• Advise and consult with managers and leaders as they continue to scale. From org design, to talent development, act as a trusted thought partner and coach. • Partner with managers to identify high performers and help them grow with Upstart; and to work through low performance management to maintain our high performance bar. • Oversee and resolve employee relations issues of varying complexity by conducting thorough and objective investigations, interpreting and applying Upstart policy and making recommendations. • Build relationships with managers to ensure their confidence and trust in the HR team; offer practical guidance and tools to improve manager effectiveness. • Support core HR programs, processes and initiatives such as performance cycles and employee engagement surveys. • Be an adaptable problem solver, liaising between the HRBP team and the business to achieve the best outcomes for the organization. Provide thoughtful and appropriate counsel, striking a balance between long and short term business needs.

• Partner with leaders to drive team effectiveness and sustained high performance • Diagnose organisational friction and identify root causes of performance challenges • Advise on organisation design, role clarity, and structural decisions • Support workforce planning and people budgeting with divisional leadership • Coach managers to strengthen feedback habits and performance conversations • Guide leaders through performance management with clarity and consistency • Advise on headcount trade-offs and prioritisation decisions • Use people data to identify patterns, risks, and intervention opportunities • Translate insights into practical action plans • Embed data-informed decision-making into leadership discussions • Lead or support cyclical people initiatives (performance reviews, engagement surveys) • Support organisational change and transformation initiatives • Ensure clear communication and decision cascade across teams • Partner closely with People Operations to establish clear ownership boundaries • Balance operational compliance with strategic intent • Support employee engagement initiatives that drive cultural impact

• Partner with leaders to drive team effectiveness and sustained high performance • Diagnose organisational friction and identify root causes of performance challenges • Advise on organisation design, role clarity, and structural decisions • Support workforce planning and people budgeting with divisional leadership • Coach managers to strengthen feedback habits and performance conversations • Guide leaders through performance management with clarity and consistency • Advise on headcount trade-offs and prioritisation decisions • Use people data to identify patterns, risks, and intervention opportunities • Translate insights into practical action plans • Embed data-informed decision-making into leadership discussions • Lead or support cyclical people initiatives (performance reviews, engagement surveys) • Support organisational change and transformation initiatives • Ensure clear communication and decision cascade across teams • Partner closely with People Operations to establish clear ownership boundaries • Balance operational compliance with strategic intent • Support employee engagement initiatives that drive cultural impact

Role Description ECS is seeking a Senior Human Resources Business Partner to work remotely. The Human Resources Business Partner will function as a consultant to project managers and Business Unit executives on: - Workforce planning - Compensation analysis - Bids and proposals - Policy interpretation - Succession planning - Compliance review - Proactive employee relations This role will function as an HR SME for their assigned business unit and liaise cross-functionally with Talent Acquisition, Contracts, Business Development/Capture, Pricing, Finance, and Legal. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience) - 7 years of progressive HR experience; or 3+ years managing an HR function - Strong knowledge of federal and state employment laws (FMLA, FLSA, ADA, Title VII, etc.) - 5 years experience in the government contracting industry - Experience with HRIS platforms (ADP preferred) - Strong documentation, analytical, and communication skills Requirements - Define organizational goals to align with program requirements and growth goals - Assess current employees' skills, demographics, and turnover rates - Determine future talent requirements based on bids and proposals - Identify discrepancies between the current workforce and future needs - Create strategies to bridge gaps (e.g., hiring, training, and restructuring) - Continuously track, evaluate, and adjust plans to ensure effectiveness - Compare company roles against market salary surveys and competitors to ensure competitive pay rates - Partner with Director of Total Rewards to procure and participate in market salary surveys and benchmark jobs - Ensure that employees with similar roles, experience, and performance levels are compensated similarly - Analyze job descriptions and evaluate positions to determine appropriate classification and salary - Advise HR managers, executives, and talent acquisition teams on pay decisions, offers, and internal pay alignment - In partnership with Business Unit leaders, determine which roles are crucial for operations and future growth - Partner with the Talent Management Director to provide training, mentoring, coaching, and job shadowing - Partner with management and PMs to define the core skills, knowledge, and abilities needed for identified roles - Provide accurate data on salaries, benefits, and labor burden rates for bids - Address workplace issues promptly and respectfully through clear procedures, mediation, and active management engagement - Establish two-way dialogue, regular feedback sessions, and maintain transparent communication channels - Partner with leaders and corporate stakeholders to highlight accomplishments to boost morale - Apply company policies, disciplinary actions, and benefits fairly to all employees - Train managers and employees on various topics to reinforce ECS’ culture, policies, and standards Benefits - Salary Range: $120,000 - $150,000 - General Description of Benefits