Human Resources Manager

Deployed Services serves as a dedicated strategic partner to the government and other clients. We provide professional services that help transform lives, from direct care to specialized facilities and logistical support. To meet our clients’ needs, Deployed Services operates 24 hours/365 days and requires the flexibility to work additional hours, nights, weekends, and holidays.

The Human Resources Manager serves as the HR Business Partner for corporate and is accountable for partnering with DS operations teams to develop strategies and associated action plans to achieve business objectives. The Human Resources Manager works closely with department leaders, managers, and key stakeholders to unlock the potential of all business areas that have a huge impact on the way the organization operates. In partnership with Legal and HRBP teams, this role drives the principles and processes required to navigate complex and sensitive employee issues, conduct thorough investigations, and provide sound guidance in pursuit of the best outcomes that mitigate legal and cultural risks.

Essential Functions:

• Conduct weekly meetings with respective business units and consult with line management to provide HR guidance
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies
• Manage and resolve complex employee relations issues and conduct effective, thorough and objective investigations
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees to mitigate legal risks and ensure regulatory compliance
• Partner with the legal department as needed
• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
• Work closely with management and employees, provide HR policy guidance and interpretation to improve work relationships, build morale, and increase productivity and retention
• Develop contract terms for new hires, promotions and transfers
• Assist international employees with expatriate assignments and related HR matters
• Provide guidance and input on business unit restructuring, workforce planning and succession planning
• Identify training needs for business units and individual executive coaching needs
• Participate in evaluation and monitoring of training programs to ensure success
• Other duties assigned

Knowledge and Skills:

• Proficient with Microsoft Office Suite or related software
• Proficiency with HR Systems (ADP WFN, Workday, Oracle, etc.) and case management software (Ethicspoint, HR Acuity, etc.)
• Ability to use HRIS related computer programs and software; experience with UKG is preferred
• Excellent communication and interpersonal skills
• Excellent organizational and time management skills with a proven ability to meet deadlines
• Expert knowledge of employee relations and high-risk, highly complex workplace investigations
• Ability to comprehend, interpret, and apply applicable laws, guidelines, regulations, ordinances, and policies
• Strong analytical and problem-solving skills
• Exceptional written, verbal, and presentation skills
• Ability to effectively communicate with team members from diverse backgrounds and with different styles of communication
• Demonstrated ability to identify trends and collaborate with assigned business partners to resolve matters expediently and thoroughly
• Proven ability to assess, mitigate, prevent, and prioritize employee-related risks and liabilities
• Ability to work flexible hours in a 24/7/365 business environment

Education and Experience:

• Degree in Business, Human Resources, Employee Relations, Masters is preferred; related work experience will be considered in lieu of a degree
• Five years of progressive experience in workplace investigations and employee and labor relations
• Thorough knowledge of federal and state employment laws, regulations, and proven methodologies for conducting and documenting workplace investigations
• Bilingual in English and Spanish is preferred
• Organizational experience in government contracting environments preferred
• Experience with Collective Bargaining Agreements and Service Contract Act (SCA) highly desirable
• Must be able to travel within the Continental United States (CONUS)
• Must be authorized to work in the U.S
• Must pass a motor vehicle record check and employer and government (eQip or eApp) background checks after accepting a conditional offer of employment

AAP/EEO Statement
Deployed Services, LLC is an Equal Opportunity and Affirmative Action Employer and prohibits discrimination and harassment of any type on the basis of actual or perceived race, color, national origin, ancestry, sex (including pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, and gender expression, religious creed, disability (mental and physical) including HIV and AIDS, medical condition (cancer and genetic characteristics ), genetic information, age, marital status, civil union status, sexual orientation, military and veteran status, denial of family and medical care leave, arrest record and/or any other characteristic(s) protected by federal, state or local law.
This policy applies to all terms of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, training, compensation, benefits, employee activities, and general treatment during employment.

Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of their job.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)