Human Resources Manager

Overview

DRT Strategies delivers expert management consulting and information technology (IT) solutions to large federal agencies, the U.S. Navy, state and local government and commercial clients in health care, technology, and financial services industries.

The three letters of our name, DRT, stand for Driving Resolution Together, which is the core philosophy on which the company was founded. That is, we collaborate with our clients to solve their most pressing challenges - together.

We are problem solvers dedicated to your success, combining Fortune 500 experience with small business responsiveness. We have established a reputation with our clients as a forward-thinking consulting firm with demonstrated success in implementing solutions that lead to meaningful results. Our world-class consultants unite people to work collaboratively to achieve project goals and make vision a reality.

The Human Resources Manager serves as a strategic leader and hands-on practitioner responsible for aligning HR initiatives with DRT’s organizational goals. This role requires a balance of high-level strategy—such as advising the CEO on legal risks—and operational execution, including the management of benefits, compliance, and employee relations within the federal government contracting environment.

• Compliance & Risk Management
  Remains current on all federal and state requirements to ensure total compliance and seamless integration with DRT policies.
• Compliance & Risk Management
  Develops and administers affirmative action programs, including the preparation of plans in compliance with EEO and OFCCP regulations.
• Compliance & Risk Management
  Advises Senior Leadership on HR matters that legally affect the company and seeks counsel from employment attorneys when appropriate.
• Compliance & Risk Management
  Ensures the Employee Manual is updated as needed to reflect the most relevant information and maintain legal compliance.

• Employee Relations & Performance
  Provides expert counseling and coaching to managers and employees regarding policies, ethics, and performance evaluations.
• Employee Relations & Performance
  Conducts periodic off-site visits to improve headquarters outreach and obtain direct feedback from employees in the field.
• Employee Relations & Performance
  Manages the performance improvement process by providing counseling and ensuring consistency and fairness in all personnel actions.
• Employee Relations & Performance
  Addresses issues and conflicts quickly and objectively to maintain high levels of employee morale and dispute resolution.
• Employee Relations & Performance
  Ensures all employees are properly trained on the Code of Ethics and Harassment prevention to maintain a safe and professional workplace.

• Strategic Leadership & HR Business Partnership
  Translates strategic and tactical business plans into effective HR operational practices that support long-term company growth.
• Strategic Leadership & HR Business Partnership
  Functions as a primary Human Resource Business Partner to business unit leads, providing guidance on organizational design and workforce planning.
• Strategic Leadership & HR Business Partnership
  Represents DRT leadership at company events to promote transparency and maintain a strong cultural presence.

• Total Rewards & Operations
  Conducts an annual review and selection of health and welfare benefits to ensure programs remain competitive and cost-effective for the organization.
• Total Rewards & Operations
  Serves as the official Plan Administrator for the DRT 401(k) Plan, overseeing all related actions including annual 401(k) audits.
• Total Rewards & Operations
  Continually assesses the competitiveness of all HR programs against relevant comparable companies to attract and retain top talent.
• Total Rewards & Operations
  Drives the continuous improvement of HRIS capability and functionality to streamline data management and reporting.
• Total Rewards & Operations
  Oversees the HR team in the execution of daily operations, including onboarding, terminations, and FMLA administration.

• Candidates must possess at least 6 years of progressive experience in Human Resources, specifically in a…