Human Resources Director - Buchanan & Edwards, Inc.

Human Resources Director - Hybrid in McLean, Virginia

At Buchanan & Edward, Inc., we’re not just another company—we’re a movement. We push boundaries, break barriers, and redefine what’s possible in the tech world. Our culture? We thrive on creativity, collaboration, and innovation without limits. Our team of visionaries and disruptors bring unique perspectives and bold ideas to the table, driving us to deliver exceptional results and shape the future of technology.

With BE, you're not just filling a role; you're becoming part of a dynamic force that’s obsessed with our mission, our clients, and our people. We cut through the noise and focus on what truly matters: making an impact with innovative solutions and fostering a culture of authenticity and respect. Join us to BE part of something bigger, BE bold, BE innovative, BE extraordinary.

We invite you to apply to our recent career opening as Director of Human Resources (HR). This position will play a critical role in shaping and executing the human resources strategy for BE. The Director of HR will oversee and refine the framework and execution of talent acquisition, talent management, career development, workforce planning, compliance, and diversity while fostering a culture of engagement and high performance.

The Director of HR will be a key member of the leadership team, driving initiatives that enhance our culture, employee engagement, organizational effectiveness, and overall performance. To keep breaking barriers and redefining what is possible, we are looking for candidates with the following exceptional capabilities:

• Strategic Planning: Collaborate with the CEO and executive team to establish a three to five-year workforce plan that aligns with business objectives.
• Workforce Analysis: Conduct a comprehensive analysis of current workforce capabilities, identifying strengths, weaknesses, and gaps in skills that align with future organizational needs.
• Talent Acquisition and Management: Oversee and refine the recruiting framework, identify areas of improvement, stay ahead of industry recruiting tools and trends, and further develop the talent acquisition specialists.
• Comprehensive Recruitment Strategy: Develop targeted recruitment campaigns to attract top talent, particularly focusing on roles that require specialized skills for federal projects.
• Employer Branding and Culture: Enhance the company’s employer brand to highlight culture, values, and career opportunities, ensuring alignment with the federal consulting market.
• Learning and Development: Refine the Learning and Development Framework, including training plans for all levels of the organization using surveys and performance evaluations.
• Organizational Culture: Develop programs that promote teamwork, innovation, and employee well-being, such as wellness initiatives, team-building activities, and recognition programs.
• Regulatory Compliance: Stay updated on changes to federal employment regulations and ensure organizational compliance with all legal and contractual obligations.
• Compensation Structure: Review compensation framework and develop a strategy to maintain its competitiveness and accuracy. Conduct regular market analyses to ensure competitive salary structures, including benchmarking against industry standards and federal salary scales.
• Benefits Evaluation: Review and enhance employee benefits framework and offerings, including retirement plans, health insurance, and flexible work arrangements, to ensure alignment with employee needs and expectations.
• HR Metrics and Analytics: Refine the approach to HR metrics; Develop dashboards that tracks key performance indicators (KPIs) such as turnover rates, time to fill positions, employee engagement scores, and training effectiveness.
• Community Engagement: Partner with external organizations and community groups to promote diversity in hiring and create internship programs for underrepresented groups.
• Crisis Response Protocols: Establish protocols for addressing workforce crises, including health emergencies, layoffs, and compliance issues, ensuring timely communication and support.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Master's degree preferred.
• Cleared at Secret level or above preferred
• Professional HR certification of SHRM-SCP or SPHR.

• Experience:
• 10+ years of progressive HR leadership experience, including at least 5 years in a senior HR role within the federal consulting or government contracting sector.
• 5 years’ experience managing complex HR functions (including recruiting) in a fast-paced, dynamic environment.
• 5 years’ experience managing a recruiting team.
• 5 years’ experience supporting the intelligence community and/or highly cleared employees.
• Experience participating in mergers and acquisitions (M&As) integrating newly acquired companies preferred.

• Skills:
• In-depth knowledge of federal employment laws, labor relations, and HR best practices, including OFCCP compliance.
• Advanced proficiency in HRIS and data analytics tools; experience with Paycom and Costpoint a plus.

• Leadership Qualities:
• Exceptional communication and interpersonal skills, with the ability to influence and engage employees across all levels.
• Strong analytical and problem-solving skills, with a strategic mindset and a focus on data-driven decision-making.