Human Resources Manager

Position Summary

Defense Architecture Systems (DAS) is seeking an experienced, proactive, and hands-on Human Resources Manager to lead and manage the organization's human resources functions while supporting continued business growth and operational excellence.

The HR Manager will serve as a trusted resource to executive leadership, managers, and employees, providing guidance and support across all aspects of human resources, including talent acquisition, employee relations, performance management, compensation and benefits administration, regulatory compliance, and organizational development.

The successful candidate will be comfortable working in a dynamic, technically focused government-contracting environment and will demonstrate the ability to balance day-to-day HR responsibilities with longer-term initiatives designed to strengthen organizational effectiveness, employee engagement, and workplace culture.

This position requires an individual who is highly organized, approachable, resourceful, and capable of working independently while building strong, collaborative relationships throughout the organization.

Essential Duties and Responsibilities

1. Human Resources Leadership and Administration

• Manage the day-to-day human resources functions and serve as the primary point of contact for employee and management HR matters.
• Develop, implement, and maintain HR policies, procedures, programs, and best practices aligned with organizational objectives.
• Provide practical and timely guidance to leadership on employee-related matters, workforce planning, and HR compliance.
• Maintain accurate and confidential employee records, personnel files, and HR documentation.
• Coordinate with DAS's Professional Employer Organization (PEO), Paychex, regarding payroll, benefits, HR systems, and other administrative services.
• Identify opportunities to streamline HR processes, improve efficiency, and strengthen internal controls.

2. Talent Acquisition and Workforce Planning

• Manage the full recruitment lifecycle, including job description development, position postings, resume screening, candidate interviews, selection, and offer coordination.
• Partner with hiring managers to understand staffing requirements and identify qualified candidates for engineering, technical, administrative, and professional positions.
• Develop effective recruitment strategies for specialized positions, including those requiring government security clearances.
• Ensure consistent, structured, and legally compliant hiring practices.
• Coordinate employment eligibility verification, background screening, and applicable pre-employment requirements.
• Manage new-hire onboarding and orientation to ensure a positive and organized employee experience.
• Assist leadership in identifying future staffing needs and workforce development opportunities.

3. Employee Relations and Workplace Culture

• Serve as a trusted and confidential resource for employees and managers regarding workplace concerns, policies, and employment-related questions.
• Provide guidance to managers on employee relations, performance concerns, attendance, disciplinary matters, and conflict resolution.
• Conduct or coordinate impartial workplace investigations, as appropriate, and recommend fair, consistent, and legally compliant resolutions.
• Promote a positive, respectful, and collaborative workplace environment.
• Support the integration of DAS's established core values into recruitment, onboarding, performance management, and employee development.
• Advise leadership on employee engagement, retention, recognition, and workplace culture initiatives.

4. Performance Management and Employee Development

• Administer and continually improve the organization's employee performance management program.
• Coordinate annual performance reviews, goal-setting, and performance feedback processes.
• Train and support managers in conducting effective performance evaluations and providing constructive employee feedback.
• Assist with performance improvement plans, corrective action documentation, and employee development initiatives.
• Partner with leadership to identify employee training needs, professional development opportunities, and career progression pathways.
• Support the development and maintenance of consistent job classifications, career levels, and position expectations.

5. Compensation, Benefits, and Payroll Coordination

• Assist leadership in developing and maintaining competitive and equitable compensation practices.
• Conduct compensation research and market benchmarking to support salary recommendations, hiring decisions, and internal pay structures.
• Coordinate with Paychex and appropriate vendors regarding employee benefits, payroll administration, enrollment, and employee inquiries.
• Review payroll-related changes, including new hires, salary adjustments, employee status changes, and separations, for accuracy and timely processing.
• Support benefits open enrollment, employee communications, and benefit program administration.
• Assist in evaluating compensation and benefit programs to support employee retention and organizational competitiveness.

6. Employment Law and Government Contractor Compliance

• Monitor and support compliance with applicable federal, state, and local employment laws and regulations.
• Maintain awareness of HR requirements applicable to federal government contractors, including relevant equal employment opportunity, affirmative action, recordkeeping, and employment-related contract obligations.
• Coordinate with leadership and appropriate compliance personnel regarding applicable government-contracting workforce requirements.
• Administer leave and accommodation processes, including FMLA, ADA, and other applicable federal and state leave requirements.
• Support compliance with wage and hour laws, employee classification requirements, and workplace safety obligations.
• Maintain legally required employment records and support audits, reporting, and compliance reviews.
• Recommend updates to employee handbook policies and HR procedures as laws, regulations, and organizational needs evolve.

7. Employee Lifecycle Management

• Coordinate employee onboarding, internal transfers, promotions, compensation changes, and offboarding.
• Conduct exit interviews and identify employee retention trends or opportunities for organizational improvement.
• Ensure appropriate documentation and processing of employee status changes and separations.
• Partner with leadership and appropriate departments to coordinate employee access, company property, and other onboarding and separation requirements.
• Maintain consistent and professional communication throughout the employee lifecycle.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and relevant professional experience.
• Minimum of five years of progressively responsible human resources experience, including substantial hands-on responsibility across multiple HR functions.
• Demonstrated experience advising managers and leadership on employee relations, performance management, and employment compliance.
• Working knowledge of federal and Maryland employment laws and regulations.
• Experience managing full-cycle recruitment and onboarding processes.
• Experience coordinating payroll, benefits, and HR administration through an HRIS, payroll provider, or PEO.
• Strong written and verbal communication, interpersonal, organizational, and problem-solving skills.
• Ability to exercise sound judgment, maintain confidentiality, and manage sensitive employee matters with professionalism and discretion.
• Proficiency in Microsoft Office applications and experience using HR information systems.

Preferred Qualifications

• Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Previous HR experience in a federal government-contracting, defense, engineering, technology, or other technical professional services environment.
• Familiarity with government-contractor employment compliance requirements, including applicable OFCCP obligations.
• Experience recruiting engineering and technical professionals, including positions requiring security clearances.
• Experience working with Paychex or another Professional Employer Organization.
• Experience establishing or improving HR policies, performance management systems, and organizational processes.
• Knowledge of compensation benchmarking, job evaluation, and career development frameworks.
• Experience supporting a growing small or midsize organization.

Core Competencies

The successful candidate will demonstrate:

• Professional Integrity: Maintains the highest standards of ethics, confidentiality, and accountability.
• Business Partnership: Builds effective relationships and provides practical HR guidance aligned with organizational goals.
• Sound Judgment: Evaluates sensitive situations objectively and makes thoughtful, well-supported recommendations.
• Communication: Communicates clearly, respectfully, and effectively with employees and leadership.
• Initiative and Ownership: Works independently, anticipates needs, and follows through on commitments.
• Adaptability: Responds effectively to changing priorities and organizational needs.
• Continuous Improvement: Identifies opportunities to strengthen processes, employee experiences, and organizational effectiveness.
• Collaboration: Promotes teamwork, mutual respect, and alignment with DAS’s established core values.

Physical Demands and Work Environment

This position primarily operates in a professional office environment and routinely uses standard office equipment, including computers, telephones, and related technology.

The position generally requires prolonged periods of sitting, occasional standing and walking, and the ability to communicate effectively in person and through electronic means.

Reasonable accommodations will be provided to qualified individuals with disabilities in accordance with applicable law.

Equal Employment Opportunity

Defense Architecture Systems is an Equal Opportunity Employer committed to providing equal employment opportunities to all qualified applicants and employees without regard to race, color, religion, sex, pregnancy, national origin, age, disability, genetic information, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable law.

DAS provides reasonable accommodations to qualified applicants and employees in accordance with applicable federal, state, and local laws.

Pay: $90,000.00 - $100,000.00 per year

Benefits:

• Health insurance
• Paid time off
• Retirement plan

Work Location: In person