Sr. Human Resource Business Partner Manager

Location: Lone Tree, CO

As the Sr. Human Resource Business Partner Manager supporting NC3, you will serve as a trusted advisor to program and functional leadership while delivering high-impact, practical HR solutions. You will translate program goals and customer commitments into workforce and organizational strategies, applying strong HR expertise, business acumen, and data-driven insight to drive performance and long-term workforce effectiveness.

You will lead workforce planning, advance strategic organizational development, and manage employee relations matters with sound judgment and integrity. You will coach and mentor leaders and HR colleagues, build trusted relationships across the program, and spend meaningful time on site with employees to strengthen engagement, culture, and retention.

This role is ideal for an HR professional who thrives in a fast-paced, program-driven environment, enjoys being close to the workforce, and brings a balanced blend of strategic thinking, analytical decision-making, execution, and a genuine desire to develop people.

As SNC's corporate team, we provide the company and its business areas with strategic direction and business support spanning executive management, finance and accounting, operations, human resources, legal, IT, information security, facilities, marketing, and communications.

Program HR Business Partnership: Serve as the embedded HR partner to NC3, SAOC, and Looking Glass program leaders, understanding program scope, contract and customer requirements, staffing profiles, and operating rhythms to deliver HR strategies that enable program execution and mission success.

Workforce Planning: Partner with program and functional leaders to translate program demand, contract milestones, and financial plans into short- and long-term workforce requirements, including headcount, critical skills, and capabilities. Use workforce analytics to identify gaps and risks and drive integrated actions across hiring, development, retention, succession, redeployment, and organizational design.

Strategic Organizational Development: Assess organizational structure, leadership capability, and team effectiveness; recommend and implement organizational design, succession, leadership development, and career development strategies aligned with future program needs. Guide leaders and teams through change by building readiness, aligning stakeholders, and communicating clearly.

Coaching & Mentoring: Coach program leaders and managers on people leadership, performance management, difficult conversations, and team development. Mentor emerging leaders and high-potential employees across the supported programs to build bench strength and support career growth.

Employee Relations: Manage and advise on employee relations matters, including investigations, performance and conduct concerns, and conflict resolution, in partnership with the Employee Relations and Legal teams. Analyze trends and root causes to identify systemic issues and drive proactive solutions that strengthen accountability, culture, and workforce risk management.

Employee Engagement & Site Presence: Travel to program sites and customer locations to engage directly with employees and leaders, listen to workforce concerns, and champion engagement, recognition, and retention initiatives. Translate what you hear on site into actionable recommendations for leadership.

Analytical Decision-Making: Leverage workforce, talent, and business data to identify trends, diagnose root causes, evaluate risk, and provide actionable recommendations that help leaders prioritize actions and measure organizational effectiveness.

HRBP Team Leadership: Lead, develop, and mentor your team, setting clear expectations and ensuring quality service delivery and consistent application of HR practices across the supported organizations.

Relationship Building & Influence: Cultivate trusted partnerships with senior leaders, program managers, and cross-functional stakeholders (Talent Acquisition, Total Rewards, Employee Relations, Legal, and HR Operations), using business insights and sound judgment to influence outcomes without relying on positional authority.

Cultural Stewardship: Reinforce organizational values and champion a healthy, inclusive, high-performance culture across the supported organizations.

Operational & Project Excellence: Deliver HR programs and projects with strong execution discipline, ensuring alignment with enterprise priorities and compliance with applicable employment laws, contractual requirements, and company policy.

Technology & Process Optimization: Use HR systems, tools, and analytics to improve efficiency, scalability, and decision-making across HR processes. Apply AI-enabled tools responsibly while protecting confidentiality, exercising human judgment, and complying with company policy and data-handling requirements.