Sr. HR Business Partner

Overview

Thank you for considering IT Concepts dba Kentro, where innovation drives opportunity and collaboration leads to success. Our dynamic community of experts is fully committed to advancing our customers' missions, fostering professional growth, and making a positive impact on our communities.

By joining our supportive community, you will find that Kentro is dedicated to your personal and professional development. Together, we can drive meaningful change, spark innovation, and achieve extraordinary milestones.

Kentro is hiring a Sr. HR Business Partner to support our corporate People Services HRBP Team. The Sr. HR Business Partner supports assigned programs and PMO leadership by serving as a strategic and operational HR resource across the employee lifecycle. This role partners closely with program leadership, Talent Acquisition (TA), HR Operations (HR Ops), Sr. Advisor HR & Comp, and other HR stakeholders to support workforce planning, employee lifecycle, employee relations, engagement, and compliance with company policies and government contracting requirements. The Sr. HR Business Partner provides guidance to managers on performance management, workplace concerns, workforce transitions, and employee development while helping drive employee effectiveness and program success. This position also supports HR processes impacting assigned programs, supports organizational and workforce changes, and ensures alignment with contract requirements and customer-specific needs in a fast-paced, growing government contracting environment.

Location: Hybrid in McLean, VA

Compensation Range: The salary for this position is between $126,000-135,000/annually. Factors affecting pay within this range may include geography/market, skills, education, experience, and other qualifications of the successful candidate.

Responsibilities

Business Partnership & PMO Support

• Serves as a primary point of contact for PMO leaders regarding HR support across the employee lifecycle, coordinating with HR Operations, Benefits, HRIS, TA, and other HR stakeholders as needed
• Provides day-to-day HR partnership and guidance to PMO leadership on workforce matters, workplace expectations, organizational needs, and employee lifecycle support
• Supports PMO leadership with program-specific HR communications, employee messaging, and annual HR processes (e.g., mid-year and year-end performance cycles, talent discussions, compensation processes) in coordination with process owners
• Promotes and enforces ticket-based HR support processes to ensure timely and efficient service delivery
• Provides informal leadership and mentorship to HR Business Partners by coaching through complex HR matters, promoting consistent application of HR practices, sharing knowledge, and supporting the development of new HRBP team members

Employee Relations, Performance & Risk Management

• Supports managers and PMO leadership with employee relations matters, including performance concerns, conflict resolution, corrective actions, workplace concerns, documentation practices, involuntary separations, and difficult employee conversations while escalating high-risk or complex matters to the Managing HRBP as appropriate
• Coaches managers on performance management, employee documentation, risk mitigation strategies, and consistent application of company policies and workplace expectations
• Monitors employee relations trends, workplace concerns, and legal risk indicators within assigned programs and recommends proactive interventions to reduce escalation and business disruption
• Coordinates with HR Ops on employee relations administrative actions, documentation, and recordkeeping

Workforce Planning and Talent Strategy

• Partners with PMO leadership, TA, and cross-functional stakeholders to support workforce planning, hiring strategies and needs, requisition planning, hiring timelines, and pipeline development for critical and hard-to-fill positions
• Advises PMO leadership on succession risks, retention strategies, internal mobility, and workforce planning to support program continuity and business objectives
• Partners with PMO leadership, Talent Acquisition, L&D, and supporting strategic hiring plans for cleared talent, contingent staffing needs, and critical skill gap mitigation
• Supports employee transitions, including internal transfers, placement efforts, and workforce adjustments resulting from contract changes or reductions in force

Workforce Support & Labor Compliance

• Supports PMO with workforce actions associated with government contract lifecycle events, including contract start-ups, transitions, rebids, recompetes, contract closeouts, restructures, reductions in force, and customer-driven changes
• Maintains awareness of government contracting workforce considerations, including wage determinations, contract requirements, security clearance impacts, and contract-specific workforce and organizational needs
• Supports PMO leadership in labor compliance matters and coordinates with Managing HRBP, Pricing, and Sr. Advisor HR & Comp as needed to ensure compliance and mitigate workforce-related risks
• Assists PMO leadership in aligning positions with established job codes in partnership with Pricing and Sr. Advisor HR & Comp

Organizational Effectiveness, Engagement & Change Management

• Identifies employee engagement trends, retention risks, and workplace concerns within assigned programs and partners with managers on engagement and retention initiatives.
• Supports organizational change initiatives, including restructures, contract modifications, customer-driven changes, and change management communications
  Engages PMO leadership to support organizational effectiveness, team dynamics, span of control, manager capability development, and broader organizational needs
• Coordinates with Learning & Development and PMO leadership to identify training gaps, support leadership development, develop training content, and assist with training delivery

Workforce Analytics & Program Health

• Reviews workforce and performance metrics, including turnover, vacancies, time-to-fill, engagement, corrective action trends, performance outcomes, and workforce risks
• Partners with PMO leadership and OD BP to analyze workforce data and provide recommendations to improve employee effectiveness, organizational health, retention, and program performance

Employee Lifecycle, Leave & Accommodations

• Advises leaders on leave and accommodation-related workplace matters, including FMLA/ADA interactive process considerations, partnering with HR Operations to ensure compliant administration
• Supports onboarding, offboarding, employee transitions, and workforce changes in partnership with HR Operations to support a positive employee experience
• Coordinates with HR Operations and HRIS teams to ensure timely, accurate processing of employee actions, employee lifecycle transactions, and data integrity for assigned programs

Qualifications

• Bachelor's degree, ideally in Human Resources Management or Organizational Psychology
• At least 8-10+ years of progressive Human Resources experience
• Recent experience working for a Government Contractor
• Strong interpersonal skills with the ability to interact with all levels, from front-line employees to executives
• Basic proficiency in Microsoft Office (Excel, Word, Outlook)
• Willingness and ability to learn HR systems and processes
• Experience collaborating across HR functions, such as TA, HR Ops, and L&D

Expectations for Success:

• Provides a positive, respectful, responsive, and professional experience in all employee interactions
• Brainstorm solutions and conduct due diligence before escalating questions or issues
• Ability to influence business decisions through data, relationships, and business acumen without direct authority
• Ability to decipher when to escalate issues to Managing HRBP
• Manages multiple priorities effectively in a fast-paced environment
• Maintains confidentiality and exercises sound judgment when handling sensitive information

Core Competencies:

• HR Business Partnership - Builds trusted relationships with PMO and business leaders by providing practical HR guidance aligned with business and workforce objectives
• Communication and Influence - Communicates effectively with leaders, employees, and stakeholders to drive clarity, consistency, and action
• Organization & Attention to Detail - Maintains accuracy while managing multiple tasks
• Employee Relations & Workforce Risk Management - Applies sound judgment to employee relations matters and supports leaders in addressing workplace concerns while mitigating legal and organizational risk
• GovCon Acumen - Understands the workforce implications of government contracting, including contract transitions and compliance considerations
• Employment Law & HR Compliance - Applies knowledge of employment regulations, policy interpretation, and compliant HR practices to support managers and mitigate risk
• Collaboration - Works effectively across HR and the organization
• Confidentiality & Judgment - Handles sensitive information with discretion
• Initiative & Reliability - Takes ownership while knowing when to seek guidance
• Analytical Thinking - Uses workforce data and trends to identify risks, recommend solutions, think strategically, and improve program outcomes

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