Human Resources Business Partner
ECS is seeking a Human Resources Business Partner to work remotely.
The Human Resources Business Partner will function as a consultant to project managers and Business Unit executives on workforce planning, compensation analysis, bids and proposals, policy interpretation, succession planning, compliance review, and proactive employee relations. This role will function as a HR SME for their assigned business unit and liaise cross-functionally with Talent Acquisition, Contracts, Business Development/Capture, Pricing, Finance, and Legal.
Key Responsibilities:
Workforce Planning
Define organizational goals to align with program requirements and growth goals.
Assess current employees' skills, demographics, and turnover rates.
Determine future talent requirements based on bids and proposals.
Identify discrepancies between the current workforce and future needs.
Create strategies to bridge gaps (e.g., hiring, training, restructuring).
Continuously track, evaluate, and adjust plans to ensure effectiveness.
Compensation Analysis
Ensure that employees with similar roles, experience, and performance levels are compensated similarly, minimizing disparities.
Partner with managers to analyze job descriptions and evaluate positions to determine appropriate classification and salary based on scope and organizational impact.
Advise stakeholders on pay decisions, offers, and internal pay alignment.
Succession Planning
In partnership with Business Unit leaders, determine which roles are crucial for operations and future growth.
Partner with the Talent Management Director to provide training, mentoring, coaching, and job shadowing to prepare employees.
Partner with management and PMs to define the core skills, knowledge, and abilities needed for identified roles.
Proactive Employee Relations
Address workplace issues promptly and respectfully through clear procedures, mediation, and active management engagement.
Establish two-way dialogue, regular feedback sessions, and maintain transparent communication channels to ensure employees feel heard.
Partner with leaders and corporate stakeholders to highlight accomplishments (e.g., bonuses, public recognition, promotions) to boost morale and reinforce a culture of appreciation.
Apply company policies, disciplinary actions, and benefits equally to all employees to build trust and to mitigate risk.
Train managers and employees to reinforce ECS’ culture, policies, and standards.
Salary Range: $120,000 - $140,000
General Description of Benefits
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
7+ years of progressive HR experience; 3+ years leading an HR function.
Strong knowledge of federal and state employment laws (FMLA, FLSA, ADA, Title VII, etc.).
Extensive experience in government contracting industry.
Experience with HRIS platforms (ADP preferred).
Strong documentation, analytical, and communication skills.
The Human Resources Business Partner will function as a consultant to project managers and Business Unit executives on workforce planning, compensation analysis, bids and proposals, policy interpretation, succession planning, compliance review, and proactive employee relations. This role will function as a HR SME for their assigned business unit and liaise cross-functionally with Talent Acquisition, Contracts, Business Development/Capture, Pricing, Finance, and Legal.
Key Responsibilities:
Workforce Planning
Define organizational goals to align with program requirements and growth goals.
Assess current employees' skills, demographics, and turnover rates.
Determine future talent requirements based on bids and proposals.
Identify discrepancies between the current workforce and future needs.
Create strategies to bridge gaps (e.g., hiring, training, restructuring).
Continuously track, evaluate, and adjust plans to ensure effectiveness.
Compensation Analysis
Ensure that employees with similar roles, experience, and performance levels are compensated similarly, minimizing disparities.
Partner with managers to analyze job descriptions and evaluate positions to determine appropriate classification and salary based on scope and organizational impact.
Advise stakeholders on pay decisions, offers, and internal pay alignment.
Succession Planning
In partnership with Business Unit leaders, determine which roles are crucial for operations and future growth.
Partner with the Talent Management Director to provide training, mentoring, coaching, and job shadowing to prepare employees.
Partner with management and PMs to define the core skills, knowledge, and abilities needed for identified roles.
Proactive Employee Relations
Address workplace issues promptly and respectfully through clear procedures, mediation, and active management engagement.
Establish two-way dialogue, regular feedback sessions, and maintain transparent communication channels to ensure employees feel heard.
Partner with leaders and corporate stakeholders to highlight accomplishments (e.g., bonuses, public recognition, promotions) to boost morale and reinforce a culture of appreciation.
Apply company policies, disciplinary actions, and benefits equally to all employees to build trust and to mitigate risk.
Train managers and employees to reinforce ECS’ culture, policies, and standards.
Salary Range: $120,000 - $140,000
General Description of Benefits
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
7+ years of progressive HR experience; 3+ years leading an HR function.
Strong knowledge of federal and state employment laws (FMLA, FLSA, ADA, Title VII, etc.).
Extensive experience in government contracting industry.
Experience with HRIS platforms (ADP preferred).
Strong documentation, analytical, and communication skills.