Human Resources Business Partner

Human Resources Business Partner (remote)OverviewThe 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. The role will serve as an HR SME for the assigned business unit and collaborate cross-functionally with Talent Acquisition, Contracts, Business Development/Capture, Pricing, Finance, and Legal.Key ResponsibilitiesWorkforce PlanningDefine 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 AnalysisEnsure 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 PlanningDetermine which roles are crucial for operations and future growth in partnership with Business Unit leaders.Provide training, mentoring, coaching, and job shadowing to prepare employees in partnership with the Talent Management Director.Define the core skills, knowledge, and abilities needed for identified roles with management and PMs.Proactive Employee RelationsAddress 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.Highlight accomplishments such as bonuses, public recognition, and 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 mitigate risk.Train managers and employees to reinforce ECS' culture, policies, and standards.Salary Range$120,000 – $140,000BenefitsBenefits details available upon request.QualificationsRequired SkillsBachelor'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.Desired SkillsProfessional HR certification (SHRM-CP, SHRM-SCP, CCP, PHR, or SPHR).Demonstrated compensation and workforce planning experience.Experience in proactively engaging with leaders to understand business needs and turning ideas into actions.Equal Opportunity EmployerECS is an equal opportunity employer and does not discriminate or allow discrimination on the basis of any characteristic protected by law. All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran, or any other status protected by applicable federal, state, or local jurisdiction law.J-18808-Ljbffr