Human Resources Manager

The MITRE Corporation in Mc Lean, VA

  • Industry: Human Resources - Director/VP/CHRO
  • Type: Full Time
  • Compensation: $136,170.00 - 199,910.00 / Year*
position filled
MITRE people are committed totackling our nation's toughest challenges and we're committed to the long-termwell-being of our employees. MITRE is different from most technology companies.We are a not-for-profit corporation chartered to work for the public interest,with no commercial conflicts to influence what we do. The R&D centers weoperate for the government create lasting impact in fields as diverse ascybersecurity, healthcare, aviation, defense, and enterprise transformation.We're making a difference every day working for a safer, healthier, and moresecure nation and world. Our workplace reflects our values. We offercompetitive benefits, exceptional professional development opportunities, and aculture of innovation that embraces diversity, inclusion, flexibility,collaboration, and career growthPosition SummaryReportingto the Sr. Manager, HR Business Partners, the HR Manager provides HR leadershipto a group of major business segments of MITRE, leads strategic engagements withsenior level executives (generally SVPs, Officers and VPs), and manages a teamof HR Generalists/Business Partners. Theposition serves as a trusted advisor and HR leader to senior management on allhuman capital related issues and isresponsible for the development and oversight of the assigned business s talentstrategy to ensure customer business objectives are met and are in alignmentwith the MITRE Corp. Good Growth Strategy.Key Responsibilities: Partners with senior leaders (primarilySVP, Officer and VP) to define and execute a human capital strategy that willachieve the customer s business outcomes and are in alignment with our talentexperience vision and our Good Growth Strategy.Serves as a trusted advisor to business leadership;initiates and manages strategic engagements with these leaders, and partnersclosely with them to ensure MITRE s desired culture is achieved drivinginnovation, diversity and inclusion.Leads HR functional support for businesssegments/portfolio(s),and manages the HR Business Partners who are aligned tothose segments. Manages the HR Business Partner team srelationships with HR centers of excellence (i.e. Compensation, TalentAcquisition, Employee Relations, Leadership & Management Development.) Develops and maintains a thorough customerengagement strategy to ensure understanding of key customer needs and engageswith HR centers of excellence to deliver against these needs. Drives organizational effectiveness throughworkforce strategy, development of leadership capability, performance andtalent management, and rewards and recognition. Strategically partners with senior leaders to designorganizational structure, maximize employee engagement and retention, and alignhuman capital with business strategy and new growth opportunities.Develops a thorough understanding of thecustomer s mission, organization, leadership and operating environment, and leadsthe formulation and management of the talent strategy to deliver on customeroutcomes.Collaborates with MITRE s HR seniorleadership team to assist in development and execution of an integrated set ofstrategies to deliver internal customer solutions with a focus on executionof MITRE s talent programs.Leads the talent assessment, successionplanning and leadership development efforts for assigned businesssegments/portfolio(s).Coaches and trains managers in employee relations,ensuring proper consideration of policies, practices and employment law indecisions and processes; provides conflict resolution.TalentAcquisition & Onboarding:Partners withbusiness leaders to develop strategic staffing plans in conjunction withbusiness overall strategic workforce plan.Translatesknowledge of the business and strategic objectives (both current and futurestate) into a workforce strategy that positions the right people, with theright capabilities, in the right place, at the right cost.Uses educationand assimilation of culture, business, and organization to transition talentinto new roles during the onboarding phase.Performance Management & Coaching:Coachesleaders to set clear expectations through effective goal setting and honest andconstructive feedback.Throughperformance management and recognition, optimizes the employee contributionsand creates a common understanding between employee and manager about what theemployee s contributions are to the organization.Talent Management &Development:Identifiestalent needs, risks and gaps; creates a plan to build, buy and/or developtalent using management tools and resources (e.g. training, development,coaching.)Leveragestalent review/leadership continuity processes and tools to identify, align anddevelop capabilities to achieve business results. Identifiescritical roles within the organization, successors to incumbents in these rolesand creates action plans to improve their readiness.Employee Engagement &Retention:Enhancesemployee engagement through understanding and affecting the intrinsic factorsthat motivate employees (personal growth, working for a common cause) as wellas extrinsic factors (pay, rewards.) Developsretention and development plans to target high potential employees and criticalroles.Compensation &Recognition:Leveragescompetitive compensation policies and practices, along with market data,internal equity and other factors to ensure competitive pay for the workindividuals perform.Coachesleaders to make decisions that have broad impact related to labor costs,employee retention, engagement and incentivizing the rightperformance/behaviors.Employee Relations:Identifies andresolves employee and manager situations that often involve multiple sensitiveand/or legal issues.LeveragesEmployee Relations COE to manage potential employee relations implications andminimize risks arising from business decisions.QualificationsExperience:10-15years of HR business partner experience, with demonstrated successdriving results through the translation of business priorities into actionablehuman capital strategies and initiativesProven experience managing a team of HRprofessionals in support of business leaders/line managementDemonstrated success coaching and developingexecutives and leaders to achieve business outcomesProven communication and influencing skillsat all levels of the organizationCapabilities:Peoplemanagement and team leadershipTalentmanagement from acquisition and onboarding, to engagement and development,rewards/recognition and retentionTalentassessment and succession planningPerformancemanagement and leadership coachingEmployeerelations to handle issues with objectivity, timeliness and ultimate goal ofde-escalation and risk mitigationChangemanagement and organizational developmentCompensation,rewards and recognition managementAbilityto influence leaders, with objectivity to take appropriate action in managingtheir organizationsAbilityto form and maintain strong relationships with our leadersStrongbusiness acumen to develop a deeper understanding of business unit's strategyand apply business fundamentals to assigned organization's talent challenges.Organizationalacumen to build a thorough understanding of business overall strategy andoperations in order to more effectively balance organizational and businessunit needs.Abilityto translate business objectives into human capital strategyProjectmanagement and ability to juggle competing prioritiesIdentificationand diagnosis of people-related business challenges through business analyticsExpected Behaviors:Worksto improve the performance of HR as a whole and the performance of othermembers of the HR leadership teamDemonstratesmanagerial courage and consistency to share hard observations and push managersto do the right thing Carriesout all responsibilities with unquestioned high levels of integrity and ethicsProactivelydemonstrates courage in developing trusted advisor relationshipsDemonstratesthought leadership in one or more HR disciplines and influences customerthinking as a trusted advisorFostersa depth and breadth of positive relationships across HR and the businessessupported, balancing the needs of the portfolio with those of MITRE as a wholeModelsbehaviors expected from others and conveys MITRE and its culture and valuesdaily - speed, risk taking, adaptability, collaboration, grace and respectPromotesa culture of diversity and inclusion, as well as development and learningInspirestrust and encourages collaboration and appropriate risk-takingEngageswith other HR leaders to strengthen the impact to the customer through sharedresources, subject matter expertise and partnerships
Associated topics: administrator, associate director, chief human resource officer, director, guide, guidance, leadership, monitor, president, senior director

* Estimated salary

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