HR Manager

Who we are:

Tria Federal delivers digital services and technology solutions that support the health and safety of veterans, service members and civilians. For two decades, federal agencies have relied on Tria companies to advance their critical missions and modernize their systems, so that they can uphold their commitment to the American people. Today, we are pushing the boundaries of possibility through partnerships and investments in artificial intelligence and emerging technologies, developing solutions for the biggest challenges that government will face tomorrow.

We are proud to employ and support military veterans who bring mission-first mindset, technical expertise, and leadership qualities that strengthen our work. Veterans, transitioning service members, and military spouses are strongly encouraged to apply.

Job Description: We are seeking an experienced HR Manager to join our team. This role serves as a key partner to leadership, supporting and driving core HR functions including employee relations, performance management, compensation, and HR operations.

The HR Manager is expected to operate with a higher degree of autonomy, and drive cross-functional HR processes and initiatives. The role will be 3-4 days on site at our MD facility and 1-2 days remote with the expectation of being the primary point of contact for our on-site employees.

This individual will play a critical role in fostering a positive employee experience, ensuring compliance, and enhancing organizational effectiveness while aligning the efforts with HR leadership and business direction.

Duties and Responsibilities:

• Employee Relations & Manager Support
  
  • Serve as the primary point of contact for employee relations matters, conducting investigations and resolving complex issues with professionalism, discretion, and risk awareness
  • Coach and advise managers on performance management, employee development, conflict resolution, and disciplinary actions
  • Partner with leadership on terminations and corrective actions, ensuring consistency and compliance
  • Identify and proactively mitigate employee relations risks
  • Promote a culture of accountability, engagement, and inclusion
  
  
  
• Performance Management & Talent Development
  • Lead and manage performance review cycles, and merit planning processes
  • Partner with leadership to identify talent gaps and support succession planning and workforce development
  • Provide guidance on career progression and employee development planning
  • Support and enhance learning and development initiatives
  
  
  
• Compensation & Benefits
  • Ensure equitable and consistent application of compensation practices across teams
  • Support benefits administration, employee communication, and issue resolution
  • Assist with compensation analysis and benchmarking
  
  
  
• HR Operations & Compliance
  • Ensure compliance with federal, state, and local employment laws and regulations, including government contracting requirements
  • Develop, update, and implement HR policies, procedures * in alignment with business objectives and legal requirements
  • Ensure audit readiness for internal, client, and regulatory requirements
  • Oversee HRIS data integrity, reporting, and audits
  • Support compliance reporting and documentation readiness
  
  
  
• Employee Lifecycle Management
  • Oversee onboarding and offboarding processes to ensure a seamless and consistent employee experience
  • Manage organizational changes including transfers, promotions, restructures, and workforce alignments
  • Ensure consistent documentation and communication throughout the employee lifecycle
  
  
  
• People Programs & Strategic Initiatives
  • Lead or support key HR initiatives such as employee engagement, retention strategies, and culture-building efforts
  • Analyze HR metrics and trends to provide insights and recommendations to leadership
  • Identify opportunities for process improvements and drive operational efficiencies
  • Partner cross-functionally to align HR initiatives with business objectives activities and programs including, but not limited to employee counseling, interpretation of policies, new employee orientation, and employee recognition programs.
  • Support organizational change initiatives, including restructuring, communication planning, and implementation support
  • Support the implementation and administration of HR policies, procedures, and practices in alignment with corporate objectives and legal requirements.
  • Contribute to employee engagement efforts and support communication around HR programs and initiatives.
  • Support HR Directors on HRIS data calls, reporting, and analysis for HR, TA, BD, Ops, OCTO and other data driven related requests.
  • Support HR Directors on Learning and Development initiatives to include, but not limited to, updates to the Learning Management System, training program updates, and compliance training administration
  • Support compliance efforts related to government contracting and other regulatory requirements.
  • Support ongoing information and training sessions to develop employees and provide support and problem resolution.
  • Execute HR administrative tasks as needed.
  
  
  
  
  

Required Qualifications (Skills and Capabilities) : Bulleted list of KPI's required to be considered for the position.

• Strong knowledge of federal, state, and local employment laws and HR best practices
• Demonstrated ability to manage complex employee relations issues and investigations
• Strong business acumen with the ability to influence and advise leadership
• Experience with performance management and compensation practices
• Proficiency in HRIS systems and data analysis
• Ability to interpret and apply policy in complex or ambiguous situations
• Experience operating in a matrixed or multi-business unit environment
• Excellent communication, interpersonal, and problem-solving skills
• High level of professionalism, integrity, and discretion
• Ability to work independently and manage multiple priorities in a fast-paced environment

Required Education and Experience: Bulleted list of the below requirements to meet the needs of the position.

• Bachelor's degree in Human Resources, Business, or a related field
• 3-4 years Manager level experience
• 4-5 years Federal Contracting experience
• 5 - 8 years of progressive HR experience , with strong generalist expertise
• Experience supporting managers and leadership in a mid-sized or growing organization

Preferred Qualifications

• HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR)
• Exposure to HR practices in government contracting, healthcare, or professional services.
• Experience supporting HR processes in mid-sized or growing organizations
• Experience with HRIS platforms (e.g., ADP Workforce Now) and Applicant Tracking Systems (ATS)
• Demonstrated ability to exercise independent judgment in employee relations matters and HR decision-making within established guidelines

Experience handling immigration filings for H-1B visas and permanent residency by working with the immigration attorney.

Why Tria?
What defines the Tria brand is more than just our dedication to excellence in our craft; it's our incredible team of dedicated, talented, and passionate people that make Tria so exceptional. As people powering possible, we are all partners in our team's shared success.

As a company that cares about people, we seek to cultivate a culture in which all can thrive personally and professionally. We offer a top-tier benefits package to invest in your physical, mental, and financial health and wellness so that you can be your best self - at work and in life. At Tria, we are growth-minded, entrepreneurial in spirit, and committed to fostering a culture of inclusion and opportunity for all. Whatever your background, your role, your department, or stage in your professional journey, here you will have opportunities to learn new skills, seize new challenges, and advance your career as we grow.

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