Sr. HR Business Partner

Overview

Sr. HR Business Partner – support the corporate People Services HRBP Team by providing strategic and operational HR resources across the employee lifecycle.

Hybrid in McLean, VA.

Salary range: $131,000 – $135,000 per year (geography, skills, experience, and qualifications may affect pay).

• Primary point of contact for PMO leaders on HR support across the employee lifecycle.
• Day‑to‑day HR partnership and guidance to PMO leadership on workforce matters, workplace expectations, organizational needs, and employee lifecycle support.
• Program‑specific HR communications, employee messaging, and annual HR processes (mid‑year and year‑end performance cycles, talent discussions, compensation processes) in coordination with process owners.
• Promote and enforce ticket‑based HR support processes for timely, efficient service delivery.
• Coaching and mentorship to HR Business Partners in complex HR matters and consistent application of HR practices.

• Support managers and PMO leadership with employee relations matters, including performance concerns, conflict resolution, corrective actions, workplace concerns, documentation practices, involuntary separations, and difficult conversations.
• Coach managers on performance management, employee documentation, risk mitigation strategies, and application of company policies.
• Monitor employee relations trends, workplace concerns, and legal risk indicators; recommend proactive interventions.
• Coordinate with HR Ops on employee relations administrative actions, documentation, and record‑keeping.

• Partner with PMO leadership, TA, and cross‑functional stakeholders to support workforce planning, hiring strategies, requisition planning, hiring timelines, and pipeline development.
• Advise on succession risks, retention strategies, internal mobility, and workforce planning to support program continuity.
• Support hiring of cleared talent, contingent staffing, and critical skill‑gap mitigation.
• Support employee transitions, including internal transfers, placement efforts, and workforce adjustments due to contract changes or reductions in force.

• Support PMO with workforce actions linked to government contract lifecycle events.
• Maintain awareness of government contracting workforce considerations, including wage determinations and contract requirements.
• Assist with labor compliance matters and coordinate with Managing HRBP, Pricing, and Senior Advisor HR & Comp to ensure compliance and mitigate workforce‑related risks.
• Align positions with established job codes in partnership with Pricing and Senior Advisor HR & Comp.

• Identify employee engagement trends, retention risks, and workplace concerns; partner with managers on engagement initiatives.
• Support organizational change initiatives, including restructures, contract modifications, and change‑management communications.
• Coordinate with Learning & Development and PMO to identify training gaps, support leadership development, and deliver training content.

• Review workforce and performance metrics such as turnover, vacancies, time‑to‑fill, engagement, and corrective action trends.
• Partner with PMO leadership and OD BP to analyze workforce data and recommend improvements to employee effectiveness and program performance.

• Advise on leave and accommodation matters, including FMLA/ADA interactive processes, partnering with HR Ops to ensure compliance.
• Support onboarding, offboarding, employee transitions, and workforce changes with HR Ops for a positive employee experience.
• Coordinate with HR Ops and HRIS to ensure timely, accurate processing of employee actions and data integrity.

• Bachelor’s degree, ideally in Human Resources Management or Organizational Psychology.
• 8–10+ years of progressive HR experience.
• Recent experience working for a Government Contractor.
• Strong interpersonal skills to interact with all levels.
• Basic…