Sr. Human Resources Manager/Leader

My client, Adnet Systems, is looking for an HR Manager to join their team.

At Adnet Systems, the Human Resources (HR) Manager is a member of the senior leadership team and will report directly to the Co-Founder of the company. The HR Manager is responsible for providing strategic and operational Human Resources guidance through the implementation of standard HR best practices and procedures. In addition to the direct supervision and management of the Human Resources support staff (2), the HR Manager will be responsible for the planning and implementation of a variety of Human Resources functions including but not limited to policy design and implementation, recruitment and retention, training and development, compensation and benefits administration, employee and labor relations, and HR systems.

This is a hands-on role, requiring the ability to work closely with and support the senior leadership team, managers, and all other employees. This is a hybrid role with flexibility for remote work but may need to be onsite a couple days a week in the Bethesda, MD office.

The HR Manager will employ relationship-building skills that facilitate the value of Human Resources in the decision-making processes while encouraging an environment in compliance with standard EEOC principles and regulations. The HR Manager will align Human Resources with the mission, core values, and strategies.

Role Accountability & Key Competencies

Policy Design and Implementation

• Responsible for all Human Resources policy and procedure development.
• Responsible for successfully implementing HR policies and procedures at all levels and locations.
• Lead and manage the HR policies, procedures, and processes to determine effectiveness and efficiency of each.
• Identify deficiencies and recommend improvements to achieve and deliver improved results.

Recruitment and Retention

• Proactively recruit, along with managers, to find top talent and maintain robust pipeline of qualified candidates.
• Ensure managers are trained on proper recruiting and interviewing methods to ensure consistency.
• Evaluate the onboarding process and make recommendations for improvement to ensure it is effective, efficient, and seamless. Ensure all managers are aware of any changes to the process and understand their role in the onboarding process.
• Assess current retention efforts and seek employee feedback. Identify deficiencies and recommend improvements to make retention efforts more effective.
• Tracks turnover and determines strategies for improving retention.

Benefits Administration & Total Rewards

• Partners with HUB vendor and HR staff to oversee all aspects of benefits administration, as well as any issues employees may have with their benefits.
• Regularly review current benefit offerings to ensure they remain competitive within the market and make recommendations to leadership.
• Assess current compensation levels against competitors and local market and identify areas that may be out-of-line and/or inequities within the company. Make necessary adjustments to address any issues.

Performance Management Design, Employee Development and DEIB

• Manage performance review process and employee professional development through the iSOLVED platform.
• Work with the senior leadership team and managers to develop improvements and make changes to the job descriptions, job content, and accountability measures.
• Identify deficiencies and recommend improvements to address these deficiencies and ensure the effectiveness of the performance management program.
• Effectively communicate the performance management program at all levels.

Ensure comprehensive development and succession plans are in place for key positions.

• Develop training and employee development program(s) making recommendations for additional training opportunities as needed.
• Develop program to enhance Diversity, Equity, Inclusion & Belonging (DEIB) across the organization.

Compliance

• Review all areas of Human Resources to ensure compliance with all federal and state requirements as well as government contracting compliance.
• Provide employee data to vendor for affirmative action reporting.
• Communicate changes to as necessary to staff.

Employee Relations

• Address and resolve (when possible) all employee relations issues that arise working closely with managers as necessary.
• Recommend improvements to current process that will ensure issues are handled consistently.
• Actively communicate with all employees to seek general feedback and build better relationships.

Leadership and Management

• Actively contribute to the development of the organization’s strategic plans and objectives.
• Work as a strategic business partner, change agent, and member of the senior leadership team; provide advice and counsel to senior leadership on a variety of HR topics.
• Create a Human Resource Plan which will align with the mission, goals, and objectives.
• Responsible for the management and development of HR support staff and clear oversight of all Human Resources policies and processes.
• Coach both managers and employees at all levels on a variety of topics including management skills, professionalism, conflict management, and effective communication. Encourage participation in training and development.

Role Qualifications:

• BA/BS required; SPHR/PHR Certification a plus.
• Minimum 8-10 years of progressively complex Human Resources experience required; 3+ years experience in a management level role.
• Experience working in a government contracting in a multi-state environment; preferably with OCONUS employees
• Extensive knowledge of HR policies and practices (multi-state), recruitment and retention, compensation and benefit administrations, and organization change and effectiveness.
• Strong leadership skills and experience influencing others at senior levels in an organization.
• Clear and concise interpersonal communication.
• Ability to work at both strategic and tactical levels, within managerial/leadership and non-managerial employee groups.
• Strong problem-solving skills and experience.

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