Strategic HR Leadership
- Serve as a trusted advisor to senior leadership on all HR matters.
- Develop and execute a human capital strategy aligned with organizational and contract goals.
- Lead HR initiatives that support scalability, employee engagement, and retention.
- Advise senior leadership on workforce planning, talent strategy, and organizational development
Culture & Engagement
- Champion a values-driven and high-performance culture that supports collaboration and belonging.
- Develop and implement programs that enhance employee experience, morale, and
- recognition.
- Facilitate internal communication, feedback channels, and engagement surveys.
- Lead internal employee communications, including company-wide announcements, all-hands messaging, policy rollouts, and culture-building initiatives ensuring clarity, consistency, and alignment with organizational values.
Employee Relations
- Provide hands-on leadership and guidance to managers and employees, reinforcing a caring and respectful work environment.
- Serve as a strategic risk partner by navigating complex employee matters with discretion, balancing the organization’s compliance and legal obligations with a people centered approach that prioritizes fairness, transparency, and trust.
- Manage organizational risk and employee advocacy, ensuring HR-related business decisions are compliant, defensible, and rooted in ethical practices.
Talent Management
- Lead performance management processes, coaching, and career development initiatives.
- Design and implement leadership development and succession planning programs.
- Establish and maintain company KPIs to measure the effectiveness of talent strategies, drive accountability, and align workforce performance with organizational goals
Compliance & Risk Management
- Lead company-wide compliance adherence to employment laws, government contracting regulations and internal policies.
- Ensure full compliance with federal contractor requirements, including AAPs, EEO, OFCCP, and VETS-4212.
- Maintain and audit HR policies and procedures to align with federal and state labor laws.
Compensation & Benefits
- Lead competitive compensation benchmarking and pay equity analysis.
- Manage benefits design, administration, and employee education initiatives.
- Align rewards programs with talent strategy and contract requirements (e.g., SCA compliance).
HR Analytics & Reporting
- Use HR data to assess trends, guide decision-making, and report key workforce metrics to leadership including turnover, hiring data, and workforce readiness.
- Deliver actionable insights to leadership through regular reporting and workforce trend analysis.
- Leverage data to drive decisions related to headcount planning, retention, and policy effectiveness.
Learning and Development
- Lead the design and execution of company-wide learning and development programs, including onboarding, compliance training, leadership development, and skill-building initiatives that support employee growth and organizational readiness
- Drive the effectiveness of L&D programs through participation metrics, feedback, and business outcomes.
- Foster a continuous learning culture that promotes professional development, enhances retention, and reinforces the organization’s values and mission.
Qualifications
- 10+ years of progressive HR experience, including at least 3 years in a leadership role.
- Experience in a federal contracting environment with working knowledge of OFCCP, EEO, and AAP requirements.
- Demonstrated success building or transforming HR functions within growing organizations
- Expertise in employee engagement, culture development, compliance, and people management.
- Proficiency in HRIS systems and HR analytics tools.
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- A collaborative leadership style with excellent communication skills • HR certification (e.g., SHRM-SCP, SPHR).
- Experience supporting a workforce with security clearance requirements.
- Hybrid work environment with minimum of 2 days per week in office.
- This role requires discretion and the ability to handle sensitive personnel and organizational issues.
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What We Do
Procon is a small business with big experience. Since 2000 it has provided program and project management for some of the largest and most complex construction and real estate projects in the national capital region and nationwide. Procon's expertise is focused on four related business lines:
DESIGN & CONSTRUCTION MANAGEMENT
Procon provides comprehensive construction management services that projects from vision to completion while minimizing headaches and maximizing value. Procon acts as the owner’s representative and takes care of all the day-to-day details to make sure projects stay on schedule, within budget, and meet our customers' requirements.
SPACE MANAGEMENT & PLANNING
Procon provides full service space management and planning, as well as interior design, and relocation management.
REAL ESTATE PORTFOLIO SERVICES
From big picture strategic planning and management to targeted support, Procon’s real estate team has the experience and expertise to handle a broad spectrum of real estate activities covering the entire range of commercial and institutional assets.
BUSINESS & TECHNOLOGY SERVICES
Procon offers both traditional management consulting expertise and embedded program and project support to help clients manage, review, improve, and implement programs, projects, and work processes.
