People & Culture Business Partner

Worker Type Regular Job Description Summary The People & Culture Business Partner operates as a trusted consultant, balancing strategic partnership with hands-on execution while ensuring compliance with government regulations, security requirements, and company policies. This role partners closely with the business to drive workforce planning, talent development, total rewards execution, organizational effectiveness, and culture initiatives that support mission-critical outcomes.  Position Responsibilities Partner with the business in developing an understanding of the people and organizational strategy needs and assist in designing and executing solutions in the areas of talent acquisition, change management, organizational design, business process improvement, performance management, and effective communication Advise on organizational design, workforce planning, and talent optimization to support growth, restructuring, and program delivery Lead performance management processes in partnership with P&C Talent Development team, including goal setting, reviews, and calibration, ensuring consistency and alignment with business priorities Identify and recommend high-potential talent development, and support succession planning for critical roles Coach leaders on employee engagement, performance, leadership effectiveness, and communication strategies Provide expert guidance on employee relations matters, conduct and support investigations in compliance with company policies and applicable employment laws Ensure compliance with federal, state, and local regulations, as well as government contracting requirements (including ITAR), and maintain audit-ready documentation Analyze workforce data and trends (e.g., attrition, engagement, hiring) to inform decision-making and proactive planning Partner with Talent Acquisition on hiring strategies and workforce planning, including scenario modeling for program needs Collaborate with Total Rewards to support salary planning, promotions, and equity reviews, ensuring competitive and compliant compensation practices Lead and support employee engagement initiatives and action planning based on survey results; provide advice on issues affecting morale, performance, development and organization effectiveness, helping to determine root causes and recommending appropriate next steps Drive communication and change management efforts, including support for business transformations and M&A integration as applicable Lead and execute cross-functional P&C initiatives and projects, (e.g., organizational redesigns, talent programs, system implementations, M&A integration support) from planning through delivery Develop and manage project plans, timelines, and milestones; track progress, manage risks, and ensure alignment with business priorities Partner with cross-functional stakeholders (P&C, Legal, Finance, IT, and business leaders) to ensure effective execution of core people processes (e.g., onboarding, performance cycles, compensation reviews) Utilize HR systems (e.g., Workday) to support data-driven decision-making and continuous process improvement Manage multiple priorities effectively while maintaining attention to detail and follow-through on commitments Other duties as assigned Basic Qualifications (Required Skills & Experience) Bachelor’s degree required in Human Resources, Organizational Development or Businesses required or equivalent combination of education, training, and experience Advanced degree, MBA or MS is preferred Minimum 8+ years of progressive HR experience, including 3–5+ years as a P&C Business Partner Strong knowledge of employment law and HR practices Experience in a regulated environment (e.g., aerospace, defense, government contracting) Demonstrated ability to influence and partner with senior leaders Strong analytical, problem-solving, and decision-making skills Ability to manage multiple priorities in a fast-paced, deadline-driven environment High level of integrity and ability to handle confidential information Other Qualifications & Desired Competencies HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) Experience supporting engineering, manufacturing, or program-based organizations Experience supporting international populations, including global mobility or expatriate programs Experience with HRIS systems (e.g., Workday) Prior experience supporting M&A integration or large-scale transformation initiatives Flexibility to support business needs during peak periods Strong written and verbal communication skills Strong analytical, time management and organizational skills Strong computer skills and proficiency with office software and productivity tools Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel) Works well with little or no supervision and exercises independent judgement on a regular basis Strong ability to gain cooperation of others, conducting presentations of technical information concerning specific projects or schedules Physical Demands Ability to sit, stand, stoop, reach, lift (up to 10 lbs.), bend, etc.  Hand and wrist dexterity to utilize the computer May require travel to sites/program and special functions Environmental Conditions Critical to Performance: Work is in an office environment, climate controlled through central air conditioning/heating May have some exposure to outside environment while traveling Special Requirements U.S. Citizen, U.S. Permanent Resident (Green Card holder) or  asylee/refugee status as defined by 8 U.S.C. 1324b(a)(3) required. Must be able to travel within the Continental U.S. and internationally when required Clearance Level No Clearance The salary range for this role is: $106,500 - $162,500 AeroVironment considers several factors when extending an offer, including but not limited to, the location, the role and associated responsibilities, a candidate’s work experience, education/trainin