Manager Human Resources 3

Responsibilities of this role include, but are not limited to, strategy development and deployment, hiring and retention strategies, change management, development of technical leaders, staff planning, and preparing our technical workforce for future needs. Establish strong business relationships with client leadership teams and create effective partnerships across HR, centers of excellence (COE's), and functional organizations. Leadership Development—focused on strong succession planning and strategic leadership movement. Partner with business leaders to build leadership depth to support the succession planning process. Support and enable leaders to make informed decisions about talent and to hold their organizations accountable for business results. Provide day-to-day people leadership of team and create an environment that accelerates development of HR talent; apply rigorous knowledge management to capture learning, drive continuous improvement, and enhance employee engagement Proactively identify trends, risks, and opportunities within the organization and develop solutions Using data and analytics, develop solutions to current business issues as well as proactively engage in risk mitigation. Recommend and implement winning practices employed in the areas of talent acquisition, assessment, development, compensation, organizational effectiveness, strategy, on-boarding, change management and communications Analyze and concisely present information to the management team to enable good business decisions Leverage and partner with HR colleagues in operations, talent acquisition, compensation and benefits, employee relations, diversity and inclusion and organizational effectiveness to support talent strategies Provide business insight through data analysis, research, and benchmarking Role model for leadership characteristics and assist in driving business growth from an organization and talent perspective. Experience working in a matrix organization is a plus; Project management, interpersonal, influencing and negotiation skills, business acumen, and problem-solving skills required. The incumbent must have strong communication, executive presence, and cross-cultural skills to be able to effectively interact with a geographically disbursed leadership team. Bachelor's degree required plus a minimum of 10 years of progressive experience in human resources, or Master's degree and 8 years of progressive experience in human resources. Demonstrated experience building strong relationships across the business at all levels Experience working independently to build and execute HR strategies aligned to meeting business objectives Ability to obtain and maintain a DoD Secret clearance U.S. citizenship required MS, MA, MBA or like advanced degree preferred in Business, Human Resource Management, Organization Development, Industrial Psychology, Management, or related field Management experience leading a team of HR professionals responsible for delivering on the human capital strategy for a client group Experience working in a matrix or homeroom environment Experience leading a client group through change management activities