Senior Human Resources Business Manager

Leidos is seeking an experienced Senior Human Resources Business Manager (Sr. HRBM) to join our best-in-class HR organization. Located in San Diego CA this role will serve as a strategic partner to programs across the Defense sector with an initial focus on supporting senior leadership within the Space and Non-Kinetic Effects Business Areas. This position will also provide guidance and partnership to additional business area leaders contribute to new business and capture efforts and lead key HR initiatives and special projects.

This is a high-impact role within a dynamic and evolving business environment offering the opportunity to shape influence and execute people and organizational strategies that drive performance support growth and strengthen leadership effectiveness. Key responsibilities include partnering closely with program leadership to develop and implement HR initiatives aligned to near-term business priorities; providing proactive workforce and strategic staffing support; leading ongoing organizational assessments; and identifying strategies to enhance engagement retention morale and change readiness.

The Sr. HRBM will work cross-functionally to design solutions influence decision-making and support execution through effective partnership with business leaders and functional stakeholders. They will also be required to build strong collaborative relationships applying sound business judgment to understand current and emerging needs across programs and initiatives.

The Sr. HRBM will leverage matrixed HR Centers of Expertise and the HR Shared Services organization to deliver integrated high-quality HR solutions. Areas of focus will include culture and engagement performance management talent development employee and labor relations organizational change management total rewards alignment workforce strategy strategic talent acquisition leadership development and organizational development.

Primary Responsibilities:

• Partner with senior business and program leaders to understand operational priorities and translate them into people strategies that enable mission execution growth and program delivery.
• Lead strategic workforce planning to ensure the organization attracts develops retains and deploys the right talent aligned to current and future program needs.
• Serve as a trusted advisor on organizational design leadership effectiveness culture and overall organizational health.
• Design implement and continuously refine HR initiatives that support business objectives and strengthen organizational capability.
• Provide guidance to leadership on key HR priorities including workforce management succession planning change management and retention strategies.
• Build and maintain strong influential relationships with leaders at all levels to promote a high-performing inclusive and collaborative culture.
• Champion the performance management process to ensure alignment with business goals accountability and meaningful employee development.
• Provide expert support and coaching on employee and workplace relations matters ensuring fair outcomes and compliance with policies and employment regulations.
• Use HR data analytics and metrics to assess trends and evaluate the effectiveness of HR programs and interventions.
• Ensure HR policies procedures and practices are effectively executed and consistently applied across programs and teams.

Required Qualifications:

• Bachelors degree in Human Resources Business Administration or a related field (or equivalent experience) and 12 years of relevant HR experience.
• Broad HR subject matter expertise including experience serving as an HR Business Partner supporting senior and/or executive leadership in a mid- to large-sized organization for at least 2 years.
• Demonstrated knowledge of and compliance with California employment and labor laws including wage and hour leave administration and employee relations best practices.
• Proven experience coaching influencing and partnering with leaders at all levels with demonstrated success leading organizational and cultural change.
• Proven experience leading and executing change management initiatives including organizational design workforce transitions and culture transformation.
• Experience developing and implementing HR strategies and solutions aligned to business priorities and enterprise HR direction.
• Strategic proactive problem-solver with the ability to think big picture while designing practical agile and results-focused solutions.
• Strong business acumen with the ability to diagnose organizational needs and support data-informed decision-making to drive change.
• Strong project management and organizational skills with excellent follow-through and attention to detail.
• Demonstrated ability to build trusted relationships consult effectively and influence outcomes with senior leaders.
• Ability to manage multiple priorities and projects in a fast-paced dynamic environment.
• Solid experience resolving complex employee relations matters with sound judgment and risk awareness.
• Excellent written and verbal communication skills including the ability to simplify and present complex issues to executive audiences.
• Proficiency in Microsoft Word Excel and PowerPoint.

Preferred Qualifications:

• Experience working in a government contracting environment.
• Experience supporting proposals winning new business and implementing new programs.
• Professional HR certification (e.g. SHRM-SCP SPHR).

If youre looking for comfort keep scrolling. At Leidos we outthink outbuild and outpace the status quo because the mission demands it. Were not hiring followers. Were recruiting the ones who disrupt provoke and refuse to fail. Step 10 is ancient history. Were already at step 30 and moving faster than anyone else dares.

Original Posting:

Pay Range:

The Leidos pay range for this job level is a general guideline onlyand not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job education experience knowledge skills and abilities as well as internal equity alignment with market data applicable bargaining agreement (if any) or other law.