Northrop Grumman Mission Systems is seeking a Senior Human Resources (HR) Manager Business Partner to join the Multidomain Sensing, Targeting & Survivability HR Team. The position is based in Rolling Meadows, IL. The selected candidate will partner with the division VP of Engineering & Sciences and will be responsible managing a team of HRBPs across the division. 

This role has key responsibilities as a strategic partner and consultant to help drive culture change and position the organization as an enabler of strategic goals across the corporation. 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.

The candidate will possess a depth and breadth of knowledge across all HR functions to include talent acquisition, talent management, organizational effectiveness, employee relations, and compensation.  Experience working in a matrix organization is a plus; Project management, interpersonal, influencing and negotiation skills, business acumen, and problem-solving skills required.  Candidate must be flexible and a progressive thinker with a demonstrated ability to manage multiple projects/tasks from inception to completion in a changing environment.  The ideal candidate possesses excellent communication abilities, can quickly build strong rapport and credibility as a forward‑thinking thought leader, demonstrates strong problem‑solving skills, and is flexible enough to pivot direction when required. 

A successful candidate will demonstrate a proven ability to influence stakeholders at all levels and build an internal network that champions best‑practice HR solutions. They will lead cross‑functional projects from initiation to completion, expertly organizing, prioritizing, planning, scheduling, and tracking concurrent tasks while escalating issues and securing additional resources when needed. The individual must also be capable of working independently, making sound decisions, and maintaining high‑level collaboration with stakeholders and subject‑matter experts.

Specific duties and responsibilities include the following:

• Establish strong business relationships with client leadership teams and create effective partnerships across HR, centers of excellence (COE’s), Engineering, Operations as well as Profit & Loss 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. 

This position has significant senior leadership contact and requires a candidate with strong leadership and decision-making skills with the ability to perform in an environment of ambiguity and continuous change.  Position must role model Northrop leadership characteristics.  The incumbent must have strong communication, executive presence, and cross-cultural skills to be able to effectively interact with a geographically disbursed leadership team.  

Basic Qualifications:

• 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

• Management experience leading a team of HR professional responsible for delivering on the human capital strategy for a client group

• 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

• Candidates must have the ability to obtain, and maintain, a U.S. Government Secret level security clearance as a condition of continued employment

Preferred Qualifications:

• MS, MA, MBA or like advanced degree preferred in Business, Human Resource Management, Organization Development, Industrial Psychology, Management, or related field

• Experience working in a matrix or homeroom environment

• Experience leading a client group through change management activities