Human Resources Business Partner - Level 3 or 4

RELOCATION ASSISTANCE: No relocation assistance available

CLEARANCE REQUIRED FOR START: No

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.

Embark on a career putting innovative, reliable, and agile products and ideas into orbit, and beyond. Northrop Grumman has opportunities waiting for you that play a vital role in human space exploration, national defense, and scientific discovery, supporting multiple programs across the universe. With us, you’ll discover a culture of curiosity and collaboration that will have you Defining Possible from the day you start. Our space systems connect and protect millions of people on earth every day, now and for the future. Explore your future and launch your career today.

Are you interested in expanding your career while supporting a mission that seeks to ensure the security of our nation and its allies? If so, then Northrop Grumman Space Sector is the place for you. Northrop Grumman is currently seeking a Human Resources Business Partner – Level 3 or 4 to provide support to our Functional HR team.  This role will provide HR support to a geographically dispersed population of employees and leadership across Business Management, Communications, and Security functional organizations.  This position may be located in our McLean, VA or Redondo Beach, CA site.

As an HR Business Partner, you will work in partnership with the HR Manager and HR Director to drive strategic human capital plans that support sector functional goals, and provide HR guidance and counsel to leaders, managers, employees, and peer team members. The selected candidate will collaborate with the business to develop and implement solutions and deliver exceptional HR support in a challenging, dynamic, supportive, and innovation-oriented business environment.

This position can be filled at either level 3 or 4.

In this job, you will:

• Consult and assist as a strategic business partner in the implementation of HR strategy, programs and policies across multiple client groups; including talent identification, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, EEO and other areas within the HR body of knowledge.
• Establish a solid understanding of the business, build and expand relationships, and create close partnerships across HR centers of excellence (COEs).
• Play a key change leadership role in the company's transformation by reinforcing a culture of growth and innovation. Lead or support change projects to evolve organizational capability and improve our operating model and enable business growth.
• Diagnose organizational needs and develop practical, creative and/or innovative solutions to increase team and organizational performance and advance the business strategy. Effectively implement and sustain solutions.
• Perform complex and comprehensive employee relations investigations, consult with legal, and develop organizational actions in partnership with leadership.  
• Leverage people insights data to identify trends, risks, and opportunities within organizations to inform, develop, and implement solutions in partnership with leadership.
• Drive retention of critical skills and high performers through differentiated rewards, analyze key attrition drivers and develop retention strategies. 
• Facilitate leadership development focused on comprehensive succession planning and strategic leadership movement. Collaborate with business leaders to build leadership depth and address critical roles/skills needs. Coach leadership on employee development plans and development resources.
• Partner with Compensation on compensation analyses and consult with leadership on recommendations for promotions, adjustments, leveling, offers, and incentives. Support preparation for and facilitation of annual Compensation Planning, leveraging our Pay for Performance philosophy.
• Analyze