HR Business Partner (HR Business Partner 3)

Summary:

HII Mission Technologies is seeking a strategic, people‑focused Human Resources Business Partner to join our dynamic team! Step into a role where your expertise shapes organizational success and where your insights drive meaningful progress. Based in our Fair Lakes, VA location, you’ll collaborate closely with leaders and employees to deliver thoughtful HR solutions that support key mission priorities.

The Human Resources Business Partner (HRBP) acts as the primary advisor to a dedicated client organization responsible for delivering strategic solutions to address the most challenging business needs. 

The HRBP collaborates with the human capital centers of excellence and delivery operations to address unique business requirements involving - talent acquisition, development, total rewards, global mobility, business conduct/employee relations, HR tech, intelligence, and reporting.

The HRBP is a trusted advisor supporting all aspects of organization effectiveness including strong talent retention, management quality, selection and succession, development planning and engagement, effective business conduct, employee relations, labor relations and compliance. The HRBP acts as an advocate of the company balancing employee and manager considerations with the values and best interest of HII.

The HRBP is responsible for improving long term human capital metrics, measures, and outcomes. Measured via monthly/quarterly/annual HCM metrics, engagement scores, compliance incidence and corrective actions, initiatives that drive business value. 

What You Will Do:

• Align human capital strategies to meet operational objectives and improve/grow the workforce/business. Deliver human capital expertise to support the strategic goals of the business.  Collaborate broadly with business leadership teams and employees to guide workforce planning, development and positive human capital outcomes. 

• Partner with client organizations to effectively implement our performance management process including leadership influence around the performance rating distribution, manager training, calibration of talent and management of employee under-performance utilizing our performance improvement plan process.  

• Consult with leaders to drive effective focus on yearlong goal setting process at all levels including oversight for manager training, best practice sharing and audit for alignment and effectiveness - delivering coaching and feedback. 

• Partner with client organizations to effectively implement salary /incentive/promotion/retention/recognition processes guiding roll up reviews and consistent and effective decision making. Ensuring our top performers receive commensurate rewards. 

• Grow leadership succession depth and readiness through the effective implementation of our organizational leadership development (OLR) process.  Ensure leadership succession awareness and strong individual development planning for succession candidates.  Host talent reviews within the group/portfolio/functional teams as required to focus on specific talent segments. 

• Collaborate with client leadership teams to proactively address talent management concerns ensuring the right talent in the right key roles for optimum business performance.  Actively engage in leadership selection, assessment, development, assimilation processes, conflict resolution and strengths-based coaching. Partners with talent acquisition COE to meet required external hiring needs and redeploy talent. 

• Focus on organizational design, development and improvement when addressing business conduct and compliance breakdowns.  Helps to implement corrective actions targeted at the root causes of an issue.  Works to improve the underlaying concerns/gaps through leadership development, engagement, organizational design and talent management solutions. 

• Leverage a development/improvement mindset to recommend talent and leadership development and upskilling opportunities. Ensures strong participation/use of division development programs, tools and resources.  Partners with Talent development COE to address operational training needs. 

What We're Looking For:

• 6 years relevant experience with Bachelors in related field; 4 years relevant experience with Masters in related field; or High School Diploma or equivalent and 10 years relevant experience.
• Proven experience delivering human capital solutions to a dedicated client organization with working knowledge in the following areas: talent acquisition, talent development, organizational development, total rewards, global mobility, business conduct/employee relations/labor law, HR tech, intelligence, and reporting.  

• Demonstrated success in scaling and enabling organization growth and transformation. 

• Strong analytical, problem-solving, and communication skills with ability to engage and influence executive leadership teams, employees and key stakeholders. 

• Proven ability to partner with HR Centers of Expertise and cross-functional leaders to design and deliver solutions that enable long term business outcomes. 

• Ability to manage business and human capital priorities, influence at all levels, and lead through change. 

• Ability to travel ~25% to various client/company sites in the DMV (Springfield, VA / Annapolis Junction, Columbia, MD)

Preferred Experience:

• Experience in high tech, professional/technical government services industry domain. 

• Multi-site, geographically dispersed, global human capital management experience. 

• Advanced human capital certifications and training 

• Labor relations experience 

• Clearance holder  

Addendum 

Key Leadership Competencies: (Reference Leadership Capability Framework) 

People: 

Know and Grow Your People 

• Keep others informed with timely, relevant updates. 

• Listen attentively and respond openly to others’ insights and advice. 

• Communicate with clarity and appropriate detail. 

• Foster team spirit by contributing to morale and offering help. 

• Reinforce shared goals and priorities. 

• Share credit for team accomplishments. 

Build Relationships 

• Contribute meaningfully to group success. 

• Invite input and acknowledge others’ contributions. 

• Build strong relationships across teams and functions. 

• Respond to feedback with tact and professionalism. 

• Use formal and informal channels to exchange ideas. 

• Expand networks through organizational involvement. 

• Follow policies and demonstrate integrity through consistent actions. 

Execution: 

Take Ownership 

• Communicate progress and completion of work. 

• Take responsibility for actions and outcomes. 

• Seek input to ensure accuracy and quality. 

• Show initiative, enthusiasm, and follow-through. 

• Start early and work steadily to meet deadlines. 

• Maintain focus and effort despite challenges. 

• Deliver consistent results with minimal oversight. 

Customer First 

• Understand customer choices and needs through thoughtful questions. 

• Prioritize work based on customer and stakeholder expectations. 

• Meet requirements while honoring policies and procedures. 

• Learn organizational standards and norms for stakeholder relationships. 

• Identify and resolve stakeholder issues; seek guidance when needed. 

Growth:  

Shape the Future 

• Share and welcome new, useful ideas. 

• Explore innovative tools, methods, and perspectives. 

• Consider how team and individual performance can improve. 

• Align work with broader strategy and organizational success. 

• Stay aware of trends that may impact future work. 

Act with Urgency 

• Seek clarity when direction is unclear. 

• Adapt to shifting priorities and changing situations. 

• Move forward using procedures to guide decisions. 

• Anticipate and reduce delays or bottlenecks. 

• Coordinate efforts and secure needed resources. 

• Address risks and contingencies during planning. 

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