This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The Talent Partner role is responsible for designing and delivering innovative and best practice approaches to support the Electronic Systems talent strategy. In partnership with HR Business Partners, this role will develop and execute on key programs and organizational effectiveness priorities including: - Onboarding - Team assessments - Employee development - Coaching - Performance management Reporting to the Director, Talent Pipeline & Development, this role will become an integral member of the Talent Learning and Culture Team working in close collaboration with other Human Resources professionals, Inc. Centers of Expertise, and ES Talent, Learning, and Culture teammates to ensure that the business has the right talent and capabilities in the right areas to execute on business objectives. Primary Responsibilities: - Lead the design and execution of critical talent development priorities collaborating closely with HR Business Partners and Inc. - Influence HR leadership on the implementation of talent strategies to include onboarding, employee development, performance management, team assessments, and coaching. - Act as an internal consultant to design and deliver leadership offsite content, team building assessments, and coaching solutions that support short-term and long-term execution of business objectives. - Provide guidance on organizational effectiveness to drive a culture of high performance. - Serve as internal expert on current trends and future best practice within the talent management space, advising HR Business Partners and the business when appropriate. - Continuously evaluate and adapt talent management programs, tools and initiatives using analytics and data driven insights that support changing business needs. Qualifications - Bachelor’s Degree and 8+ years of relevant experience OR Advanced Degree in a related field and minimum 6+ years of relevant experience OR in absence of a degree, 10+ years of relevant experience is required. - Experience in a Talent Partner role supporting a geographically diverse organization of 10,000+ employees. Requirements - This position could be performed remotely, or in a hybrid capacity at any of our Electronic Systems locations: Nashua, NH (and surrounding area); Cedar Rapids, IA; Huntsville, AL; Austin, TX. - Proven experience serving as a coach to employees and leaders on talent management strategies. - Business acumen, be innovative, adapt well to change and work collaboratively with strategic influence to drive initiatives across a matrixed environment. - Ability to develop and present leaders with data-driven solutions that will effectively advance business strategies and drive change throughout their organizations. - Project management and prioritization skills with proven attention to detail. - Analytical skills to draw appropriate conclusions from data, anticipating second and third order of effects when making recommendations. - Must be willing to travel up to 25%. - Previous experience working for an electronics manufacturing, commercial aerospace, or defense company. - Deep knowledge of HR fundamentals (talent acquisition, total rewards, performance management, employee relations, people and culture, organizational change, learning and development, and organization effectiveness). - Experience working with unionized workforce. Typical Education and Experience - Typically a Bachelor's Degree and 10 years work experience or equivalent experience.

• Support clients as they improve their HR function by providing professional level client-focused service and programs within the outsourced model • Serves clients by responding to human resources issues, problems, and questions mainly via phone and e-mail • Provides advice on requirements and application of HR best practices and client policies • Develops, implements, administers, and revises policies, procedures and systems related to the HR function • Manages and drives full service clients’ projects from inception to completion • Administers clients’ FMLA, other state protected leave, personal medical leave, and ADA • Administers clients’ government reporting such as EEO-1, VETS-4212, OSHA 300 and 301, unemployment, and other functions • Assists with establishing and driving full service clients’ human resources priorities • Develops, in conjunction with clients’ management staff, employee handbooks and procedures to align with compliance and practice • Provides HR needs such as audits, reports, projects, and relationship building • Presents guidance to client related to federal, state, and local regulations in a clear and timely manner • Advises on employee disciplinary procedure, performance management, and terminations • Effectively and completely records and tracks documents, client activities, contacts, and deadlines • Ensures documentation serves two requirements: 1) serves clients, and 2) accurately documents Asure involvement • Performs duties that require specific hours of work in the office and availability to answer the phone, counsel clients, and interact with clients and co-workers • Works with other HRBP’s and HR Specialists to efficiently administer workflow and phone coverage • Partners with HR Consultants to understand client needs and priorities and to customize work that is valuable to clients • Quickly establishes rapport, via phone, video, and e-mail with clients • Speaks in a confident, empathetic manner to earn clients’ trust • Develops and maintains subject matter expertise in functional human resource topics by attending seminars and workshops, reading articles and employment law updates

• Provides excellent customer service skills while answering employee requests and questions • Coordinates all aspects of the onboarding process across all locations • Facilitate all aspects of various leave processes (FMLA, ADA, Workers Compensation) across Florida Clubs • Counsels employees and managers in Florida Clubs regarding change, conflict management and performance issues and recommends disciplinary action, when necessary • Partners effectively with HR Business Partners and specialist groups such as Payroll, Compensation and Benefits and Talent Acquisition • Assists in developing opportunities to drive strong employee engagement • Conducts audits of payroll, benefits and other HR programs, as needed • Supports HR initiatives such as compensation planning, talent review and benefits open enrollment • Works with business leaders to foster a positive company culture • Pulls reports and provides analytics related to people metrics • Executes changes within Workday, the HRIS system • Participates in the creation and maintenance of HR forms, documents and employee files • Coordinate with HR counterparts across the enterprise to ensure alignment and completion of activities

As a Human Resources Advisor at Harris, you will be a motivated, data-driven, and resourceful HR professional responsible for aligning business objectives with HR best practices in your designated business units. This role involves providing strategic HR guidance, resolving complex employee relations issues, and supporting HR programs and initiatives. You will act as a leadership champion and change agent, forming partnerships across all Human Resource functions to guide the delivery of effective consultative services. You will ensure that HR solutions meet business needs, driving ROI through performance management, employee engagement, workforce planning, forecasting, and talent management. This is a remote position working from a home office with occasional travel and reporting to the HR Manager. What You'll Do - Strategic Partnership: Partner with senior leaders to develop and deliver HR solutions that align with their goals, focusing on performance management, employee relations, and talent planning. - Team Development: Collaborate with the larger HR team to share and implement best practices across the organization. - Employee Relations: Advise leaders and employees on complex employee relations issues, including performance coaching, investigations, and conflict resolution, ensuring fairness and legal compliance. - Performance & Talent: Lead performance management cycles, from goal setting to reviews. Coach leaders on having effective performance and development conversations. - Mergers & Acquisitions (M&A): Gain hands-on exposure to M&A activities, supporting the people-side of organizational changes and integrations. - Engagement & Culture: Develop and lead initiatives that strengthen our company culture, promote inclusion, and improve the employee experience. What You'll Bring - Bachelor’s degree in human resource management, business, communications, or other related business majors, plus a minimum of 3 years progressive related HR experience, ideally in an HR Generalist or HRBP role supporting employees across North America (US & Canada) OR five plus years equivalent work experience. - Experience successfully examining and analyzing internal processes to identify risks and remediation accordingly. - Demonstrated ability to effectively communicate with leadership, staff, and peers to proactively share knowledge/best practices to contribute to a cross-functional team. - Experience and comfort working in a fast-paced, ever-changing and complex environment. Preferred Qualifications - An HR certification (e.g., SHRM-CP, SPHR). - Familiarity with HRIS platforms like Workday. - Experience supporting a remote or hybrid workforce. How You'll Know You're Succeeding - Business leaders see you as a trusted, strategic partner. - Employee relations issues are handled proactively and fairly. - Your work has a measurable, positive impact on employee engagement, performance, and retention. What We Offer - 3 weeks' vacation and 5 personal days - Comprehensive medical, dental, and vision benefits starting from your first day - Employee stock ownership and RRSP/401k matching programs - Lifestyle rewards - Remote work and more Salary Range The hiring range for this role is $70,000 to $80,000 USD per year. Final compensation will be based on experience, skills, market conditions, and internal equity.