HR Manager

Ready to Ignite your career and work alongside some of the most innovative and brightest professionals in the GovCon space? Join us and unleash your potential -- as a Human Resources (HR) Manager, you will develop and lead a highly engaged and dynamic HR organization. You will oversee and manage all HR functions, to include but not imited to employee relations, compliance, performance management, benefits administration, talent management, and training & development. The ideal candidate will have experience working in government contracting (GovCon), with a strong understanding of federal and state labor laws, regulations, and policies applicable to government contracts.

Your Role:  

• Collaborate with senior management to develop and implement HR strategies, plans, and improvements that align with business objectives and corporate culture.
• Lead HR-related projects and initiatives, such as employee engagement and organizational development. 

• Oversight and guidance to ensure full lifecycle recruitment for the timely hiring of qualified candidates to meet project requirements. 

• Manage the onboarding process for new hires, ensuring all necessary documentation, clearances, and training are completed prior to start dates. 

• Oversee the management of a robust pipeline of talent to support both short-term and long-term contract needs. 

• Serve as the primary point of contact for employee concerns, addressing issues related to performance, workplace behavior, and conflict resolution. 

• Foster a positive work environment by promoting open communication and ensuring fair treatment for all employees. 

• Investigate and resolve employee complaints or grievances in compliance with company policies and legal requirements. 

• Ensure compliance with federal, state, and local labor laws, including the Service Contract Act (SCA), Davis-Bacon Act, Equal Employment Opportunity (EEO), and other government contracting regulations. 

• Prepare and maintain required reports for government agencies (e.g., EEO-1, VETS-100, OFCCP compliance) and ensure timely submission of all mandated filings. 

• Monitor changes to labor laws and regulations and advise management on necessary actions. 

• Administer the performance review process, ensuring consistency and fairness across all departments. 

• Support the development of training programs to enhance employee skills and performance, particularly with respect to contract-specific requirements. 

• Provide coaching and guidance to managers to ensure effective employee performance and career growth.
• Assist with salary administration and compensation strategy, ensuring alignment with company goals and contract terms. 

Requirements

• Bachelor's degree in human resources, Business Administration, or related field. 

• 10+ Years of Experience in Human Resource-related functions.  

• Proven experience working within the government services industry strongly preferred.  

• Proficiency in Employee Management Systems and HRMs, along with Microsoft Office Suite.  

• Excellent interpersonal and communication skills, with the ability to influence and build relationships at all levels of the organization. 

• In-depth knowledge of federal and state employment laws, including but not limited to FMLA, ADA, FLSA, and EEO. 
• US Citizenship and ability to obtain a futre government clearance, as applicable

Benefits

Benefits Include:

• 401(k)
• 401(k) matching
• Dental insurance
• Flexible schedule
• Flexible spending account
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Professional development assistance
• Referral program
• Retirement plan
• Tuition reimbursement
• Vision insurance

Ignite IT is an Equal Employment Opportunity/Affirmative Action Employer. We evaluate qualified applicants without regard to race, color, religion, sex, national origin, disability, Veteran status, sexual orientation, or other protected characteristic. In accordance with EO 13665 Final Rule, Ignite IT 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.