The MITRE Corporation Human Resources Business Partner in Bedford, Massachusetts
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The HR Business Partner (“HRBP”) serves as a trusted advisor and strategic talent partner to senior leadership within one or multiple divisional business unit(s). In partnership with divisional leadership and other HR partners (Sr. HRBP and Centers of Excellence partners) aligned to the business unit, this position is responsible for executing the business’ talent strategy and MITRE’s Good Growth strategy to achieve business and talent outcomes. The HRBP uses strong business acumen to drive organizational effectiveness through workforce strategy, development of leadership capability, performance and talent management, employee engagement, and inclusion and diversity. The HRBP reports to the HRBP Sr. Manager.
A successful candidate will have experience influencing business leaders, indirectly leading a diverse team of partners and being a change agent for one or more businesses. They will have demonstrated success executing actionable talent strategies to achieve targeted outcomes.
Talent Acquisition & Onboarding:
Partners with business leaders to develop strategic staffing plans in conjunction with business’ overall strategic workforce plan.
Translates knowledge of the business and strategic objectives (both current and future state) into a workforce strategy that positions the right people, with the right capabilities, in the right place, at the right cost.
Uses education and assimilation of culture, business, and organization to transition talent into new roles during the onboarding phase.
Performance Management & Coaching:
Coaches leaders to set clear expectations through effective goal setting and honest and constructive feedback.
Through performance management and recognition, optimizes the employee contributions and creates a common understanding between employee and manager about what the employee’s contributions are to the organization.
Talent Management & Development:
Drives the talent assessment, succession planning and leadership development efforts, as well as execution of the corporate talent programs, for the division.
Identifies talent needs, risks and gaps; creates a plan to build, buy and/or develop talent using management tools and resources (e.g. training, development, coaching.)
Leverages talent review/succession planning processes and tools to identify, align and develop capabilities to achieve business results.
Identifies critical roles within the organization, successors to incumbents in these roles and creates action plans to improve their readiness.
Employee Engagement & Retention:
Enhances employee engagement through understanding and affecting the intrinsic factors that motivate employees (personal growth, working for a common cause) as well as extrinsic factors (pay, rewards.)
Develops retention and development plans to target high potential employees and critical roles.
Compensation & Recognition:
Leverages competitive compensation policies and practices, along with market data, internal equity and other factors to ensure competitive pay for the work individuals perform.
Coaches leaders to make decisions that have broad impact related to labor costs, employee retention, engagement and incentivizing the right performance/behaviors.
Identifies and resolves employee and manager situations that often involve multiple sensitive and/or legal issues.
Provides coaching and training of managers (Directors, Department Managers and Group Leads) in employee relations issues, ensuring proper consideration of policies, practices and employment law in decisions and processes.
Leverages Employee Relations COE to manage potential employee relations implications and minimize risks arising from business decisions.
Bachelor’s degree in a related field with 8 years of related experience
Demonstrated success translating business priorities into actionable talent strategies and initiatives and achieving targeted outcomes
Demonstrated experience within the following areas: talent management, performance management, employee relations, change management, organizational development, compensation, project management, workforce analytics and leadership development.
Proven ability to influence and coach senior leaders, at all levels of the organization, to achieve business and talent outcomes.
Experience leading transformative change within one or more business units.
Ability to quickly build business and organizational acumen and an understanding of business’ overall strategy and operations to effectively manage organizational and business needs and challenges.
Demonstrates courage and consistency to share hard observations and push managers “to do the right thing”
Carries out all responsibilities with unquestioned high levels of integrity and ethics
Proactively demonstrates courage in developing trusted advisor relationships
Demonstrates thought leadership in one or more HR disciplines and influences customer thinking as a trusted advisor
Fosters a depth and breadth of positive relationships across HR and the businesses supported, balancing the needs of the portfolio with those of MITRE as a whole
Models behaviors expected from others and conveys MITRE and its culture and values daily – speed, risk-taking, adaptability, collaboration, grace and respect
Promotes a culture of diversity and inclusion, as well as development and learning
Inspires trust and encourages collaboration and appropriate risk-taking
Engages with other HR leaders to strengthen the impact to the customer through shared resources, subject matter expertise and partnerships
This requisition requires the candidate to have a minimum of the following clearance(s):
This requisition requires the hired candidate to have or obtain, within one year from the date of hire, the following clearance(s):
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