Leidos
Senior Human Resources Business Manager (Sr. HRBM)
Leidos is seeking an experienced Senior Human Resources Business Manager (Sr. HRBM) to join our best-in-class HR organization. Located in Huntsville, AL, this role will serve as a strategic partner supporting senior leadership within the growing Kinetic Effects Business Area of Leidos Defense.
This is a high-impact role within a dynamic and evolving business environment, offering the opportunity to shape, influence, and execute people and organizational strategies that drive performance, support growth, and strengthen leadership effectiveness. Key responsibilities include partnering closely with program leadership to develop and implement HR initiatives aligned to near‑term business priorities; providing proactive workforce and strategic staffing support; leading ongoing organizational assessments; and identifying strategies to enhance engagement, retention, morale, and change readiness.
The Sr. HRBM will work cross‑functionally to design solutions, influence decision‑making, and support execution through effective partnership with business leaders and functional stakeholders. They will also be required to build strong, collaborative relationships applying sound business judgment to understand current and emerging needs across programs and initiatives.
The Sr. HRBM will leverage matrixed HR Centers of Expertise and the HR Shared Services organization to deliver integrated, high‑quality HR solutions. Areas of focus will include culture and engagement, performance management, talent development, employee relations, organizational change management, total rewards alignment, workforce strategy, strategic talent acquisition, leadership development, and organizational development.
Primary Responsibilities
Partner with senior business and program leaders to understand operational priorities and translate them into people strategies that enable mission execution, growth, and program delivery.
Manage one HR business partner to support day‑to‑day operations and project implementation.
Lead strategic workforce planning to ensure the organization attracts, develops, retains, and deploys the right talent aligned to current and future program needs.
Serve as a trusted advisor on organizational design, leadership effectiveness, culture, and overall organizational health.
Design, implement, and continuously refine HR initiatives that support business objectives and strengthen organizational capability.
Provide guidance to leadership on key HR priorities, including workforce management, succession planning, change management, and retention strategies.
Champion the performance management process to ensure alignment with business goals, accountability, and meaningful employee development.
Provide expert support and coaching on employee and workplace relations matters, ensuring fair outcomes and compliance with policies and employment regulations.
Use HR data, analytics, and metrics to assess trends and evaluate the effectiveness of HR programs and interventions.
Ensure HR policies, procedures, and practices are effectively executed and consistently applied across programs and teams.
Basic Qualifications
Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience), and 8+ years of relevant HR experience.
Broad HR subject matter expertise, including experience serving as an HR Business Partner supporting senior and/or executive leadership in a mid‑to‑large‑sized organization for at least 2 years.
Proven experience coaching, influencing, and partnering with leaders at all levels, with demonstrated success leading organizational and cultural change.
Proven experience leading and executing change management initiatives, including organizational design, workforce transitions, and culture transformation.
Experience developing and implementing HR strategies and solutions aligned to business priorities and enterprise HR direction.
Strategic, proactive problem‑solver with the ability to think big picture while designing practical, agile, and results‑focused solutions.
Strong business acumen with the ability to diagnose organizational needs and support data‑informed decision‑making to drive change.
Strong project management and organizational skills, with excellent follow‑through and attention to detail.
Demonstrated ability to build trusted relationships, consult effectively, and influence outcomes with senior leaders.
Ability to manage multiple priorities and projects in a fast‑paced, dynamic environment.
Solid experience resolving complex employee relations matters with sound judgment and risk awareness.
Ability to obtain a Top Secret clearance.
Preferred Qualifications
Experience working in a government contracting environment.
Experience supporting proposals, winning new business, and implementing new programs.
Professional HR certification (e.g., SHRM‑SCP, SPHR).
Pay Range Pay Range $116,350.00 – $210,325.00 (general guideline only, not guaranteed).
Equal Employment Opportunity All qualified applicants will receive consideration for employment without regard to sex, race, ethnicity, age, national origin, citizenship, religion, physical or mental disability, medical condition, genetic information, pregnancy, family structure, marital status, ancestry, domestic partner status, sexual orientation, gender identity or expression, veteran or military status, or any other basis prohibited by law.
Leidos will also consider for employment qualified applicants with criminal histories consistent with relevant laws.
#J-18808-Ljbffr
This is a high-impact role within a dynamic and evolving business environment, offering the opportunity to shape, influence, and execute people and organizational strategies that drive performance, support growth, and strengthen leadership effectiveness. Key responsibilities include partnering closely with program leadership to develop and implement HR initiatives aligned to near‑term business priorities; providing proactive workforce and strategic staffing support; leading ongoing organizational assessments; and identifying strategies to enhance engagement, retention, morale, and change readiness.
The Sr. HRBM will work cross‑functionally to design solutions, influence decision‑making, and support execution through effective partnership with business leaders and functional stakeholders. They will also be required to build strong, collaborative relationships applying sound business judgment to understand current and emerging needs across programs and initiatives.
The Sr. HRBM will leverage matrixed HR Centers of Expertise and the HR Shared Services organization to deliver integrated, high‑quality HR solutions. Areas of focus will include culture and engagement, performance management, talent development, employee relations, organizational change management, total rewards alignment, workforce strategy, strategic talent acquisition, leadership development, and organizational development.
Primary Responsibilities
Partner with senior business and program leaders to understand operational priorities and translate them into people strategies that enable mission execution, growth, and program delivery.
Manage one HR business partner to support day‑to‑day operations and project implementation.
Lead strategic workforce planning to ensure the organization attracts, develops, retains, and deploys the right talent aligned to current and future program needs.
Serve as a trusted advisor on organizational design, leadership effectiveness, culture, and overall organizational health.
Design, implement, and continuously refine HR initiatives that support business objectives and strengthen organizational capability.
Provide guidance to leadership on key HR priorities, including workforce management, succession planning, change management, and retention strategies.
Champion the performance management process to ensure alignment with business goals, accountability, and meaningful employee development.
Provide expert support and coaching on employee and workplace relations matters, ensuring fair outcomes and compliance with policies and employment regulations.
Use HR data, analytics, and metrics to assess trends and evaluate the effectiveness of HR programs and interventions.
Ensure HR policies, procedures, and practices are effectively executed and consistently applied across programs and teams.
Basic Qualifications
Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience), and 8+ years of relevant HR experience.
Broad HR subject matter expertise, including experience serving as an HR Business Partner supporting senior and/or executive leadership in a mid‑to‑large‑sized organization for at least 2 years.
Proven experience coaching, influencing, and partnering with leaders at all levels, with demonstrated success leading organizational and cultural change.
Proven experience leading and executing change management initiatives, including organizational design, workforce transitions, and culture transformation.
Experience developing and implementing HR strategies and solutions aligned to business priorities and enterprise HR direction.
Strategic, proactive problem‑solver with the ability to think big picture while designing practical, agile, and results‑focused solutions.
Strong business acumen with the ability to diagnose organizational needs and support data‑informed decision‑making to drive change.
Strong project management and organizational skills, with excellent follow‑through and attention to detail.
Demonstrated ability to build trusted relationships, consult effectively, and influence outcomes with senior leaders.
Ability to manage multiple priorities and projects in a fast‑paced, dynamic environment.
Solid experience resolving complex employee relations matters with sound judgment and risk awareness.
Ability to obtain a Top Secret clearance.
Preferred Qualifications
Experience working in a government contracting environment.
Experience supporting proposals, winning new business, and implementing new programs.
Professional HR certification (e.g., SHRM‑SCP, SPHR).
Pay Range Pay Range $116,350.00 – $210,325.00 (general guideline only, not guaranteed).
Equal Employment Opportunity All qualified applicants will receive consideration for employment without regard to sex, race, ethnicity, age, national origin, citizenship, religion, physical or mental disability, medical condition, genetic information, pregnancy, family structure, marital status, ancestry, domestic partner status, sexual orientation, gender identity or expression, veteran or military status, or any other basis prohibited by law.
Leidos will also consider for employment qualified applicants with criminal histories consistent with relevant laws.
#J-18808-Ljbffr