HR Manager 2

RELOCATION ASSISTANCE: No relocation assistance available

CLEARANCE TYPE: Secret

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 C2 & Weapons Integration division is seeking a HR Manager 2 to provide strategic HR support for IBCS OU, based in Huntsville, AL.  This role reports to the Senior HR Manager for the Global C2 Solutions BU and will have one direct report HRBP.  This position will drive strategic human capital plans that support IBCS OU in alignment with the business needs and long range plans. The manager will work closely with the OU Director and the OU staff to identify, plan, and implement human capital initiatives. This role will serve as an escalation point for an HRBP embedded within IBCS OU.

Overview of the Role:

• Partner and lead the implementation of HR strategy, programs and policies across an OU client group, including talent identification, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, and other areas within the HR body of knowledge.
• Diagnose organizational needs and develop practical, creative/innovative, data-driven solutions to increase team and organizational performance and advance the business strategy.
• Ensure solutions are effectively implemented and sustained.
• Organize, prioritize, plan, schedule, and execute OU level HR projects and initiatives.

Job responsibilities will include, but not be limited to:

• Establishing an intimate understanding of the business, building and expanding relationships with client leadership teams, and creating close partnerships across HR centers of excellence (COE’s), finance, and P&L organizations.
• Supporting and partnering with HR colleagues in operations, talent acquisition, compensation and benefits, employee relations, organizational effectiveness to support talent strategies, and other related areas.
• Change management partner who actively assists in the facilitation of the change management process by providing guidance, expertise, and support during organizational changes.
• Identifying trends, risks, and opportunities within the organization and developing solutions in partnership with division and matrix leadership, COE and functional HR business leadership.
• Advising leadership on new ideas and winning practices in the areas of assessment, development, compensation, organizational effectiveness, strategy, on-boarding, change management and communications.
• Analyzing and concisely presenting information to the management team to enable business growth and sound decision making.
• Providing business insight through data analysis, research and benchmarking.
• Playing a key change leadership role in the company’s transformation by reinforcing a culture of growth, innovation and calculated risk taking through the application of human capital strategy, tools and processes.
• Supporting and enabling leaders to make informed decisions about talent and holding their organizations accountable for business results.
• Project managing multiple OU level HR projects to include: planning, organizing, implementing, and completing the projects simultaneously on topics within various HR work streams.

This position’s standard work schedule is a 9/80. The 9/80 schedule allows employees who work a nine-hour day Monday through Thursday to take every other Friday off.

Basic Qualifications:

• Bachelor's degree with 12  years of experience, or Master's degree with 10  years of experience, or Masters with 8 years of experience with PHD
• Hands on experience in multiple human resource disciplines, including compensation, organizational effectiveness, talent acquisition, performance management and employee relations
• Strong HR strategic leadership skills with the ability to proactive identify human capital