Senior Human Resources Business Partner

We are seeking a Principal HR Business Partner (HRBP) to support Deltek’s Finance, Business Transformation, Legal, and Enterprise Security business units. This role will act as a strategic consultant by advising executives and business leaders, translating business priorities into practical people plans, and leading complex HR work across multiple global functions. The role partners closely with other HR functions to deliver coordinated support, improve HR programs, processes, and tools, and lead cross-functional HR projects. This hybrid position combines remote work with time in Deltek’s Herndon, Virginia office.

The successful HRBP will:

• Understand assigned business unit’s strategy, operations, financial drivers, culture, workforce, and key risks. Translate business priorities into clear talent plans and advise executives and leaders on complex people and organization decisions, challenging assumptions when needed.
• Influence organization design, workforce planning, and talent planning for assigned business units. Advise leaders on team structure, workforce capacity, headcount, critical roles, succession plans, internal mobility, promotions, and skill gaps. Use workforce data to identify patterns and risks, test assumptions, and recommend practical changes.
• Manage business changes, including reorganizations, leadership transitions, acquisitions, and policy changes. Help leaders assess the impact, communicate clearly, manage risks, and sustain the change.
• Manage complex employee relations matters from initial assessment through resolution. Conduct fair, thorough, and objective investigations, document findings, recommend action; and work with Legal when needed.
• Facilitate core talent management programs - including annual performance assessments, performance calibrations, merit and promotion review - ensuring programs are applied equitably across the business and influence sound decisions.
• Advise leaders to ensure business decisions are consistent, well-informed, reduce risk, and comply with applicable federal, state, local, and international requirements as well as company policies. Partner with Legal and regional HR teams as needed.
• Build trusted relationships with executives, managers, employees, and HR colleagues across functions and regions. Maintain credibility through sound judgment, discretion, direct communication, and consistent follow-through.
• Coach employees and leaders to address concerns early, identify skill needs, and recommend development actions, including executive coaching or performance improvement plans when appropriate.
• Partner with HR teams to improve organization design, workforce planning, leadership effectiveness, talent decisions, employee experience, and business performance.

Qualifications:

The successful candidate will have experience working in a global, fast-moving organization and managing complex work across multiple teams, regions, and priorities.

• Bachelor’s degree or equivalent practical experience and at least 10 years of progressive HR experience, including experience advising senior leaders and independently leading complex organization, talent, or employee-relations work.
• PHR or SHRM-CP preferred.
• HR Knowledge: Broad knowledge of organization design, workforce planning, talent and succession planning, compensation, performance management, employee relations, employee experience, and applicable employment requirements. Able to apply this knowledge to complex business situations rather than relying only on established processes.
• Employee Relations : Strong experience with employee relations practices, investigations, and disciplinary actions.
• Personal Effectiveness and Credibility: Sound judgment and discretion when handling sensitive information and high-stakes decisions. Able to build credibility with executives, communicate difficult messages directly and respectfully, and influence decisions without formal authority.
• Problem Solving and Analysis: Able to combine workforce and business data, identify patterns and risks, explain what the data means, and recommend practical action.
• Project Management: Ability to lead projects and programs, establish and monitor project plans, and communicate with key stakeholders.
• Communication: Excellent written, verbal, facilitation, and presentation skills. Ability to translate complex information, adapt messages for different audiences, and communicate a clear recommendation to senior leaders.
• Business Acumen: Understands and appropriately acts upon business and financial operations, including leadership and motivation of action towards goals. Understands how assigned business units operate and how workforce decisions affect cost, risk, execution, and business results.
• Change Agent: Enable and unite leaders and employees through significant change effectively. Able to assess impact, address resistance, communicate clearly, and adjust the approach based on feedback and results.
• Continuous Improvement: Comfortable leveraging automation and AI to improve the speed and quality of processes, programs, technology, people analytics, and HR work. Able to evaluate new tools with appropriate attention to privacy, security, and responsible use.