Director, Human Resources

Team (Organization) Introduction 

The Human Capital organization is responsible for developing and executing people strategies that support the company’s mission, workforce, culture, and long-term business objectives. The team leads employee relations, benefits and leave administration, performance management, compensation support, workforce planning, compliance, employee engagement, learning and development, HR systems and processes, and the employee lifecycle. 
 
Human Capital works closely with executive leadership, Operations, Finance, Contracts, Security, Recruiting, PMO leadership, Portfolio Executives, and program leadership to ensure workforce practices support both employee needs and business performance. 

Position Overview 

9th Way Insignia is seeking a Director of Human Resources to lead the day-to-day Human Resources function and help build the people infrastructure required for the company’s continued growth and evolution. 
 
The Director of Human Resources is the senior Human Capital leader responsible for translating enterprise people strategy into consistent, scalable, and compliant HR programs and practices. This position leads the HR team, oversees core HR operations, advises leaders and managers, manages complex employee relations matters, strengthens performance and talent practices, and ensures the company’s policies and programs remain aligned with applicable employment laws and business needs. 
 
As 9th Way Insignia expands its organizational complexity, partnerships, Joint Ventures, and competitive position in the federal marketplace, the Director will play an important role in building scalable HR infrastructure while protecting the culture and employee experience that distinguish the company. The Director will help mature systems, processes, manager capability, workforce analytics, succession planning, organizational development, and compliance practices to support a geographically dispersed, multi-state workforce and evolving business structures. 
 
This role requires a leader who can move comfortably between strategy and execution: advising senior leaders on complex people matters while remaining close enough to the workforce and HR operations to understand what employees, managers, and programs need to succeed. 

Professional Level 

This position aligns to a Director-level leadership role at 9th Way Insignia. 

Responsibilities 

• Lead the day-to-day Human Resources function and provide direction, coaching, and development to HR team members. 

• Translate enterprise Human Capital strategy into practical, scalable programs, processes, policies, and operating practices. 

• Serve as a trusted advisor to executives, Portfolio Executives, program leaders, and managers on employee relations, performance, organizational effectiveness, workforce planning, and leadership matters. 

• Lead complex employee relations matters, including workplace concerns, investigations, corrective action, performance improvement, conflict resolution, and separations, ensuring matters are handled consistently, promptly, and appropriately. 

• Ensure compliance with applicable federal, state, and local employment laws and regulations across a geographically dispersed, multi-state workforce. 

• Maintain and strengthen HR policies, procedures, documentation standards, and internal controls to support consistency, compliance, audit readiness, and organizational growth. 

• Oversee performance management programs and practices, including assessment processes, manager guidance, performance coaching, goal setting, and continuous improvement of performance systems. 

• Partner with leadership to strengthen workforce planning, succession planning, retention strategies, career development, and internal talent pipelines. 

• Support compensation strategy and administration through market analysis, internal equity review, job architecture, leveling, salary recommendations, and consistent compensation practices. 

• Provide leadership and oversight for benefits and leave administration, partnering with internal specialists, brokers, carriers, and vendors to ensure effective programs, strong employee support, and responsible plan stewardship. 

• Strengthen manager capability through practical guidance, tools, training, and coaching on performance management, employee relations, communication, documentation, and leadership responsibilities. 

• Develop and use workforce analytics, HR metrics, and trend data to identify risks, evaluate program effectiveness, and support leadership decision-making. 

• Lead continuous improvement and appropriate automation of HR workflows, systems, reporting, employee self-service, and data integrity. 

• Partner with Recruiting and business leaders to support workforce planning, onboarding, internal mobility, retention, and effective transitions across the employee lifecycle. 

• Support Human Capital planning and infrastructure for Joint Ventures, strategic partnerships, new business structures, contract transitions, acquisitions, and other organizational growth initiatives as applicable. 

• Maintain an active connection to the employee population, identify emerging workforce concerns and trends, and help preserve a culture of trust, accountability, communication, and high performance as the company grows. 

• Support organizational change initiatives by developing thoughtful communication, transition, and people-impact strategies. 

• Oversee required HR compliance reporting and support EEO, affirmative action, and other applicable workforce compliance obligations. 

• Manage HR vendor relationships and evaluate services, technology, and partnerships for effectiveness, scalability, employee experience, and cost. 

• Support the development and execution of learning, leadership development, recognition, engagement, and culture initiatives in alignment with organizational priorities. 

• Perform other duties as assigned. The responsibilities listed above are representative and not intended to be all-inclusive. 

Requirements 

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience in lieu of degree. 

• 10+ years of progressive Human Resources experience, including significant responsibility for employee relations, compliance, performance management, and HR operations. 

• 5+ years of HR leadership or people management experience. 

• Demonstrated experience advising senior leaders and managers on complex employee and organizational matters. 

• Strong knowledge of federal, state, and local employment laws and experience supporting a multi-state workforce. 

• Demonstrated experience leading sensitive workplace investigations, employee relations matters, performance management, and organizational change. 

• Experience developing and improving HR policies, programs, systems, workflows, and controls. 

• Strong business judgment and the ability to balance employee experience, compliance, risk, and business needs. 

• Excellent written and verbal communication, facilitation, conflict resolution, coaching, and relationship-building skills. 

• Ability to operate effectively in a fast-moving environment, manage competing priorities, exercise discretion, and handle highly confidential information. 

Preferred / Desired 

• Experience in federal government contracting, professional services, technology, or another complex project-based environment. 

• Experience supporting organizational growth, restructuring, integration, contract transitions, Joint Ventures, or other evolving business structures. 

• Experience with HRIS, performance management, learning management, applicant tracking, and workforce analytics platforms. 

• Experience with compensation analysis, job architecture, workforce planning, succession planning, and leadership development. 

• Professional certification such as SHRM-SCP, SHRM-CP, SPHR, or PHR. 

• Master’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline.