Sr. HR Business Partner

Responsibilities

• Serves as a primary point of contact for PMO leaders regarding HR support across the employee lifecycle, coordinating with HR Operations, Benefits, HRIS, TA, and other HR stakeholders as needed.
• Provides day-to-day HR partnership and guidance to PMO leadership on workforce matters, workplace expectations, organizational needs, and employee lifecycle support.
• Supports PMO leadership with program-specific HR communications, employee messaging, and annual HR processes (e.g., mid-year and year-end performance cycles, talent discussions, compensation processes) in coordination with process owners.
• Promotes and enforces ticket-based HR support processes to ensure timely and efficient service delivery.
• Provides informal leadership and mentorship to HR Business Partners by coaching through complex HR matters, promoting consistent application of HR practices, sharing knowledge, and supporting the development of new HRBP team members.
• Serves as a primary point of contact for PMO leaders regarding HR support across the employee lifecycle, coordinating with HR Operations, Benefits, HRIS, TA, and other HR stakeholders as needed.
• Supports PMO leadership with program-specific HR communications, employee messaging, and annual HR processes (e.g., mid-year and year-end performance cycles, talent discussions, compensation processes) in coordination with process owners.
• Promotes and enforces ticket-based HR support processes to ensure timely and efficient service delivery.
• Provides informal leadership and mentorship to HR Business Partners by coaching through complex HR matters, promoting consistent application of HR practices, sharing knowledge, and supporting the development of new HRBP team members.
• Serves as a primary point of contact for PMO leaders regarding HR support across the employee lifecycle, coordinating with HR Operations, Benefits, HRIS, TA, and other HR stakeholders as needed.
• Supports PMO leadership with program-specific HR communications, employee messaging, and annual HR processes (e.g., mid-year and year-end performance cycles, talent discussions, compensation processes) in coordination with process owners.
• Promotes and enforces ticket-based HR support processes to ensure timely and efficient service delivery.
• Provides informal leadership and mentorship to HR Business Partners by coaching through complex HR matters, promoting consistent application of HR practices, sharing knowledge, and supporting the development of new HRBP team members.

Qualifications

• Bachelor’s degree, ideally in Human Resources Management or Organizational Psychology.
• At least 8-10+ years of progressive Human Resources experience.
• Recent experience working for a Government Contractor.
• Strong interpersonal skills with the ability to interact with all levels, from front-line employees to executives.
• Basic proficiency in Microsoft Office (Excel, Word, Outlook).
• Willingness and ability to learn HR systems and processes.
• Experience collaborating across HR functions, such as TA, HR Ops, and L&D.
• Expectations for Success:
• Provides a positive, respectful, responsive, and professional experience in all employee interactions.
• Brainstorm solutions and conduct due diligence before escalating questions or issues.
• Ability to influence business decisions through data, relationships, and business acumen without direct authority.
• Ability to decipher when to escalate issues to Managing HRBP.
• Manages multiple priorities effectively in a fast-paced environment.
• Maintains confidentiality and exercises sound judgment when handling sensitive information.
• Core Competencies:
• HR Business Partnership – Builds trusted relationships with PMO and business leaders by providing practical HR guidance aligned with business and workforce objectives.
• Communication and Influence – Communicates effectively with leaders, employees, and stakeholders to drive clarity, consistency, and action.
• Organization & Attention to Detail – Maintains accuracy while managing multiple tasks.
• Employee Relations & Workforce Risk Management – Applies sound judgment to employee relations matters and supports leaders in addressing workplace concerns while mitigating legal and organizational risk.
• GovCon Acumen – Understands the workforce implications of government contracting, including contract transitions and compliance considerations.
• Employment Law & HR Compliance – Applies knowledge of employment regulations, policy interpretation, and compliant HR practices to support managers and mitigate risk.
• Collaboration – Works effectively across HR and the organization.
• Confidentiality & Judgment – Handles sensitive information with discretion.
• Initiative & Reliability – Takes ownership while knowing when to seek guidance.
• Analytical Thinking – Uses workforce data and trends to identify risks, recommend solutions, think strategically, and improve program outcomes.