Lead HR Business Partner

--- Join Our Team We are seeking an experienced and driven Lead HR Business Partner to support the Facilities Sustainment Services Contract (FSSC) at NASA's Johnson Space Center. This position serves as the primary Human Resources partner for a workforce of 300 employees supporting engineering, operations, maintenance, construction, and facility services across Johnson Space Center, the Sonny Carter Training Facility, and Ellington Field. This role provides both strategic and hands-on HR leadership while partnering closely with contract leadership, management, employees, and union representatives. The successful candidate will serve as a trusted advisor, driving employee engagement, supporting labor relations, ensuring compliance, and delivering HR solutions that support business objectives and workforce success. If you are a highly collaborative HR professional with strong employee and labor relations experience who enjoys working in a dynamic operational environment, we encourage you to apply. --- Position Summary The Lead HR Business Partner is responsible for supporting all aspects of Human Resources for the FSSC workforce. Reporting directly to the Regional Human Resources Director and receiving daily direction from the Human Resources Manager, this role serves as the lead HR representative supporting day-to-day HR operations and employee services. The position provides expertise in employee relations, labor relations, recruiting, workforce planning, performance management, organizational development, compliance, training, employee engagement, and HR administration. This role also supports the implementation of strategic HR initiatives while ensuring compliance with company policies, collective bargaining agreements, and federal employment regulations. --- Essential Duties and Responsibilities Employee Relations · Conduct and lead employee relations investigations involving workplace complaints, policy violations, misconduct allegations, attendance concerns, performance issues, and disciplinary actions. · Advise supervisors and managers on employee relations matters, performance management, coaching, corrective actions, and conflict resolution. · Ensure consistent application of company policies, procedures, and employment practices. · Prepare investigation documentation, findings, recommendations, and corrective action plans. · Promote a positive work environment through proactive employee engagement initiatives. Labor Relations · Serve as a key HR resource supporting a union-represented workforce. · Interpret and administer Collective Bargaining Agreement (CBA) provisions. · Advise leadership on labor relations matters and contract compliance. · Support grievance administration, investigations, fact-finding activities, and resolution efforts. · Participate in labor-management meetings and maintain productive working relationships with union representatives. · Partner with operational leadership to ensure compliance with negotiated agreements and established practices. Talent Acquisition & Workforce Planning · Support full-cycle recruitment activities for exempt, non-exempt, technical, professional, operations, maintenance, and construction positions. · Partner with hiring managers to identify staffing needs and develop recruiting strategies. · Coordinate candidate sourcing, interviewing, selection, offer development, onboarding, and orientation processes. · Support workforce planning, succession planning, talent management, promotions, and employee transfers. Learning & Development · Deliver employee and leadership training on company policies, procedures, employment practices, compliance topics, and workplace expectations. · Educate managers and employees regarding CBA provisions, HR programs, and employment policies. · Facilitate new hire orientation and onboarding programs. · Develop and deliver HR communications, presentations, and training materials. · Identify learning opportunities that support workforce development and organizational effectiveness. HR Operations & Administration · Support the Human Resources Manager with daily administration of HR programs and processes. · Process employee transactions including hires, transfers, promotions, organizational changes, leaves of absence, and terminations. · Maintain accurate employee records and HRIS data. · Support benefits administration and employee communications. · Prepare workforce reports, dashboards, metrics, and HR analytics. · Assist with annual performance management and compensation processes. HR Business Partnership · Serve as a trusted advisor to managers and employees on HR policies, employment practices, workforce planning, and organizational effectiveness. · Coach leaders on employee engagement, retention, succession planning, and talent development strategies. · Support implementation of strategic HR initiatives and organizational change efforts. · Act as the primary backup to the Human Resources Manager. Compliance · Ensure compliance with all applicable federal, state, and local employment laws and regulations. · Support audits, reporting requirements, and government contractor compliance obligations. · Maintain confidentiality of employee and company information. · Ensure compliance with company policies, customer requirements, and contractual obligations. --- Required Qualifications · Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, or a related field. · Minimum of 6-8 years of progressive Human Resources experience with increasing levels of responsibility. · Demonstrated expertise in employee relations, including conducting workplace investigations and managing complex employee issues. · Previous labor relations experience supporting a unionized workforce. · Experience interpreting and administering Collective Bargaining Agreements. · Strong knowledge of federal and state employment