HR Business Partner

HR Business Partner

LOCATION: Huntsville, AL / Shalimar, FL / Melbourne, FL / Burlington, MA / Dayton, OH / Washington, D.C.

JOB STATUS: Full-time

CLEARANCE: N/A

CERTIFICATION: SHRM-CP or PHR preferred

TRAVEL: As Needed

Astrion has an exciting opportunity for a Human Resources Business Partner. The successful candidate will be located near one of our key sites and work in a hybrid, in-office schedule at one of the following locations: Huntsville, AL; Shalimar, FL; Kennedy Space Center, FL; Burlington, MA; Dayton, OH; or the Washington, DC Metro area. Remote candidates may be considered. The HR Business Partner (HRBP) serves as the strategic thought partner and expert HR advisor to program managers and business leaders, driving alignment between people strategy and business performance.

This role requires credibility with senior leaders, deep expertise in employee relations and compliance, strong analytical skills, and the ability to execute critical operational tasks while coaching and enabling managers. Successful candidates must thrive in the fast-paced, highly competitive government contracting industry.

As an HRBP, you will work alongside senior leadership and HR Centers of Excellence (Talent Acquisition, Compensation, Benefits, Employee Relations, and more) to align people strategies with business priorities. You'll have the opportunity to coach leaders and manage complex employee relations matters, playing a critical role in workforce planning, risk mitigation and ensuring consistent application of enterprise HR practices while advancing a culture of accountability, agility, and innovation.

Key Responsibilities

• Completed Staff Work: HRBPs are expected to exercise independent judgment and deliver completed staff work-fully developed solutions and recommendations ready for leader review and sign-off.You will participate in leadership meetings as a trusted HR advisor, and own outcomes within your assigned business portfolio, demonstrating accountability for both decision making and tactical execution.
• Business Understanding: Establish credibility with divisional leaders by understanding contracts, customers, deliverables, revenue drivers, and workforce cost factors. Build and expand relationships with divisional leadership teams, and create close partnerships across HR, centers of excellence (COE's), finance, and P&L organizations.
• Leader Partnership: Identify trends, risks, and opportunities within the organization and develop solutions in partnership with division and matrixed leaders, COE partners and HR Director, providing independent, fully developed recommendations that align with overall corporate and team strategy. Anticipate the business' HR needs tied to contract performance and organizational goals, and present actionable recommendations that enable leaders to make sound, timely decisions.
• Employee Relations (ER) Case Management: Manage and resolve complex employee relations issues and conduct effective, thorough, and objective investigations in compliance with industry best practice as well as state and federal laws. Track employee relations issues and make recommendations on training and development needed. When necessary, deliver complete and concise documentation to support legal consultation.
• Workforce Planning: Ensure job structures, salary ranges, and labor categories comply with contract requirements, partnering with Talent Acquisition and leaders to ensure staffing plans align with business and contract deliverables. Develop and propose redeployment or retention solutions during transitions, present completed plans for leader approval, and manage contingent workforce needs and transitions proactively.
• Data Fluency, Integrity and Compliance: Monitor and execute staffing changes, providing expert transactional quality control. Pull, analyze, and interpret workforce data to identify trends, risks, and opportunities. Apply FLSA, SCA, WARN, and state laws consistently and proactively flag risks to leadership. Prepare completed compliance documentation for audits and inquiries. Ensure timekeeping, PTO/FTO, and termination processes meet legal and contract standards.
• HR Systems Proficiency & Process Ownership: Navigate HRIS and performance management systems to ensure accurate, timely transactions. Coach managers on HR self-service tools and handle escalations with HR Ops when needed. Provide leaders with completed reports and insights (headcount, attrition, staffing).
• Communication & Change Enablement: Translate organizational priorities into clear, actionable messaging tailored to the audience. Deliver difficult or sensitive messages constructively and with empathy. Implement communication plans for organizational changes, reinforcing HR priorities through consistent follow-up and leader coaching.

Required Qualifications/Skills

• Education: Bachelor's degree in Human Resources, Business, or related field; advanced degree preferred
• Experience: 3 - 7 years of progressive HR experience (an equivalent combination of education and experience may be considered). Additionally, 3+ years in Employee Relations (ER) case management, including coaching leaders, conducting investigations, and making disciplinary recommendations.
• Strategic Partnership: Demonstrated ability to partner with senior leaders, build credibility, and translate business objectives into GovCon people strategies. Proven ability to lead and execute cross-functional HR initiatives and projects independently, including planning, scheduling, and follow-through.
• Technical Knowledge: Expertise in applying HR principles, policies, and practices to solve complex business challenges. Proficiency in HR analytics and ability to generate data-driven insights (turnover, time-to-fill, retention, workforce cost drivers). Expertise in HRIS systems such as UltiPro (UKG), Deltek Costpoint, and iCIMS Applicant Tracking System.
• Communication Skills: Strong verbal and written communication skills, with proven ability to influence leaders at all levels. Proficiency in Microsoft Office (Word, Excel, PowerPoint) and HRIS reporting tools.

Preferred Qualifications/Skills

• Certification: SHRM-CP or PHR preferred
• Change Management: Experience in leadership consulting, coaching, and adult learning principles. Demonstrated ability to proactively assess organizational challenges and craft solutions. Advanced problem-solving and flexibility in adjusting direction as priorities shift.
• Proposal Support: Experience preparing HR inputs for government proposals, workforce planning and labor category alignment.
• GovCon HR Compliance: Experience supporting HR in a government contracting environment, including knowledge of Service Contract Labor Standards (SCLS), FLSA, and EEO/OFFCP compliance.

What We Offer

• Competitive salaries
• Continuing education assistance
• Professional development allotment
• Multiple healthcare benefits packages
• 401K with employer matching
• Competitive time off policy along with a federally recognized holiday schedule

Who We Are

At Astrion, we innovate, elevate, and shape the world of tomorrow. At our core is our purpose to "Be the Difference". This means we encourage our employees to take action and be the driving force for positive change. We foster an environment where innovative solutions flourish, and our company continuously evolves.

We have a culture of care, empathy, and making a tangible difference within our organization and communities. We embrace continuous learning, growth, and innovation, and pushing the boundaries of what's possible. We promote collaboration and empowering our teams is at the core of our success.

Be the Difference

Astrion offers comprehensive services that boost preparedness, optimize performance, and ensure success across various domains, from Cyber to Digital, Mission and Systems, servicing our nation's Civilian, Defense and Space communities. We support customers with Centers of Excellence in Washington DC, and Huntsville, AL with an additional 36 locations across the U.S.

Join Astrion and Be the Difference in your career and the world!

Astrion is an Equal Employment Opportunity Employer. We provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, or any other characteristic protected by federal, state, or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.