HR Business Partner

About the role

Full-time role based in Tysons, VA, with on-site presence required and occasional light travel for senior stakeholder meetings.

Responsibilities

• 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: talent management (career framework & career pathing, performance management, succession planning); learning & development initiatives; talent acquisition strategies and processes; benefits and wellness programs; 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
• 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
• 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
• 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
• Partner with Talent Acquisition to: forecast hiring needs based on workforce plans; support requisition prioritization and hiring manager alignment; ensure an efficient, consistent hiring process
• 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.
• 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

• 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, or similar)

Preferred

• HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR)