Human Resources Manager 3

About the Role

In this role the Human Resources Manager 3 will lead sector‑level HR projects impacting over 10,000 engineers. The position is located in Linthicum, MD or McLean, VA and will consult on and assist in implementing HR strategy, programs, and policies across client groups, including talent acquisition, performance management, employee relations, compensation, employee engagement, succession planning, organization and staff development, leadership development, staffing, EEO, and other HR domains. The role partners with the business to ensure compliance with company, state/federal, and host‑country laws and supports strategic initiatives such as workforce planning, retention plans, and employee development.

Responsibilities

• Establish an intimate understanding of the business, build and expand relationships with client leadership teams, and create close partnerships across HR, centers of excellence (COEs), finance, and P&L organizations.
• Support and partner with HR colleagues in operations, talent acquisition, compensation and benefits, employee relations, diversity and inclusion, and organizational effectiveness to advance talent strategies.
• Support sector‑level workstreams across workforce planning, hiring, onboarding, and technical development; project‑manage activities across various sector stakeholders.
• Identify trends, risks, and opportunities within the organization and develop solutions in partnership with division and matrix leadership, COEs, and regional/division HR business leadership.
• Advise leadership on new ideas and best practices in talent acquisition, assessment, development, compensation, organizational effectiveness, onboarding, employee engagement, retention, change management, and communications.
• Analyze and concisely present information to the management team to enable business growth and sound decision‑making.
• Provide business insight through data analysis, research, and benchmarking.
• Play a key leadership role in the company’s transformation by reinforcing a culture of growth, innovation, and calculated risk‑taking through human‑capital strategy, tools, and processes.
• Partner with business leaders on leadership development to build depth for succession planning.
• Support and enable leaders to make informed talent decisions and hold their organizations accountable for business results.
• Lead all phases of Engineering & Science (E&S) HR projects from inception through completion; oversee operational aspects, act as liaison between project management, planning, project team, and the E&S HR Business Line; review project status, manage schedules, and prepare status reports.

Basic Qualifications

• Bachelor’s degree required (or Master’s degree with a minimum of 8 years of experience).
• Minimum of 10 years of experience in HR or a related field (or 8 years with a Master’s degree).
• Understanding of employment law and working knowledge of HR policies and practices.
• Excellent verbal and written communication skills; ability to influence others.
• Proficient in Microsoft Office (Word, Excel, PowerPoint).
• Proven ability to lead cross‑functional projects to completion; strong organization, prioritization, planning, scheduling, and issue‑escalation skills.
• Strong problem‑solving skills and flexibility to change direction when needed.
• Ability to work independently, make decisions, and collaborate effectively with stakeholders and subject‑matter experts.
• Proven ability to review and properly address complex employee‑relations matters.

Preferred Qualifications

• Advanced degree in Business, Human Resources Management, Organization Development, Industrial‑Organizational Psychology, or a related field.
• Working knowledge of HRIS platforms, preferably Workday.
• Proficiency with AI technology.
• Advanced problem‑solving skills and flexibility to adjust direction as needed.
• Leadership consulting experience, coaching skills, and knowledge of human and adult learning principles.
• Experience in proactive HR assessment and diagnosis of business challenges, with the ability to craft effective solutions.
• Ability to navigate cultural and business nuances/sensitivities to promote top performance.

Compensation

Primary level salary range: $152,300 – $228,500. Base salary offers consider scope and responsibilities, candidate experience, education, skills, and market conditions. Depending on the position, employees may be eligible for overtime, shift differential, discretionary bonuses, annual bonuses, and, for Vice President or Director roles, long‑term incentives.

Benefits

• Health insurance coverage
• Life and disability insurance
• Savings plan
• Company‑paid holidays
• Paid time off (vacation and personal business)

Relocation Assistance

Relocation assistance may be available.

Travel

Travel required: Yes, approximately 10 % of the time.