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Senior Human Resources Business Partner / HR Manager

OST, Inc.
United States, Virginia, McLean
Apr 08, 2025
Description Optimal Solutions & Technologies (OST, Inc.) is focused on excellence. We specialize in providing Management Consulting, Information Technology, and Research Development and Engineering services. OST is one of an elite set of companies worldwide to be externally appraised CMMI Level 5. The fundamental distinction of the OST team is its business knowledge in both the public and private sectors. We serve the aerospace & transportation, association & nonprofit, defense, education, energy, financial, healthcare, and technology & telecommunications industries. OST is successful because we listen to our clients, we learn from our clients, and we know our clients. Senior Human Resources Business Partner / HR Manager We are seeking a strategic, experienced, and results-oriented Senior Human Resources Business Partner / HR Manager to join our Human Capital Management (HCM) team. This pivotal role will oversee a team of HR Business Partners, serve as the primary HR lead for our largest business sector-Defense, and manage critical compliance and reporting responsibilities across the organization. This role offers a unique opportunity to lead HR efforts in a high-impact, high-visibility capacity, directly supporting business goals and shaping the people strategy across a complex, fast-paced environment. Key Responsibilities Team Leadership: Lead and develop a team of HR Business Partners to deliver proactive, strategic support to business units. Sector HR Leadership: Serve as the primary HR partner for the Defense sector, providing expert guidance on workforce planning, talent management, employee relations, and organizational effectiveness. Compliance & Reporting: Manage company-wide compliance reporting and filings, including VETS-4212, EEO-1, and Affirmative Action Plans (AAP). Strategic Partnership: Collaborate with senior leadership across functions to align HR strategies with business objectives; participate in Quarterly Business Reviews (QBRs) and other cross-functional planning forums. Policy & Process: Ensure consistent application of HR policies and procedures; recommend improvements to enhance efficiency and effectiveness. Talent Management: Contribute to performance management, succession planning, leadership development, and employee engagement initiatives. Risk Management: Mitigate organizational risk through sound HR practices, proactive issue resolution, and compliance with federal, state, and local laws. Qualifications Bachelor's degree in human resources, Business Administration, or related field required At least 10 years of progressive HR experience with a minimum of 3 years leading a team Prior experience as a Business Partner Prior experience managing or supporting a government contracting Professional HR certification required: SHRM-SCP, SHRM-CP, SPHR, or PHR. Strong leadership, coaching, and team management skills. Exceptional interpersonal and communication skills, with the ability to influence at all levels. Proven ability to operate effectively in a fast-paced, matrixed environment. Familiarity with UKG Pro Experience with DOD Preferred Qualifications This is a full time position paying a base salary, full benefits, and has possible bonus potential based on merit and performance. To be considered for this position, please apply online with a cover letter and MS Word resume. OST is an equal opportunity employer. Applicants are considered for positions without regard to race, religion, gender, native origin, age, disability, or any other category protected by applicable federal, state, or local laws. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)