Description
Qualifications
Required Qualifications:
- Able to effectively manage time, balance multiple projects, and collaborate across a diverse set of group/division priorities.
- Strong project management skills and ability to work well within the matrixed environment.
- Senior leader with high initiative, motivation, and attention to detail.
- Possess strong understanding of all the key areas of HR, including Talent Acquisition, benefits administration, compensation, compliance, leave administration, performance management, talent management, learning & development, employee engagement, HRIS systems, and HR operations.
- Ability to work in a face-paced environment with a high volume of work requirements.
- Strong people skills and ability to develop strong partnerships across the business.
- Experience building Board of Directors presentations and reports.
- Strong communication skills and ability to present effectively to large groups
- Responsible for developing solutions to problems and issues that may be difficult and unclear; is able to address issues that escalate and drive them to closure/resolution.
- Experience with executing HR program roll outs across a $1.5B+ company.
- Strong experience in providing mentorship and executive coaching.
- Results oriented leader with a collaborative style, exhibiting empathy, navigating complexity, and driving quality decisions.
Education and Experience:
- Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree highly preferred
- At least ten years of senior human resource management experience required
- Ten years of strategic HR, talent management, global HR, and HR Business Partner experience
- Five years experience leading the HR function in the role of Senior Director or VP in a $1B+ company.
- Five years experience in the defense contracting industry.
- SHRM – SCP preferred
- Experience implementing a company wide HRIS system
Physical Requirements:
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift up to 15 pounds at times.
Required Skills/Abilities:
- Knowledge of developing briefs, reports and summaries for department leadership review.
- Proficiency with Microsoft Office, with emphasis on Excel.
- Experience managing multiple successful acquisitions and integrations simultaneously
- Excellent verbal and written communication skills.
- Excellent interpersonal and conflict resolution skills.
- Excellent organizational skills and attention to detail and strong analytical and problem-solving skills.
- Strong supervisory and leadership skills.
- Thorough knowledge of employment-related laws and regulations in the United States and abroad.
- Knowledge of and experience with varied human resource information systems; SAP preferred.
- Experience leading change management initiatives, organizational cultural integrations and new leader assimilations.
- Experience leading M&A efforts and due diligence processes across all HR functional areas.
Work authorization/security clearance requirements
Due to the protected nature of the work process and product at SPA, all positions require the execution of the SPA Non-Disclosure Agreement (NDA). Similarly, as a result of the detailed personal information associated with the administration of human resources and benefit programs, all individuals in the Human Resources Group require the execution of a Human Resources Non-Disclosure Agreement (NDA) and are expected to adhere to strict control and protection of data and information.
Work environment
SPA employees typically work in a variety of office settings, some on site and some at designated client locations, where daily activities may include, but are not limited to, walking, standing, or sitting for extended periods, computer, and other technology use, and being sequestered in SCIFs or other secured areas with limited access to outside resources or privacy. When applicable, employees are required to comply with the terms and conditions of client contracts as specified by SPA in its sole discretion, including, but not limited to, hours, location, timing, and technology usage, that meet client logistical and security work requirements, and are subject to change.
This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice, to meet business needs.
Responsibilities
Primary Responsibilities
- Provides HR Business Partner support for Corporate Functions.
- Provides HR Business Partner support for our divisions, as needed.
- Leads M&A and integration efforts and coordinates with HR leads.
- Manages HR special projects and initiatives as well as HR program rollouts.
- Handles employee relations cases, oversees the discipline process and supports separations of employees in accordance with company policy.
- Applies project management processes to HR program execution and initiatives.
- Manages oversight of HR Business Partner model across the company.
- Oversight of the Talent Management and Performance Management programs.
- Partners with the HRLT to identify and implement process improvements across the HR department.
- Provides proposal support as needed in writing HR sections, attending color reviews, and identifying key personnel.
- Provides additional Talent Acquisition and HR Centers of Excellence (Compensation, Benefits, Employee Services, HRIS, Compliance, Learning & Development, Employee Engagement) support as needed.
- Acts as the back-up for the CPO when needed.
- Provides leadership and best practices related to Global HR, HR Systems & Tools, and HR programs and processes.
Additional Responsibilites
- Collaborates with the CPO and executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management.
- Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics.
Provides guidance and leadership to the human resource leadership team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues.
Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.
Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
Provides support to HR team as a utility player during surge efforts.
Provides best practice ideas and support to automate and streamline processes.
Performs other duties as assigned.
Essential functions
- Provide timely, thorough and consistent customer service and support to various client groups.
- Address issues and concerns as they escalate within the functional areas and from employees and managers seeking assistance with HR related requests.
- Interact with employees, managers, and senior leaders, on a daily basis through a variety of communication modes, both in person and virtually, in order to provide guidance and support related to company HR offerings, programs, policies and processes.
- Provide oversight to new policy development, HR reporting, and conduct analyses by utilizing company systems and working knowledge of various vendor systems (i.e. HRIS, website administration, etc.)
- Oversight of succession planning and talent management programs.
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