Human Resources Business Partner - Level 3 or 4

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. We look for people who have bold new ideas, courage, and a pioneering spirit to join forces to invent the future. Our culture thrives on intellectual curiosity, cognitive diversity, and bringing your whole self to work. Our employees are not only part of history, they're making history.

Embark on a career putting innovative, reliable, and agile products and ideas into orbit, and beyond. Northrop Grumman has opportunities that play a vital role in human space exploration, national defense, and scientific discovery. With us, you’ll discover a culture of curiosity and collaboration that will have you Defining Possible from the day you start. Our space systems connect and protect millions of people on earth every day, now and for the future.

About the role

Northrop Grumman is seeking a Human Resources Business Partner – Level 3 or 4 to provide support to our Central Region Engineering team. This role will provide customer support to union and non-union employees and leadership. This position is located in Aurora, CO; Salt Lake City, UT; or Chandler, AZ.

As an HR Business Partner, you will work in partnership with the HR Manager and HR Director to drive strategic human capital plans that support business unit and division goals, and provide HR guidance and counsel to leaders, managers, employees, and peer team members. The selected candidate will collaborate with the business to develop and implement solutions and deliver exceptional HR support in a challenging, dynamic, and supportive environment.

Responsibilities

• Serve as a strategic business partner and consultant to internal customers and stakeholders.
• Establish a solid understanding of the business, build and expand relationships, and create close partnerships across HR centers of excellence (COEs).
• Identify trends, risks, and opportunities within the organization.
• Provide business insight through data analytics, research, and benchmarking to inform, develop, and implement solutions in partnership with leadership.
• Perform complex and comprehensive investigations and develop organizational actions in partnership with leadership.
• Consult with legal and be the primary interface with the represented workforce and leadership.
• Drive retention of critical skills and high performers through differentiated rewards, analyze key attrition drivers, and develop solutions to improve retention.
• Play a key change leadership role in the company's transformation by reinforcing a culture of growth and innovation.
• Lead or support change projects to evolve organizational capability and improve the operating model.
• Recommend solutions to enable business growth.
• Diagnose organizational needs and develop practical, creative, and/or innovative solutions to increase team and organizational performance.
• Effectively implement and sustain solutions by leveraging change management best practices.
• Facilitate leadership development focused on comprehensive succession planning and strategic leadership movement.
• Collaborate with business leaders to build leadership depth and address critical roles/skills needs.
• Coach leadership and HR team on employee development plans and development resources.
• Analyze and present employee survey data/key themes to leadership teams. Collaborate with leadership to communicate actions and drive progress.
• Other duties as assigned.

Requirements

• U.S. Citizenship is required.
• Must have the ability to obtain and maintain a U.S. Government Secret security clearance.
• Experience supporting manufacturing/operations in a union environment.
• Proven ability to lead cross-functional HR projects and understanding of project management and change management fundamentals.
• Strong consulting skills and ability to solve business challenges.
• Experience in analyzing data to define root causes, design solutions, and ensure effective implementation.
• Experience consulting with leaders on succession planning, culture and engagement, change management, managing performance, and maintaining positive employee relations.
• Proficient verbal and written communication skills; proven track record of building collaborative partnerships and influencing direction.

Qualifications

Level 3:

• Bachelor’s degree in Business Administration, HR, Psychology, or related field with 5+ years of professional experience in broad HR Business Partner experience – OR –
• Master’s degree in Business Administration, HR, Psychology, or related field with 3+ years of professional experience in broad HR Business Partner experience.

Level 4:

• Bachelor’s degree in Business Administration, HR, Psychology, or related field with 8+ years of professional experience in broad HR Business Partner experience – OR –
• Master’s degree in Business Administration, HR, Psychology, or related field with 6+ years of professional experience in broad HR Business Partner experience.

Will consider an additional 4+ years of experience in lieu of degree.

Preferred Qualifications

• PHR (SHRM-CP) or SPHR (SHRM-SCP) certification.
• Experience using Workday HRIS.
• Experience in a Manufacturing and/or Engineering environment.
• Experience in a matrix organization with a large customer group (500-1000).

Skills

• Passionate about achieving results and upholding commitments.
• Ability to work independently and as part of a team.
• Continuous learning and focus on improvement.
• Excel at managing multiple and competing priorities.
• Strong team player that communicates effectively with all levels of leadership and employees.

Pay

Primary Level Salary Range: $81,400.00 - $134,900.00

Secondary Level Salary Range: $101,400.00 - $168,200.00

The above salary range represents a general guideline; 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.

Benefits

• Health insurance coverage.
• Life and disability insurance.
• Savings plan.
• Company-paid holidays.
• Paid time off (PTO) for vacation and/or personal business.