HR Business Partner

Job Description

Job Description

HR Business Partner

Tysons, VA

Full-time role on-site w/ some light travel at times to sites for Sr. Stakeholder meetings. Must have construction, engineering, or manufacturing type experience.

1. Corporate HR Strategy, Execution & Alignment

• Serve as the primary embedded driver of Corporate HR strategy and program execution within the assigned SBU
• Build strong relationships within the SBU to understand business needs and effectively represent and translate them back to Corporate HR for resolution and alignment
• Ensure consistent implementation and execution of enterprise HR programs and initiatives, including:

o Talent management (career framework & career pathing, performance management, succession planning)

o Learning & development initiatives

o Talent acquisition strategies and processes

o Benefits and wellness programs

o Employee relations frameworks and practices

• Take ownership for end-to-end execution of corporate HR initiatives within assigned SBU, ensuring they are effectively implemented - not just communicated
• Partner with Corporate HR in the development and refinement of HR programs and initiatives, providing SBU-based insights to ensure scalability and effectiveness
• Monitor and report on program adoption and effectiveness metrics (e.g., performance cycle completion, training participation, hiring outcomes, succession planning, turnover)
• Provide feedback to Corporate HR on program effectiveness and opportunities for continuous improvement

 

2. Business Partnership & Workforce Planning 

• Partner with SBU leaders to understand business objectives, project demands, and workforce needs
• Translate business plans into actionable workforce strategies, including hiring, staffing, and resource allocation
• Collaborate with leaders to forecast headcount needs and identify potential gaps or risks
• Use workforce data (e.g., turnover, hiring trends) to inform decisions / improve outcomes
• Support organizational design efforts, including role clarity, team structure, and workforce optimization, improving how the workforce is structured, staffed, and utilized to meet business needs efficiently.
• Partner with Talent Acquisition to align hiring priorities with business needs and timelines

 

3. HR Governance & Alignment

• Ensure consistent application of HR policies, programs, and processes across the SBU
• Identify deviations from corporate frameworks, driving course correction as needed 
• Balance standardization with legitimate business needs without compromising enterprise consistency
• Accountable for ensuring adherence to corporate HR policies and programs in partnership with HR leadership

 

4. Talent Management & Development

• Drive talent processes in alignment with corporate programs:
• Facilitate performance evaluations and talent reviews
• Support and drive succession planning efforts, identify high-potential employees and development needs
• ELPL and Sr. Leader promotion processes
• Career Framework and career path development
• Partner with Learning to ensure adoption and application of development programs
• Reinforce a culture of accountability, performance, and continuous learning 

 

5. Talent Acquisition Partnership 

• Partner with Talent Acquisition to: 

o Forecast hiring needs based on workforce plans

o Support requisition prioritization and hiring manager alignment

o Ensure an efficient, consistent hiring process

 

6. Employee Relations

• Provide practical, actionable coaching to managers on performance issues, conflict resolution, and team effectiveness
• Work with employee relations team on employee concerns including site issues, conflict management, performance issues, coaching, etc.

7. Greater HR Program Execution & Adoption

• Lead the rollout of corporate HR initiatives within the SBU, ensuring full adoption and consistent implementation
• Anticipate resistance and proactively address barriers to alignment
• Drive sustained adoption through active engagement, communication, and follow-through with SBU and HR leadership

 

Qualifications

Required

• Bachelor’s degree in human resources, Business, or related field
• 5+ years of progressive HR experience and generalist foundation
• Experience supporting business leaders in an HRBP or similar role
• Demonstrated ability to execute HR programs in alignment with a centralized HR function
• Experience in operational environments (construction, manufacturing, engineering et al)

Preferred

HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR)

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