Sr. Director HRBP, Proposal & Bids

V2X•UNAVAILABLE, UNAVAILABLE

About The Position

The Sr. Director, HR – Proposals and Bids serves as the primary HR partner to Business Development and Capture, helping V2X compete for and win new work by integrating HR strategy, data, and workforce insights into bid submissions. The role owns the process, governance, and coordination for accurate, timely HR proposal inputs, including labor rates, compensation and benefits assumptions, staffing and transition plans, key personnel requirements, and union labor considerations. HR elements must be compliant, cost-competitive, and aligned with operational realities. As the single point of contact for Business Development and Capture, the role provides guidance on workforce strategy, market competitiveness, and HR risk throughout the proposal lifecycle. It works with HR Centers of Excellence, operational leaders, and pricing teams to support consistent proposals and readiness for program transition after an award. The position also briefs the CHRO on material bid issues and hands awarded work to the sector HRBP and Talent Acquisition team.

Requirements

Bachelor's degree.
At least 12 years of direct experience, including 7 or more years in government contracting HR, Program Management, or capture and proposal support.
Track record leading HR inputs to large federal bids, including recompetes and multi-site programs in CONUS and OCONUS.
Working knowledge of FAR, the Service Contract Act, wage determinations, and CBA successorship.
Full knowledge of the federal procurement process and demonstrated ability to apply process-driven capture approaches throughout the business capture lifecycle.
Experience building cross-functional processes and governance that people follow.
Ability to travel to V2X locations 25%.
Must be a U.S. citizen.
Ability to obtain and maintain a Secret clearance.

Nice To Haves

Bachelor's degree in Business, Marketing, or Contracting and Acquisition Management; an equivalent combination of education and relevant work experience may also be considered.
Knowledge of V2X or similar business lines and business development support.
Deep understanding of government procurement, DoD contracts, regulations, and O&M services.
Knowledge of the impact of CBAs, SCA, and DBA on pricing and labor planning.
Ability to develop clear, compelling HR solutions for technical and nontechnical audiences.
Demonstrated success designing staffing, compensation, and HR strategies that meet customer requirements at competitive prices.
Understanding of labor rate modeling, cost structures, and price-to-win considerations.
Exceptional written and verbal communication skills.
Ability to translate complex business development and capture requirements into clear HR strategies.
Strong organizational skills and attention to detail.
Analytical and process-improvement mindset with ability to streamline workflows.
Creative and innovative approach to developing HR procedures and proposal governance.
Comfort making decisions in fast-paced, high-pressure environments.
Ability to build relationships across HR, Business Development, Capture, Operations, Pricing, and other internal partners.
Strong influencing skills, including ability to resolve issues and align stakeholders.
Proven ability to lead and motivate cross-functional teams.
High integrity, strong ethics, and professionalism.
Confident, persuasive communicator capable of interfacing with senior executives.
Strong understanding of HR compliance requirements for federal contracting.
Ability to implement and enforce HR governance processes across proposal teams.
Experience developing staffing plans, transition strategies, and workforce readiness frameworks.
Ability to identify workforce risks and propose mitigation strategies during the proposal phase.

Responsibilities

Establish and manage the HR bid process, including intake, a shared bid calendar, capture-aligned gate reviews, and clear ownership and deadlines.
Brief the CHRO through regular reviews of bids with material HR impact and escalate union exposure, staffing risks, compensation trade-offs, and decisions requiring CHRO approval.
Maintain a standard HR proposal data package covering total compensation, fringe and benefits, PTO, wage determinations, and labor categories, and refresh it on a set schedule.
Review and approve labor rate, compensation, and staffing assumptions with Total Rewards and Pricing before they are included in price volumes.
Work with Pricing on labor mix, wage positioning against the market and incumbent, escalation, and price-to-win trade-offs; flag compensation risks early.
Lead sub-vs-hire decisions with Contracts and Capture, evaluating cost, recruitability, clearance timelines, CBA obligations, small business goals, and delivery risk.
Lead key personnel strategy, including identifying candidates, securing letters of commitment and contingent offers with Talent Acquisition, and keeping candidates engaged through award.
Plan incumbent workforce capture and phase-in staffing for recompetes and new awards, then hand off to the sector HRBP and Talent Acquisition team at award.
Direct union bids with the Union Bid Specialist and Labor Relations, including CBA review, Service Contract Act successorship obligations, and pricing union wages and benefits.
Write or review HR proposal sections covering staffing, recruitment and retention, transition, and the total compensation plan evaluated under FAR.
Track feedback on HR-related bid strengths and weaknesses and incorporate lessons learned into the data package and process.
Set guidance with Finance on how HR bid-support time is charged, including to bid and proposal costs where applicable.