Human Resources Business Partner – DT (Defense & Systems, DT Operations, DT HR Operations, & Corporate Security)

GE Aerospace is a leading company in the aerospace sector, seeking a Senior Human Resources Business Partner to support critical Digital Technology leadership areas. This role involves driving innovative HR solutions and providing strategic HR leadership across various functions, ensuring alignment with business goals and operational effectiveness.

Responsibilities:

• Trusted advisor to the D&S CIO: Partner closely with the D&S DT leadership team to understand mission, programs, and customer requirements, translating business strategy into a clear people and organization agenda
• Support DT Operations Leader: Provide HR leadership for DT Operations, including operating rhythms, portfolio and demand management,  headcount approval, third-party engagement, DT leadership development programs, and internal DT effectiveness
• Business insight & external lens: Bring insight on defense industry trends, DT operations best practices, and workforce dynamics to inform leadership decisions, org design, and talent strategy
• Execution and readiness: Align HR priorities to program execution, operational reliability, cyber/security requirements, and readiness to support growth in D&S and DT Operations
• Trusted advisor to the Corporate Security Office: Provide HR partnership to Corporate Security leadership, understanding their mission-critical role in protecting people, assets, and information, and translating those needs into the right organization, talent, and culture
• DT HR operating model: Lead the HR Strategy & Operations agenda for DT, partnering with Executive HRM and DT HRBPs to define and continuously improve how HR supports DT globally (roles, interfaces, operating rhythms, governance)
• Talent strategy deployment: Translate DT HR and enterprise talent priorities into actionable plans for DT, ensuring alignment across client HRBPs and CoE partners
• HR process excellence: Drive consistency, quality, and timeliness in HR processes across DT (talent reviews, performance, compensation, engagement, workforce planning), while allowing for appropriate tailoring by client group
• KPI and metrics leadership: Define, track, and analyze key HR and people metrics for DT (e.g., attrition, diversity, internal movement, time-to-fill, engagement, leadership bench) and convert insights into action with HR and business leaders
• Talent pipeline & succession: Lead talent reviews and succession planning for D&S DT and DT Operations, and contribute to enterprise DT pipelines for critical roles
• Strategic workforce planning: Partner with leaders to develop medium- to long-term workforce plans for D&S DT and DT Operations, including skills, location strategy, and workforce mix (employees/contractors/partners)
• Leadership effectiveness: Coach senior leaders and people leaders, providing candid feedback and support to strengthen leadership capability, team effectiveness, and bench strength
• Development and career navigation: Work with Talent CoEs to create development pathways, career navigation approaches, and targeted programs that help DT employees progress and grow
• Org design & optimization: Support organizational design and restructuring efforts that improve clarity, speed, and accountability within DT ensuring structures support strategy and regulatory requirements
• Change leadership: Lead or support key change initiatives (operating model changes, process redesign, tool deployments) with robust change management, clear communication, and strong stakeholder engagement
• Embed FLIGHT DECK: Champion FLIGHT DECK methodologies in both the business and HR, using lean principles to simplify processes, eliminate waste, and continuously improve HR delivery and employee experience
• Culture & engagement: Partner with leaders to foster a culture of safety, operational rigor, inclusion, and continuous improvement; identify and address culture and engagement risks early
• Partner with CoEs: Collaborate with Talent, Total Rewards, HR Operations, and other CoEs to design and deliver contemporary, fit-for-purpose HR solutions for D&S DT, DT Operations, and broader DT needs
• Execute core HR activities: Ensure effective delivery of compensation, benefits, performance development, learning, and other HR programs, tailored appropriately for defense and operations environments
• Employee relations & risk: Provide guidance on complex employee relations matters, ensuring fair and equitable treatment, strong compliance, and protection of confidentiality and trust
• Employee advocacy: Act as a credible advocate for employees and leaders, balancing business needs with a strong commitment to integrity, respect, and inclusion

Requirements:

• Bachelor's degree from an accredited university or college (or a high school diploma / GED with at least 4 years HR Generalist related experience)
• Minimum 5 years of progressive experience in HR or related client-facing and specialist HR roles with increasing responsibility
• Experience as an HRBP in aerospace, defense, manufacturing, or other complex, regulated, and global environments; exposure to technology/DT organizations is a plus
• Proven experience managing HR operating rhythms, KPIs/metrics, and HR shared services/CoE interfaces; demonstrated ability to use data for decision making
• Track record of partnering with senior leaders to design and execute HR strategies aligned with business and operational priorities
• Experience in organization design, strategic workforce planning, and leading or supporting change initiatives
• Strong project management skills, with the ability to manage multiple initiatives simultaneously and deliver on time
• Excellent communication, facilitation, and relationship-building skills; able to influence and collaborate effectively with senior leadership and cross-functional teams
• Strong interest in innovative HR solutions and lean/continuous improvement; experience applying FLIGHT DECK or similar methodologies is a plus
• Strong organizational skills and attention to detail; able to move between strategic thinking and hands-on execution
• Advanced degree in HR, Industrial/Labor Relations, Business, or related field, and/or HR certifications (e.g., PHR/SPHR, SHRM-CP/SCP) preferred