Senior Manager, HR Business Partner

Employment Type: Full-time
Role Type: Hands-on Individual Contributor — no direct people-management responsibility. This is a partly operational role that blends strategic advising with direct execution of people processes and day-to-day partnership.
Work Arrangement: Office-based role, expected to work from the Reston office five days a week, with flexibility by mutual agreement. This role also requires reasonable flexibility in working hours to support global stakeholder coverage.
Reports To: This role reports to the Vice President of HR AMER and partners closely with business-unit leaders, functional heads, people managers, and HR Operations, and HR COEs.

Key Responsibilities

• Partner with business leaders to understand priorities, operating constraints, financial context and capability requirements, then translate those priorities into measurable workforce, talent, organization and culture interventions.
• Lead strategic workforce and skills-based planning by assessing headcount, critical skills, critical roles, spans and layers, performance, compensation and attrition trends; convert plans into hiring, resourcing, build-buy-borrow and productivity actions in partnership with Talent Acquisition and Finance.
• Facilitate talent reviews, succession planning, readiness calibration and critical-role continuity discussions; drive successor coverage, internal mobility and single-point-of-failure mitigation.
• Advice on organization design, role clarity, job architecture, operating-model changes and change-adoption plans.
• Coach leaders on performance management, leadership effectiveness, feedback, capability building and difficult conversations; strengthen inclusive, equitable and skills-based talent practices that build belonging, psychological safety and organizational culture.
• Diagnose retention risks using predictive insights and partner with Total Rewards, Finance and leaders on compensation, promotion and retention recommendations.
• Maintain a real-time view of employee sentiment, engagement, onboarding, career concerns and organizational climate; close the loop with actionable insights.
• Lead and govern annual and mid-year people processes including goals, performance, promotions, compensation, calibration and succession.
• Advise leaders on complex employee relations, conduct, policy interpretation, performance risk and workplace concerns in partnership with Employee Relations, Legal and HR Operations.
• Orchestrate HR Centers of Excellence and HR Operations to deliver integrated, consistent and scalable people solutions across the employee lifecycle.
• Leverage people analytics, predictive modeling and AI-enabled tools to surface workforce risks and opportunities; prepare executive-ready people insights, decision papers, case summaries, communication plans and action trackers.
• Help drive AI adoption, focusing on simplification with strong positive impact for the business.