Senior Human Resources; HR Director - R10218144-2

Senior Human Resources (HR) Director - R-2

Northrop Grumman invites you to apply for the Senior Human Resources (HR) Director - R-2 role.

RELOCATION ASSISTANCE:
Relocation assistance may be available.

CLEARANCE TYPE:
Secret.

TRAVEL:
Yes, 10% of the Time.

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, to stealth bombers, to landing on the moon.

We look for people who have bold ideas, courage, and a pioneering spirit to join forces to invent the future while having fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity, and bringing your whole self to work—our insatiable drive to do what others think is impossible. Our employees are not only part of history; they’re making history.

Northrop Grumman Aeronautics Systems is seeking a Senior Human Resources (HR) Director in El Segundo or Redondo Beach, California to lead a team of qualified, diverse individuals in support of our Air Dominance Division (ADD). This leadership role reports to the Aeronautics Systems Human Resources Vice President and will be a strategic partner to the ADD Vice President, General Manager, and senior leadership team, developing and executing a human‑capital strategy to attract, engage, develop, and retain talent necessary to meet current and future strategic goals.

• Act as a trusted advisor to division senior leadership, influencing collaboration and ownership of division and sector objectives.
• Provide strategic thought leadership, organizational and project management skills in a fast‑paced environment.
• Leverage data and analytics to drive business outcomes.
• Make sound decisions with urgency that require evaluation of alternatives, often under uncertainty or with little precedent.
• Interpret, execute, and recommend modifications to processes, policies, and practices.

• Implement division HR strategy and initiatives aligned to sector and division matrix.
• Leverage data insights and trends to identify business challenges; proactively partner with division leadership to develop solutions; design and lead high‑impact HR initiatives across the division and in partnership with peer HR Business Leaders.
• Strengthen capabilities, empowerment, and accountability among the division HR team to provide best‑in‑class partnership and thought leadership.
• Partner with division leadership to develop talent management, succession planning, and talent review strategies/cadence to bolster technical and functional leadership talent and strengthen the talent pipeline.
• Identify talent retention strategies to drive a best‑in‑class employee experience, leveraging total rewards, company mission, culture, career development, and employee flexibility.
• Lead, analyze, and present employee survey data/key themes to leadership; support leadership action‑plan development.

We do the right thing
:
Uphold the highest ethical standards and facilitate a safe and respectful environment that attracts, retains, and inspires a diverse and engaged team.

We do what we promise
:
Hold yourself and others accountable to meet predictable and balanced results.

We commit to shared success
:
Operate as OneNG and remove barriers for our teams.

We pioneer
:
Set a vision that shapes the future and inspires others.

• Bachelor’s degree with at least 12 years of HR or related experience, or Master’s degree with at least 10 years of HR or related experience.
• Experience managing and leading teams; strong people leader and manager focused on inspiring and enabling an inclusive, development‑focused, high‑performance culture.
• Strong collaborator and relationship builder; keen ability to influence, coach, and consult with multiple senior executives concurrently.
• Experience proactively identifying trends, risks, and opportunities; regularly advocating for improvements.
• Excellent business acumen; leverage HR processes,…