Job Description

Position Title:

HR Manager/Director

Location:

Havre de Grace/Aberdeen, MD (60%), Annapolis Junction, MD (40%)

Reports To:

CEO/COO

Job Type:

Full-time

Clearance Requirement:

US Citizenship required; Full Scope Poly a plus

Summary:

The Human Resources Director guides and manages the overall provision of Human Resources services, policies, and programs for LufCo.

Key Responsibilities:

Development of the Human Resources Department + Develops and monitors an annual budget that includes Human Resources services, and administration, outside service providers, benefits, and training programs.
+ Supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources. Assesses competitive offerings prior to renewal periods.
+ Conducts a continuing study and develops COAs/recommendations for all Human Resources policies, programs, and practices to keep management informed of new developments.
+ Leads the development of and reports department goals, objectives, and systems.
+ Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department and measure/monitor compliance with Federal, State, and Local policies, as well as international (where applicable).
+ Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
+ Participates in executive, management, and company staff meetings and attends other meetings and seminars.
Training and Development + Defines Human Resources training programs and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
+ Leads the development, implementation, monitoring, and administration of an effective performance management system.
+ Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.
+ Assists managers with the selection and contracting of external training programs and consultants.
+ Tracks workforce requirements (internal and contract), compliance and development needs. Coordinates compliance reports and any required waivers with Contracts/PMs.
New Hire and Employee Relations + Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
+ Interviews management and executive-level candidates; serves as an interviewer for position finalists.
+ Lead the onboarding, orientation and outboarding process for all new personnel.
+ Partners with management to communicate Human Resources policies, procedures, programs and laws.
+ Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
+ Conducts investigations when employee complaints or concerns are brought forth.
+ Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
+ Reviews, guides, and approves management recommendations for employment terminations.
Compensation and Benefits + Works with Finance on competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
+ Monitors all pay practices and systems for effectiveness and cost containment.
+ Work with Finance to participate in at least one salary survey per year.
+ With the assistance of the CFO, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.
+ Leads the development of benefit orientations and other benefits training.
+ Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Employment Law and Compliance + Leads company compliance with all existing governmental and labor legal and government reporting requirements. Maintains minimal company exposure to lawsuits.
+ Directs the preparation of information requested or required for compliance with federal, state and local laws as well as contract terms (Service Contract Act and Davis-Bacon Act)
+ Serves as the primary contact with the company employment law attorney and outside government agencies.
+ Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development + Designs and directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
+ Manages employee communication and feedback through such avenues as company meetings, employee satisfaction surveys, newsletters, employee focus groups, and one-on-one meetings.
+ Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
+ Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
+ Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
+ Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
The Human Resources Director assumes other responsibilities as assigned by the CEO/COO.

Qualifications:

Experience in leading Human Relations in a Company with 100 Employees or more, prefer prior experience in the Defense Industry (or similar federal). Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development. Above average oral and written communication skills. Excellent interpersonal and coaching skills. Demonstrated ability to serve as a successful participant on the executive management team that provides company leadership and direction. Demonstrated ability to interact effectively with the company Board of Directors. Excellent computer skills in a Microsoft Windows environment. Must include Google Docs and skills in database management and record keeping. Experience in the administration of benefits and compensation programs and other Human Resources programs. Evidence of the practice of a high level of confidentiality. Excellent organizational skills.

Education:

Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organization Development. HR Certification(s) a plus.

Experience:

10+ years of progressive leadership experience in Human Resources positions. Specialized training in employment law, contract compliance, compensation, organizational planning, organization development, employee relations, and training preferred. Experience with mergers and/or acquisitions. Active affiliation with appropriate Human Resources networks and organizations, such as the Society for Human Resource Management (SHRM), and ongoing community involvement preferred.

Physical Requirements:

Ability to report to Havre de Grace / Aberdeen and Annapolis Junction. Potential travel less than 5% of the time. Standard office environment with occasional requirements to visit client sites, labs, or field environments.

Why Join Us?

Impactful Work:

Contribute to critical national security initiatives and make a real difference in protecting our nation.

Cutting-Edge Technology:

Work with the latest advancements in SIGINT and related fields.

Career Growth:

Opportunities for professional development, training, and advancement within a growing company.

Collaborative Environment:

Join a team of highly skilled and supportive engineers who are passionate about their work.

Comprehensive Benefits:

Competitive salary, generous PTO, health/dental/vision insurance, 401K matching, tuition reimbursement.

Compensation and Benefits:

Competitive Pay: Annual salary ranges from $95,000 to $175,000. Salaries depend on labor category, years of experience, education, skills relevant to the position, and type of contract. Benefits: Including Paid Time Off; 401K Contribution and Employer Match Contributions; and Medical, Dental, and Vision Coverage. For the full list of LufCo Benefits, visit our website: https://www.lufburrow.com/careers






Position availability can vary due to dynamic, evolving contract needs. This job posting being active does not guarantee an immediately available position matching its description. This job description is intended to provide a general overview of the responsibilities and qualifications for this position. It is not an exhaustive list and may be subject to change based on the needs of the company.


LufCo provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.


LufCo Employees: This position does not qualify for a referral bonus. For more information, visit the Employee Portal.