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Reporting to the HR Manager, the HR Business Partner serves as a strategic partner to a group of major business segments, leading strategic engagements with senior level executives (generally VPs and Directors.) The position serves as a trusted advisor and HR leader to senior management on all human capital related issues and is responsible for driving the assigned business's talent strategy to ensure customer objectives are met and are in alignment with our corporate Good Growth Strategy.
Partners with senior leaders (primarily VPs and Directors) to execute a human capital strategy that will achieve the customer's business outcomes and are in alignment with our talent experience vision and our Good Growth Strategy.
Serves as a trusted advisor to business leadership; initiates and manages strategic engagements with these leaders, and partners closely with them to ensure our desired culture is achieved - driving innovation, diversity and inclusion.
Partners closely with HR centers of excellence (i.e. Compensation, Talent Acquisition, Employee Relations, Leadership & Management Development.) Develops and maintains a thorough customer engagement strategy to ensure understanding of key customer needs and engages with HR centers of excellence to deliver against these needs.
Drives organizational effectiveness through workforce strategy, development of leadership capability, performance and talent management, and rewards and recognition.
Strategically partners with senior leaders to design organizational structure, maximize employee engagement and retention, and align human capital with business strategy and new growth opportunities.
Develops a thorough understanding of the customer's mission, organization, leadership and operating environment, and leads the formulation and management of the talent strategy to deliver on customer outcomes.
Drives the talent assessment, succession planning and leadership development efforts for assigned business segments/portfolio(s). Executes corporate talent programs.
Coaches and trains managers in employee relations, ensuring proper consideration of policies, practices and employment law in decisions and processes; provides conflict resolution.
Talent Acquisition & Onboarding:
Partners with business leaders to develop strategic staffing plans in conjunction with business' overall strategic workforce plan.
Translates knowledge of the business and strategic objectives (both current and future state) into a workforce strategy that positions the right people, with the right capabilities, in the right place, at the right cost.
Uses education and assimilation of culture, business, and organization to transition talent into new roles during the onboarding phase.
Performance Management & Coaching:
Coaches leaders to set clear expectations through effective goal setting and honest and constructive feedback.
Through performance management and recognition, optimizes the employee contributions and creates a common understanding between employee and manager about what the employee's contributions are to the organization.
Talent Management & Development:
Identifies talent needs, risks and gaps; creates a plan to build, buy and/or develop talent using management tools and resources (e.g. training, development, coaching.)
Leverages talent review/leadership continuity processes and tools to identify, align and develop capabilities to achieve business results.
Identifies critical roles within the organization, successors to incumbents in these roles and creates action plans to improve their readiness.
Employee Engagement & Retention:
Compensation & Recognition:
Leverages competitive compensation policies and practices, along with market data, internal equity and other factors to ensure competitive pay for the work individuals perform.
Coaches leaders to make decisions that have broad impact related to labor costs, employee retention, engagement and incentivizing the right performance/behaviors.
Identifies and resolves employee and manager situations that often involve multiple sensitive and/or legal issues.
Leverages Employee Relations COE to manage potential employee relations implications and minimize risks arising from business decisions.
8-10 years of HR generalist experience, with demonstrated success driving results through the translation of business priorities into actionable human capital strategies and initiatives
Demonstrated success coaching and developing executives and leaders to achieve business outcomes
Proven communication and influencing skills at all levels of the organization
Talent management - from acquisition and onboarding, to engagement and development, rewards/recognition and retention
Talent assessment and succession planning
Performance management and leadership coaching
Employee relations - to handle issues with objectivity, timeliness and ultimate goal of de-escalation and risk mitigation
Change management and organizational development
Compensation, rewards and recognition management
Ability to influence leaders, with objectivity, to take appropriate action in managing their organizations
Ability to form and maintain strong relationships with our leaders
Strong business acumen to develop a deeper understanding of business unit's strategy and apply business fundamentals to assigned organization's talent challenges.
Organizational acumen to build a thorough understanding of business' overall strategy and operations in order to more effectively balance organizational and business unit needs.
Ability to translate business objectives into human capital strategy
Project management and ability to juggle competing priorities
Identification and diagnosis of people-related business challenges through business analytics
Demonstrates courage and consistency to share hard observations and push managers "to do the right thing"
Carries out all responsibilities with unquestioned high levels of integrity and ethics
Proactively demonstrates courage in developing trusted advisor relationships
Demonstrates thought leadership in one or more HR disciplines and influences customer thinking as a trusted advisor
Fosters a depth and breadth of positive relationships across HR and the businesses supported, balancing the needs of the portfolio with those of MITRE as a whole
Models behaviors expected from others and conveys MITRE and its culture and values daily - speed, risk-taking, adaptability, collaboration, grace and respect
Promotes a culture of diversity and inclusion, as well as development and learning
Inspires trust and encourages collaboration and appropriate risk-taking
Engages with other HR leaders to strengthen the impact to the customer through shared resources, subject matter expertise and partnerships
MITRE's workplace reflects our values. We offer competitive benefits, exceptional professional development opportunities, and a culture of innovation that embraces diversity, inclusion, flexibility, collaboration, and career growth. If this sounds like the choice you want to make, then choose MITRE-and make a difference with us. For more information please visit https://www.mitre.org/careers/working-at-mitre. U.S Citizenship is required for most positions.
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