Senior Human Resources Business Partner (SR HRBP)

Senior Human Resources Business Partner (SR HRBP)

Location: Gilbert, AZ
 

Position Overview

The Senior Human Resources Business Partner (SR HRBP) will support our Arizona workforce by delivering strategic HR partnership, hands‑on employee support, and strong compliance oversight. This role is responsible for enabling positive, consistent employee experience while ensuring adherence to corporate policies, federal/state employment laws, and government contracting requirements, including FAR/DFARS, SCA, and DOL regulations.

Operating as the primary HR presence in Phoenix, AZ, the SR HRBP provides onsite guidance to employees and managers while collaborating closely with the corporate leadership. This role emphasizes proactive communication, operational accuracy, and employee advocacy to support our mission‑driven environment.

Key Responsibilities

Strategic HR Partnership

• Serve as the primary HR representative for the Arizona site, partnering with local leadership and the Corporate HR Manager to align HR strategies with business goals.
• Provide guidance on organizational planning, workforce changes, labor category alignment, and contract‑driven staffing needs.
• Support proposal and transition efforts by validating labor categories, FLSA classifications, and workforce assumptions.

Employee Relations & Employee Experience

• Offering accessible, proactive support to employees, ensuring concerns are addressed with empathy, confidentiality, and policy compliance.
• Conduct and document workplace investigations aligned with DOL, EEOC, FAR ethics, and company standards.
• Partner with managers to address performance concerns, corrective actions, coaching needs, and conflict resolution.
• Promote employee engagement initiatives that strengthen culture, morale and retention for onsite and remote AZ employees.

GovCon Policy, Compliance & Audit Readiness

• Interpret and apply federal and state labor laws, corporate HR policies, and government contracting requirements.
• Maintain compliance with: 
  • FAR/DFARS
  • Service Contract Act (SCA) wage determinations and fringe benefits
  • DOL overtime and recordkeeping rules
  • EEOC, ADA, FMLA, and related regulations
• Ensure personnel files, training documentation, and timekeeping records remain audit‑ready for DCAA, DCMA, and internal audits.

Talent Management & Workforce Development

• Support corporate‑led talent programs, including performance management cycles, goal setting, succession planning, and employee development.
• Coach managers on leadership practices that support team productivity, engagement, and communication.
• Provide HR support for contract transitions, onboarding/offboarding, and workforce restructuring.

HR Operations & Data Integrity

• Maintain employee data, organization structures, and job information within the HRIS, with hands‑on experience using ADP platforms (e.g., Workforce Now).
• Process payroll‑related changes (pay updates, position changes, transfers) in coordination with HR and payroll teams.
• Run HRIS reports for turnover, headcount, compliance tracking, SCA usage, and other workforce metrics.
• Support onboarding and offboarding processes, ensuring accurate data entry, E‑Verify completion, and new‑hire documentation.
• Partner with Corporate HR on job descriptions, labor category alignment, and FLSA classification reviews.
• Maintain accurate employee records and ensure alignment with DOL recordkeeping standards and customer contract requirements.
• Partner with HRIS and payroll on data accuracy, location‑based pay alignment, and benefits administration.
• Analyze workforce and HR metrics for the AZ site (turnover, staffing, ER trends, SCA compliance) and recommend improvements.

Benefits, Leave Administration & Accommodations

• Serve as the local resource for employee benefits questions, SCA fringe benefit guidance, and wellness initiatives.
• Manage leave and accommodations processes (FMLA, ADA, state‑specific leave, workers’ comp) with compliance and sensitivity.
• Educate employees on available benefits options during onboarding and open enrollment.

Qualifications

• Bachelor’s degree in HR, Business, or related field; Master’s or HR certification (SHRM‑CP/SCP, PHR/SPHR) preferred.
• 7–10+ years of progressive HR experience in government contracting industry.
• Strong communication skills (Verbal and Written)
• Hands‑on experience with HRIS systems such as ADP (preferred), including data entry, workflows, reporting, and payroll support. 
• Strong knowledge of: 
  • FAR/DFARS
  • Service Contract Act (SCA)
  • DOL wage and hour rules
  • FLSA classification standards
  • Federal and State labor laws
• Experience supporting a geographically dispersed or standalone employee population.
• Proficiency in conducting employee investigations and documenting findings.
• Strong relationship‑building skills with the ability to influence without direct authority.
• Highly organized and detail‑oriented with strong follow‑through.
• Ability to work independently onsite while collaborating effectively with remote corporate HR leadership.

Core Competencies

• Employee Advocacy & Communication
• GovCon Compliance Expertise
• Policy Interpretation & Risk Mitigation
• Operational Precision & Documentation Accuracy
• Problem‑Solving & Judgement
• Leadership Coaching & Influence
• Change Management & Adaptability

ATSC is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. We invite resumes from all interested parties including women, minorities, veterans, and persons with disabilities.

Advance Technology Systems Company is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.