ECS

Human Resources Business Partner, Lead

ECS • $140K — $160K *
Fairfax, VA 22030In-Person
Aerospace & Defense
8 - 10 years of experience
Today
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Job Overview by Ladders

Qualifications

  • Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience)
  • 10 years of progressive HR experience
  • 5+ years supporting DoD programs in federal contracting space
  • Strong knowledge of federal and state employment laws
  • Extensive experience in government contracting industry
  • Experience with HRIS platforms (ADP preferred)
  • Must be eligible to hold a U.S. Security Clearance

Responsibilities

  • Define organizational goals to align with program requirements
  • Assess current employees' skills and turnover rates
  • Identify future talent requirements based on business needs
  • Create strategies to bridge workforce gaps through hiring or training
  • Ensure fair compensation analysis for similar roles
  • Determine crucial roles for operational and future growth
  • Address workplace issues promptly through mediation

Benefits

  • Comprehensive benefits package including health and wellness programs
  • Opportunities for professional development and growth
  • Flexible work arrangements
  • Employee recognition programs
  • Supportive company culture focusing on appreciation and teamwork
Full Job Description
Everfoth ECS seeks a highly experienced HR Business Partner Lead/Associate Principal to partner with the Defense Business Unit. The ideal candidate will have extensive experience supporting DoD programs in the federal contracting space. The HR business partner does not act as Human Resources Administrator / Generalist; rather the partner assumes a significant leadership role in the people management area and acts as the facilitator for the Business Unit management team. Acts as a single point of contact for the employees and managers. Leads change management projects and evangelizes Everforth ECS' culture and core competencies. Serves as a strategic partner and sounding board for business unit leadership. Acts as the performance improvement driver and leads positive changes in people management. Solves for performance and talent challenges while helping leaders upskill and navigate people management responsibilities.

Key Responsibilities

Workforce Planning
  • Define organizational goals to align with program requirements and growth goals.
  • Assess current employees' skills, demographics, and turnover rates.
  • Determine future talent requirements based on bids and proposals.
  • Identify discrepancies between the current workforce and future needs.
  • Create strategies to bridge gaps (e.g., hiring, training, restructuring).
  • Continuously track, evaluate, and adjust plans to ensure effectiveness.


Compensation Analysis
  • Ensure that employees with similar roles, experience, and performance levels are compensated similarly, minimizing disparities.
  • Partner with managers to analyze job descriptions and evaluate positions to determine appropriate classification and salary based on scope and organizational impact.
  • Advise stakeholders on pay decisions, offers, and internal pay alignment.


Succession Planning
  • In partnership with Business Unit leaders, determine which roles are crucial for operations and future growth.
  • Partner with the Talent Management Director to provide training, mentoring, coaching, and job shadowing to prepare employees.
  • Partner with management and PMs to define the core skills, knowledge, and abilities needed for identified roles.

Proactive Employee Relations
  • Address workplace issues promptly and respectfully through clear procedures, mediation, and active management engagement.
  • Establish two-way dialogue, regular feedback sessions, and maintain transparent communication channels to ensure employees feel heard.
  • Partner with leaders and corporate stakeholders to highlight accomplishments (e.g., bonuses, public recognition, promotions) to boost morale and reinforce a culture of appreciation.
  • Apply company policies, disciplinary actions, and benefits equally to all employees to build trust and to mitigate risk.
  • Train managers and employees to reinforce ECS' culture, policies, and standards.

Salary: $140,000-$160,000

Required Qualifications
  • Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience).
  • 10 years of progressive HR experience; 5+ years supporting DoD programs in federal contracting space.
  • Strong knowledge of federal and state employment laws (FMLA, FLSA, ADA, Title VII, etc.).
  • Extensive experience in government contracting industry.
  • Experience with HRIS platforms (ADP preferred).
  • Strong documentation, analytical, and communication skills.
  • Must be eligible to hold a U.S. Security Clearance

About ECS

ECS is a leading provider of digital solutions and services to the federal government. The company was founded in 2001 by Roy Kapani and has since grown to become a trusted partner to a wide range of government agencies. ECS offers a broad range of services, including cloud computing, cybersecurity, and artificial intelligence. The company has been recognized for its innovative solutions and has won numerous awards, including the AWS Public Sector Partner of the Year award.
Learn more about ECS
Size
2,000 employees
Industry
Information Technology
* Ladders Estimates

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