Human Resource Manager

POSITION SUMMARY The HR Manager leads the Human Resources function at TRDI Inc., translating organizational strategy into people programs that support mission delivery, regulatory compliance, and workforce development. This role is accountable for the health of the entire HR operation -- its structure, its standards, its talent, and its outcomes. The HR Manager builds the systems and culture that allow the team to function at a high level: documented processes, trained staff, clear ownership, visible accountability, and a service posture that earns the trust of every employee and manager TRDI Inc. serves. ESSENTIAL DUTIES AND RESPONSIBILITIES Design and execute a department-wide HR strategy aligned to TRDI Inc. operational goals, growth plans, workforce needs, and organizational values. Lead, develop, and evaluate the HR team; set individual measurable goals, hold quarterly performance conversations, and build a succession pipeline for key HR roles. Establish and continuously refine HR service standards; hold the team accountable to published response times, process compliance rates, and on-time closure of all action items. Own the department documentation framework: ensure every core HR process is written, assigned to a named owner, maintained on a review schedule, and audited for compliance. Serve as the senior decisionmaker for complex employee-relations matters, escalated investigations, and situations with legal or reputational exposure; coordinate with legal counsel and senior leadership as required. Build and oversee a structured, metrics-driven hiring program: define requisition-to-offer timelines by role type, track time-to-fill results, and lead workforce planning discussions with department heads. Manage the department talent strategy: identify staffing gaps, build the business case for headcount, propose and implement interim solutions, and partner with leadership to approve and fill open roles. Champion compliance across all HR functions -- EEOC, FMLA, ADA, FLSA, government-contracting requirements, I-9 administration, and applicable state law -- ensuring the organization is audit-ready at all times. Design and own the TRDI Inc. onboarding and orientation program; leverage new-hire feedback data and turnover trends to drive continuous improvement. Build and manage the HR budget; negotiate and manage vendor relationships for benefits, HRIS, staffing support, and training. Provide regular reporting to senior leadership on HR metrics: headcount, turnover rate, time-to-fill, employee relations trends, and training completion rates. Foster a department culture of accountability, urgency, and continuous improvement where ownership is never ambiguous and problems are resolved at the process level. Represent HR in cross-functional leadership discussions; serve as a trusted advisor to department heads on all people-related matters. MINIMUM QUALIFICATIONS Bachelor’s degree in human resources, Business Administration, or related field; Master's degree preferred. 7 or more years of progressive HR experience, including at least 3 years managing an HR team. Comprehensive knowledge of federal and state employment law, HR compliance best practices, and regulatory reporting. Demonstrated experience building or rebuilding HR systems, processes, and team capability. Strong business acumen with the ability to translate people data into actionable operational recommendations. Excellent written, verbal, and executive-level communication and presentation skills. Experience managing HR budgets and vendor relationships. PREFERRED QUALIFICATIONS SPHR or SHRM-SCP certification. Experience with Ability One, Service Contract Act (SCA), or government contracting environments. Proven track record turning around an underperforming HR function. Experience leading an HRIS implementation or platform upgrade. CORE COMPETENCIES Strategic thinking and organizational alignment Leadership and team development Accountability -- models it personally, demands it organizationally, and measures it consistently Operational excellence and process discipline Communication and executive presence Change management and organizational development Compliance and risk judgmenti> Decisiveness under ambiguity WORKING CONDITIONS Office environment with regular travel to TRDI Inc. operational and contract sites. Available for critical HR matters and senior leadership needs outside core business hours. Frequent interaction with senior leadership, legal counsel, benefits brokers, and external vendors. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr