Job Information
Linquest Corporation Human Resources Business Partner II in Herndon, Virginia
Description
LinQuest is seeking a Human Resources Business Partner II to work in conjunction with the HR leadership to ensure alignment between the business units and HR practices. The Human Resources Business Partner will serve as a leader in providing partnership with a business unit or department and the Line of Business Leader (LOB)s/Department Heads in order to manage functions and task in the business unit.
Responsibilities:
Partner with assigned business unit/department leaders through workforce planning, talent management, performance management, team member relations, and implementation of business solutions, utilizing HR expertise and perspective for the assigned business units.
Create, maintain update and implement 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.
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 in conjunction with the Director of Compensation.
Assist managers with Space to Grow and creating action plans for career pathing for team members.
Partner with the team to conduct cyclical HR processes such as the merit process, performance reviews, and open enrollment.
Plan, prepare, implement, release and track compliance training. Prepare weekly reports on status of compliance training
Provide information for audit requests
Conduct the interactive process and guidelines for ADA accommodations and add to tracker
Conduct, in compliance with legal and HR leaders investigations thoroughly and ensure all are on the ER tracker
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
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.
Assist with maintaining the HR Operations Playbook, establishing new processes and workflows to support the smooth flow of human resources operations and communications
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.)
Partner with HR team to plan and implement the Day of Service
Plan, communicate, and implement the annual merit, goal and performance review process – and the mid-year progress reviews
Complete quality checks for all new hires, internal transfers, intercompany transfers and terms
Complete all UKG to do’s
Partner with payroll on any team member pay issues
Complete 2 week and 90 day check-ins with new hires and track concerns and positive comments so we can review trends and create action items
Complete exit interviews with all team members leaving and provide information for data tracking
Manage and run the full time remote work program
Ensure integrity is maintained throughout the HR lifecycle
Required Knowledge, Skills, and Experience
BA/BS in human resources, psychology, or a related field
5+ years of work experience and/or previous HR experience
Proven experience as an HR Business Partner
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
Physical and Mental Requirements
Able to clearly communicate, express, and understand complex information
Abel to understand and implement the strategic direction initiatives of the team and company
Able to understand that as an HR Operations team member, you will not be read in on all details of leadership decisions, reorganizations and requests unless you have an operational need to know
Able to maintain neutrality and integrity – as an HR operations team member you must remain neutral in all aspects including salaries, movement and directions and never compare oneself to others
Able to keep information confidential and handle sensitive issues with empathy and strong judgment
Able to travel to different locations and be in the office as needed
Able to analyze and research complex to semi-complex technological issues with UKG
Able to work with minimal supervision and directions
Must be able to remain in a stationary (sitting, standing…) position at least 50% of the time
Able to occasionally move / traverse about inside the office to access documents and use office machinery
Exercise independent judgment with strong attention to detail
Analyze, understand and communicate complicated issues to Managers and Employees to ensure understanding
Develop solutions based on best practices and customer feedback
Solicit input from managers and exercise independent judgment in providing recommendations to the business
Effectively facilitate discussions with and deliver communications to large groups of people
Communicate telephonically and via email and other electronic means
Ability to effectively navigate HRIS and Microsoft Office Suite
Ability to handle multiple concurrent tasks and changing priorities
Why LinQuest?
20 years of excellence from concept to capability.
LinQuest is a national security space leader that enables defense and intelligence missions through advanced digital solutions and the development, integration, and operation of mission control systems. As a recognized thought leader in Digital Engineering and Digital Transformation, LinQuest delivers the technical capability, innovation, agility, and operational expertise to accelerate our Nation’s competitive advantage in space. From concept to capability, LinQuest architects integrate end-to-end solutions, enabling Digital Dominance for a Digital Space Force.
Benefits: LinQuest offers comprehensive and competitive benefit offerings to our team members to include medical, dental, vision, retirement, paid time off, company paid life insurance, and more! For additional information please visit: https://www.linquest.com/careers/our-benefits
Qualifications
Education
Required
- Bachelors or better
Preferred
Bachelors or better in Psychology
Bachelors or better in Human Resource Administration
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)