Senior Human Resources Business Partner (HRBP)

This is a 120-day temporary position with the potential to convert to a full-time role based on performance and business needs.

Salary: $90-$105k/annually

Reports To: HR Operations Lead

Position Summary:

The Senior Human Resources Business Partner serves as a trusted advisor and strategic partner to executive leadership within a portfolio company of a larger government contracting parent organization. This role blends high level business strategy with hands on HR operational excellence, ensuring the company’s people strategy aligns with organizational goals, contract requirements, and compliance obligations.

The Senior HRBP provides expert guidance to directors, VPs, and executive leadership on workforce planning, organizational design, leadership coaching, employee relations, and change management while maintaining a deep working knowledge of Service Contract Act, Davis-Bacon Act, and Collective Bargaining Agreements. This role also manages sensitive investigations, complex employee relations issues, and the full spectrum of HRBP responsibilities expected of a seasoned HR professional.

Key Responsibilities:

Strategic Partnership & Business Alignment

• Strategic HR planning — Partner with portfolio company leadership to align HR initiatives with business objectives, contract requirements, and growth strategies
  • Assists in the development of strategies for meeting their portfolio company/department human resources challenges;
  • Assesses and recommends plans to meet short and long-term strategic
  • Reviews organizational structure and job designs and identifies opportunities for improvement
• Organizational design — Support restructuring, workforce optimization, and talent deployment to meet operational and contractual needs.
  • Contributes and participates in the business strategy by helping senior leaders to identify, prioritize and build a skilled and capable workforce.
• Collaborates effectively with assigned operations team and the Recruitment Manager to analyze workforce needs,
  • This role will also collaborate with the Compensation team to review pay structure within the portfolio company. To include the recommendation for the classification of new and modified positions.
• Leadership coaching — Advise leaders on performance, team dynamics, and people related decision making.
• Collaborate with the parent company’s HR COEs (Compensation, Talent Acquisition, Benefits, Compliance) to ensure alignment and consistency across the enterprise.
  • Working knowledge of employee benefits, including an understanding of health and welfare and union benefit plans.
• Serve as the portfolio company’s subject matter expert on SCA, DBA, and CBA requirements, ensuring accurate wage determinations, fringe calculations, and compliance with contract labor standards.
• Partner with Contracts, Finance, and Operations to ensure labor categories, job classifications, and pay structures meet regulatory and contractual obligations.
• Support audits, DOL inquiries, and internal compliance reviews.
• Maintain current knowledge of federal, state, and local employment laws, federal contractor requirements, and company policies to ensure compliance and provide accurate guidance to leaders and employees.

Employee Relations & Investigations:

• Conduct complex and sensitive employee relations investigations, including harassment, discrimination, retaliation, and policy violations.
• Provide guidance to leaders on corrective actions, performance management, and conflict resolution.
• Ensure documentation, findings, and recommendations meet legal, ethical, and organizational standards.
• Partner with Legal and Compliance teams as needed.

Talent Management & Workforce Development:

• Support succession planning, leadership development, and high potential talent identification.
• Collaborate with Talent Acquisition to ensure staffing strategies align with contract requirements and business needs.
• Drive performance management processes, including goal setting, calibration, and coaching.
• Support employee engagement initiatives and culture building efforts.

HR Operations & Portfolio Support:

• Provide day to day HRBP support including onboarding, offboarding, job architecture, compensation guidance, and policy interpretation.
• Partner with parent company HR teams to ensure consistent application of policies, systems, and processes across the portfolio.
• Analyze HR metrics and provide insights to leadership on turnover, engagement, workforce trends, and risk areas.
• Support change management initiatives related to acquisitions, divestitures, reorganizations, and integration efforts.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field or equivalent combination of education and experience
• 7–10+ years of progressive HR experience, with at least 3 years in a Government Contracting environment.
• Extensive knowledge of CA, WA, NY, MN, IL, and MA employment laws and regulatory requirements.
• 4 years of experience working with unions, collective bargaining agreements, and other applicable union HR items.
  • Demonstrated expertise in SCA, DBA, and CBA administration
• Proven ability to operate as both a strategic advisor and hands on practitioner.
  • Ability to establish credibility, trust and influence with senior leaders as well as building relationships.
• Ability to multitask and maintain a work pace appropriate to the workload with a strong attention to detail. Maintains effective communication and working relationships with all levels of the organization.
• Exceptional written communication skills
• Ability to work well independently and in a team environment
• Strong knowledge of federal and state employment laws.
• Experience supporting leaders across multiple locations or business units.
• Ability to manage sensitive issues with discretion, judgment, and professionalism.

Preferred Qualifications:

• Master's Degree in Human Resources, Psychology, Business Administration or related field, or equivalent combination of education and experience
• 10+ years of Human Resources experience as an /Business Partner at a federal contractor
• 6 years of experience working with unions, collective bargaining agreements, and other applicable union HR items.
• PHR or SPHR certification(s)