JOB DESCRIPTION

What’s it like being a Senior HR Business Partner with BAE Systems? This Sr. HRBP role is entering into our business area at a very exciting time! Our business area is growing in different maritime markets requiring our HR and People Operations organization to be well-partnered with our client group leadership for diversification and new business/mission needs. HR partners with management in the strategic and organizational change efforts leading and transforming our maritime industry workforce into the future.
As a Senior HR Business Partner in a unionized production shipyard, you will play a critical role in aligning Human Resources strategies with the business objectives, including employee engagement. This role will serve as a liaison between the organization’s leadership, employees, and union representatives, ensuring compliance with labor laws, collective bargaining agreements (CBAs), and company policies.

Responsibilities:

• Act as an HR liaison in support of 1,000 employees, including professional and skilled trades (75% unionized).
• Support a broad range of HR areas including employee relations, investigations, EEO compliance, labor relations, succession planning, talent management, training and development, and other HR-related projects.
• Collaborate with senior leaders to develop and implement HR strategies that support business goals, focusing on talent management, employee engagement, and performance optimization.
• Serve as a trusted advisor to employees, supervisors, and senior leaders on HR-related matters, providing guidance and support as needed.
• Provide guidance on employee relations issues, such as disciplinary actions, performance management, and employee communications. Ensure that all actions are fair, equitable, and compliant with company policies and labor laws.
• Develop and implement talent management strategies to attract, retain, and develop skilled employees. This includes succession planning, leadership development, and employee training programs.
• Work closely with union representatives to negotiate contracts, resolve grievances, and ensure compliance with CBAs. This includes participating in labor-management meetings and providing guidance on labor laws and regulations.
• Interpret and enforce compliance with the collective bargaining agreement.
• Conduct internal employee relations investigations by assembling facts and general information.
• Finalize investigations, case management, and maintain associated paperwork.
• Write investigation summaries and report results to HR leadership and compliance.
• Ensure compliance with labor laws, regulations, and company policies, including those related to workplace safety, equal employment opportunity, and affirmative action.
• Lead HR-related projects, such as implementing harmonized HR workflows, developing employee engagement initiatives, and conducting workforce planning analyses for short and long-term needs.

REQUIRED EDUCATION, EXPERIENCE, & SKILLS

• Bachelor’s Degree and 4 years work experience or equivalent experience
• Experience in Human Resources Business Partner or Generalist role
• Experience in Employee Relations and Engagement
• Experience in Leadership Advising and Coaching
• Knowledge in Employment Law and Regulations
• Knowledge in Talent Management and Development principles
• Knowledge in Compensation and Benefits design and administration
• Knowledge in HR market trends and best practices
• Strong business acumen and understanding of organizational operations
• Ability to work in a fast-paced environment and prioritize multiple projects and tasks
• Ability to build strong relationships with leadership, employees, and other stakeholders
• Ability to conduct investigations and ensure fairness and due diligence
• Ability to support change, cultural transformation, and improvements
• Ability to support innovation with emerging trends (i.e. AI, Automation, etc.)
• Excellent communication, interpersonal, and problem-solving skills
• Strong analytical, data analysis, and reporting skills

PREFERRED EDUCATION, EXPERIENCE, & SKILLS

• HR Certification (PHR/SHRM-CP)
• Experience in Labor Relations/Unions
• Experience in Workforce Planning or Succession Planning
• Experience in Change Management, Process Improvement, or Organizational TransformationExperience within Office Automation tools, SharePoint, MS Teams channels and hubs, and other presentation software

• Act as an HR liaison in support of 1,000 employees, including professional and skilled trades (75% unionized).
• Support a broad range of HR areas including employee relations, investigations, EEO compliance, labor relations, succession planning, talent management, training and development, and other HR-related projects.
• Collaborate with senior leaders to develop and implement HR strategies that support business goals, focusing on talent management, employee engagement, and performance optimization.
• Serve as a trusted advisor to employees, supervisors, and senior leaders on HR-related matters, providing guidance and support as needed.
• Provide guidance on employee relations issues, such as disciplinary actions, performance management, and employee communications. Ensure that all actions are fair, equitable, and compliant with company policies and labor laws.
• Develop and implement talent management strategies to attract, retain, and develop skilled employees. This includes succession planning, leadership development, and employee training programs.
• Work closely with union representatives to negotiate contracts, resolve grievances, and ensure compliance with CBAs. This includes participating in labor-management meetings and providing guidance on labor laws and regulations.
• Interpret and enforce compliance with the collective bargaining agreement.
• Conduct internal employee relations investigations by assembling facts and general information.
• Finalize investigations, case management, and maintain associated paperwork.
• Write investigation summaries and report results to HR leadership and compliance.
• Ensure compliance with labor laws, regulations, and company policies, including those related to workplace safety, equal employment opportunity, and affirmative action.
• Lead HR-related projects, such as implementing harmonized HR workflows, developing employee engagement initiatives, and conducting workforce planning analyses for short and long-term needs