Sr Human Resources Business Partner Manager

Are you a forward thinking, influential HR leader ready to shape the people strategy for a complex, fast moving organization? As a Senior Human Resources Business Partner (Sr. HRBP) Manager, you will serve as a trusted advisor to executive leadership while guiding a team of HR Business Partners in delivering high impact, strategic HR solutions. In this role, you will translate business goals into comprehensive people strategies, applying deep HR expertise, strong business acumen, and data driven insights to drive organizational performance and long term workforce effectiveness.

You will lead sophisticated talent and organizational development initiatives, oversee complex employee relations and workforce planning, and champion large scale change efforts that strengthen culture and employee engagement. As a key influencer across the enterprise, you will build strong relationships with senior leaders, coach and develop HRBPs, and ensure the delivery of thoughtful, scalable HR practices grounded in sound judgment, integrity, and a commitment to operational excellence.

This role is ideal for a dynamic HR leader who thrives in ambiguous, rapidly evolving environments and who brings a balanced blend of strategic thinking, analytical decision making, execution, communication excellence, and cultural stewardship to elevate both people and business outcomes.

As SNC's corporate team, we provide the company and its business areas with strategic direction and business support spanning executive management, finance and accounting, operations, human resources, legal, IT, information security, facilities, marketing, and communications.

Responsibilities:

• · Strategic Leadership & Business Acumen
• Serve as a strategic advisor to senior leaders translating business strategy and operational priorities into integrated people and organizational strategies. Anticipate business and workplace challenges, challenge assumptions and influence leadership decisions improve organizational performance and execution.

• · Workforce Planning
• Lead workforce planning in partnership with business leaders, translating business strategy, operational demand and financial plans into short and long-term workforce requirements including headcount, critical skills, capabilities and talent needs. Leverage workforce analytics to identify gaps and risks and drive integrated actions across hiring, development, retention, succession, redeployment and organizational design.

• · Talent & Organizational Development
• Partner with leaders to assess organizational and talent capabilities, identify critical gaps, and drive succession, leadership development, career development and talent strategies aligned with future needs.

• · Change Leadership
• Guide leaders and teams through complex organizational change, building readiness, driving adoption, and fostering an adaptable, high‑performance culture by ensuring clear stakeholder alignment, effective communication, leadership readiness and successful adoption. Anticipate organizational impacts and resistance, proactively developing change and mitigation strategies that accelerate execution and sustain business performance.

• · Analytical Decision‑Making
• Leverage workforce, talent, organizational and business data to identify trends, diagnose root causes, evaluate risk, and provide actionable insights that improve business and people decision. Develop data driven recommendations and scenarios that enable leaders to evaluate trade-offs, prioritize actions, and measure organizational effectiveness.

• · Employee Relations & Judgement
• Provide strategic oversight and senior level guidance on complex and high-risk employee relations matters, in partnership with the Employee Relations and legal teams. Analyze employee relations trends and root causes to identify systemic organizational or leadership issue to drive proactive solutions that strengthen leadership effectiveness, accountability, culture and workforce risk management.

• · Relationship Building & Influence
• Cultivate trusted partnerships with senior leaders, cross functional stakeholders, using business insight, sound judgement, and constructive challenge to influence decisions without relying on positional authority. Navigating coaching them on people strategies and influencing outcomes without relying on authority.

• · HRBP Team Leadership
• Lead, develop, and mentor a team of HR Business Partners to ensure high‑quality service delivery and consistent application of HR practices.

• · Cultural Stewardship
• Reinforce organizational values, champion employee engagement, and help shape a healthy, inclusive, and performance‑driven culture.

• · Operational & Project Excellence
• Oversee and deliver complex HR projects and programs with strong execution discipline, ensuring alignment with enterprise priorities.

• · Technology & Process Optimization
• Leverage HR systems, tools, and analytics to enhance efficiency, scalability, and decision‑making across HR processes and business units.

Qualifications You Must Have:

· Bachelor’s degree in Human Resources, Business Administration, or a related field.

• •In lieu of a degree, a minimum of 15 years of related experience is required.
• •A higher‑level relevant degree may substitute for experience.

· 11+ years of HR experience, including at least 4 years in a leadership role managing HR teams or leading complex HR initiatives.

· Demonstrated ability to operate with a high degree of autonomy, navigating ambiguity and driving continuous improvement in a rapidly changing environment.

· Exceptional communication, interpersonal, and critical‑thinking skills, with proven ability to engage and influence senior leadership and external stakeholders.

· Expert ability to lead and drive results within a complex, dynamic environment, fostering collaboration and achieving strategic objectives.

· Advanced leadership capabilities, including:

• •Driving large‑scale change management initiatives
• •Providing executive coaching
• •Solving complex organizational and employee issues
• •Mediating high‑stakes conflict

· Extensive and strategic experience in Employee Relations, Talent Management, and Workforce Planning, with emphasis on long‑term organizational growth, succession planning, and leadership effectiveness.

· Superior analytical and business insight capabilities, including experience with data analysis, predictive modeling, and strategic decision‑making based on data‑driven insights.

· Ability to maintain confidentiality and demonstrate sound judgment, integrity, and professionalism in sensitive or high‑impact situations.

· Ability to work in a fast‑paced environment subject to constant change, including operating in office or hybrid settings and traveling up to 20% as needed.

· Ability to work on a computer for extended periods and perform essential physical functions (e.g., lifting up to 20 lbs).

Qualifications We Prefer:

· HR certification such as PHR, SPHR, SHRM‑CP, or SHRM‑SCP.

· Experience in the Aerospace and Defense industry, or familiarity with DoD, government contracting, or other highly regulated environments.

· Master’s degree in Human Resources, Business Administration, Organizational Development, or related field.

· High proficiency with Workday or comparable HRIS platforms, including comfort with HR technology, reporting tools, and people analytics.

· Experience working in matrixed, fast‑changing, or growth‑focused environments that require agile decision‑making and strong partnership skills.

· Familiarity with organizational effectiveness tools (e.g., competency models, assessments, workforce analytics) to support talent and organizational development initiatives.

· Strong program and project management capabilities, with experience leading complex, cross‑functional HR initiatives.

Essential Functions:

• •Ability to work in an office or hybrid environment.
• •Ability to travel as required (up to 20%).
• •Must be able to work on a computer for extended periods.