Title: THR Business Partner - HYBRID Job ID: 2614173 Location: , Reston, Virginia United States Job Description: Category: Human Resources Subcategory: HR Business Partner Schedule: Full-Time Shift: Day Job Travel: Yes - 10% of the time Potential for Remote Work: Hybrid SAIC is looking for an HR Business Partner to join our team! In this role, you will be responsible for the delivery of HR strategies, solutions, and services that align with the business priorities and goals for a portfolio of programs. The HRBP will develop solutions to support client goals, improve operations, and increase process efficiency. This position works closely with the HR Lead to meet business objectives and strategic goals across the Market. The HRBP must demonstrate discrete handling of all business communications, prioritize workload, and manage multiple tasks in a fast-paced environment. Additionally, the HRBP champions change initiatives and focuses on overall organizational effectiveness. Key Responsibilities Include: - Collaborate with the HR Lead across the market to align HR solutions with business objectives and strategic goals, ensuring a streamlined and cohesive approach to organizational initiatives. - Proactively assess organizational performance to develop HR strategies that support business goals, enable leadership and employee success, and foster a high-performance culture, engagement, and inclusion. - Serve as a trusted advisor and partner to business leaders regarding HR policies, processes, and best practices that enhance employee engagement and productivity. Act as a coach and consultant on key organizational and management issues. - Partner with HR Centers of Expertise to design and implement services and programs in strategic talent management, organizational design and effectiveness, workforce optimization, and change management. - Leverage workforce analytics and insights to effectively inform and execute employee development, deployment, and succession plans that support both short- and long-term workforce priorities and objectives. - Work collaboratively with business leadership to develop and advocate for career development, benefits and compensation, and retention programs and strategies that address the needs of the organization. - Partner with leadership to identify opportunities to enhance employee and management engagement, as well as develop recognition programs. - Co-develop talent strategies with business development, business leaders, and talent acquisition to support growth, new business opportunities, and contract recompetes. - Anticipate current and future workforce requirements and implement strategies to address evolving business needs. - Provide coaching and counseling to managers and employees as needed, fostering a strong culture of development and support. - Analyze HR metrics and provide data-driven recommendations and action plans to meet business objectives. - Collaborate with talent acquisition to implement effective staffing strategies and ensure alignment with organizational needs. Qualifications - Bachelor's Degree from an accredited university (additional years of professional or military experience may substitute for a degree). - 6+ years of progressive, diverse experience in Human Resources, demonstrating increasing levels of responsibility. - Strong interpersonal, verbal, and written communication skills, with the ability to engage professionals at all organizational levels. - Exceptional organizational skills and attention to detail. - Proven ability to manage multiple priorities, meet deadlines, and deliver in a high-pressure, fast-paced environment. - Demonstrated experience in data analysis, problem-solving, and providing actionable insights. - Ability to act with integrity, professionalism, and confidentiality. Desired Skills - Experience developing talent strategies for new business growth and recompetes. - Experience in the federal contracting space, with a strong understanding of compliance, competitiveness, and industry trends. SAIC is a premier mission integrator focused on advancing the power of technology and innovation to serve and protect our world. Our robust portfolio of offerings across the defense, space, intelligence, and civilian markets includes secure high-end solutions in mission IT, enterprise IT, engineering services, and professional services. We integrate emerging technology, rapidly and securely, into mission critical operations that modernize and enable critical national imperatives.

• Serve as primary administrator for LTG HR systems, including ADP, LMS platforms and related HR technology solutions • Provide day-to-day system administration and support, including: • HR systems administration and coordination (including ADP and future HR technology platforms) • LMS administration, user management and learning compliance support • Workflow configuration, maintenance and optimisation • User access, security management and role based permissions • System troubleshooting and issue resolution, partnering with vendors where required • Lead system enhancements, upgrades, testing and optimisation initiatives • Support implementation of new HR technology capabilities, functionality and process improvements • Maintain system governance standards, documentation and change controls • Partner with HR stakeholders to identify opportunities to improve user experience, automation and operational efficiency through technology • Support system adoption, user guidance and continuous improvement activities across the HR function • Deliver standardised monthly, quarterly and annual reporting packages to support workforce planning, strategic decision-making, audits and compliance reporting, including: • Headcount, attrition, hiring and workforce composition • Financial, regional and country specific reporting • Create, maintain and continuously enhance interactive dashboards, KPI reporting and workforce analytics tools for HR and business stakeholders • Analyse workforce trends and people metrics, identifying risks, opportunities and actionable insights to support HR and business decision making • Translate complex people data into actionable insights and executive summaries to support strategic decision making • Deliver custom reporting requests while driving standardised metrics, reporting methodologies and consistent workforce definitions across the organisation • Automate recurring reporting workflows to optimise efficiency and reduce manual data manipulation • Establish robust data validation and quality control processes to ensure accurate, reliable and timely reporting • Monitor, audit and validate HR data to maintain the integrity, accuracy and consistency of workforce information across HR systems and reporting platforms • Establish and maintain workforce data standards, definitions and governance controls to support consistent reporting, compliance and decision-making across LTG • Partner with HR Operations, Payroll and HR Advisory teams to embed effective data management practices, ensuring adherence to approved processes, controls and standard operating procedures • Conduct routine validation, reconciliation and quality assurance activities to maintain trusted workforce data for reporting, analytics, compliance and executive decision making • Identify data quality risks, process gaps and governance issues, recommending and implementing improvements to strengthen workforce data integrity • Serve as primary administrator and operational owner for LTG's Learning Management System (LMS) and associated learning technologies • Administer and maintain LMS functionality, including: • User provisioning and access management • Training assignment and completion tracking • Learning catalogue administration • Course configuration and maintenance • Reporting and analytics • System permissions and security management • Monitor, track and report on mandatory and compliance learning activity, escalating risks and supporting completion initiatives where required • Support organisational learning, talent and people initiatives through effective use of LMS functionality, reporting and tracking mechanisms • Maintain and continuously improve HR process documentation, Standard Operating Procedures (SOPs), governance materials and process controls. • Support process governance, standardisation and operational consistency across LTG HR activities. • Identify, recommend and support implementation of process improvements, automation opportunities and scalable ways of working. • Coordinate cross functional HR activities requiring systems, reporting, workflow or process governance support. • Support delivery of annual HR programmes through administration, reporting, tracking and system enablement, including: • Performance management cycles • Engagement surveys and follow up reporting • Workforce planning activities • Annual people cycle processes • Provide reporting frameworks, programme tracking, governance reporting and system optimisation support for HR initiatives and people programmes. • Partner with external vendors and internal stakeholders to support system updates, functionality enhancements, training and user adoption. • Partner with HR stakeholders to ensure timely, effective and consistent delivery of HR programmes, reporting requirements and process improvements. • Partner with the International Payroll Lead to support payroll governance, reporting, controls and process improvement activities • Support payroll governance and operational delivery through effective coordination with internal stakeholders, payroll vendors and regional payroll resources • Support third party payroll operations through: • Vendor coordination and issue resolution • Payroll related reporting, controls and data validation • Payroll change tracking and process support • Assist with payroll audits, reconciliations and compliance requirements • Provide payroll reporting and workforce data support to enable accurate and timely payroll processing • Maintain payroll related process documentation, governance materials and operational controls • Support continuous improvement initiatives relating to payroll processes, reporting and operational effectiveness • Support benefits administration through HR systems, reporting, data validation and operational controls • Maintain benefits related data integrity through: • System updates and data validation • Reporting and reconciliation activities • Audit and governance controls • Support annual enrolment and benefits related system processes, ensuring accurate data and reporting outputs, particularly for US Open enrolment • Assist with benefits audits, compliance reporting and operational governance requirements. • Provide reporting, analytics and workforce data support to enable effective benefits administration and decision-making. • Investigate and resolve benefits-related system, reporting and data issues, escalating complex administration matters to the appropriate HR stakeholders. • Identify opportunities to improve benefits related processes, reporting accuracy and operational efficiency

• Partner with organizational leadership to align human resources strategy with business objectives • Serve as trusted advisors, building deep relationships across all levels of the organization from employees to leadership • Serve as an additional resource for a Human Resources team and/or serve as a department of one • Provide operations for a client organization and/or implements Human Resource programs and their associated processes • Maintains subject matter expertise in all operational and tactical areas of HR including, but not limited to, employment law, FLSA classifications, leave management, HR technology, benefits management, and compensation

• Represent CARD in a professional, loyal, and ethical manner • Follow and support adherence to all rules and regulations in accordance with CARD’s policies and procedures • Collaboration and participation in HR initiatives, meetings, trainings and work products • Help to research and comply with federal, state, and local employment laws and regulations • Responsible for background screening and onboarding compliance for new employees within assigned area; able to cover other areas and act as backup when needed • Conduct initial orientation to newly hired employees and follow up with outstanding items • Ensures compliance with USCIS Form I-9 Employment Eligibility Verification • Auditing I-9 exception reporting and notify HR Manager of noncompliant I-9s following escalation procedures • Responsible for accurate communication to the Business Partners regarding specified clearances, certification, and credentialing • Maintains and processes all Unemployment Notices in a timely and efficient manner • Monitor assigned email inbox and respond to inquiries in a timely manner • Maintain high level of confidentiality with company and employee documents • Attend and participate in meetings as required • Reporting, research, audits and other administrative tasks for the department, as assigned • Perform other duties as assigned