• Job Description

  Req#: SENIO008721

  LinQuest is seeking a Senior Human Resources Business Partner to join our team at our office in Dayton, OH.

  The Human Resources Business Partner II is responsible for providing a consistent experience to leaders, directors, managers and team members of their assigned business unit. The Human Resources Business Partner II provides HR partnership to managers and line of business leaders of an organization focusing on the work environment, employee relations, team member retention and business processes by executing the business unit HR strategy. The Human Resources Business Partner II performs needs analysis to identify gaps in areas of compensation, talent, recruiting and change management and partners with Senior HR Leaders and subject matter experts to deliver solutions to meet the needs of their assigned business unit. Possess a solid understanding of all HR functions, analytics and partnership with their HR team and their business unit.

  Responsibilities may include:

  • Partners with HRBP’s and HR Ops Leader in developing and driving the execution of the HR Operations strategy, integrating best practices/trends, and performing analysis on the effectiveness and competitiveness of existing HR processes and programs
  • Maintain and develop policies and guidebooks and ensure compliance with employment law and regulations
  • Provide HR leadership, partnership, analytics and guidance to assigned business unit
  • Create and drive new strategies to increase retention and engagement of LinQuest team members.
  • Partner with assigned workgroup leaders through workforce planning, talent management, analytics, performance management, team member relations, and implementation of business solutions, utilizing HR expertise and perspective for the assigned business units.
  • Responsive to all Teams chats, emails questions and HR help desk questions from their business unit and the HR team itself.
  • Perform data analytics to advise key business and talent decisions.
  • Integrate various data sources, including HRIS systems, into a cohesive analytics environment, ensuring seamless data flow and accessibility.
  • Articulate data and facilitate advanced data analysis and reporting capabilities.
  • Collaborate with HR teammates, security and data governance teams to improve and enforce data quality standards, security protocols, and compliance measures within the data infrastructure.
  • Stay abreast of emerging technologies and methodologies in data infrastructure and analytics, exploring opportunities for innovation and improvement.
  • Utilize data and analytics to make informed HR decisions and provide insights to the HR Ops leadership on HR-related matters.
  • Lead and participate in HR related projects.
  • Own segments of the HR Operations projects and activities.
  • Continually improve and maintain a best in class on-boarding and team member experience.
  • Partner with the Talent team to ensure assigned business unit is properly staffed, to include open discussions on compensation, title, and cultural fit within the business unit.
  • Maximize the utilization of the HRIS to include business intelligence, analytics, efficiencies, and training.
  • Develop, maintain, and analyze key HR metrics and key performance indicators to assess progress towards goals to include predictive analysis and the Hires and Terms weekly and monthly reports.
  • Maintain, update, implement changes to Team Member Guidebooks, HR policies, and processes to ensure compliance with company controls as well as state and federal employment laws.
  • Train/Communicate policy, procedure, and process changes to business leadership and team members.
  • Maintain data integrity and documentation in HRIS through pro-active means (audits, testing, etc.)
  • Create and drive new strategies to increase retention and engagement of LinQuest team members.
  • Maintain job descriptions and conduct FLSA analysis.
  • Assist managers with Space to Grow and creating action plans for career pathing for team members.
  • Conduct cyclical HR processes such as compensation, performance reviews, and open enrollment.
  • Partner and coach managers on team member performance management.
  • Create, define, and drive assigned project plans and goals, processes, and milestones, and set up clear measurements and expectations
  • Establish and implement processes and procedures(workflows) to support the smooth flow of human resources operations and communications

  Required Skills and Experience:

  • BA/BS in human resources, psychology, or a related field
  • 10+ years of work experience and/or previous HR experience
  • Experience with people analytics, data and BI
  • Analytical mindset with the ability to use data to drive HR strategies and decisions.
  • Proven work experience as an HR Business Partner
  • Minimum of 5 years of experience leading employee relation investigations, counseling’s, and performance improvement plans.
  • Excellent knowledge of labor law and labor law research; Adhere to and keep up to date on legal compliance by monitoring and implementing applicable human resource federal and state requirements, conducting investigations, maintaining records, and representing the organization at hearings.
  • Excellent written and verbal communication skills
  • Possess strong active listening and conflict resolution skills
  • Possess a strong understanding of performance management, change management, organizational development, benefits, compliance, and compensation planning
  • Clear and comprehensive understanding of the programs and contract requirements within assigned business unit to partner effectively with the line of business leaders.
  • Strong interpersonal skills and the ability to handle ambiguity, multiple competing priorities, and make informed decisions in a fast-paced work environment
  • Strong communication skills and partnerships across all corporate levels, business units to include interfacing with top executives
  • Possess strong analytical, troubleshooting, and problem-solving abilities
  • Exemplifies LinQuest values.
  • Looks to provide /develop solutions to problems
  • Actively participates in meetings
  • US citizenship and the ability to obtain a security clearance

  Benefits:

  LinQuest offers comprehensive and competitive benefit offerings to our team members to include medical, dental, vision, retirement, paid time off, tuition reimbursement, company paid life insurance, and more! For additional information please visit: https://www.linquest.com/careers/our-benefits

  Why LinQuest?

  LinQuest Corporation has a stellar 40-year track record of providing end-to-end system-of-systems (SoS) architecture definition, engineering design, integration and test, and operations expertise to enable full lifecycle development and deployment of pre-eminent Space, Air, Land, Sea, Ground, and Cyberspace game-changing capabilities across US DOD and IC Customers’ portfolios. Unique combination of in-depth domain knowledge, lessons learned-honed best practices, and mission-specific applications of principles, tools, and techniques of Digital Engineering (DE), DE Ecosystem (DEE), and Model-Based Systems Engineering (MBSE) set LinQuest apart from the competition to consistently deliver stellar high-value results for our customers. LinQuest’s corporate vision and values place the employee at the center of utmost customer satisfaction, strategic business growth, and tactical execution excellence. Our employees’ creative and inspirational drive, sense of fulfillment of personal and professional growth, and tightknit camaraderie within and across lines of business are essential in gaining and maintaining exceptional LinQuest corporate-wide results of new business awards and renewed contracts.

  Qualifications

  Education

  Required

  Bachelors

  Licenses & Certifications

  Required

  Ability to Obtain

  Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

  The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

• About the company

  Excellence from Concept to Capability. ?️ #YourSpaceToGrow

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