Head of Recruiting & HR

The Human Resources Manager serves as a hands‑on generalist for the organization’s needs, with approximately 50% of the role dedicated to the day‑to‑day administration and execution of Human Resources operations. This position is responsible for directly managing and administering HR functions, including compliance, onboarding & offboarding admin tasks, employee relations, leadership development, organizational design, and workforce planning. The HR Manager establishes and executes scalable HR programs, mitigates organizational risk, ensures operational excellence, and fosters an employee‑centered culture. Human Resources Leadership

Lead the organization’s Human Resources function as a hands‑on HR Manager, providing direction and oversight.

Provide HR administrative support.

Serve as a trusted advisor to leadership regarding workforce planning, organizational effectiveness, employee engagement, and HR strategy.

Execute HR initiatives aligned with organizational goals and long‑term business growth.

Manage the Talent Acquisition Manager.

HR Compliance & Risk Management

Partner with PEO to manage multi‑state HR compliance.

Ensure compliance with federal, state, local, and government contracting employment regulations.

Develop and maintain HR policies, SOPs, employee handbooks, and employment practices that reduce legal and operational risk.

Partner with external employment counsel when needed on litigation support and regulatory compliance.

Maintain EEO‑1, VETS‑4212, and other required annual regulatory reporting.

Assist in developing organizational structures, succession planning initiatives, and knowledge management strategies.

Employee Relations

Conduct complex employee relations matters, workplace investigations, disciplinary actions, and conflict resolutions.

Ensure consistent application of employment policies while maintaining compliance and organizational fairness.

Provide guidance to leadership regarding employee performance, documentation, corrective actions, and terminations.

Talent Acquisition & Onboarding

Assist with recruitment function, partnering with the Talent Acquisition Manager and leadership to develop and execute hiring strategies when needed that support business growth in their department.

not limited to background checks, IT credentials, drug/alcohol testing, welcome letter, DLT training, Costpoint timekeeping and expense reporting, etc.

Facilitate new hire orientations.

Partner with PEO to support employee benefit programs including medical, dental, vision, retirement, disability, workers’ compensation, FMLA, ADA accommodations, COBRA, and leave administration.

Manage employee Qualifying Life Events (QLEs) by verifying eligibility and submitting approved benefit changes to the PEO for timely processing.

Analyze benefit offerings with COO during renewal period and recommend cost‑saving initiatives while maintaining competitive employee offerings.

Compute monthly Paid Time Off (PTO) accruals, Company Paid Holiday, and balances while ensuring policy compliance.

Performance Management & Leadership Development

Administratively manage performance management programs to promote accountability and employee growth.

Manage development initiatives and succession planning efforts.

Facilitate company‑wide training initiatives and learning management programs.

Coach managers on performance management, employee development, corrective actions, and leadership effectiveness.

HR Operations

Oversee HRIS administration, personnel records, document management, and HR reporting.

Answer frequently asked questions from employees related to standard policies, benefits, hiring processes, etc.

Perform administrative and record‑keeping tasks related to staff changes, which may include layoffs, resignations, terminations, and leaves of absence.

Develop HR metrics and analytics to support VIGILINT.

Continuously improve HR processes through automation, standardization, and operational efficiencies.

High school diploma or equivalent required; Minimum of 5 years of progressive Human Resources experience.

Minimum of 2 years of HR leadership or management experience.

Providing HR administrative support for an organization.

Experience supporting deployed personnel, contingency operations, or medically related work environments is highly desirable.

Experience administering payroll, benefits, employee relations, compliance, and performance management.

Knowledge of compensation strategy, benefits, payroll, and HR analytics.

Experience utilizing HRIS, payroll systems, applicant tracking systems, and Microsoft Office Suite.

Ability to manage multiple priorities in a fast‑paced environment.

S. citizen.

VIGILINT is proud to offer a robust benefits package that includes fully paid health, dental, and vision insurance, short‑term and long‑term disability, AD&D insurance, Healthcare Flexible Spending Plan, 401(k) with matching, and paid time off.

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