Human Resources

• Assist in planning for long-term human resource needs and trends
• Assist in implementing and administering employee programs and policies
• Assist with employee-related issues
• Coordinate administration of Leave of Absence programs and processes
• Compile personnel-record data and prepare reports
• Work closely with Corporate Management and assist with department projects
• Assist in talent acquisition and recruitment processes upon request
• Coordinate payroll changes including hires, terminations, and benefits premium adjustments
• Assist employees with personnel information and interpretation of policies and procedures
• Monitor new employee benefit enrollments and input enrollment data
• Monitor required company training
• Manage the Educational/Training Assistance Program
• Manage HR email and mailbox to ensure timely responses to employee information requests
• Input and verify information in CostPoint and ADP
• Input and maintain employee data in Fidelity
• Provide guidance, support, and coordination in the consistent and effective application of policies, procedures, and employment practices

Senior Human Resources Generalist

RELOCATION ASSISTANCE: Relocation assistance may be available

CLEARANCE REQUIRED FOR START: No

CLEARANCE TYPE: None

TRAVEL: Yes, 10% of the TimeDescription

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.

In this role the Human Resources Manager 3 will have the unique opportunity to lead projects at the sector level that will impact over 10,000 engineers. This position will be located in Linthicum, MD or McLean, VA. This individual will consult on and assist in the implementation of HR strategy, programs and policies across client groups, including talent acquisition, performance management, employee relations, compensation, employee engagement and retention initiatives, succession planning, organization and staff development, leadership/bench strength development, staffing, EEO and other areas within the HR domain. The partnership with the business will be imperative to ensure compliance with company, state/federal and host country laws/requirements. In addition, the selected candidate will be responsible for supporting the development and deployment of key strategic initiatives within the Sector Engineering including workforce planning, retention plans, and employee development initiatives to maintain skilled pipeline. This individual must demonstrate the ability to plan, organize, implement, and close multiple projects simultaneously on various topics.
 
The ideal candidate will be able to demonstrate leadership and relationship building skills, a commitment to ethics and integrity, and the capability to innovate while challenging traditional ways of doing business. Skillful verbal and written communication talents are required, and the ideal candidate will have prior success in building or enhancing a collaborative, supportive and understanding work environment.  The incumbent will understand how to successfully navigate in a matrix organization and proactively identify information and resources to resolve various inquiries and situations; with proven ability to manage complex employee relations matters. The successful candidate will demonstrate how they have supported their prior teams through organization, self-motivation, and task ownership skills, with the ability to accomplish complex duties in a high-impact, fast-paced, and time sensitive environment.

The individual will be responsible for the lead of all phases of Engineering & Science (E&S) HR projects from inception through completion; oversees and manages the operational aspects of ongoing projects and serves as liaison between project management and planning, project team, and the E&S HRBL. Reviews status of projects; manages schedules and prepares status reports.

Specific duties and responsibilities include, but are not limited to the following:

- Establish intimate understanding of the business, build and expand relationships with client leadership teams, and create close partnerships across HR, centers of excellence (COE’s), finance, and P&L organizations

- Support and partner with HR colleagues in operations, talent acquisition, compensation and benefits, employee relations, diversity and inclusion and organizational effectiveness to support talent strategies

- Support sector level workstreams across topics such as workforce planning, hiring, onboarding and technical development to include project management of activities across various sector stakeholders.

- Identify trends, risks, and opportunities within the organization and develop solutions in partnership with division and matrix leadership, COE and regional/division HR business leadership

- Advise leadership on new ideas and winning practices in the areas of talent acquisition, assessment, development, compensation, organizational effectiveness, strategy, on-boarding, employee engagement and retention, 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 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

- Partner with business leaders on leadership development 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

This position requires senior leadership contact, and the ideal candidate will possess a track record of leadership and decision-making skills with the ability to realize results in an environment of ambiguity.  The incumbent must have cross-cultural awareness and communication skills to be able to effectively interact with a geographically disbursed senior leadership team.

Basic Qualifications:

- Bachelor's degree required plus a minimum of 10 years of experience in HR or related field OR Master’s degree with a minimum of 8 years of experience

- An understanding employment law and working knowledge of HR policies and practices

- Excellent verbal and written communication skills, demonstrated ability to effectively communicate with and influence others

- Proficient in Microsoft office (Word, Excel, PowerPoint)

- Proven ability to lead cross-functional projects to completion, ability to organize, prioritize, plan, schedule, and follow up on concurrent tasks and elevating issues or obtaining additional resources when necessary

- Strong problem-solving skills and the ability to be flexible and change directions when needed

- Ability to work independently and make independent decisions, ensuring high levels of collaboration with stakeholders and subject matter experts

- Proven ability to review and properly address complex employee relations matters

Preferred Qualifications: 

- Advanced degree preferred in Business, Human Resource management, Organization Development, Industrial Organizational Psychology, or related field

- Working knowledge of HRIS platforms and technology, with preferred applications experience in Workday

- Proficient in AI technology

- Advanced problem-solving skills and the ability to be flexible and adjust direction when needed

- Leadership consulting experience, coaching skills and knowledge of human and adult learning principles a plus

- Experience in proactive HR assessment and diagnosis of business challenges and ability to craft effective solutions

- Ability to navigate cultural and business nuances/sensitivities to promote top performance

Primary Level Salary Range: $152,300.00 - $228,500.00

The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions.

Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.

The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates.

Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit http://www.northropgrumman.com/EEO. U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.

Human Resources Manager 3

• Partner with business unit and department leaders across PLACE Companies on talent-related activities and HR matters
• Guide organizational planning, including org design, headcount and workforce planning, and succession planning
• Identify people-centric shared services across multiple title entities
• Translate business and department goals into talent strategies and initiatives
• Manage and resolve complex employee relations issues through objective investigations
• Coach leaders and managers on HR situations and difficult conversations
• Collaborate with Legal on compliance, benefits, and risk mitigation strategies
• Support goal setting, performance review processes, and calibration
• Develop and maintain HR policies and procedures with the VP of HR
• Lead or assist special projects strengthening talent initiatives and HR infrastructure
• Partner with People Operations on onboarding, compensation, training, benefits, and employee services
• Own an enterprise Center of Excellence functional area, including manager toolkits, enterprise-wide programs, and effectiveness reporting
• Ensure consistent adherence to HR policies and procedures

Senior HR Business Partner

• Manage the full spectrum of HR practices for the embedded business unit
• Develop talent strategy, succession planning, and performance management programs
• Support talent acquisition, organizational design and effectiveness, training and development, associate relations, compensation, and benefits
• Serve as strategic HR partner to Regional Directors supporting retail stores across the US West and Canada regions
• Act as liaison among business unit leadership, HR specialists, and the executive team
• Promote positive employer-employee relationships, employee morale, and Under Armour culture
• Assess internal talent and create strategies to retain current talent and attract external talent
• Prepare exit strategies for non-performers
• Provide HR coaching and counseling to business partners
• Research industry practices, legal developments, emerging trends, technology advancements, and benchmarks
• Engage HR specialists to build talent pipelines, administer benefits and rewards, develop training programs, establish wage and salary structures, and ensure employment-law compliance

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