Sr Principal HR Business Partner

Accountabilities

• • Act as a trusted strategic advisor to senior executives and business leaders on workforce, organizational, talent, and employee-related priorities.
  • Translate business strategies into integrated HR plans, workforce priorities, and people initiatives that support organizational performance and long-term growth.
  • Analyze workforce, talent, engagement, exit, and other HR data to identify trends, assess organizational health, and provide actionable recommendations to leadership.
  • Lead talent reviews and succession planning, identifying critical roles and capabilities while developing targeted strategies for talent development, mobility, retention, and recruitment.
  • Partner with Talent Acquisition on workforce planning and hiring strategies for strategic and difficult-to-fill positions.
  • Coach senior leaders on leadership effectiveness, team dynamics, performance management, feedback, development planning, and organizational health.
  • Facilitate leadership and team sessions, including new-leader assimilation activities, to strengthen collaboration and leadership effectiveness.
  • Provide expert guidance on complex employee relations matters and investigations, working with HR Centers of Expertise and Legal when appropriate.
  • Anticipate people-related risks and advise leaders on actions that promote a positive, inclusive, and effective workplace.
  • Partner with organizational effectiveness teams and other stakeholders to plan and execute organizational change, including communications, stakeholder engagement, and transition activities.
  • Support compensation, bonus, recognition, job architecture, internal equity, and market competitiveness initiatives in partnership with Total Rewards and Compensation teams.
  • Influence senior leadership and drive complex HR initiatives across a highly matrixed organization without relying on formal authority.

  Requirements

  • Bachelor’s degree in Human Resources, Business, Organizational Development, or a related discipline; four additional years of relevant experience may substitute for the degree.
  • At least 8 years of progressive HR experience, including substantial experience serving as an HR Business Partner to senior leaders.
  • Demonstrated ability to advise executives on complex workforce, organizational, talent, and employee matters.
  • Proven experience leading complex employee relations cases, organizational change initiatives, restructurings, or similar high-impact HR programs.
  • Strong knowledge of employment laws and regulations and their practical application within a corporate environment.
  • Demonstrated ability to influence senior stakeholders, challenge leadership perspectives constructively, and deliver results without direct authority.
  • Strong analytical capabilities, with the ability to interpret HR and business data and translate insights into practical recommendations.
  • Exceptional consulting, facilitation, presentation, and communication skills, with the ability to simplify complex issues and build alignment across diverse stakeholders.
  • Demonstrated ability to translate business strategy into actionable people strategies and lead complex initiatives in highly matrixed environments.
  • Experience supporting multi-site or highly matrixed organizations is preferred.
  • A master’s degree in HR, Business, or a related field, or advanced certification such as SHRM-SCP or SPHR, is preferred.
  • Ability to work onsite in McLean, VA or Linthicum, MD is preferred.
  • The position requires approximately 10% travel.

  Benefits

  • Base salary range of $106,800–$176,300, with actual compensation determined by factors including responsibilities, experience, education, skills, and market conditions.
  • Potential eligibility for discretionary annual bonuses based on individual contributions and organizational results.
  • Potential eligibility for overtime or shift differentials depending on position requirements.
  • Long-term incentive opportunities may be available for eligible leadership positions.
  • Health insurance coverage.
  • Life and disability insurance.
  • Savings and retirement plan options.
  • Company-paid holidays.
  • Paid time off for vacation and personal business.
  • Flexible work arrangements, with the role potentially eligible for telework.
  • Opportunity to work closely with senior executives and influence workforce strategy across a complex, mission-driven organization.
  • Approximately 10% travel, with no relocation assistance indicated for the position.