Human Resources Manager

Human Resources Manager

Simple Technology Solutions is looking for a Human Resources Manager to add to our team.

Location: Remote with hybrid — 2 to 4 days per month in our Washington, DC office. Reports to Chief Executive Officer.

Why This Role Exists

STS is a HUBZone small business that modernizes the systems behind federal law enforcement and homeland security missions. We open high-end technology careers to people who arrived by non-traditional paths.

Our HR leader is retiring. This is not a seat to fill — it is an ownership handoff. There is a structured transition planned, and after it you own the function: keeping it running, and making it faster, cleaner, and more automated than you found it.

Two things make this different from most HR manager roles. You report directly to the CEO, with the access and the exposure that comes with it. And you own the work end to end — this is a hands-on seat, not a supervisory one.

What You'll Own

Listed in priority order. Compliance obligations and benefits deadlines are non-negotiable regardless of where they sit on this list — below the top two, priority tells you where to spend your discretionary time, not what you can let slip.

1 · Recruiting and Talent — your largest single commitment

• Run full-cycle recruiting for corporate, contract, proposal, and apprenticeship roles — sourcing through offer.
• Build pipelines before we need them, through networks, referrals, universities, and industry relationships.
• Own the candidate experience. No one waits, no one gets the run-around, no one is left guessing where they stand.
• Partner with delivery and capture leads on workforce planning so hiring tracks the pipeline instead of chasing it.
• Report time-to-fill and pipeline health as numbers, weekly. Report quality-of-hire at 90 days.

2 · HR Operations — keep the wheels on the bus

• Run the employee lifecycle: onboarding, changes, offboarding, records, HRIS data integrity.
• Support managers on employee relations, performance conversations, and corrective action.
• Own compensation administration and benchmarking, and support workforce planning with leadership.
• Surface issues early. Problems that show up first at an exit interview are a failure of this role.
• Automate the repetitive parts. If you are doing something by hand twice a month, we expect you to fix it.

3 · Benefits

• Own benefits administration end to end — annual Open Enrollment, Employee Navigator, broker relationship, and leave administration.
• Handle protected health information with absolute discipline. HIPAA obligations are a core responsibility of this role, not an annual training module.
• Give employees answers in hours, not days.

4 · Compliance

• Maintain compliance with federal and multi-state employment law across a distributed workforce.
• Support HUBZone compliance, employment reporting, audits, and corporate registrations.
• Keep HR processes aligned to our ISO 9001 and CMMI Level 3 quality management system — the framework we actually run the business on, not a parallel set of paperwork.

5 · Culture

• Be a visible champion of the STS values — including when the honest move is to name where we fell short.
• Run engagement, recognition, and company events that people actually want to attend.
• Support learning, development, and our apprenticeship program — the pathways that build the talent our competitors overlook.
• Bring the people signal into leadership: what you are seeing, what is trending, what needs attention.

What Success Looks Like

We hire against outcomes, not activity. These are the commitments we will measure you on.

FIRST 30 DAYS You have absorbed the handoff — benefits calendar, open requisitions, compliance obligations, and system access — and can run the function without escalation.

FIRST 90 DAYS Every open requisition has a live pipeline and a named close date. You have identified the top 5 manual HR workflows and automated at least 2 of them.

FIRST 6 MONTHS Average time-to-fill at or under 15 days. Benefit Enrollment executed without a single missed deadline or employee escalation.

FIRST 12 MONTHS HR compliance obligations clean through audit. A measurable contribution to holding voluntary turnover at or below 5%. A hiring engine that scales with the business instead of gating it.

Our Values, and the Standard They Set

Our five values are performance standards, not wall art. Every hire is evaluated against them, and this interview will be behavioral — expect to walk us through specific situations, what you did, and what resulted. Below is each value and the standard we hold in this role, so you know what to bring.

Lifelong Learning Stay teachable, stay sharp.

We ask the second question instead of making the confident guess. In this seat, that means knowing where your knowledge ends — on multi-state law, on a benefits question, on a system you have not used — and closing the gap fast.

Innovation Build smarter, not louder.

We do not do innovation theater. We expect you to rebuild the processes that waste hours and to be able to show the before-and-after in real numbers.

Accountability Your name's on the work.

When a people decision goes wrong, we care far more about how you own it and what you change than about whether you have ever had one go wrong.

Collaboration Cross lanes, share context.

Strong opinions, loosely held. You report to the CEO with no buffer, so you need to be able to disagree directly and keep the relationship intact.

GSD (Get Stuff Done) Mission before motion.

You are the doer here, not the delegator. When a deadline is genuinely at risk, we need someone who locks in and lands it.

Qualifications

Required

• Five or more years of progressive HR experience, including direct ownership of recruiting and day-to-day HR operations.
• Demonstrated full-cycle recruiting in a technical or professional services environment.
• Hands-on experience administering employee benefits, including open enrollment and leave.
• Experience supporting a federal government contractor.
• AI-native working habits. You use AI tools in your daily work, not occasionally. Be ready to walk us through a workflow you built and what it saved you — we will ask, and a general familiarity will not clear the bar.
• Bachelor's degree in Human Resources, Business Administration, Management, or a related field — or an equivalent combination of education and experience.

Preferred

• HUBZone or other small business compliance knowledge.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• HRIS and applicant tracking system (ATS) administration experience.
• Benefits administration platform experience — we use Employee Navigator.
• Experience supporting a remote or hybrid, multi-state workforce.
• Experience in an EOS-run company.

Compensation $80,000-$130,000 + Medical Plan with 3 options and complimenting HSA, FSA, LPFSA, DCSA, Dental, Vision, Company paid Life Insurance, LTD, STD, 401(k) with non-contributory Company Match, paid Training and Professional Development, unlimited PTO, 8 Ancillary Group Benefit Plans to choose from including Pet Insurance, additional Life and LTD Insurance, Legal, Accident, Hospital, Critical Illness, and Emergency Transport.

Being Straight With You

So you can self-select accurately:

• This is a manager role, and we mean it. You will not have a team to direct. You will do the work yourself, with the CEO as your escalation path.
• The handoff is real but finite. Our retiring HR leader is documenting the function and will walk you through it. Expect a defined transition window, and then full ownership.
• We are a small business that moves