Human Resources Manager 2

RELOCATION ASSISTANCE: Relocation assistance may be available

CLEARANCE TYPE: None

TRAVEL: Yes, 10% of the Time

Description

At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work — and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history.

Northrop Grumman is currently seeking a Human Resources Manager 2 to provide leadership within our Strategic Deterrent Systems Division. This role will be responsible for human capital strategy in support of Division program leaders and functions, including senior leaders through the VP level.  This individual will have direct reports and require occasional travel to support a geographically dispersed client group.  This position may be located in Huntsville AL, Roy UT, or Colorado Springs CO.

As a HR Manager you will partner with the Division HR Director to drive strategic human capital plans that support sector and enterprise goals, providing HR guidance and counsel to leaders and managers regarding succession planning and talent development, reward and recognition, compensation, organization effectiveness, performance management, staffing and employee relations.  

Keys to success include:

• Ability to listen, communicate, collaborate, and influence effectively across levels and functions.
• Strong project management skills (to include the ability to set and maintain accountability to execution schedules and commitments).
• Someone who is energized by and adept at navigating ambiguous cultural and business sensitivities to drive some stability and clarity, and champion diversity and inclusion, performance, and employee engagement.
• Working well under pressure.
• Completing requirements in a fast-paced, multifaceted environment.

Specific duties and responsibilities include (but are not limited to) the following:

• Establishing a solid understanding of the business, building and expanding relationships with program leadership teams, and creating close partnerships across HR centers of excellence (COE's).
• Identifying trends, risks, and opportunities within the organization and developing solutions in partnership with Division staff and key stakeholders.
• Providing business insight through data analytics, researching and benchmarking to inform and recommend solutions to enable business growth.
• Leading all HR team projects utilizing Agile methodology - ensuring accountability and completion.
• Playing a key change leadership role in the company's transformation by reinforcing a culture of growth and innovation.
• Partnering with key leaders to ensure a cohesive and engaging onboarding experience and leadership training framework.  Focused on comprehensive succession planning and strategic leadership movement.
• Partnering with business leaders to build leadership depth to support the development and succession planning process.
• Leading a team of HR Business Partners.
• Serving as the HR Business Partner to a small group of Division customers.
• Representing the HR function with the Division Executive leadership team as needed in partnership with or in lieu of the Division HR Director.

Basic Qualifications:

• Bachelor’s degree in HR or related field and 8+ years of applicable experience in HR, project management, compensation, talent acquisition and/or organizational effectiveness – OR – a Master’s degree in HR or related field and 6+ years of applicable experience in HR, project management, compensation, talent acquisition or organizational effectiveness.  Will consider an additional four years’ experience in lieu of a degree.
• Minimum of 1 year of experience leading a project and/or driving performance against schedule.
• Demonstrated success in the application of HR principles, concepts, policies, and practice.