Human Resources Director

Vector Resources, Inc•Erie, PA

36d

About The Position

Human Resources Director: We are seeking a Human Resources Director to join our team. Working at VRI means you are part of a talented, SME driven company dedicated to solving and supporting challenges in the Federal sector. The Human Resource Director supports Vector Resources, Inc.'s (VRI) human resource functions. The Director of Human Resources at Vector Resources, Inc. (VRI) is responsible for leading and executing the company's human capital strategy in support of its mission and continued growth as a federal contracting small business. This role serves as a strategic partner to the President and senior leadership while remaining hands-on in managing day-to-day HR operations. The Director of Human Resources ensures VRI attracts, develops, and retains high-quality talent while maintaining compliance with federal, state, and local employment requirements. The Director oversees all core HR functions, including recruitment and onboarding, employee relations, performance management, compensation and benefits administration, training and professional development, and HR policies and procedures. This role supports VRI's federal contracts by ensuring compliance with applicable labor and employment regulations, including FAR labor clauses, Service Contract Act (SCA), Davis-Bacon Act (as applicable), and agency-specific requirements. The Director partners closely with contracts, program management, and finance teams to support workforce planning, labor compliance, and staffing alignment across federal programs. As VRI continues to grow, the Director of Human Resources plays a critical role in building scalable HR processes, strengthening company culture, and supporting leadership with data-driven insights related to workforce trends, retention, and performance. This position requires a collaborative, solutions-oriented leader who can balance strategic planning with hands-on execution in a fast-paced federal contracting environment. Clearance: A Clearance is not required for this position. Location: Erie, PA

Requirements

Strong data analysis skill set
Strong written/verbal communication
Demonstrated ability to identify complex patterns of risk and liability, challenges and resolve issues, makes effective recommendations
Demonstrated working knowledge of federal, state, and local regulations and laws
Ability to support, affect, and implement change
Proficient in all aspects of Microsoft Office applications (Excel, Word, PowerPoint, Outlook) required
Must be self-motivated and detail oriented
Bachelor's degree in business, HR, or related field
8-10 years of progressive broad-based HR management and leadership experience, preferably in a professional services firm

Nice To Haves

PHR/SHRM certification preferred

Responsibilities

Creates the HR strategic plan in alignment with the organization-wide strategic business plan and objectives. Executes and implements the plan and its tactics and deliverables on time and on budget, including scope, project plans, budget, timelines and ROI for segments of the department
Establishes business and organizational health metrics, Initiates and performs analysis and synthesis of metrics data from various data sets and derives its impact across the firm. Presents analytic reports to leadership
Creates and presents organizational health statements to leadership in the firm
Partners with leadership to identify and development talent management strategies, identify gaps that inform other key functional areas such as compensation, recruitment, and plans to support business initiatives ensuring alignment to corporate strategy
Independently coach's employee talent for career growth
Partners with leadership to develop workforce plans
Determine methods to measure and improve fulfillment and engagement
Act as key custodian of company culture by regularly communicating to staff members the organization's values and meaning
Designs and implements career road maps, industry/specialty/expertise tracks, leadership opportunities, and other employee programs and experiences in alignment with corporate strategy
Manage performance/ interpersonal issues via coaching
Oversees complex investigations and employee terminations
Designs and executes performance measurement programs in a continuous feedback environment and in alignment with core competencies that s/he designs and drives
Directs and tracks metrics for performance review processes and advises on change
Designs and implements recognition, rewards, and bonus programs in alignment with career paths, competencies, and firm strategy
Sets compensation strategy and directs compensation modeling, research and programs that educate and advise leadership on compensation objectives and results, using market data and positioning
Directs payroll manager to ensure compliance with payroll law and all federal and state applicable law and regulations in alignment with firm strategy
Directs and tracks metrics for merit processes and advises on change
Prioritizes work and sets deadlines for team
Leads continuous business process improvement of projects/processes.
Serves as a people manager for direct reports and provides effective leadership to employees and/or teams through communicating performance expectations & providing feedback on performance, recognition, coaching, creating career growth opportunities and employee development plans
Selects and manages all outsourced and consulting arrangements to execute HR strategy
Accountable for compliance, inspection, and enforcement of federal and state employment laws
Identifies and addresses complex risk and liability implications in collaboration with general counsel and external counsel, including Labor and Employment laws, Compensation, and Benefits Administration
Leads the implementation of all HR policies
Ensures any HR compliance with any other firm regulatory compliance
Accountable for recruiting and retention strategies and programs, including creation of pre-boarding, orientation, onboarding, and acculturation programs
Oversees the recruiting led function to ensure continuous development of the firm's talent pipeline, accountable for establishing and results of recruiting metrics and all associated entry level and experienced recruiting programs
Directs the development of an employment and recruiting brand for the firm
Develops and maintains compliant HR documentation for employee reference
Direct manager promotion process, orientation, onboarding, development, and succession planning