The Chief Human Resources Officer will be responsible for overseeing the design and development of Human Resources strategies and programs consistent with Organization’s Mission, Vision/Core Values and Strategic Plan. He/She will formulate and recommend Human Resources policies and objectives Company-wide. 

Job Description:

The Chief Human Resources Officer will perform all or some of the following Job description:

• Identify legal requirements and government reporting regulations and rules affecting the Human Resources function (e.g., EEO, Affirmative Action, ERISA, FLSA/Wage & Hour, DCAA, Immigration)

• Monitor Company exposure. Ensure compliance. Act as primary contact with HR Counsel and outside government agencies

• Define all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs

• Provide necessary education and materials to line management and employees—workshops, manuals, employee handbooks, and standardized reports

• Oversee implementation of programs through Human Resources staff

• Monitor administration to standards. Identify opportunities and resolve discrepancies

• Lead recruitment activities Company-wide. Create recruitment and selection plans and programs

• Evaluate recruiting and selection processes, procedures and systems to ensure optimal scalability and cost-effective performance

• Oversee Employee Orientation Program/process

• Oversee the design and administration of Company benefits programs

• Direct the administration of benefit programs to include: health, retirement, death, disability, and unemployment

• Evaluate and recommend plan modifications. Evaluate and select insurance brokers. Insurance carriers, and other outside sources

• Oversee the design and development of Company’s merit-based compensation plans and programs

• Oversee executive and staff compensation plans and programs ensuring consistency with Organization’s Compensation Philosophy and regulatory compliance

• Oversee the design of Company short-term and long-term incentive programs. Oversee development and administration of Performance Management with goals and competencies flowing directly from the Company vision. Ensure compliance with applicable regulations (e.g., FLSA, DCAA)

• Oversee Company organization planning and executive/staff development programs including (but not limited to): organizational needs assessments; training/development programs, career ladder development, skill inventories and management succession plans to meet present and future organizational needs. Programs designed to maximize cost-efficiency and employee engagement

• Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale

• Evaluate Company culture and recommend changes to accomplish Company goals and objectives

• Utilize employee surveys, exit interviews and other feedback mechanisms; and create action plans

• Concurrently oversee Company EEO and Affirmative Action programs to achieve diversity goals

• Oversee Payroll and related processes

• Lead Human Resources activities supporting mergers/acquisitions

• Evaluate procedures and technology solutions to improve human resources data management (e.g. HRIS, staffing support systems)

• Participates in Organization’s strategic planning

• Work with senior management and corporate staff to develop business plans for the Company

• Serve on planning and policy-making committees

• Establish and implement short- and long-range departmental goals, objectives, policies, and operating procedures

• Recruit, train, supervise and evaluate department staff

• Evaluate and recommend Human Resource outsourcing opportunities and identify potential vendors (scalability)

• Perform other duties as assigned by the CEO, COO or Board of Directors.

• 8 – 10 years of directly related and highly progressive Human Resources experience in a government contracting environment, at least three in a management capacity
• Strong Human Resources generalist
• Broad knowledge in each of the Human Resources functional areas – Recruiting/Selection, Benefits, Compensation, Performance Management, Organization Planning and Staff/Executive Development, Employee Relations, EEO/Affirmative Action and Payroll
• Proven Strategic Business Partner – expertise in strategic planning and execution; total company perspective in designing Human Resources programs and systems
• Proven management skills including planning, supervision, mentoring and coaching
• Knowledge of computerized information systems used in Human Resource applications
• Preferred: Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR)
• Mergers & Acquisitions support experience.

• Bachelors Degree in Human Resources, Business Administration or related field (or equivalent)
• Masters Degree in Human Resources or MBA strongly preferred
• Certified Compensation Professional (CCP).
   

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