior leadership?

Building relationships with senior leadership involves proactive communication and understanding their goals. Discuss techniques such as regular check-ins and strategic discussions on HR initiatives that matter to them, mentioning how these interactions fostered trust and collaboration.

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What have you learned from difficult HR situations?

Share a challenging HR situation you've faced, detailing the lessons you've learned. Discuss how this experience improved your problem-solving skills or ability to manage sensitive situations, and how it has prepared you for future challenges.

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DATE POSTED
April 9, 2025

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