Sr Human Resources Business Partner Manager

Sierra Nevada Corporation (SNC); Englewood (CO); Hybride; USD 165 000 - 227 000; Plein temps

Avantages offerts par ce poste

Medical benefits

401(k) plan

Paid time off

Résumé du poste

Sierra Nevada Corporation (SNC) is seeking a Senior HRBP Manager to shape people strategy for a complex, fast-moving organization. You will serve as a trusted advisor to executive leadership and guide a team of HR Business Partners to deliver high-impact, strategic HR solutions.

You will translate business goals into comprehensive people strategies, lead talent and organizational development, manage complex employee relations, and champion large-scale change that strengthens culture and

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• In lieu of a degree, a minimum of 15 years of related experience is required.
• 11+ years of HR experience, including at least 4 years in a leadership role managing HR teams or leading complex HR initiatives.
• Demonstrated ability to operate with a high degree of autonomy, navigating ambiguity and driving continuous improvement in a rapidly changing environment.
• Exceptional communication, interpersonal, and critical‑thinking skills, with proven ability to engage and influence senior leadership and external stakeholders.
• Advanced leadership capabilities, including: Driving large‑scale change management initiatives; Providing executive coaching; Solving complex organizational and employee issues; Mediating high‑stakes conflict.
• Extensive and strategic experience in Employee Relations, Talent Management, and Workforce Planning, with emphasis on long‑term organizational growth, succession planning, and leadership effectiveness.

Responsabilités

• Strategic advisor to senior leaders translating business strategy and operational priorities into integrated people and organizational strategies. Anticipate business and workplace challenges, challenge assumptions and influence leadership decisions to improve organizational performance and execution.
• Lead workforce planning in partnership with business leaders, translating business strategy, operational demand and financial plans into short and long‑term workforce requirements including headcount, critical skills, capabilities and talent needs. Leverage workforce analytics to identify gaps and risks and drive integrated actions across hiring, development, retention, succession, redeployment and organizational design.
• Partner with leaders to assess organizational and talent capabilities, identify critical gaps, and drive succession, leadership development, career development and talent strategies aligned with future needs.
• Guide leaders and teams through complex organizational change, building readiness, driving adoption, and fostering an adaptable, high‑performance culture by ensuring clear stakeholder alignment, effective communication, leadership readiness and successful adoption.
• Leverage workforce, talent, organizational and business data to identify trends, diagnose root causes, evaluate risk, and provide actionable insights that improve business and people decision. Develop data driven recommendations and scenarios that enable leaders to evaluate trade‑offs, prioritize actions, and measure organizational effectiveness.
• Provide strategic oversight and senior level guidance on complex and high‑risk employee relations matters, in partnership with the Employee Relations and legal teams. Analyze employee relations trends and root causes to identify systemic organizational or leadership issue to drive proactive solutions that strengthen leadership effectiveness, accountability, culture and workforce risk management.
• Cultivate trusted partnerships with senior leaders, cross functional stakeholders, using business insight, sound judgement, and constructive challenge to influence decisions without relying on positional authority. Navigating coaching them on people strategies and influencing outcomes without relying on authority.
• Lead, develop, and mentor a team of HR Business Partners to ensure high‑quality service delivery and consistent application of HR practices.
• Reinforce organizational values, champion employee engagement, and help shape a healthy, inclusive, and performance‑driven culture.
• Oversee and deliver complex HR projects and programs with strong execution discipline, ensuring alignment with enterprise priorities.
• Leverage HR systems, tools, and analytics to enhance efficiency, scalability, and decision‑making across HR processes and business units.

Description du poste

Are you a forward thinking, influential HR leader ready to shape the people strategy for a complex, fast moving organization? As a Senior Human Resources Business Partner (Sr. HRBP) Manager, you will serve as a trusted advisor to executive leadership while guiding a team of HR Business Partners in delivering high impact, strategic HR solutions. In this role, you will translate business goals into comprehensive people strategies, applying deep HR expertise, strong business acumen, and data driven insights to drive organizational performance and long term workforce effectiveness.

You will lead sophisticated talent and organizational development initiatives, oversee complex employee relations and workforce planning, and champion large scale change efforts that strengthen culture and employee engagement. As a key influencer across the enterprise, you will build strong relationships with senior leaders, coach and develop HRBPs, and ensure the delivery of thoughtful, scalable HR practices grounded in sound judgment, integrity, and a commitment to operational excellence.

This role is ideal for a dynamic HR leader who thrives in ambiguous, rapidly evolving environments and who brings a balanced blend of strategic thinking, analytical decision making, execution, communication excellence, and cultural stewardship to elevate both people and business outcomes.

As SNC's corporate team, we provide the company and its business areas with strategic direction and business support spanning executive management, finance and accounting, operations, human resources, legal, IT, information security, facilities, marketing, and communications.

Responsibilities:

• Strategic Leadership & Business Acumen
  Serve as a strategic advisor to senior leaders translating business strategy and operational priorities into integrated people and organizational strategies. Anticipate business and workplace challenges, challenge assumptions and influence leadership decisions improve organizational performance and execution.
• Workforce Planning
  Lead workforce planning in partnership with business leaders, translating business strategy, operational demand and financial plans into short and long‑term workforce requirements including headcount, critical skills, capabilities and talent needs. Leverage workforce analytics to identify gaps and risks and drive integrated actions across hiring, development, retention, succession, redeployment and organizational design.
• Talent & Organizational Development
  Partner with leaders to assess organizational and talent capabilities, identify critical gaps, and drive succession, leadership development, career development and talent strategies aligned with future needs.
• Change Leadership
  Guide leaders and teams through complex organizational change, building readiness, driving adoption, and fostering an adaptable, high‑performance culture by ensuring clear stakeholder alignment, effective communication, leadership readiness and successful adoption. Anticipate organizational impacts and resistance, proactively developing change and mitigation strategies that accelerate execution and sustain business performance.
• Analytical Decision‑Making
  Leverage workforce, talent, organizational and business data to identify trends, diagnose root causes, evaluate risk, and provide actionable insights that improve business and people decision. Develop data driven recommendations and scenarios that enable leaders to evaluate trade‑offs, prioritize actions, and measure organizational effectiveness.
• Employee Relations & Judgement
  Provide strategic oversight and senior level guidance on complex and high‑risk employee relations matters, in partnership with the Employee Relations and legal teams. Analyze employee relations trends and root causes to identify systemic organizational or leadership issue to drive proactive solutions that strengthen leadership effectiveness, accountability, culture and workforce risk management.
• Relationship Building & Influence
  Cultivate trusted partnerships with senior leaders, cross functional stakeholders, using business insight, sound judgement, and constructive challenge to influence decisions without relying on positional authority. Navigating coaching them on people strategies and influencing outcomes without relying on authority.
• HRBP Team Leadership
  Lead, develop, and mentor a team of HR Business Partners to ensure high‑quality service delivery and consistent application of HR practices.
• Cultural Stewardship
  Reinforce organizational values, champion employee engagement, and help shape a healthy, inclusive, and performance‑driven culture.
• Operational & Project Excellence
  Oversee and deliver complex HR projects and programs with strong execution discipline, ensuring alignment with enterprise priorities.
• Technology & Process Optimization
  Leverage HR systems, tools, and analytics to enhance efficiency, scalability, and decision‑making across HR processes and business units.

Qualifications You Must Have:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• In lieu of a degree, a minimum of 15 years of related experience is required.
• A higher‑level relevant degree may substitute for experience.
• 11+ years of HR experience, including at least 4 years in a leadership role managing HR teams or leading complex HR initiatives.
• Demonstrated ability to operate with a high degree of autonomy, navigating ambiguity and driving continuous improvement in a rapidly changing environment.
• Exceptional communication, interpersonal, and critical‑thinking skills, with proven ability to engage and influence senior leadership and external stakeholders.
• Expert ability to lead and drive results within a complex, dynamic environment, fostering collaboration and achieving strategic objectives.
• Advanced leadership capabilities, including:
  • Driving large‑scale change management initiatives
  • Providing executive coaching
  • Solving complex organizational and employee issues
  • Mediating high‑stakes conflict
• Extensive and strategic experience in Employee Relations, Talent Management, and Workforce Planning, with emphasis on long‑term organizational growth, succession planning, and leadership effectiveness.
• Superior analytical and business insight capabilities, including experience with data analysis, predictive modeling, and strategic decision‑making based on data‑driven insights.
• Ability to maintain confidentiality and demonstrate sound judgment, integrity, and professionalism in sensitive or high‑impact situations.
• Ability to work in a fast‑paced environment subject to constant change, including operating in office or hybrid settings and traveling up to 20% as needed.
• Ability to work on a computer for extended periods and perform essential physical functions (e.g., lifting up to 20 lbs).

Qualifications We Prefer:

• HR certification such as PHR, SPHR, SHRM‑CP, or SHRM‑SCP.
• Experience in the Aerospace and Defense industry, or familiarity with DoD, government contracting, or other highly regulated environments.
• Master’s degree in Human Resources, Business Administration, Organizational Development, or related field.
• High proficiency with Workday or comparable HRIS platforms, including comfort with HR technology, reporting tools, and people analytics.
• Experience working in matrixed, fast‑changing, or growth‑focused environments that require agile decision‑making and strong partnership skills.
• Familiarity with organizational effectiveness tools (e.g., competency models, assessments, workforce analytics) to support talent and organizational development initiatives.
• Strong program and project management capabilities, with experience leading complex, cross‑functional HR initiatives.

Essential Functions:

• Ability to work in an office or hybrid environment.
• Ability to travel as required (up to 20%).
• Must be able to work on a computer for extended periods.
• Strong hand/finger dexterity for computer tasks.
• Ability to maintain confidentiality and handle sensitive information.
• Ability to work in a fast‑paced environment subject to constant change.
• Occasionally lift up to 20 lbs.

This posting will be open for application for a minimum of 5 days and may be extended based on business needs.

Estimated Starting Salary Range: $165,010.21 - $226,889.04. Compensation varies depending on a wide array of factors, such as candidates' key skills, relevant work experience, and education/training/certifications. The disclosed range estimate may be adjusted for any applicable geographic differential associated with the location at which the position may be filled.

SNC offers annual incentive pay based upon performance that is commensurate with the level of the position.

SNC offers a generous benefit package, including medical, dental, and vision plans, 401(k) with 150% match up to 6%, life insurance, 3 weeks paid time off, tuition reimbursement, and more .

IMPORTANT NOTICE:

This position requires the ability to obtain and maintain a Secret U.S. Security Clearance. U.S. Citizenship status is required as this position needs an active U.S. Security Clearance for employment. Non-U.S. citizens may not be eligible to obtain a security clearance. The Department of Defense Consolidated Adjudications Facility (DoD CAF), a federal government agency, handles the adjudicative aspects of the security clearance eligibility process for industry applicants. Adjudicative factors which affect the outcome of the eligibility determination include, but are not limited to, allegiance to the U.S., foreign influence, foreign preference, criminal conduct, security violations and illegal drug use.
Learn more about the background check process for Security Clearances.

SNC is a global leader in aerospace and national security committed to moving the American Dream forward. We’re known and respected for our mission and execution focus, agility, and disruptive and rapid innovation. We provide leading edge technologies and transformative solutions that support our nation’s most critical security needs. If you are mission-focused, thrive in collaborative environments, and want to make our country stronger with state‑of-the-art technologies that safeguard freedom, join our team!

SNC is an Equal Opportunity Employer committed to an environment free of discrimination. Employment decisions are made based on merit without regard to race, color, age, religion, sex, national origin, disability, status as a protected veteran or other characteristics protected by law.