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AG
People Operations Business Partner
Agile DefenseUnited Statesfull_timeVerifiedPosted 26 Jan 2026
About the role
At Agile Defense we know that action defines the outcome and new challenges require new solutions. That’s why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next.
Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility—leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation’s vital interests.
Requisition #: 1385Job Title: People Operations Business PartnerLocation: Remote/Local to DMVDepartment: People Operations Reports To: People Operations Manager
JOB SUMMARY
The People Operations Partner serves as a strategic advisor to assigned business units, partnering with leaders to strengthen performance, capability, and workforce effectiveness. This role focuses on enabling strong people management practices, identifying workforce risks and opportunities, and supporting leaders in building high-performing, accountable teams.
Key Responsibilities1. Strategic Partnership with Business Leaders· Serve as the primary People Operations partner for assigned business units· Build trusted relationships with leaders to understand business objectives, challenges, and workforce needs· Advise leaders on organizational design, role clarity, and workforce planning· Support leaders in navigating complex people matters with sound judgment---2. Performance Management & Manager Effectiveness· Coach managers on setting clear performance expectations and accountability standards· Support performance management cycles, including goal setting, mid-cycle reviews, and year-end evaluations· Provide guidance on performance documentation and corrective action planning· Promote consistent performance standards and decision-making across teams---3. Workforce Capability & Readiness· Partner with leaders to assess capability gaps and readiness risks· Support workforce planning and role clarity initiatives· Collaborate with the Employee Growth & Experience team to align development efforts with business needs· Provide insight into skill gaps, talent risks, and succession considerations---4. Employee Relations Intake & Risk Identification· Serve as the first point of contact for employee relations concerns within assigned groups· Conduct initial intake, assess risk, and determine appropriate next steps· Partner with the Employee Relations, Compliance & Policy Lead for investigation and resolution· Identify patterns or recurring issues and recommend preventative actions---5. Data-Informed Decision Support· Analyze workforce trends, performance data, and engagement insights· Provide leaders with clear, actionable insights to inform decisions· Support People Operations leadership with data-informed recommendations---6. Cross-Functional Collaboration· Partner closely with:o Employee Growth & Experience team on capability and development initiativeso HRIS Analyst on workforce data and reportingo HR Administrator on operational coordinationo ER & Compliance Lead on risk mitigation· Ensure alignment and consistency across People Operations functions---What Success Looks Like in This Role· Leaders view the Partner as a trusted advisor· Performance issues are addressed early and effectively· Workforce risks are identified and mitigated proactively· Managers demonstrate improved people leadership capability· People Operations is viewed as a strategic business partner
QualificationsEducation· Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field· PHR or SHRM-CP certification (Preferred)---Experience· Minimum of five (5) years of progressive Human Resources or People Operations experience, including demonstrated experience serving as an HR Business Partner· Demonstrated experience supporting leaders through performance management and workforce challenges· Experience operating in complex or fast-paced environments---Skills & Competencies· Strong consulting and advisory skills· Ability to influence without authority· Excellent judgment and discretion· Analytical and problem-solving capability· Strong communication and relationship-building skillsEmployees of Agile Defense are our number one priority, and the importance we place on our culture here is fundamental. Our culture is alive and evolving, but it always stays true to its roots. Here, you are valued as a family member, and we believe that we can accomplish great things together. Agile Defense has been highly successful in the past few years due to our employees and the culture we create together.
What makes us Agile? We call it the 6Hs, the values that define our culture and guide everything we do. Together, these values infuse vibrancy, integrity, and a tireless work ethic into advancing the most importa
Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility—leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation’s vital interests.
Requisition #: 1385Job Title: People Operations Business PartnerLocation: Remote/Local to DMVDepartment: People Operations Reports To: People Operations Manager
JOB SUMMARY
The People Operations Partner serves as a strategic advisor to assigned business units, partnering with leaders to strengthen performance, capability, and workforce effectiveness. This role focuses on enabling strong people management practices, identifying workforce risks and opportunities, and supporting leaders in building high-performing, accountable teams.
Key Responsibilities1. Strategic Partnership with Business Leaders· Serve as the primary People Operations partner for assigned business units· Build trusted relationships with leaders to understand business objectives, challenges, and workforce needs· Advise leaders on organizational design, role clarity, and workforce planning· Support leaders in navigating complex people matters with sound judgment---2. Performance Management & Manager Effectiveness· Coach managers on setting clear performance expectations and accountability standards· Support performance management cycles, including goal setting, mid-cycle reviews, and year-end evaluations· Provide guidance on performance documentation and corrective action planning· Promote consistent performance standards and decision-making across teams---3. Workforce Capability & Readiness· Partner with leaders to assess capability gaps and readiness risks· Support workforce planning and role clarity initiatives· Collaborate with the Employee Growth & Experience team to align development efforts with business needs· Provide insight into skill gaps, talent risks, and succession considerations---4. Employee Relations Intake & Risk Identification· Serve as the first point of contact for employee relations concerns within assigned groups· Conduct initial intake, assess risk, and determine appropriate next steps· Partner with the Employee Relations, Compliance & Policy Lead for investigation and resolution· Identify patterns or recurring issues and recommend preventative actions---5. Data-Informed Decision Support· Analyze workforce trends, performance data, and engagement insights· Provide leaders with clear, actionable insights to inform decisions· Support People Operations leadership with data-informed recommendations---6. Cross-Functional Collaboration· Partner closely with:o Employee Growth & Experience team on capability and development initiativeso HRIS Analyst on workforce data and reportingo HR Administrator on operational coordinationo ER & Compliance Lead on risk mitigation· Ensure alignment and consistency across People Operations functions---What Success Looks Like in This Role· Leaders view the Partner as a trusted advisor· Performance issues are addressed early and effectively· Workforce risks are identified and mitigated proactively· Managers demonstrate improved people leadership capability· People Operations is viewed as a strategic business partner
QualificationsEducation· Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field· PHR or SHRM-CP certification (Preferred)---Experience· Minimum of five (5) years of progressive Human Resources or People Operations experience, including demonstrated experience serving as an HR Business Partner· Demonstrated experience supporting leaders through performance management and workforce challenges· Experience operating in complex or fast-paced environments---Skills & Competencies· Strong consulting and advisory skills· Ability to influence without authority· Excellent judgment and discretion· Analytical and problem-solving capability· Strong communication and relationship-building skillsEmployees of Agile Defense are our number one priority, and the importance we place on our culture here is fundamental. Our culture is alive and evolving, but it always stays true to its roots. Here, you are valued as a family member, and we believe that we can accomplish great things together. Agile Defense has been highly successful in the past few years due to our employees and the culture we create together.
What makes us Agile? We call it the 6Hs, the values that define our culture and guide everything we do. Together, these values infuse vibrancy, integrity, and a tireless work ethic into advancing the most importa
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