Human Resources Director

COMPANY

Representing the AIS Environmental and Nuclear business line, RSI is dedicated to advancing the missions of their clients in the environmental, nuclear, energy, construction, and project delivery sectors. With nearly 30 years of experience, they have successfully partnered with federal agencies and private industry to plan and execute complex projects that prioritize safety, performance excellence, and strong returns for their clients.

Their strength lies in our talented workforce who demonstrate the core values that define us. They work with a shared purpose and remain committed to each other, the clients and communities they serve, and the greater mission of our Iñupiaq shareholders.

ROLE

The Human Resources Director serves as a strategic and operational HR leader supporting a government contractor operational unit. This role partners closely with operational leadership to align workforce strategies with business objectives while ensuring compliance with federal, state, local, and government contracting requirements. The HR Director oversees employee relations, talent acquisition support, performance management, compliance, workforce planning, administration, organizational development, and employee engagement initiatives for assigned operational business units.

This position requires strong business partnership skills, knowledge of government contracting environments, and the ability to balance operational execution with strategic human capital initiatives in a fast-paced, highly regulated environment.

ABOUT YOU

The successful candidate will have/be:

• Bachelor’s degree in human resources, Business Administration, or related field.
• 8-10 years of progressive Human Resources experience.
• A minimum of 3 years’ experience supporting federal contracting environments.
• Working knowledge of federal and state employment laws.
• Experience handling employee relations investigations and performance management matters.
• Familiarity with Davis-Bacon and Related Acts (DBRA), including employee classifications and H&W determinations
• Familiarity with McNamara-O’Hara Service Contract Act (SCA), including employee classifications and H&W determinations
• Strong communication, problem-solving, and conflict resolution skills.
• Ability to manage multiple priorities in a fast-paced operational environment.
• Proficiency with HRIS systems and Microsoft Office Suite.

Preferred Qualifications

• Knowledge of OFCCP, AAP, DBRA and SCA requirements.
• HR certification preferred:
• PHR/SPHR
• SHRM-CP/SHRM-SCP
• Experience supporting union and non-union workforces.
• Experience supporting multi-site or geographically dispersed operations.

KEY RESPONSIBILITIES

Strategic HR Partnership:

• Partner with operational leaders to support business objectives, workforce planning, and organizational effectiveness.
• Provide HR guidance to leaders regarding employee relations, workforce issues, organizational structure, and talent management.
• Support operational readiness for project mobilization, staffing changes, and contract transitions.
• Assist leadership with succession planning and talent development initiatives, as needed.

Employee Relations & Performance Management:

• Conduct employee relations investigations and recommend appropriate corrective actions.
• Advise leaders on performance management, coaching, disciplinary actions, and terminations.
• Ensure consistent application of company policies, procedures, and workplace standards.
• Support conflict resolution and foster a positive employee experience and workplace culture.

Compliance & Government Contracting Support:

• Ensure compliance with federal, state, and local employment laws and regulations.
• Support compliance related to government contracting requirements including:
• OFCCP
• EEO/AAP
• Executive Orders and Agency Directives
• I-9 and E-Verify compliance
• Partner with operational leadership, Legal, and Compliance on audits, investigations, and risk mitigation.
• Maintain accurate HR documentation and records in accordance with company and regulatory requirements.

Talent Acquisition and Workforce Planning:

• Support hiring needs for operational and project-based roles.
• Assist managers with interviewing, selection, onboarding, and workforce planning.
• Support recruiting strategies for skilled labor, technical, and operational positions.
• Ensure compliance with internal posting and compensation approval processes.

Compensation & Benefits Administration:

• Support compensation review processes including promotions, transfers, market adjustments, and incentive programs.
• Partner with AIS Compensation and leadership to ensure internal equity and market competitiveness.
• Assist employees with benefit-related questions and escalation support.

Organizational Development & Engagement:

• Support leadership development, employee engagement, and culture initiatives.
• Assist with change management initiatives related to organizational growth, restructuring, acquisitions, or operational changes.
• Facilitate training and development programs as needed.
• Promote company values, safety culture, and operational excellence.

.HR Operations & Reporting:

• Maintain HR metrics and reporting related to turnover, staffing, compliance, engagement, and workforce trends.
• Support HRIS transactions, reporting, and data integrity.
• Participate in special projects, audits, and continuous improvement initiatives.