HR Business Partner

This position is ideally suited for an experienced HR professional who wants to provide full-scope HR leadership in a fast-paced, growing, operational organization with a unique combination of professionals, technical employees, and skilled trades at our primary office Hanover, MD and smaller locations around the country. We are seeking an experienced, practical, and strategic HR leader who is comfortable rolling up their sleeves, building credibility with leaders and frontline employees, and balancing strategic people priorities with day-to-day operational needs.

Required Qualifications

• Bachelor's degree from an accredited institution in Business, Human Resources, Industrial/Labor Relations, Industrial/Organizational Psychology, or other relevant degree; equivalent directly relevant experience may be considered where appropriate.
• Minimum 7 years' progressive experience in HR Business Partner, HR Generalist, employee relations, organization effectiveness, talent, workforce planning, or related strategic HR roles, including experience advising leaders and supporting complex business needs.
• Minimum 2 years' experience providing HR business partner or related HR leadership support in a complex operational, technical, field-based, project-based, regulated, labor-intensive, production, manufacturing, shipyard/marine, construction, logistics, utilities, energy, aerospace, government services, or similar environment.
• Demonstrated experience translating business objectives, operational priorities, workforce challenges, and leadership needs into actionable HR strategies, practical solutions, and measurable outcomes.
• Thorough understanding of state and federal labor laws and regulations with the ability to apply that knowledge practically in complex employee relations and operational workforce situation.
• Thorough understanding of HR principles, concepts, practices and standards.
• Ability to obtain and maintain a SECRET security clearance.

Preferred Qualifications

• Master's degree and/or PHR/SPHR or other relevant HR certification preferred.
• Prefer experience operating in a complex, matrixed, multi-site, high-growth, regulated, or operational organization. Experience in a large enterprise is helpful but not required.
• Demonstrated ability to manage competing priorities in a fast-paced, rapidly changing environment while maintaining sound judgment, follow-through, employee trust, and leadership credibility.
• Demonstrated leadership, coaching, and facilitation skills.
• Excellent communications skills, both verbal and written.

We offer a comprehensive and competitive benefits package. Employee benefits vary by role, however, may include Health and Wellness, Mental Health, Retirement Savings, Life and Disability, Paid Maternity and Parental Leave, Paid Time Off, Tuition Reimbursement, and an Employee Assistance Program.

Compensation $80,100.00 - $121,000.00

• Partner with leaders at all level of the organization to understand business objectives, operational realities, workforce constraints, and skill/capability needs; develop HR solutions that help leaders improve team capability, execution, engagement, and accountability.
• Coach leaders to strengthen their ability to communicate priorities, set clear expectations, provide needed resources, remove barriers, give effective feedback, recognize strong performance, and hold employees accountable when expectations are not met. Enhance frontline leadership effectiveness, communication, accountability, and trust across professional, technical, skilled trades, and shift‑based teams.
• Provide guidance and coaching to managers and employees with regards to employee engagement, performance management, career development, talent assessment and retention.
• Serve as an employee advocate; proactively identify opportunities and develop solutions to improve the employee experience.
• Conduct investigations as required to address employee complaints, policy concerns, workplace issues, or other employee relations matters; provide sound recommendations that balance employee experience, business needs, and compliance/risk considerations.
• Partner with HR Centers of Excellence (COEs) in the planning and execution of various HR programs.
• Partner with leaders to develop and implement strategies to drive positive employee relations and effective, 2-way communication.
• Lead the annual succession planning, talent review, and compensation planning processes.
• Assist with the transformational change and communication efforts by providing consultative support to leaders to develop and execute business strategies.
• Partner with department leadership and Talent Acquisition to define staffing requirements, assess role requirements, support workforce planning, and manage staffing strategies for full-time, temporary, technical, professional, and skilled trades resources.
• Be a consistent and visible presence with the workforce, including shift-based employees as needed, to build trust, maintain a pulse on the organization, and provide feedback and recommendations to leadership.
• Travel to assigned locations/sites around the country quarterly to meet with employees, understand field and site-based workforce needs, assess risks, and recommend/develop solutions.
• Partner with leaders at all level of the organization to understand business objectives, operational realities, workforce constraints, and skill/capability needs; develop HR solutions that help leaders improve team capability, execution, engagement, and accountability.
• Coach leaders to strengthen their ability to communicate priorities, set clear expectations, provide needed resources, remove barriers, give effective feedback, recognize strong performance, and hold employees accountable when expectations are not met. Enhance frontline leadership effectiveness, communication, accountability, and trust across professional, technical, skilled trades, and shift‑based teams.
• Provide guidance and coaching to managers and employees with regards to employee engagement, performance management, career development, talent assessment and retention.
• Serve as an employee advocate; proactively identify opportunities and develop solutions to improve the employee experience.
• Conduct investigations as required to address employee complaints, policy concerns, workplace issues, or other employee relations matters; provide sound recommendations that balance employee experience, business needs, and compliance/risk considerations.
• Partner with HR Centers of Excellence (COEs) in the planning and execution of various HR programs.
• Partner with leaders to develop and implement strategies to drive positive employee relations and effective, 2-way communication.
• Lead the annual succession planning, talent review, and compensation planning processes.
• Assist with the transformational change and communication efforts by providing consultative support to leaders to develop and execute business strategies.
• Partner with department leadership and Talent Acquisition to define staffing requirements, assess role requirements, support workforce planning, and manage staffing strategies for full-time, temporary, technical, professional, and skilled trades resources.
• Be a consistent and visible presence with the workforce, including shift-based employees as needed, to build trust, maintain a pulse on the organization, and provide feedback and recommendations to leadership.
• Travel to assigned locations/sites around the country quarterly to meet with employees, understand field and site-based workforce needs, assess risks, and recommend/develop solutions.