Human Resources Business Partner

Summary:  

Under general supervision from the Human Resources Manager, provides on-site human resources and employee relations support for the deployed employees and Program Management team for Amentum’s Antarctic Support Contract (ASC). Provides proactive direction and guidance to managers/employees on performance management (coaching, career development, counseling, and/or disciplinary actions), communications and training, employee relations issues, and the interpretation of employment laws and company policies and procedures. Conducts employee relations investigations, provides general and targeted training to staff, and maintains records and data reporting in support of effective business operations. The incumbent is expected maintain strict confidentiality and will frequently work with Program Management, Corporate HR, and Corporate Legal, to resolve issues in a fair and consistent manner.  

Position Responsibilities: 

•  Provides human resources support to all Amentum ASC employees, both OCONUS and CONUS. 
• Conducts employee relations investigations, provides general and targeted training to staff, and maintains records and data reporting in support of effective business operations.  
• Facilitates employee disciplinary process in conjunction with managers as needed in accordance with company policies. 
• Identify process improvement opportunities within and outside of functional area and coordinate with relevant stakeholders for implementation. 
• May be required to partner with HR from other subcontractors to act as an on-ice liaison, especially during winter deployments as there is often only one HR contact on station at that time. 
• Remains current on employment laws and relevant matters affecting HR process. 
• Provides guidance to supervisors and management on employee performance and conduct and works with Senior Manager/Area Manager to research and resolve personnel issues. 
• Responsible for managing entire contract employee performance evaluation cycle on station and ensuring they are completed fairly and in a timely manner prior to staff redeployment.  
• Works with ASC and corporate HR to research and answers employee questions regarding benefits, workers compensation, etc.,  
• Provides & coordinates supervisory training, to include the employee evaluation process, documentation, and policies, to all employees with supervisory responsibility. 
• Delivers On-Ice Orientation and other on-ice trainings not provided off continent to all contract employees to include Harassment Awareness Training 
• Conducts Expense Report Training and Time Sheet Training for staff as needed in conjunction with Disbursing Specialist.  
• Evaluates, revises, or develops training presentations relative to staff needs and/or as directed. 
• Participates in redeployment meetings and provides COBRA information to employees upon redeployment, updating appropriate information as needed. 
• Assists Recruiters with On-Ice offers as needed. 
• Processes medical movements, terminations, resignations, and ensures redeployment paperwork is completed, and all stakeholders are notified in a timely fashion. 
• Must be able to evaluate HR process and recommend improvements where necessary, advising management as needed. 
• Represents the HR Department at Leadership meetings as required, providing valid reporting points for other staff and the community. 
• May be required to perform data entry, spreadsheet work, and word processing with a high level of accuracy.   
• Performs other duties and projects as required. 

Required Education, Experience, Certificates and Licenses: 

• A minimum 5 years of exempt level experience in Human Resources, with at least 3 of those years in an Employee Relations or Investigator type role.  
• The ability to obtain and maintain a clearance. 
• Must have demonstrated ability to manage multiple and complex tasks, programs, and administrative processes. 
• Demonstrated experience in assessing and resolving a variety of employee relations issues.  
• Successful identification and implementation of actions that have enhanced employee engagement and decreased turnover. 
• Knowledge of HR Laws and disciplines including recruiting, talent management, compensation practices, organizational diagnosis, employee relations, training and development, diversity, performance management, and federal and state employment laws. 
• Experienced and proven ability to lead complex organizations through change. 
• Must demonstrate experience of a superior ability to develop rapport at all levels of the organization and to collaborate across functional areas to work towards identified goals.  
• Must be highly proficient with all MS Office Suite programs (Word, Excel, PowerPoint, etc.) 
• Minimum of 5 years of HRIS utilization experience.