Northrop Grumman Hiring for Principal / Sr. Principal HR Business Partner at Annapolis Junction, Maryland Full Time

Requisition ID: R
Category: Human Resources
Location: Annapolis Junction – MD, United States of America
Citizenship Required: United States Citizenship
Clearance Type: None
Telecommute: Yes- May Consider Occasional/Part-Time Teleworking for this position
Shift: 1st Shift (United States of America)
Travel Required: Yes, 25% of the Time
Positions Available: 1

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 – from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work – and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they’re making history.

The Human Resources (HR) team at Northrop Grumman Mission Systems is seeking a candidate to join a growing community of committed HR professionals at our facility located in Annapolis Junction, MD or Fairfax, VA site. Our HR community is composed of incredible people with different abilities, diverse thinking and varied backgrounds who find professional fulfillment in understanding and advocating for employees, supporting the coaching and development of the management team, and solving organizational challenges through our partnership with business leadership.

The selected candidate will join a team supporting the Engineering and Sciences (E&S) homeroom and provide HR Business Partner support to the E&S leaders and employees. The incumbent will be the focal point to consult on and assist in the implementation of HR strategy, programs and policies across multiple client groups; including talent identification, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, EEO and other areas within the HR body of knowledge. The implementation of these programs will be through proficient leadership and project management skills and close collaboration with HR subject matter experts. In addition, the selected candidate will be responsible for project management of HR projects, and must demonstrate the ability to plan, organize, implement, and close multiple projects simultaneously on various topics within HR work streams.

The ideal candidate will be able to demonstrate leadership and relationship building skills, a commitment to ethics and integrity, and the capability to innovate while challenging traditional ways of doing business. Skillful verbal and written communication talents are required and the ideal candidate will have prior success building or enhancing a collaborative, supportive and understanding work environment. The successful candidate will demonstrate how they have supported their prior teams through organization, self-motivation and task ownership skills, with the ability to accomplish complex duties in a high-impact, time sensitive environment.

Specific duties and responsibilities include the following:
• Establish intimate understanding of the business, build and expand relationships with client leadership teams, and create close partnerships across HR, centers of excellence (COE’s), 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 support talent strategies
• Identify trends, risks, and opportunities within the organization and develop solutions in partnership with division and matrix leadership, COE and regional/division HR business leadership
• Advise leadership on new ideas and winning practices in the areas of talent acquisition, assessment, development, compensation, organizational effectiveness, strategy, on-boarding, 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 change leadership role in the company’s transformation by reinforcing a culture of growth, innovation and calculated risk taking through the application of human capital strategy, tools and processes
• Leadership Development-focused on comprehensive succession planning and strategic leadership movement. Partner with business leaders to build leadership depth to support the succession planning process.
• Support and enable leaders to make informed decisions about talent and to hold their organizations accountable for business results.

This position requires extensive senior leadership contact and the ideal candidate with possess a track record of leadership and decision making skills with the ability to realize results in an environment of ambiguity. The incumbent must have cross-cultural awareness and communication skills to be able to effectively interact with a geographically disbursed senior leadership team.

Specific duties and responsibilities include the following:

Establish intimate understanding of the business, build and expand relationships with client leadership teams, and create close partnerships across HR, centers of excellence (COE’s), 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 support talent strategies
Identify trends, risks, and opportunities within the organization and develop solutions in partnership with division and matrix leadership, COE and regional/division HR business leadership
Advise leadership on new ideas and winning practices in the areas of talent acquisition, assessment, development, compensation, organizational effectiveness, strategy, on-boarding, 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 change leadership role in the company’s transformation by reinforcing a culture of growth, innovation and calculated risk taking through the application of human capital strategy, tools and processes
Leadership Development-focused on comprehensive succession planning and strategic leadership movement. Partner with business leaders to build leadership depth to support the succession planning process.
Support and enable leaders to make informed decisions about talent and to hold their organizations accountable for business results
The incumbent must have cross-cultural awareness and communication skills to be able to effectively interact with a geographically disbursed senior leadership team.

Basic Qualifications for a Level 3 are:

Bachelor’s degree required plus a minimum of 6 of experience in HR or related field
Ability to provide advanced consulting on and skillful application of HR principles, concepts, policies and practices to solve business challenges
Proficient verbal and written communication skills, with demonstrated ability to effectively communicate with and influence others. Proficient in Microsoft office (Word, Excel, PowerPoint)
Ability to support the business and HR team with minimal task supervision, utilizing relationships to ensure alignment with organizational priorities and proactively sharing best practices for team learning and growth
Proven ability to lead cross-functional projects to completion including organizing, planning, scheduling and following up on all project related items
Must be able to obtain and maintain a DoD Secret clearance.

Basic Qualifications for a Level 4:

Bachelor’s degree required plus a minimum of 10 of experience in HR or related field
Ability to provide advanced consulting on and skillful application of HR principles, concepts, policies and practices to solve business challenges
Proficient verbal and written communication skills, with demonstrated ability to effectively communicate with and influence others. Proficient in Microsoft office (Word, Excel, PowerPoint)
Ability to support the business and HR team with minimal task supervision, utilizing relationships to ensure alignment with organizational priorities and proactively sharing best practices for team learning and growth
Proven ability to lead cross-functional projects to completion including organizing, planning, scheduling and following up on all project related items
Must be able to obtain and maintain a DoD Secret clearance.

Preferred Qualifications:

Advanced degree preferred in Business, Human Resource management, Organization Development, Industrial Organizational Psychology, or related field.
Experience supporting and working with a non-exempt employee population in California
Working knowledge of HRIS platforms and technology, with preferred applications experience in WorkDay, SAP, Taleo/Talent+ and Saba Learning Exchange (LX).
Advanced problem solving skills and the ability to be flexible and adjust direction when needed.
Leadership consulting experience, coaching skills and knowledge of human and adult learning principles a plus…… click apply for full job details