Human Resources Business Partner - Level 3 or 4

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.

The Human Resources (HR) team at Northrop Grumman Space Systems is seeking a Human Resources Business Partner (HRBP) to join our community of HR professionals supporting Central Region Manufacturing & Operations team.  Our HR community is composed of incredible people with different abilities and varied backgrounds who find professional fulfillment in understanding and advocating for employees, supporting the coaching and development of the management team, and solving organizational challenges through our partnership with business leadership. This role will be located at our Clearfield or Magna UT location and will require some travel to our other Utah locations.

As an HR Business Partner, you will work in partnership with the HR Manager and HR Director to consult and assist 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, and other areas within the HR body of knowledge.  The selected candidate will collaborate with the business to develop and implement solutions and deliver exceptional HR support in a challenging, dynamic, and supportive and development-oriented business environment.

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

• Establish an intimate understanding of the business, building and expanding relationships with client leadership teams, and creating close partnerships across HR, and centers of excellence (COE’s).
• Support and partner with HR colleagues in operations, talent acquisition, compensation and benefits, employee relations, and organizational effectiveness to support talent strategies.
• Identify trends, risks, and opportunities within the organization and developing solutions in partnership with division and matrix leadership, COE and functional HR business leadership.
• Advise leadership on new ideas and winning practices in the areas of assessment, development, compensation, organizational effectiveness, strategy, on-boarding, change management and communications.
• Analyze and concisely present information to the management team to enable business growth and sound decision making.
• Provide business insight through data analysis, research and benchmarking.
• Play 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.
• Support and enable leaders to make informed decisions about talent and holding their organizations accountable for business results.
• Project manage multiple HR projects to include: planning, organizing, implementing, and completing the projects simultaneously on topics within various HR work streams.
• Perform as the backup HR Business Partner supporting labor relations for represented employees, partnering closely with labor relations management, union leadership, and functional leaders to maintain a productive, compliant, and respectful work environment.
• Other duties as assigned.

If this job description reads like it was written specifically for you, consider joining our team!

• Level 3: Bachelor’s degree in business, Human Resources, Organizational Development, Industrial Organizational Psychology, or related field with 5+ years of professional experience in Human Resources – OR – master’s degree in business, Human Resources, Organizational Development, Industrial Organizational Psychology, or related field with 3+ years of professional experience in Human Resources.
• Level 4: Bachelor’s degree in business, Human Resources, Organizational Development, Industrial Organizational Psychology, or related field with 8+ years of professional experience in Human Resources – OR – master’s degree in business, Human Resources, Organizational Development, Industrial Organizational Psychology, or related field with 6+ years of professional experience in Human Resources.
• Will consider an additional 4+ years of Human Resources experience in lieu of degree.
• Understanding and application of HR principles, concepts, policies and practices.
• Strong consulting skills and ability to solve business challenges.
• Proficient in Microsoft office (Word, Excel, PowerPoint, Outlook, Teams)
• Proficient ability to effectively communicate with and influence others (both verbally and in writing).
• Proven track record of building collaborative partnerships as the basis for being able to influence direction and drive change demonstrated ability to effectively communicate with and influence others.
• Ability to travel up to 10%.
• Must have the ability to obtain and maintain a U.S. Government Secret security clearance. US Citizenship is a prerequisite.

• Experience working on complex duties in a high-impact, time sensitive environment.
• Experience supporting manufacturing client groups.
• Experience in labor relations and supporting a represented workforce – including applying and interpreting collective bargaining agreements (CBAs), supporting the grievance process, and supporting negotiations.
• Working knowledge of HRIS platforms and technology, with preferred applications experience in Workday and Saba Learning Exchange (LX).
• Leadership coaching skills and knowledge of human and adult learning principles a plus.
• Experience in proactive HR assessment, diagnosis and solutioning of business challenges.
• Ability to navigate cultural and business nuances/sensitivities to promote top performance, employee engagement and inclusion.

• Are passionate about achieving results and upholding commitments, working independently and as part of a team, continuously learning, focusing on continuous improvement.
• Excel at managing multiple and competing priorities.
• Are a team player that communicates effectively with all levels of leadership and employees.