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. Location Hybrid in McLean, VA. Compensation Salary range: $131,000 – $135,000 per year (geography, skills, experience, and qualifications may affect pay). Responsibilities Business Partnership & PMO Support 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. Employee Relations, Performance & Risk Management 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. Workforce Planning and Talent Strategy 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. Workforce Support & Labor Compliance 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. Organizational Effectiveness, Engagement & Change Management 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. Workforce Analytics & Program Health 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. Employee Lifecycle, Leave & Accommodations 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. Qualifications 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 proficiency in Microsoft Office (Excel, Word, Outlook). Willingness and ability to learn HR systems and processes. Experience collaborating across HR functions such as TA, HR Ops, and L&D. Expectations For Success Provide a positive, respectful, responsive, and professional experience in all employee interactions. Brainstorm solutions and conduct due diligence before escalating issues. Influence business decisions through data, relationships, and business acumen without direct authority. Decipher when to elevate issues to Managing HRBP. Manage multiple priorities in a fast‑paced environment. Maintain confidentiality and exercise sound judgment with sensitive information. Core Competencies HR Business Partnership – Build trusted relationships with PMO and business leaders. Communication and Influence – Communicate effectively with leaders, employees, and stakeholders. Organization & Attention to Detail – Accurate and multitasking. Employee Relations & Workforce Risk Management – Manage employee relations and mitigate legal and organizational risk. GovCon Acumen – Understand workforce implications of government contracting. Employment Law & HR Compliance – Apply HR regulations and policy interpretation. Collaboration – Work effectively across HR and the organization. Confidentiality & Judgment – Handle sensitive information discreetly. Initiative & Reliability – Take ownership and seek guidance when needed. Analytical Thinking – Use workforce data and trends to recommend solutions. Benefits Competitive benefits package including paid time off, healthcare, supplemental benefits, 401(k) with employer match, discount perks, rewards, and educational reimbursement for professional development. The company commits to supporting employee growth and a culture that supports continuous professional development and inclusive workplace practices. Equal Employment Opportunity Kentro is an equal‑opportunity employer. All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran, or any other status protected by applicable law. Kentro is committed to VEVRAA and other equal employment opportunity laws. Our policies are regularly reviewed and updated to ensure compliance. Accommodations An individual must be able to perform each essential duty. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential functions. Please contact View email address on click.appcast.io to discuss accommodations. #J-18808-Ljbffr