• Own and execute the full employee lifecycle for your location with full autonomy, including promotions, transfers, international moves, and terminations. • Serve as the primary escalation point for all HR Ops issues in your location; resolve them with speed, accuracy, and sound judgment. • Lead onboarding and offboarding for both office and data center personnel, building scalable programs that hold up as headcount grows. • Support the onboarding of new HR Ops team members at your location and across the team where needed, ensuring they have the tools, context, and process knowledge to contribute quickly. • Partner with HRBPs, Compensation and Benefits, Payroll, Immigration, and Legal as a peer, not a support function. • Lead complex or high-visibility HR Ops projects for your location, working closely with the Head of Country HR Operations. • Define, document, and continuously improve team standards, playbooks, and best practices that the broader HR Ops team can apply globally. • Own data quality, governance, and integrity for your location in HiBob; you set the standard, not just follow it. • Lead the automation and AI agenda for your location and contribute to it team-wide. A core priority for the HR Ops team this year is eliminating manual and repetitive work through smarter processes and tooling. • Act as the operational subject matter expert for new system implementations or module rollouts at your location. • Ensure all employee files, records, and documentation are complete, accurate, and fully compliant across all relevant jurisdictions. • Maintain deep, current working knowledge of employment law in your location, including any union relations, works council obligations, or sector-specific regulatory requirements. • Proactively identify compliance risks and bring solutions, not just flags.

• Serve as a strategic advisor to the executive team on all people-related matters, including workforce planning, org design, and leadership development. • Directly manage and develop the Recruiting and HR Operations teams, setting direction, priorities, and performance goals for both functions. • Serve as the senior HR business partner across Transmit Security's key regions: United States, Latin America, Japan, and EMEA, ensuring consistent, locally-compliant people practices across all geographies. • Design and execute HR programs that attract, develop, and retain top talent across technical and go-to-market functions. • Champion a culture of inclusion, accountability, and continuous growth aligned with Transmit Security's core values. • Oversee compensation and benefits strategy, ensuring competitive and equitable structures across regions. • Drive performance management processes, including goal-setting frameworks, feedback cycles, and career development pathways. • Manage employee relations with a fair, consistent, and legally compliant approach. • Partner cross-functionally with Finance, Legal, and department leaders on headcount planning, compliance, and organizational initiatives. • Leverage HR data and analytics to inform decisions and report on key workforce metrics to leadership.

Role Description The Senior HR Analyst is a hands-on "builder" role designed to bridge the gap between complex recruiting data and actionable business strategy. You will work directly with the recruiting team to deliver recurring insights, ad-hoc analytics, and compliance-based reporting. As part of the HR Analytics team, you will build and deploy scalable insights in our foundational HR data tools. Your mission is to move the organization away from manual reporting and toward a mature, AI-powered self-service environment, ensuring that team members don’t just have data, but have decision confidence. What You Will Be Doing - Architecting the Recruiting Reporting and Insight Engine - Automate Reporting: Streamline recurring recruiting reports (Greenhouse, LinkedIn, One Model) to eliminate manual "data wrangling" - Recruiting Strategy Partner: Translate talent data into insights that identify bottlenecks, improve candidate experience, and enhance hiring efficiency. - Data Quality & Governance: Monitor recruitment data for anomalies and establish validation checks to ensure "one version of the truth" across systems. - Establish a prioritization method to handle ad-hoc reporting and analytics requests across the recruiting team. - Enablement: Build data proficiency within the team, moving us toward self-service tools, so answers can be found in real-time. - Build and Deploy Scalable Analytics - Connect the Dots: Help build data pipelines that link recruiting (Greenhouse) to the broader employee lifecycle (Workday, Glint, ServiceNow) to show how hiring decisions impact long-term engagement and retention. - Tool Modernization: Support the transition and optimization of our analytics tech stack (e.g., One Model, Visier) and survey tools (Glint). - Self-Service: Develop scalable dashboards that increase access to HR data, reducing the time we spend on reactive questions. - AI Integration: Explore and deploy AI-powered tools that simplify how users interact with and interpret people data. Qualifications - Proven experience in HR Analytics with proficiency in data engineering. - Hands-on experience with applicant tracking systems, Workday, and analytics platforms. - Proficiency in data visualization tools (One Model, Visier, Looker) and comfort querying data (SQL, R, or Python a plus). - Strong storytelling and presentation skills for both technical and non-technical audiences. - Experience across geographies and time zones, tailoring insights to diverse audiences. - Curiosity about AI and how it can simplify insight delivery and decision support. - Broad understanding of HR programs and metrics across the employee lifecycle, including recruiting. - A builder’s approach, comfortable crafting solutions, frameworks, and processes in a fast-evolving analytics environment. Requirements - Compensation for this role is in the form of base salary. This role does not have a variable compensation component. - The typical starting salary range for new hires in this role is $94,300 — $149,200 USD. - The typical starting salary range for this role in select locations (Seattle WA, Los Angeles CA, San Francisco Bay Area CA, and New York City Metro Area) is $113,300 — $179,200 USD. Benefits - Competitive pay based on the work you do here and not your previous salary. - Health coverage for you and your family in many locations. - Ability to craft your calendar with flexible locations and schedules for many roles. - Generous number of vacation days each year. - Increase your impact - We match up to $2000 (or local currency equivalent) for financial donations and service. - Up to 40 hours each year to use toward volunteer projects you love. - Embracing parenthood with a minimum of 16 weeks of parental leave.

Role Description Reporting to the Director of Human Resources, the Human Resources Generalist supports the HR function by executing day-to-day people operations across GXC divisions, with primary assignment and support emphasis on government contract environments. The Generalist serves as a frontline HR resource to employees and managers, ensuring HR processes are responsive, compliant, and consistently documented. This role administers core lifecycle activities including: - Recruiting coordination - Onboarding - Offboarding - Employee data management - Benefits and leave support - Compliance workflows - Employee-relations documentation support In its primary government contract support capacity, the position maintains contract-related personnel documentation, readiness trackers, onboarding requirements, compliance files, and related communications necessary to support government-funded roles and contract obligations. The Human Resources Generalist is responsible for: - Timely execution - Accurate documentation - Disciplined escalation - Follow-through Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field; equivalent relevant experience may be considered in lieu of degree. - Four (4)+ years of progressive HR experience supporting employee lifecycle administration, compliance, recruiting coordination, and HR operations. - Working knowledge of HR laws and best practices, including FLSA, FMLA, ADA, EEO requirements, and multi-state labor considerations. - Experience using HRIS systems; ADP experience is a plus. - Strong interpersonal, organizational, and communication skills with a customer-service mindset. - Ability to manage confidential information with integrity, discretion, and professionalism. - Demonstrated ability to work effectively with strong follow-through in a fast-paced environment supporting multiple stakeholder groups. - PHR, SHRM-CP, or equivalent professional certification preferred. - Experience supporting government contract environments, contract-driven workforces, or regulated compliance workflows a plus. Requirements - Serve as a first point of contact for HR-related inquiries, providing timely, professional support and routing complex issues appropriately. - Provide guidance to employees and supervisors on standard HR processes, policies, and timelines while maintaining confidentiality, neutrality, and professional tone. - Support day-to-day HR operations across GXC divisions while maintaining readiness to shift priorities as business needs change. - Provide primary HR support for government contract environments by maintaining contract-related personnel documentation, compliance files, onboarding requirements, and communication workflows. - Update and manage databases, trackers, and SharePoint repositories related to government-contract personnel, documentation, and readiness requirements. - Gather, verify, and organize information required for government-contract compliance reporting, onboarding support, and related documentation deliverables. - Coordinate with internal departments and contract stakeholders to ensure timely completion of personnel documentation, screening requirements, and information flow for employees working under government contracts. - Maintain working familiarity with FAR/DFARS personnel-related provisions, government contract compliance obligations, Service Contract Act (SCA) requirements, and applicable Collective Bargaining Agreement (CBA) provisions affecting assigned contract personnel. - Coordinate onboarding and offboarding activities, including offer and onboarding packets, orientation scheduling, required documentation, and separation checklists. - Support recruiting administration as assigned, including resume review support, phone screening coordination, interview scheduling, and candidate communications. - Coordinate and track completion of all pre-employment screening requirements, including background checks, motor vehicle records, physicals, and credential verification. - Support onboarding and offboarding processes for both general workforce roles and government-funded or contract-related positions. - Maintain and audit employee data within the HRIS and related systems to ensure accuracy, completeness, and compliance with documentation standards. - Maintain organized, auditable HR records, case documentation, and personnel files in designated systems and repositories. - Draft, edit, and maintain HR templates, standard communications, trackers, and process documents to support consistent execution and document control. - Identify data defects or process breakdowns, including missing documentation, inconsistent entries, and late actions, and drive corrective follow-up with stakeholders. - Administer benefits support activities and assist employees with enrollments, life-event changes, terminations, and general benefits questions in accordance with plan rules and established workflows. - Coordinate with benefit vendors and internal stakeholders to resolve eligibility, billing, or enrollment discrepancies. - Coordinate employee leave requests, including applicable state and federal programs, by collecting required documentation, interfacing with carriers or agencies as directed. - Prepare and submit state and territory-required new hire reports within mandated timelines and maintain associated records and compliance trackers. - Support compliance processes including I-9 verification, EEO-1 support, records retention, ACA support, and multi-state labor law requirements as assigned. - Support employee relations documentation, investigations, and disciplinary processes as directed. - Escalate non-routine issues involving employee relations, compliance gaps, policy interpretation, leave complexity, disciplinary matters, or sensitive concerns to the Director of Human Resources. - Support policy implementation, acknowledgment tracking, employee inquiries, posting requirements, version control, and access management across approved systems and repositories. - Initiate, modify, and remove user access requests for HR-related systems in accordance with role-based access standards and internal controls. - Prepare routine reports related to headcount, turnover, onboarding status, leave activity, compliance workflows, and other HR metrics to support leadership decision-making. - Support HR projects, engagement initiatives, policy rollouts, and SOP maintenance by coordinating communications, tracking completion, and maintaining version control. - Contribute to continuous improvement by identifying recurring HR process issues and proposing solutions that strengthen cycle time, accuracy, employee experience, and compliance defensibility. - Maintain readiness to assume specialized assignments aligned to contract environments or operational verticals while preserving continuity of service across all aspects of HR. Company Description GXC Inc. is a Certified Service-Disabled Veteran Owned and Minority Owned Business Enterprise who specializes in protection of critical assets through the implementation of cutting-edge technology, innovative processes, and adaptation of current protection-based industry standards. Our team is comprised of military veterans and former DHS Executives who understand the evolving requirements of protection and risk mitigation. GXC offers the full spectrum of professional security services, focusing on: - Armed and Unarmed Protective Security Officer Services - Screening Services - Patrol and Response - Metal Detector and XRay Screening Technology - Training - Customer Service - Personal Protection