Senior HR Generalist - Remote

We were early to the fight against Ubiquitous Technical Surveillance, and we've been pushing the edge ever since.

Our mission is to help government and enterprise organizations understand and manage commercial data risks, shape their digital signatures, and operate with confidence in an increasingly complex information landscape. We build and integrate advanced, tech-forward solutions to problems our customers often don't know they have - until it matters most.

Veilant offers a solid work-life balance and flexible remote work options. At Veilant, you'll work with the most talented software developers, systems engineers, and subject matter experts, building tools and systems that make a real difference.

We're looking for a Senior HR Generalist who wants more than a seat at the table — you'll help set the agenda. As a trusted advisor to leaders across the business and a direct partner to our CHRO, you'll own onboarding our newest employees, assist with employee relations, drive compliance in a highly regulated federal contracting environment, and shape the programs that keep our workforce engaged and growing. This is a role for someone who's equally comfortable coaching a manager through a tough conversation, untangling a compliance question, and building the kind of culture that makes people want to stay.

You'll thrive here if you like variety, move fast without cutting corners, and want your fingerprints on real outcomes — not just processes.

Fully learn our HR systems (Paycom, Deltek Costpoint) and take ownership of at least one end-to-end employee relations case, from intake to resolution.

Partner with the CHRO to audit current compliance posture (VEVRAA, EEO, Disability) and deliver a gap-closure plan ahead of the next audit cycle.

Redesign or refresh at least one core process — onboarding, offboarding, or performance review cycle — based on data and manager feedback.

Build credibility as a go-to advisor: managers should feel comfortable bringing you performance and coaching questions unprompted by month six.

Present your first HR metrics readout (turnover, time-to-resolution, engagement trends) at a quarterly all-hands, with at least one actionable recommendation.

Strategic HR Partnership: Co-develop and execute HR initiatives with the CHRO that directly support business growth — not just administer existing ones.

Employee Relations Support: Lead investigations into employee relations concerns start to finish, recommending resolutions that are consistent, defensible, and legally sound.

Manager Coaching: Advise managers directly on performance improvement plans, corrective actions, and development conversations.

Ensure ongoing compliance with federal, state, and local employment law and government contractor requirements (VEVRAA, Disability, EEO); support and help prep for audits related to government contracts.

Open Enrollment & Performance Cycles: Run point on annual open enrollment and support the annual performance review and merit increase process end to end.

Data-Driven Insight: Analyze HR metrics and trends, and bring forward recommendations — not just reports — at monthly management and quarterly all-hands meetings.

Policy & Communication: Shape policy development and employee communications, ensuring initiatives are understood and adopted, not just published.

Time-to-resolution on employee relations cases and manager satisfaction with the support provided.

Onboarding and offboarding completion rates, timeliness, and new-hire feedback scores.

Quality and clarity of HR metrics reporting delivered to leadership.

Manager and employee trust — measured informally through feedback and formally through engagement survey results.

Bachelor's degree in Human Resources, Business Administration, or a related field.

5+ years of progressive HR experience, including direct experience with government contractor regulations.

Government security clearance.

Demonstrated experience supporting employee relations investigations, performance management, and manager coaching.

Proficiency with Paycom HRIS, Deltek Costpoint, and Microsoft Office Suite.

Strong working knowledge of federal and state employment law and HR best practices.

This is an opportunity to shape a new commercial product function from the ground up. You will not simply inherit a roadmap — you will help define where Veilant goes next.

For the right person, this is a high-impact role with direct visibility to leadership and the opportunity to turn proven, mission-critical technologies into scalable commercial products.

The salary range for this position is $95,000 to $125,000 annually for full-time status. Actual compensation within this range at Veilant is determined by numerous factors including but not limited to the candidate's qualifications, including experience, education, certifications, technical skills, as well as contract-specific affordability and labor categories, the scope and responsibilities of the role, market and business considerations, and geographic location.

Flexible PTO + holidays

Medical (HSA & PPO Plans Available), dental, vision, disability, and life insurance

Employer Contribution to Health Savings Account (HSA)

Learning & Development opportunities

The person in this position needs to occasionally move about inside the office

Constantly work with computers and other information technology equipment

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, veteran status, or any other characteristic protected by law. If you require a reasonable accommodation to apply for a position with Veilant through its online applicant system, please contact Veilant's Talent Management Department at View phone number on click.appcast.io or contact us through e-mail at View email address on click.appcast.io Ridgeline International, LLC