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Human Resources Director

4 weeks ago

Arlington, Virginia, United States BlueHalo Full time
Job Summary

The Human Resources Manager will oversee the daily workflow of the HR team and provide support, backup, and guidance. This role will also provide support regarding HR-related questions or concerns to employees and managers.

Key Responsibilities
  • Manage a broad range of HR duties, including benefits administration, compensation, employee relations, compliance, performance and talent management, employee recognition and morale, training and development, leave, on-boarding, off-boarding, and other areas as assigned.
  • Oversee the daily workflow of the HR team and provide support, backup, and guidance.
  • Provide support regarding HR-related questions or concerns to employees and managers.
  • Support and guide management and other staff when complex, specialized, and sensitive questions and issues arise.
  • Administer and execute tasks in delicate circumstances, such as providing reasonable accommodations, investigating allegations of wrongdoing, addressing employee disciplinary actions and terminations.
  • Lead the investigation, documentation, communication, and outcome of employee relations matters.
  • Make decisions regarding the application of policies, practices, and strategies.
  • Perform routine tasks required to administer and execute human resource programs, including compensation, benefits, and leave; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
  • Collaborate across HR and/or work independently to research, develop, and update the organization's policies and guidelines when needed.
  • Contribute insights and recommendations to develop the Sector's growth strategies, specifically working with Sector leadership.
  • Consult with the HR leadership team and work with the broader HR team.
  • Provide oversight and administer when needed the onboarding, off-boarding, and employment changes processes.
  • Conduct or assist with record audits and mandatory reports, which may include I-9 audits, EEO-1 filings, Affirmative Action Plans, and other compliance reviews.
  • Maintain accurate and up-to-date human resource files, records, and documentation.
  • Maintain the integrity and confidentiality of human resource files and records.
  • Review policies and practices to maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices.
  • Maintain knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent management, and employment law.
  • Perform other duties as assigned.
Requirements
  • Bachelor's degree in Human Resources or 10+ years of overall HR experience.
  • 3 years of demonstrated experience at the HR Manager level.
  • Good verbal and written communication skills.
  • Strong interpersonal, negotiation, and conflict resolution skills.
  • Excellent organizational skills and attention to detail.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Ability to prioritize tasks and delegate when appropriate.
  • Ability to act with integrity, professionalism, and confidentiality.
  • Thorough knowledge of employment-related laws and regulations.
  • Proficient with Microsoft Office Suite.
  • Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
Preferred Qualifications
  • Experience within the Government Contracts community.
  • SHRM-CP desired.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.