Role Description The Human Resources Manager serves as ProSync’s senior HR expert and operational leader, overseeing end‑to‑end human resources functions across a multi‑state workforce supporting DoD and Navy customers. This role blends strategic planning with hands‑on execution—driving workforce strategy, ensuring compliance, optimizing processes, and shaping a highly effective and engaged distributed team. Qualifications - 5–7+ years of progressive HR generalist/manager experience, preferably in government contracting. - Strong expertise in California employment law is required. - Experience supporting dispersed/remote workforces across multiple states. - Proven success in HR compliance, investigations, and risk mitigation. - Experience with Unanet and Paycom required. - Demonstrated ability to streamline onboarding and offboarding workflows. - Strong communication, leadership, and problem‑solving skills. - Experience supporting DoD/Navy programs highly preferred. - Ability to manage multiple projects and deadlines in a fast-paced environment. Requirements - Serve as the primary HR contact for employees and leaders, providing guidance on policies, employee relations, and people operations. - Maintain strict compliance with federal, state, and local employment laws, with expert‑level knowledge of California HR requirements (wage & hour, meal/rest, leave laws, pay transparency, PTO, termination rules, etc.). - Oversee compliance across a dispersed workforce in CA, MD, VA, HI, FL, NM, DE, and other states. - Own company-wide policy development, updates, Employee Handbook management, and state-specific addenda. - Complete and submit all HR compliance reporting (VETS-4212, EEO-1, ACA, OSHA 300 logs, etc.). - Ensure HR compliance for government contracting (SCA, OFCCP, wage determinations, audit readiness). - Lead employee relations investigations, corrective actions, and risk mitigation efforts. - Oversee I‑9s, employment eligibility, personnel file integrity, and HR recordkeeping. - Support internal/external audits (HR, payroll, ISO, government contract audits). - Conduct regular payroll and personnel audits—including deep familiarity with California payroll accuracy, PTO accrual rules, LWOP tracking, and backpay adjustments. - Administer all benefit programs (health, dental, vision, life, voluntary plans, 401(k)). - Lead Open Enrollment strategy, communication, and execution. - Manage compensation actions, salary analysis, and pay accuracy across states—especially California. - Oversee all leave programs (FMLA, ADA, state-specific leave laws, accommodations). - Provide clear, proactive employee communications to ensure understanding of benefit and total reward programs. - Partner with recruiting to ensure compliant, efficient hiring for technical and cleared talent supporting federal customers. - Lead strategic workforce planning, partnering with leadership to forecast needs, identify gaps, and align talent to mission and contract requirements. - Own onboarding and offboarding process optimization, creating a consistent, high‑quality experience for dispersed employees nationwide. - Oversee documentation, policy training, systems setup, benefits enrollment, and day-one readiness. - Maintain and improve the IDP (Individual Development Plan) workflow and support succession planning efforts. - Track and report key HR metrics (turnover, hiring velocity, demographics, DEI trends, engagement indicators). - Support proposal development with HR-related writing. - Lead culture-building and engagement programs across a remote and distributed workforce. - Plan and coordinate events, recognition programs, surveys, and wellness initiatives. - Manage SWAG inventory, distribution, and new-hire experience assets. - Develop and deliver HR communications and employee education campaigns. - Support contract transitions, workforce mapping, phase-ins/outs, and customer expectations. - Maintain HR and recruiting metrics for contract reviews and CPARS support. - Ensure contractually required HR deliverables are met accurately and on time. - Advise Program Managers on workforce planning, performance concerns, and employee development. - Support veteran hiring initiatives and employer branding in the federal contracting space. - Serve as the HR owner for Unanet (timekeeping/project accounting) and Paycom (HRIS, payroll, benefits, time & attendance). - Lead HR process automation, workflow improvements, and policy digitization. - Maintain HR SharePoint sites, dashboards, policy libraries, and automated workflows. - Partner on website updates and employer brand initiatives. - Represent ProSync at job fairs, conferences, and industry events. - Lead special projects focused on process optimization, cost savings, and system modernization. Benefits - Comprehensive Health Benefits package and 401K retirement plan. - Employee assistance program for mental health support. - Company-sponsored continuing education program for individual growth. - Generous Paid Time Off and 11 paid holidays a year. - Flexible work options that accommodate personal schedules and lifestyles.

• Partner with senior leadership and business heads to drive people outcomes across high-growth, fast-paced organizations. • Lead workforce planning, talent management, and performance management initiatives that support business priorities and long-term organizational health. • Oversee PIP governance while providing leadership coaching and advisory support to managers and business leaders. • Drive organizational effectiveness through HR analytics, employee relations, risk mitigation, and attrition and retention strategies. • Support engagement and culture-building efforts, succession planning, policy development, HR compliance, and change and transformation enablement.

• Run the rollout and ongoing management of performance feedback cycles, including building the process, managing all communications, tracking completion, and facilitating follow-ups. • Foster a culture of growth, collaboration, and innovation, aligned with Huckleberry’s values. • Partner with team managers to set up systems that make team development consistent and effective, ensuring managers are equipped to lead performance conversations. • Support employee engagement by identifying patterns, surfacing root causes, and proactively recommending improvements to how the team works together. • Serve as a trusted, confidential resource for employee relations issues by listening with empathy, establishing the facts, investigating professionally, and guiding all parties toward constructive, amicable resolutions. • Ensure all HR practices and policies are legally compliant with federal and state laws, including multi-state employee and contractor compliance. • Manage performance management processes as a compliance and development tool, ensuring documentation and practices meet legal standards. • Navigate HR issues with composure and sound judgment, serving as a stabilizing guide through challenging situations. • Maintain and improve HR processes and records that are accurate, organized, and compliant. Attention to detail is key.

• Partner with business leaders to develop and execute strategic people plans aligned with company objectives. • Drive organizational design, workforce planning, succession planning, and talent development initiatives. • Coach leaders on performance management, leadership effectiveness, employee relations, and team effectiveness. • Build and nurture a high-performance culture through robust feedback, development, and performance practices. • Lead engagement and retention initiatives that improve employee experience and strengthen company culture. • Use people analytics and HR data to identify trends, solve business challenges, and shape people strategy. • Champion organizational development initiatives, including capability building, leadership development, change management, and growth frameworks. • Leverage AI and innovative HR practices to improve productivity, decision-making, and employee outcomes. • Act as a strategic thought partner during periods of transformation, growth, and organizational change.