Sr. HR Business Partner

Overview Thank you for considering IT Concepts dba Kentro where innovation drives opportunity and collaboration leads to success. Our dynamic community of experts is fully committed to advancing our customers missions fostering professional growth and making a positive impact on our communities. By joining our supportive community you will find that Kentro is dedicated to your personal and professional development. Together we can drive meaningful change spark innovation and achieve extraordinary milestones. Kentro is hiring a Sr. HR Business Partner to support our corporate People Services HRBP Team. The Sr. HR Business Partner supports assigned programs and PMO leadership by serving as a strategic and operational HR resource across the employee lifecycle. This role partners closely with program leadership Talent Acquisition (TA) HR Operations (HR Ops) Sr. Advisor HR & Comp and other HR stakeholders to support workforce planning employee lifecycle employee relations engagement and compliance with company policies and government contracting requirements. The Sr. HR Business Partner provides guidance to managers on performance management workplace concerns workforce transitions and employee development while helping drive employee effectiveness and program success. This position also supports HR processes impacting assigned programs supports organizational and workforce changes and ensures alignment with contract requirements and customer-specific needs in a fast-paced growing government contracting environment. Location: Hybrid in McLean VA Compensation Range: The salary for this position is between $00/annually. Factors affecting pay within this range may include geography/market skills education experience and other qualifications of the successful candidate. Responsibilities Business Partnership & PMO Support Serves as a primary point of contact for PMO leaders regarding HR support across the employee lifecycle coordinating with HR Operations Benefits HRIS TA and other HR stakeholders as needed Provides day-to-day HR partnership and guidance to PMO leadership on workforce matters workplace expectations organizational needs and employee lifecycle support Supports PMO leadership with program-specific HR communications employee messaging and annual HR processes (e.g. mid-year and year-end performance cycles talent discussions compensation processes) in coordination with process owners Promotes and enforces ticket-based HR support processes to ensure timely and efficient service delivery Provides informal leadership and mentorship to HR Business Partners by coaching through complex HR matters promoting consistent application of HR practices sharing knowledge and supporting the development of new HRBP team members Employee Relations Performance & Risk Management Supports managers and PMO leadership with employee relations matters including performance concerns conflict resolution corrective actions workplace concerns documentation practices involuntary separations and difficult employee conversations while escalating high-risk or complex matters to the Managing HRBP as appropriate Coaches managers on performance management employee documentation risk mitigation strategies and consistent application of company policies and workplace expectations Monitors employee relations trends workplace concerns and legal risk indicators within assigned programs and recommends proactive interventions to reduce escalation and business disruption Coordinates with HR Ops on employee relations administrative actions documentation and recordkeeping Workforce Planning and Talent Strategy Partners with PMO leadership TA and cross-functional stakeholders to support workforce planning hiring strategies and needs requisition planning hiring timelines and pipeline development for critical and hard-to-fill positions Advises PMO leadership on succession risks retention strategies internal mobility and workforce planning to support program continuity and business objectives Partners with PMO leadership Talent Acquisition L&D and supporting strategic hiring plans for cleared talent contingent staffing needs and critical skill gap mitigation Supports employee transitions including internal transfers placement efforts and workforce adjustments resulting from contract changes or reductions in force Workforce Support & Labor Compliance Supports PMO with workforce actions associated with government contract lifecycle events including contract start-ups transitions rebids recompetes contract closeouts restructures reductions in force and customer-driven changes Maintains awareness of government contracting workforce considerations including wage determinations contract requirements security clearance impacts and contract-specific workforce and organizational needs Supports PMO leadership in labor compliance matters and coordinates with Managing HRBP Pricing and Sr. Advisor HR & Comp as needed to ensure compliance and mitigate workforce-related risks Assists PMO leadership in aligning positions with established job codes in partnership with Pricing and Sr. Advisor HR & Comp Organizational Effectiveness Engagement & Change Management Identifies employee engagement trends retention risks and workplace concerns within assigned programs and partners with managers on engagement and retention initiatives. Supports organizational change initiatives including restructures contract modifications customer-driven changes and change management communications Engages PMO leadership to support organizational effectiveness team dynamics span of control manager capability development and broader organizational needs Coordinates with Learning & Development and PMO leadership to identify training gaps support leadership development develop training content and assist with training delivery Workforce Analytics & Program Health Reviews workforce and performance metrics including turnover vacancies time-to-fill engagement corrective action trends performance outcomes and workforce risks Partners with PMO leadership and OD BP to analyze workforce data and provide recommendations to improve employee effectiveness organizational health retention and program performance Employee Lifecycle Leave & Accommodations Advises leaders on leave and accommodation-related workplace matters including FMLA/ADA interactive process considerations partnering with HR Operations to ensure compliant administration Supports onboarding offboarding employee transitions and workforce changes in partnership with HR Operations to support a positive employee experience Coordinates with HR Operations and HRIS teams to ensure timely accurate processing of employee actions employee lifecycle transactions and data integrity for assigned programs Qualifications Bachelors degree ideally in Human Resources Management or Organizational Psychology At least 8-10 years of progressive Human Resources experience Recent experience working for a Government Contractor Strong interpersonal skills with the ability to interact with all levels from front-line employees to executives Basic proficiency in Microsoft Office (Excel Word Outlook) Willingness and ability to learn HR systems and processes Experience collaborating across HR functions such as TA HR Ops and L&D Expectations for Success: Provides a positive respectful responsive and professional experience in all employee interactions Brainstorm solutions and conduct due diligence before escalating questions or issues Ability to influence business decisions through data relationships and business acumen without direct authority Ability to decipher when to escalate issues to Managing HRBP Manages multiple priorities effectively in a fast-paced environment Maintains confidentiality and exercises sound judgment when handling sensitive information Core Competencies: HR Business Partnership Builds trusted relationships with PMO and business leaders by providing practical HR guidance aligned with business and workforce objectives Communication and Influence Communicates effectively with leaders employees and stakeholders to drive clarity consistency and action Organization & Attention to Detail Maintains accuracy while managing multiple tasks Employee Relations & Workforce Risk Management Applies sound judgment to employee relations matters and supports leaders in addressing workplace concerns while mitigating legal and organizational risk GovCon Acumen Understands the workforce implications of government contracting including contract transitions and compliance considerations Employment Law & HR Compliance Applies knowledge of employment regulations policy interpretation and compliant HR practices to support managers and mitigate risk Collaboration Works effectively across HR and the organization Confidentiality & Judgment Handles sensitive information with discretion Initiative & Reliability Takes ownership while knowing when to seek guidance Analytical Thinking Uses workforce data and trends to identify risks recommend solutions think strategically and improve program outcomes Benefits The Company We believe in generating success collaboratively enabling long-term mission success and building trust for the next challenge. With you as our partner lets solve challenges think innovatively and maximize impact. As a valued member of our team you have the unique opportunity to work in a diverse range of technology and business career paths all while supporting our nation and delivering innovative technology solutions. We are a close community of experts that pride ourselves on creating an environment defined by teamwork dedication and excellence. We hold three ISO certifications (27001:-1::2015) two CMMI ML 3 ratings (DEV and SVC) and CMMC Level 2 Certification. Industry Recognition Growth Inc 5000s Fastest Growing Private Companies DC Metro List Fastest Growing; Washington Business Journal: Fastest Growing Companies Top Performing Small Technology Companies in Greater D.C. Culture Northern Virginia Technology Council Tech 100 Honoree; Virginia Best Place to Work; Washington Business Journal: Best Places to Work Corporate Diversity Index Winner Mid-Size Companies Companies Owned by People of Color; Department of Labors HireVets for our work helping veterans transition; SECAF Award of Excellence finalist; Victory Military Friendly Brand; Virginia Values Veterans (V3); Cystic Fibrosis Foundation Corporate Breath Award Benefits We offer competitive benefits package including paid time off healthcare benefits supplemental benefits 401k including an employer match discount perks rewards and more. We invest in our employees Every employee is eligible for education reimbursement for certifications degrees or professional development. Reimbursement amounts may fluctuate due to IRS limitations. We want you to grow as an expert and a leader and offer flexibility for you to take a course complete a certification or other professional growth and networking. We are committed to supporting your curiosity and sustaining a culture that prioritizes commitment to continuous professional development. We work hard; we play hard. Kentro is committed to incorporating fun into every day. We dedicate funds for activities virtual and in-person e.g. we host happy hours holiday events fitness & wellness events and annual alignment with our commitment to our communities we also host and attend charity galas/events. We believe in appreciating your commitment and building a positive workspace for you to be creative innovative and happy. Commitment Equal Opportunity Employment & VEVRAA Kentro is an equal opportunity employer. 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 law. Kentro is strongly committed to compliance with VEVRAA and other applicable federal state and local laws governing equal employment opportunity. We have developed comprehensive policies and procedures to ensure our hiring practices align with these requirements. As part of our VEVRAA compliance efforts Kentro has established an equal opportunity plan outlining our commitment to recruiting hiring and advancing protected veterans. This plan is regularly reviewed and updated to ensure its effectiveness. We encourage protected veterans to self-identify during the application process. This information is strictly confidential and will only be used for reporting and compliance purposes as required by law. Providing this information is voluntary and will not impact your employment eligibility. Our commitment to equal employment opportunity extends beyond legal compliance. We are dedicated to fostering an inclusive workplace where all employees including protected veterans are treated with dignity respect and fairness. How to Apply To apply to Kentro Positions- Please click on the job link and then click the blue Apply button at the top right of Job Description. Please upload your resume and complete all the application steps. You must fully submit the application for Kentro to consider you for a position. If you need alternative application methods please email and request assistance. Accommodations To perform this job successfully an individual must be able to perform each essential duty satisfactorily. Reasonable Accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. If you need to discuss reasonable accommodations please email #LI-SB1
Business Partnership & PMO Support Serves as a primary point of contact for PMO leaders regarding HR support across the employee lifecycle coordinating with HR Operations Benefits HRIS TA and other HR stakeholders as needed Provides day-to-day HR partnership and guidance to PMO leadership on workforce matters workplace expectations organizational needs and employee lifecycle support Supports PMO leadership with program-specific HR communications employee messaging and annual HR processes (e.g. mid-year and year-end performance cycles talent discussions compensation processes) in coordination with process owners Promotes and enforces ticket-based HR support processes to ensure timely and efficient service delivery Provides informal leadership and mentorship to HR Business Partners by coaching through complex HR matters promoting consistent application of HR practices sharing knowledge and supporting the development of new HRBP team members Employee Relations Performance & Risk Management Supports managers and PMO leadership with employee relations matters including performance concerns conflict resolution corrective actions workplace concerns documentation practices involuntary separations and difficult employee conversations while escalating high-risk or complex matters to the Managing HRBP as appropriate Coaches managers on performance management employee documentation risk mitigation strategies and consistent application of company policies and workplace expectations Monitors employee relations trends workplace concerns and legal risk indicators within assigned programs and recommends proactive interventions to reduce escalation and business disruption Coordinates with HR Ops on employee relations administrative actions documentation and recordkeeping Workforce Planning and Talent Strategy Partners with PMO leadership TA and cross-functional stakeholders to support workforce planning hiring strategies and needs requisition planning hiring timelines and pipeline development for critical and hard-to-fill positions Advises PMO leadership on succession risks retention strategies internal mobility and workforce planning to support program continuity and business objectives Partners with PMO leadership Talent Acquisition L&D and supporting strategic hiring plans for cleared talent contingent staffing needs and critical skill gap mitigation Supports employee transitions including internal transfers placement efforts and workforce adjustments resulting from contract changes or reductions in force Workforce Support & Labor Compliance Supports PMO with workforce actions associated with government contract lifecycle events including contract start-ups transitions rebids recompetes contract closeouts restructures reductions in force and customer-driven changes Maintains awareness of government contracting workforce considerations including wage determinations contract requirements security clearance impacts and contract-specific workforce and organizational needs Supports PMO leadership in labor compliance matters and coordinates with Managing HRBP Pricing and Sr. Advisor HR & Comp as needed to ensure compliance and mitigate workforce-related risks Assists PMO leadership in aligning positions with established job codes in partnership with Pricing and Sr. Advisor HR & Comp Organizational Effectiveness Engagement & Change Management Identifies employee engagement trends retention risks and workplace concerns within assigned programs and partners with managers on engagement and retention initiatives. Supports organizational change initiatives including restructures contract modifications customer-driven changes and change management communications Engages PMO leadership to support organizational effectiveness team dynamics span of control manager capability development and broader organizational needs Coordinates with Learning & Development and PMO leadership to identify training gaps support leadership development develop training content and assist with training delivery Workforce Analytics & Program Health Reviews workforce and performance metrics including turnover vacancies time-to-fill engagement corrective action trends performance outcomes and workforce risks Partners with PMO leadership and OD BP to analyze workforce data and provide recommendations to improve employee effectiveness organizational health retention and program performance Employee Lifecycle Leave & Accommodations Advises leaders on leave and accommodation-related workplace matters including FMLA/ADA interactive process considerations partnering with HR Operations to ensure compliant administration Supports onboarding offboarding employee transitions and workforce changes in partnership with HR Operations to support a positive employee experience Coordinates with HR Operations and HRIS teams to ensure timely accurate processing of employee actions employee lifecycle transactions and data integrity for assigned programs
Bachelors degree ideally in Human Resources Management or Organizational Psychology At least 8-10 years of progressive Human Resources experience Recent experience working for a Government Contractor Strong interpersonal skills with the ability to interact with all levels from front-line employees to executives Basic proficiency in Microsoft Office (Excel Word Outlook) Willingness and ability to learn HR systems and processes Experience collaborating across HR functions such as TA HR Ops and L&D Expectations for Success: Provides a positive respectful responsive and professional experience in all employee interactions Brainstorm solutions and conduct due diligence before escalating questions or issues Ability to influence business decisions through data relationships and business acumen without direct authority Ability to decipher when to escalate issues to Managing HRBP Manages multiple priorities effectively in a fast-paced environment Maintains confidentiality and exercises sound judgment when handling sensitive information Core Competencies: HR Business Partnership Builds trusted relationships with PMO and business leaders by providing practical HR guidance aligned with business and workforce objectives Communication and Influence Communicates effectively with leaders employees and stakeholders to drive clarity consistency and action Organization & Attention to Detail Maintains accuracy while managing multiple tasks Employee Relations & Workforce Risk Management Applies sound judgment to employee relations matters and supports leaders in addressing workplace concerns while mitigating legal and organizational risk GovCon Acumen Understands the workforce implications of government contracting including contract transitions and compliance considerations Employment Law & HR Compliance Applies knowledge of employment regulations policy interpretation and compliant HR practices to support managers and mitigate risk Collaboration Works effectively across HR and the organization Confidentiality & Judgment Handles sensitive information with discretion Initiative & Reliability Takes ownership while knowing when to seek guidance Analytical Thinking Uses workforce data and trends to identify risks recommend solutions think strategically and improve program outcomes