Human Resources Manager

Additional job duties include

• Serve as a trusted advisor for employee grievances, disciplinary actions, and performance improvement plans.
• Lead internal compliance audits and serve as the primary point of contact for Department of Labor (DOL) or Defense Contract Audit Agency (DCAA) reviews.
• Develop and enforce corporate HR policies, maintaining an Employee Handbook that balances federal contracting realities with standard corporate policy.
• Serve as the primary administrator of Rippling, the company's HRIS, managing its full capabilities, including workflows, automations, approval chains, permissions, reporting, integrations, and employee data, so that HR processes stay accurate, efficient, and compliant.
• Administer leave programs, including FMLA, ADA accommodations, and state-specific leave requirements, with clear and timely employee communications.
• Maintain VEVRAA and Section 503 obligations as applicable, including job listing requirements, required postings, and annual VETS-4212 reporting.
• Prepare for and respond to Department of Labor inquiries, audits, and prime contractor flow-down reviews.
• Oversee recruiting team to align hiring strategies with contract budget constraints and specialized security clearance requirements.
• Manage onboarding, Form I-9 and E-Verify compliance, and provisioning coordination for new hires across multiple contract sites.
• Review, interpret, and accurately cross-walk contract personnel classifications to current DOL Wage Determinations.
• Administer compensation structures aligned to contract labor categories, wage determinations, and company pay practices.
• Manage benefits programs, including health plans, the 401(k) plan, and paid time off, and coordinate open enrollment and plan change communications.
• Ensure benefits administration complies with the ACA employer mandate, Section 125 cafeteria plan rules, ERISA, and COBRA.
• Coordinate with payroll and finance to ensure accurate timekeeping, labor charging, and fringe accounting.
• Oversee the precise tracking, accounting, and distribution of H&W fringe benefits to meet strict hourly compliance requirements.
• Support proposal development by drafting staffing plans, recruitment and retention approaches, and compensation narratives.
• Support HR integration of new contracts and incumbent workforce transitions, including any right-of-first-refusal obligations the contract imposes.

Required Qualifications

• Bachelor's degree in human resources, business administration, or a related field, or an equivalent combination of education and experience.
• Five or more years of progressive HR experience, including at least two years in a manager or HR generalist role.
• Three or more years of HR experience with a federal government contractor, including direct experience administering the Service Contract Act.
• Working knowledge of FLSA, FMLA, ADA, Title VII, ACA, ERISA, COBRA, VEVRAA, and Section 503.
• Experience administering benefits programs, including health plans and 401(k) plans.
• Ability to obtain and maintain any background investigation or suitability determination required by the government customer.
• Ability to interpret wage determinations, contract clauses, and federal labor regulations and translate them into clear, defensible internal practice.
• Strong written communication skills, including drafting policies, employee notices, and proposal content.
• Sound judgment and discretion in handling confidential personnel, medical, and compensation information.
• Ability to manage multiple priorities under contract and proposal deadlines.
• Proficiency with Microsoft 365 and HR information systems.

Preferred qualifications

• HRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience supporting a small business contractor holding WOSB, SDVOSB, SDB, HUBZone, or 8(a) certifications.
• Experience supporting CMS, VA, or DoD contracts, particularly in healthcare administration or IT services.
• Experience supporting federal proposal development, including staffing plans and key personnel.
• Experience with an HRIS or PEO platform and with timekeeping systems that support labor charging.

What to Expect Next