US-New York-Orchard Park
Date Posted
18 Apr 2019

Cobham is seeking a Senior Human Resources (HR) Business Partner. The Senior Human Resources (HR) Business Partner to respective Vice Presidents and client groups in the identification and meeting of all HR needs. Serve as primary contact and advisor for all assigned functions. This person will focus on diagnostic, consultative and organization development support. The position also requires a broad scope of responsibility for work in areas including Talent Acquisition, Employee Relations, Training, Compensation, Benefits, and Talent Management. Provide expert consultation in organizational effectiveness to assigned client groups (functions), specifically, through leadership focused on talent management, diversity, restructuring, and other human capital initiatives. This position is located in Orchard Park, NY.


Talent Management:

  • Succession planning: Overall Talent Management, and for assigned client groups. The individual will need to be comfortable in managing input in the Business Units succession plan at the Vice President Level, and vertical functions as well.
  • Collaborate with managers to identify and advise on and support the development of high potentials.
  • Provide succession management tools and processes, including coaching, participating in sessions and providing feedback.
  • Support and manage the mentorship programs. 

Workforce Planning:

  • Partner with leadership within the Business Unit and assigned clients to diagnose and analyze current and future talent needs, including development of workforce planning tools, forecasts, attraction and retention strategies.
  • Work to ensure that we have the correct resources in the correct positions.
  • Facilitate complex organizational change efforts, i.e. major efficiency and process/performance improvement projects.
  • Advise business leaders regarding correct organizational structure to keep aligned the business demands, and follow through on individual restructuring efforts.
  • Collaborate with managers to identify and advise on and support the development of high potential.
  • Provide succession management tools and processes, including coaching, participating in sessions and providing feedback. 

Cobham Purpose / Culture:

  • Employee Engagement: Facilitate the delivery of Employee Engagement survey and results to senior leadership in assigned functions. Support the Vice President of HR in the rollout of survey results to the General Manager and Management Team.
  • Co-develop and drive engagement initiatives.
  • Facilitate/consult/participate in impact planning sessions as appropriate.
  • Leverage turnover data to support engagement efforts and to develop action plans to increase retention.
  • Support and execute “Stay” interviews in high churn departments. Leverage the data to construct retention strategies, manage, and track execution.
  • In collaboration with BU Finance, and BU Vice Presidents forecast, based on strategic business line objectives, number of GDP placement and support the build out of learning contracts.
  • Collaborate with Group Human Resources – Organization Design and Talent Development team   on the placement, Assessment Centers and other activities.
Compensation/Performance Management/Benefits:
  • Collaborate with business line leadership to drive annual merit/ planning processes ensuring consistency with compensation philosophy.
  • Provide counsel on individual compensation recommendations, with a focus on pay for performance philosophy, and within Group Human Resources frame work
  • Collaborate, review and advise HRBP’s on compensation related matters within their assigned functional areas.
  • Advise senior managers on how compensation and benefits serves as a tool in attracting and retaining talent.
  • Proactively manage compensation concerns and issues.
Employee Relations 
  • Identify and collaborate on a strategy to resolve all employee relations issue(s) that emerge, assist in any investigation, and serve as liaison between interested parties. Apprise senior leadership of relevant proceedings.
  • Ensure HRBP’s take the appropriate actions for mid and lower level employee issues.
  • Advise BU Vice President of Human Resources on policy requirements not already covered in company-wide policy and necessary for the good order and discipline of employees.
  • Advise business line partners in the interpretation of HR Employee Relations policy matters.

Talent Acquisition (CRT):

  • Collaborate with business unit leadership and Cobham Resourcing Team (CRT) on staffing plan, including analysis of talent needs.
  • Ensure business hiring objectives and requirements are being met in a timely manner.
  • Monitor and facilitate reporting (periodically) on recruiting action status.
  • Manage necessary administration around recruiting with responsible HR staff.


  • Exercise usual managerial authority with respect to staffing, performance, compensation, termination, and promotions.
  • Provide ongoing support to and identify development opportunities for staff.
  • Develop goals/objectives that are consistent with division/business line and monitor successes/opportunities.
  • Exercise usual authority of a manager concerning staffing, performance appraisals, promotions, salary recommendations, performance management and terminations.
  • Understand and adhere to the Company’s risk and regulatory standards, policies and controls in accordance with the Company’s Risk Appetite.
  • Design, implement, maintain and enhance internal controls to mitigate risk on an ongoing basis.
  • Identify risk-related issues needing escalation to management.

Key Responsibilities:

  • Provide proactive advice and real-time counsel in addressing performance management, compensation, training, sourcing and recruiting, employee relations and development and other key business initiatives.
  • Participate in management and staff meetings with business-line customers.
  • Participate in the development of strategic human resources initiatives and establish goals to meet the strategic initiatives of the business.
  • Execute business-driven people strategies, processes and policies.
  • Act as an expert resource on the development, deployment and management of highly complex HR issues.
  • Develop, implement and champion action plans that advance short- and long-term business plans through effective leveraging of human resources.
  • Effectively build relationships with business line leaders and human resources partners.
  • Build trust with managers and employees, manage deliverables and influence individuals.
  • Identify and implement best practices to align, partner, and collaborate with a team of HRBP’s across the network to ensure that our highest standards of service and commitment to our clients is consistently met.
  • Manage team of HR Business Partners.

Minimum Requirements:

  • Candidate must have a minimum of a Bachelor’s Degree in Business Administration, Human Resources, Psychology or other comparable discipline.
  • Minimum of 10 years applicable Human Resources experience, in applying Human Resources procedures.
  • Experience collaborating with company leadership to understand the following aspects of the company: business unit operations and functionality; the different product and service offerings, and how they are positioned; who are the key customers and competitors and understanding the environment that could affect future successes.
  • Thorough knowledge and understanding of applicable laws and regulations affecting people operations and being able to communicate them out to the business.
  • Experience problem solving and coordinating within various HR functions.
  • Experience managing a team of Human Resources professionals.
  • Experience operating in a fast paced, high change environment with a heavy involvement in multiple people projects concurrently.
  • Experience with MS Office, including Word, Excel, PowerPoint, Outlook.
  • This position requires access to technology, materials, software or hardware that is controlled by export laws of the US. In order to be eligible you must be either a US Citizen or Permanent Resident.

Preferred Qualifications:

  • Strong management, leadership, interpersonal and facilitation skills.
  • Sound analytical abilities and judgment to recommend policies and procedures to conform with state and federal laws/regulations and to research HR policies and practices to achieve company goals.
  • Ability to interact and collaborate with all levels of personnel with tact and diplomacy.
  • Strong negotiating skills.
  • Ability to handle conflict from varying parties, up to and including senior management.
  • Strong organizational and resource management skills.
  • Excellent verbal, written, and presentation communication skills.

Cobham's values of Trust, Talent and Technology have driven us from our launch in 1934 by Sir Alan Cobham, an aviation innovator, to becoming a global leader in state-of-the-art aerospace and defense systems. And it’s the insights of our innovators today that will secure our collective future. Innovators like you.


Cobham is one of the world's leading companies engaged in the development, delivery and support of leading-edge aerospace and defense systems in the air, on land and at sea. Our clients and partners trust Cobham to deliver the mission-critical technology they need, and we trust our employees to draw on their ingenuity and passion to deliver those solutions. This leads to an empowering culture for our people. Our Leadership team is open, sharing plans for the next five years, driving retention by offering demanding, exciting work, and providing full guidance and mentoring.


Cobham is an Equal Opportunity/Affirmative Action Employer and embraces diversity in our employee population.  It is the policy of Cobham to provide equal opportunity to all qualified applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or genetic information. Cobham will refrain from discharging, or otherwise discriminating against, employees or applicants who inquire about, discuss, or disclose their compensation or the compensation of other employees or applicants.


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Job ID
Job Category
Primary Location
US-New York-Orchard Park
Cobham Mission Systems
Mark Whalen
Do PostBack