Director Human Resources 1

RELOCATION ASSISTANCE: Relocation assistance may be available
CLEARANCE REQUIRED FOR START: No
CLEARANCE TYPE: None
TRAVEL: Yes, 25% of the Time

Description

At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work — and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history.

Northrop Grumman Space Systems is seeking a Director of Human Resources (HR) to lead as the HR Director for the Central Region Engineering organization.

This key leadership role reports to the Space Systems Senior HR Director for Engineering, and the preferred location ison-site in Aurora, CO or Chandler, AZ. The selected candidate will be the primary strategic partner for the Central Region Engineering organization (approximately 4,000 engineers) within Northrop Grumman’s Space Systems sector, and will lead a team of HR Business Partners responsible for development and implementation of HR strategy, leading human capital programs and core processes across the region (including, but not limited to, talent assessment and development, performance management, employee relations, total rewards, succession planning and talent pipeline development, organization effectiveness and leadership development).

We are seeking a proven human resources leader to provide thought leadership and demonstrated ability to coach and influence at the executive level.  An ideal candidate will be expected to develop and deploy a human capital & technical development strategy across the organization.  

The candidate must have strong relationship building skills and a proven track record of building collaborative partnerships to influence direction and drive change across complex organizations. 

The ideal candidate will be capable of supporting a large and complex aerospace & defense company in an ever-changing landscape and be able to lead others in a matrixed environment.

Key Leadership Behaviors:

• Sets a Vision: Strategic thinker. Innovative; regularly advocates and drives meaningful changes & improvements. Creates clarity for team on talent priorities and near and long-term milestones including ensuring the team sees the alignment of their work to the priorities.

• Builds a High Performing Team: Strong people leader, manager, collaborator and business partner. Respectful, inclusive, listens to others and enables team success. Models unwavering ethics and values and is a trusted partner to leadership, peers and employees.

• Acts with Speed: Decisive and action oriented. Able to respond with thoughtful urgency but also balance priorities to guide team. Leverages HR processes and tools to accelerate business results.

• Leads with Courage & Resilience: Self-aware, transparent & authentic. Willing to be bold, speak up and take calculated risk. Creates a learning culture that makes it safe to fail fast as we innovate and try new ways of working.

• Takes Ownership: Acts with an “owner” mindset in how they lead the team and make decisions. Holds themselves and their team accountable to deliver results. Looks at measures and outcomes vs completion of activities. Has strong business acumen and uses qualitative and quantitative data to inform recommendations and decisions.

Key responsibilities for this role include, but are not limited to:

• Implementing HR strategy and initiatives for the region and broader sector in alignment with our business priorities

• Lead a team of HR professionals by providing guidance, flow-down, coaching and support to optimize their performance and potential to provide best-in-class HR partnership and thought leadership.

• Partnering with Engineering leadership to develop talent management, succession planning, and talent review strategy/cadence to bolster leadership talent capability and strengthen the talent pipeline.

• Partnering with Engineering leadership to identify talent retention strategies to drive best in class employee experience (leveraging total rewards, company mission and values, best in class culture, career development and employee flexibility).

• Effectively communicate and partner with internal and external stakeholders to influence and guide our engineering and technical talent teams.

• Understand critical skills & supply/demand needs across the technical population to identify trends and inform talent deployment/development actions.

• Leverage data insights and trends to inform decisions, identify business challenges and proactively partner with and influence leadership to strategize business solutions.

Basic Qualifications:

• Bachelor's degree with at least 10 years of HR or related experience – OR – a Master's degree with at least 8 years of HR or related experience.

• Experience managing and leading teams; strong people leader and manager with a focus on inspiring and enabling an inclusive, development-focused, and high-performance culture.

• Strong communicator, collaborator and relationship-builder; experience with influencing, coaching, and consulting with multiple senior executives concurrently.

• Experienced at leveraging HR processes, tools and data & analytics to accelerate business results and enhance business and employee growth and the employee experience.

• Demonstrated change management experience, problem solving skills, and the ability to be flexible and adaptable.

• Executive-level verbal and written communication skills.

• Must have the ability to obtain and maintain a U.S. Government DoD Top-Secret security clearance.  US Citizenship is a prerequisite.

Preferred Qualifications:

• Current U.S. Government DoD Top Secret security clearance.
• Previous experience in Aerospace & Defense and/or government contracting.

• Experience leading a team as an HR manager or higher responsible for multiple HR disciplines.

• Proficiency with HRIS platforms and emerging technology trends.

• Experience working in a matrix environment.
• Ability to travel as needed (approx. 25%).

Primary Level Salary Range: $160,200.00 - $278,200.00
The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions.
Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.
The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates.
Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit http://www.northropgrumman.com/EEO. U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.