People Partner, Sr Director

The Senior Director, Human Resources is a strategic member of AGI leadership responsible for building, scaling, and modernizing the people function for a defense-oriented business operating in a highly regulated national security environment.

This leader will operate at the intersection of talent strategy, organizational effectiveness, defense program execution, employee relations, compliance, culture, and AI-enabled HR modernization.

Key Responsibilities:

• Executive HR Leadership & Business Strategy
• Serve as the senior HR leader and trusted advisor to AGI executives, program leaders, and functional leaders on workforce strategy, organizational design, talent risk, culture, leadership effectiveness, and employee engagement.
• Translate AGI business priorities, defense customer commitments, and growth objectives into a practical multi-year people strategy that strengthens execution, retention, leadership depth, and organizational resilience.

• Defense Prime / Government Contracting Workforce Leadership
• Lead HR strategy for an organization supporting Department of Defense, Intelligence Community, aerospace, defense, or federal contracting customers, with an emphasis on mission assurance, workforce readiness, security-aware culture, and compliant execution.
• Partner closely with Security, Legal, Contracts, Compliance, Ethics, Program Management, and Finance to support requirements tied to cleared personnel, classified programs, labor charging, export controls, government customer expectations, and contract-driven staffing.

• Talent Acquisition, Workforce Planning & Succession
• Build workforce plans that align hiring, skills, clearance requirements, location strategy, labor categories, compensation, and program economics with AGI growth and delivery commitments.
• Partner with parent company Talent Acquisition and HR shared services to attract, assess, hire, and onboard high-quality talent across engineering, technical, program management, operations, security, business development, and corporate functions.

• Compensation, Performance, Culture & Employee Experience
• Partner with parent company Total Rewards and compensation shared services on competitive pay, incentive design, job architecture, leveling, benefits, retention tools, and market-informed offers while considering defense market talent dynamics.
• Lead performance management, goal alignment, engagement, recognition, and culture initiatives that reinforce accountability, inclusion, collaboration, compliance, security awareness, and mission focus.

• Compliance, Governance & Proxy Environment
• Operate effectively in a Proxy / FOCI-mitigated governance structure, including awareness of the role of proxy holders, outside directors, voting trustees, government security committees, security reviews, compliance reporting, and communication boundaries.
• Partner with Legal, Security, Ethics, Compliance, and parent company teams to ensure HR practices support applicable employment laws, government contracting rules, security requirements, data protection expectations, export controls, and internal policies.

Required Experience & Qualifications:

• Leadership Experience
• 12+ years of progressive HR experience, including significant senior HR leadership, HR business partner, or people leadership responsibility in a complex, matrixed, or regulated business.
• Experience supporting aerospace, defense, national security, government contracting, technology, manufacturing, engineering, or similarly regulated environments strongly preferred.

• Functional Expertise
• Deep knowledge of HR strategy, talent acquisition, workforce planning, employee relations, compensation, benefits, performance management, talent development, succession planning, organizational design, and change management.
• Strong command of U.S. employment law, HR compliance, documentation practices, workplace investigations, manager coaching, and employee relations resolution.

• Education & Certifications
• Bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, Labor Relations, Organizational Development, or a related discipline required; advanced degree preferred.
• Professional certification such as SHRM-SCP, SHRM-CP, SPHR, PHR, or equivalent is desirable.