Sr Human Resources Generalist (Recruiting & HR Analytics Focus) - VA

VetJobs•Fairfax, VA

17d•$96,000 - $104,000•Hybrid

About The Position

The Senior Human Resources Generalist serves as a vital strategic and operational partner to leadership, program managers, and employees within our federal contracting portfolio. This role blends traditional full-cycle HR generalist responsibilities—such as employee relations, compliance, and onboarding—with a heavy emphasis on talent acquisition (cleared staffing) and HR data analytics. The ideal candidate will utilize data-driven insights to optimize workforce metrics, drive recruiting funnels for active federal proposals, and ensure strict compliance with federal regulations including OFCCP, SCA, and AAP guidelines.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5–7 years of progressive HR Generalist experience, with at least 3 years explicitly within a federal government contracting environment.
Demonstrated success sourcing and hiring candidates across complex technical fields holding active federal security clearances.
Strong proficiency in manipulating and visualizing data within HRIS, ATS, or spreadsheet platforms (Excel, Tableau, or Power BI) to produce actionable workforce insights.
Firm operational understanding of OFCCP requirements, Affirmative Action mapping, and Service Contract Act (SCA) wage determinations.
Must be a U.S. citizen.
Must possess or be able to obtain/maintain a SECRET security clearance.

Nice To Haves

Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.

Responsibilities

Manage full-cycle recruiting workflows for technical, administrative, and cleared personnel supporting active federal contracts and upcoming task orders.
Partner closely with Program Managers to define labor categories and build deep pipelines of talent with active clearances (Secret, Top Secret, TS/SCI).
Conduct rapid target sourcing and surge staffing to meet strict delivery timelines for federal contract wins and proposal efforts.
Manage candidate communications through the applicant tracking system (ATS) and orchestrate a seamless handoff to pre-employment background screening and facility clearance verification.
Establish, track, and report on key human capital performance indicators, including Time-to-Fill, Cost-per-Hire, Offer Acceptance Rates, and Attrition/Turnover.
Maintain a regular cadence of workforce analytics dashboards for the executive leadership team to drive decision-making around retention and compensation competitiveness.
Own the HR Data Ecosystem: Extract, compile, and manage quarterly and annual workforce data from Dayforce to track progress against Strategic People Goals and organizational KPIs.
Build Advanced Visualizations: Design and maintain interactive Power BI dashboards and executive reports to translate complex workforce metrics into scannable, actionable insights for leadership.
Execute Deep-Dive Analysis: Utilize advanced Excel functions (e.g., VLOOKUP/XLOOKUP, Pivot Tables, power queries) to perform gap and trend analyses on turnover, retention, headcount, and engagement.
Ensure Regulatory Alignment: Audit and align workforce data to guarantee seamless compliance with federal reporting.
Deliver Predictive Insights: Synthesize historical quarterly data to forecast future workforce trends, directly informing fiscal year resource planning and talent strategies.
Guide managers and staff through employee relations, performance management workflows, and tailored Performance Improvement Plans (PIPs).
Ensure strict corporate adherence to all federal employment laws, including OFCCP (Office of Federal Contract Compliance Programs), EEO, SCA (Service Contract Act wage determinations), and FLSA classifications.
Lead high-impact orientation and onboarding programs designed to minimize time-to-productivity for technical team members transitioning onto federal client sites.
Maintain and update the corporate employee handbook to reflect evolving federal client mandates and local Virginia employment laws.
Audit and refine candidate-to-employee data handoffs, ensuring seamless, automated transitions from the ATS to onboarding and payroll modules.
Author and streamline Standard Operating Procedures (SOPs) for rapid contract transition, multi-state onboarding, and global mobility (OCONUS) deployments.
Configure automated alerts, self-service portals, and triggered notifications to reduce manual inquiry handling and increase team efficiency.