HRBP III

HR Business Partner III

Airbus DS Geo Inc is looking for an HR Business Partner III to join our team in Herndon, VA.

In this role you will work as a strategic HR partner responsible for translating complex business initiatives into innovative people solutions and strategically aligning People objectives with organization objectives across designated business units. HR Business Partner III is highly influential providing expert counsel to leadership on both tactical and strategic HR matters. Operating with exceptional autonomy, the HR Business Partner III is responsible for delivering high quality, customer-focused service, supporting all levels of employees by developing, implementing, administering and maintaining HR projects, programs, processes and policies, as well as driving employee engagement. You will work with individuals and teams, both nationally and internationally to deliver projects on behalf of Airbus teams.

Airbus DS Geo Inc is the US legal entity of Space Digital, a business line of Airbus Defense & Space. Airbus Space Digital helps protect people and nations, advance sustainability, and support customers with premium imagery and fast and reliable insights. Operating one of the world's largest commercial optical and radar satellite constellations, Airbus delivers precise data, elevation models and reference layers tailored to customer needs. With nearly 40 years of cross-industry experience, Airbus collaborates closely with partners to create solutions that meet specific requirements. Its geospatial technology enables remote terrain analysis, change detection and dependable surveillance, offering everything from raw imagery to delivery of advanced products for analysis and visual interpretation. Ultimately, thanks to its premium imagery and advanced AI-based analytics, Airbus provides the right information at the right time to the right person for the right decision.

The Washington, D.C. metro area is home to multiple Airbus offices: In our nation's capital you will find the Airbus Experience Center, a collection of interactive, multimedia exhibitions highlighting the extensive role the company plays in the aviation, aerospace and defense industries in the U.S. and around the world. The D.C. area is also home to our regional corporate headquarters – located adjacent to Washington Dulles International Airport (IAD) - it makes flying in a breeze!

How We Care for You:

• Financial Rewards: Competitive base salary, incentive compensation which may include profit sharing schemes, retirement savings plan and the ability to participate in an Employee Stock Ownership Plan ("ESOP")
• Work/Life Balance: Paid time off including personal time, holidays and a generous paid parental leave program.
• Health & Welfare: Comprehensive insurance coverage including medical (traditional and high-deductible health plans), prescription, dental, vision, life, disability, Employee Assistance Plan ("EAP") and other supplemental benefit coverages.
• Individual Development: Upskilling and development opportunities through our global Leadership University, including unlimited access to 10,000+ e-learning courses focusing on ways to develop your employability, certifications, career path as well as the opportunity to participate in accelerated development programmes and both national and international mobility.

Your Challenges:

Primary Responsibilities:

Developing and Leading HR Strategic Planning: 20%

• Develop strong, advisory partnerships with key leaders, positioning HR to strategically influence and contribute to the organization's most critical strategic determinations.
• Proactively identify and influence people-related needs, ensuring human capital strategies are seamlessly aligned with and drive core business outcomes.
• Provide optimal balance of support and advocacy to business and employees.
• Identify potential risk areas/future issues and deescalates conflict whenever possible.
• Actively engages and suggests improvements to initiatives that help promote a positive corporate culture.
• Explain HR policies, processes and push for standard solutions, while taking into consideration specific needs.
• Provide optimal balance of support and advocacy to business and employees.

• Drive complex organization initiatives.
• Comprehensive and deep understanding of all HR functions (talent acquisition, compensation, benefits, employee relations, organizational development, etc.) and leverage this expertise to provide strategic guidance and solutions for the entire organization or very large, complex business units.
• Prepares special reports by collecting, analyzing, and summarizing information and trends relating to the HR needs for the business segment, examines existing processes and suggests improvements. Focus on foresight and strategic planning based on data analytics.

Employee Relations: 15%

• Champion and demonstrate a high level of personal integrity and ethics.
• Actively engage and listen to employees, responding appropriately and in a timely manner.
• Deploy advanced employee listening strategies, such as facilitation of focus groups, the analysis of exit interview data, and the administration of engagement surveys. Compile findings to identify drivers of engagement and productivity, in order to develop and implement actions.
• Proactive risk management by identifying complex employee relations risk across organizations related to cultural concerns that could impact the business. Conduct root cause analysis and develop preventative strategies.
• Support the development and implementation of advanced employee relations policies and programs that enable a productive workplace, ensure consistency and compliance across business units.
• Provide guidance and strategic direction on sensitive high profile ER cases while not always directly conducting investigations.
• Lead intricate HR investigations, developing comprehensive reports that detail findings and propose strategic outcomes or actionable next steps.
• Provide advanced coaching to leaders on complex employee relations matters, empowering them to efficiently manage their teams and navigate difficult conversations.
• Analyze sensitive ER data to identify patterns in ER and inform strategic decisions to support identification of future challenges.
• Collaborate in cross functional audits or investigations to support a unified approach to employee relations.
• Expected to navigate highly ambiguous and sensitive situations with exceptional judgment.
• Act as a trusted advisor and sounding board for employees.

Recruitment and Talent Management: 15%

• Lead strategic workforce activities with leadership to forecast future talent demands and skills needed, helping to build comprehensive plans to build, buy or borrow talent.
• Lead meaningful career coaching, including following through with professional development goals.
• Proactively build an internal talent pipeline through succession planning at all levels and across the business areas.
• Conducts regular follow-up with management to determine the effectiveness of recruiting plans and implementation, developing new strategies as needed for difficult to fill positions.
• Collaborates with and supports the centralized recruiting team in delivery of strategic staffing solutions in support of recruiting goals.
• Partners with management, to include face to face meetings, to efficiently and effectively fill open positions including screens applicants and/or conducting prescreening interviews for position requirements.
• Facilitate the integration of new employees; Contribute to a smooth onboarding experience for new team members.
• Guide managers in effective performance management practices, including identifying opportunities for development.
• Contribute to the design of professional development plans and training programs that support organizational goals.
• Enhance performance management through coaching managers, identifying development opportunities, defining training needs, crafting career development plans, and aligning learning initiatives with strategic business goals.
• Driving talent management initiatives, including leadership development, succession planning, and high-potential programs.
• Translate complex business challenges into clear briefs for COE partners to accelerate the delivery of relevant HR solutions .
• Facilitate knowledge transfer between the business and COEs to ensure HR products are both culturally aligned and technically sound

HR Operations and Processes: 30%

• Integrated Employee Lifecycle & Payroll Management: Manage the full employee lifecycle, including onboarding and terminations. Leverage the HR information system landscape to interface with payroll functions for PTO policy administration and benefit-related deductions.
• Comprehensive Benefits & Regulatory Compliance: Manage the administration of 401(k), Section 125 (FSA/HSA), Employee insurance (Health/Vision/Dental/Life), ESOP and other benefit programs. Ensure the timely execution of mandatory legal filings—including Form 5500, Form 8955-SA, and annual Non-Discrimination Testing (NDT)—while maintaining comprehensive Affirmative Action Plan (AAP) records.
• Operational Excellence & Administration: Serve as the HR Lead responsible for managing HR related vendor contracts and associated internal business processes, ensuring operational efficiency and administrative compliance.

Change Management: 15%

• Influence, lead, and advise on major organizational transformation; acting as a bridge between business leaders and employees ensuring the People Strategy is injected into the change.
• Assess change readiness by analyzing the organization's capacity for change, identifying potential risk; using data and metrics to support recommendations.
• Create and deliver effective communication strategies for change, ensuring