HR Manager

MATSYS•Sterling, VA

1d•Hybrid

About The Position

The Human Resources Manager will lead the HR function for a fast-growing government contractor specializing in research, development, and production. This role will drive innovative, data-informed recruiting strategies and a disciplined performance management program to attract, retain, and develop high-caliber talent in a highly competitive GovCon market. The ideal candidate is a creative problem solver who can experiment with new sourcing channels, remove bottlenecks in the hiring process, and partner with leadership to design practical solutions to complex talent challenges. By virtue of contract requirements, this position is only open to U.S. citizens.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (will substitute applicable experience)
5-8+ years of progressive HR experience, with strong emphasis on recruiting and performance management; experience in a government contracting strongly preferred
Demonstrated track record of solving complex recruiting challenges through creative sourcing, process improvements, and experimentation in tight labor markets (technical, cleared, or niche skill sets).
Working knowledge of federal contractor requirements (EEO, OFCCP, AAP) and general familiarity with FAR/DFARS concepts as they intersect with HR and staffing
Strong analytical, critical thinking, and problem-solving skills with the ability to translate data into practical, business-focused recommendations
Excellent communication, influencing, and relationship-building skills across all levels of the organization
Comfortable operating as a hands-on solo HR leader in a fast-paced, high-growth environment

Nice To Haves

HR certification (SHRM-SCP or SPHR)
Prior experience in a small to mid-sized defense, aerospace, or technology-focused company
Experience managing multi-site HR

Responsibilities

Own full-cycle recruiting, from intake to offer and onboarding
Design creative sourcing strategies (employee referral campaigns, niche cleared job boards, military transition programs, university partnerships, industry associations) to reach scarce and specialized talent
Partner with program managers and leadership to anticipate staffing needs and own the hiring strategy, proposing alternative staffing models when constraints arise
Develop and implement an employer branding strategy
Design, implement, and continuously refine a practical performance management framework that fits both R&D and production environments (goals, KPIs, check-ins, and annual reviews)
Coach managers on setting measurable expectations, delivering candid feedback, documenting performance, and managing underperformance in a timely, compliant manner
Use performance and turnover data to identify trends, recommend interventions, and test new approaches to development, recognition, and career pathways
Partner with leaders to define skills needed for future growth and propose targeted training, mentoring, and stretch assignments to build internal strength
Ensure compliance with federal, state, and local employment laws, as well as applicable federal contractor requirements
Maintain and update HR policies and procedures that align with government contracting standards and support audits and contract reviews
Coordinate closely with Security/FSO and Contracts on matters related to cleared personnel, position requirements, and contract labor categories as needed
Participate in the Insider Threat Working Group
Manage HRIS and personnel records with appropriate controls for sensitive and controlled information
Serve as a trusted advisor to leaders and employees, helping resolve issues in a way that balances compliance, business needs, and employee experience
Proactively surface themes from recruiting, performance discussions, and exit feedback, and recommend actions that strengthen engagement, retention, and communication
Help leadership model and reinforce a culture of accountability, innovation, and collaboration across technical and production teams
Monitor retention metrics and propose creative, cost-conscious solutions to reduce regrettable turnover in critical roles
Administer compensation and benefits programs consistent with market conditions, company philosophy, and contract parameters
Partner with leadership on salary benchmarking, job leveling, and internal equity reviews, using data to support recommendations
Manage timekeeping and payroll in accordance with applicable law
Other duties as assigned