• Own and improve the internal HR function across a growing remote workforce. • Lead the rollout and day-to-day adoption of performance management processes, review cycles, manager accountability, and follow-through. • Support directors and managers through employee relations issues, tough conversations, documentation, and practical HR guidance. • Manage multi-state HR compliance, including handbook updates, state addenda, workers' compensation coordination, state-specific requirements, payroll or business-registration handoffs, and termination/final-paycheck considerations. • Partner with leadership, finance, and benefits partners on open enrollment, benefits administration, broker coordination, and employee-facing benefits communication. • Help evaluate and implement a better integrated payroll/HRIS system as the company grows beyond its current setup. • Bring order to onboarding, offboarding, employee lifecycle processes, HR documentation, and repeatable operating practices. • Support HR work tied to growth and future M&A integration activity. • Provide practical oversight to junior HR support while staying willing to roll up your sleeves. • Bring a talent-minded lens to the company, including how hiring, onboarding, performance, retention, and manager enablement connect.

• Develop performance review processes that managers actually use • 9-Box frameworks and calibration protocols • Succession plans for critical roles • Individual development plans and career path maps • Manager development curriculum • Automate performance review process

• Provide federal staffing and recruitment support for General Schedule supervisory, administrative, and support positions • Consult with managers/supervisors to develop recruitment strategies based on position requirements and mission needs • Apply knowledge of internal, external, competitive, and special hiring authorities to support recruitment actions • Conduct job analysis and develop specialized experience statements for vacancy announcements • Develop minimum qualification questions and assessment tools for federal recruitment actions • Support USA Hire and other assessment tools, including structured resume reviews and interviews • Prepare and post vacancy announcements using USA Staffing for posting on USAJOBS • Ensure vacancy announcements include required information, elements, and position-specific details • Review applications to determine applicant eligibility, qualifications, and veterans’ preference • Rate and rank applicants in accordance with applicable federal staffing rules and procedures • Make proper annotations in the automated staffing system • Issue certificates of eligibles to management officials • Prepare notices of results and other candidate notification documents • Coordinate rating panels and support the review of applicant materials • Conduct quality reviews of staffing case files prior to extension of employment offers • Verify that selected candidates meet eligibility and qualification requirements prior to appointment • Respond to inquiries from supervisors, managers, and candidates regarding staffing and recruitment actions • Perform general, specialized, or targeted outreach recruitment efforts as needed • Draft or assist with standard job aids in support of USA Staffing, USA Hire, and related recruitment services • Maintain accurate staffing documentation and ensure completed work products meet federal requirements • Follow DOJ, EOUSA, OPM, USA Staffing, USA Hire, security, confidentiality, and applicable federal staffing requirements • Perform related federal staffing and recruitment duties as assigned

• Review information provided by management to prepare federal position descriptions • Prepare position descriptions based on current position descriptions, organization charts, mission statements, and function statements • Supplement position information through desk audits and supervisory interviews as needed • Develop complete position description packages, including Optional Form 8 (OF-8) • Prepare evaluation statements to document classification findings • Evaluate existing position descriptions using OPM classification standards, principles, and methodology • Determine appropriate titles, occupational series, and grades for federal positions • Prepare Fair Labor Standards Act (FLSA) determinations for assigned positions • Provide technical classification assistance to supervisors and managers • Advise managers on position management and job content options to support mission needs • Evaluate positions with no directly applicable classification standard using appropriate comparison and analysis • Apply cross-series comparisons and related occupational standards when needed • Maintain classification documentation in accordance with federal records requirements • Handle position, personnel, and organizational information with discretion • Support timely, accurate, and compliant completion of classification and position management actions