Senior Human Resources Business Partner

LinQuest is seeking a Senior Human Resources Business Partner for a short term assignment (approximately 3-5 months) to join our team in California, Ohio, or Virginia. US citizenship and the ability to obtain a clearance is required.

The Human Resources Business Partner will work in conjunction with the HR leadership to ensure alignment between the business units and HR practices. You will serve as a leader in providing partnership with a business unit or department and the Line of Business Leader (LOB)s/Department Heads in order to manage functions and task in the business unit. You will be responsible for aligning business objectives with team members and management in the designated business unit.

**This is a short term assignment, approximately 3-5 months in duration, working full-time (40 hours/week).**

Responsibilities:

• Partner with assigned business unit/department leaders through workforce planning, talent management, performance management, team member relations, and implementation of business solutions, utilizing HR expertise and perspective for the assigned business units.
• Maintain and update a best in class on-boarding and team member experience. This includes assisting with creating and driving new strategies to increase retention and engagement of LinQuest team members.
• Partner with the Talent team to ensure assigned business unit is properly staffed, to include open discussions on compensation, title, and cultural fit within the business unit.
• Maximize the utilization of the HRIS (business intelligence, analytics, efficiencies, and training) to aide in maintaining and analyzing key HR metrics and key performance indicators to assess progress towards goals to include predictive analysis and the Hires and Terms weekly and monthly reports.
• Maintain HR documentation and reports to include: hires and terms; HR policies and processes; and, Team Member Guidebooks to ensure compliance with company controls as well as state and federal employment laws.
• Maintain data integrity and documentation in HRIS through pro-active means (audits, testing, etc.).
• Maintain job descriptions and conduct FLSA analysis in conjunction with the Director of Compensation.
• Assist with cyclical HR processes such as the merit process, performance reviews, and open enrollment.
• Create, define, and drive assigned project plans and goals, processes, and milestones, and set up clear measurements and expectations.
• Assist with maintaining the HR Operations Playbook, establishing new processes and workflows to support the smooth flow of human resources operations and communications. As necessary, train/communicate changes in policy, procedure, or process to business leadership and team members.

Required Skills and Experience:

• BA/BS in human resources, psychology, or a related field
• 6+ years of work experience and/or previous HR experience.
• Proven work experience as an HR Business Partner.
• Excellent knowledge of labor law and labor law research; Adhere to and keep up to date on legal compliance by monitoring and implementing applicable human resource federal and state requirements, conducting investigations, maintaining records, and representing the organization at hearings.
• Excellent written and verbal communication skills when interacting across all corporate levels and business units to include interfacing with top executives.
• Possess strong active listening and conflict resolution skills.
• Possess a strong understanding of performance management, change management, organizational development, benefits, compliance, and compensation planning.
• Strong interpersonal skills and the ability to handle ambiguity, multiple competing priorities, and make informed decisions in a fast-paced work environment.
• Possess strong analytical, troubleshooting, and problem-solving abilities.
• US Citizenship and the ability to obtain a clearance is required.

Compensation for California: The pay for this position is up to $60/hour, depending on relevant experience and qualifications.

Why LinQuest?
LinQuest Corporation has a stellar 40-year track record of providing end-to-end system-of-systems (SoS) architecture definition, engineering design, integration and test, and operations expertise to enable full lifecycle development and deployment of pre-eminent Space, Air, Land, Sea, Ground, and Cyberspace game-changing capabilities across US DOD and IC Customers’ portfolios. Unique combination of in-depth domain knowledge, lessons learned-honed best practices, and mission-specific applications of principles, tools, and techniques of Digital Engineering (DE), DE Ecosystem (DEE), and Model-Based Systems Engineering (MBSE) set LinQuest apart from the competition to consistently deliver stellar high-value results for our customers. LinQuest’s corporate vision and values place the employee at the center of utmost customer satisfaction, strategic business growth, and tactical execution excellence. Our employees’ creative and inspirational drive, sense of fulfillment of personal and professional growth, and tightknit camaraderie within and across lines of business are essential in gaining and maintaining exceptional LinQuest corporate-wide results of new business awards and renewed contracts.

Benefits: LinQuest offers comprehensive and competitive benefit offerings to our team members to include medical, dental, vision, retirement, paid time off, company paid life insurance, and more! For additional information please visit: www.linquest.com/careers/our-benefits.

Education

• Bachelors or better

Licenses & Certifications

• Ability to Obtain

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)