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Human Capital Manager

Strategic Resolution Experts, Inc. Martinsburg, WV, WV Full-Time
$65,000.00 - $85,000.00 / year
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This position is 100% onsite at our Martinsburg, WV Headquarters office with some travel to employee work sites across the country.

This position is a critical, highly-visible role working as trusted counsel and strategic advisor to the executive team. The ideal candidate will strategically partner with leaders to drive and administer business objectives and key results. The position has overall responsibility for developing and implementing a human resources strategy that is focused on building culture and aligned with and supportive of the business objectives and vision of the company.

Must be US Citizen and Clearable up to Top Secret.


  • BA/BS degree required
  • MA/MS degree preferred
  • Strategic Workforce Planner Certified
  • Certified HR Practitioner (or other relevant SHRM Certification)


This position must be knowledgeable and capable of performing both operational HR (day to day) and also Strategic HR (implementing process, policy, and systems)

  • Knowledgeable in MS Word, PowerPoint, MS Project, Excel, and HRIS Systems (including Greenhouse)
  • Proficient in written communication (must show examples of documents authored independently and as a contributor)
  • Ability to read, analyze, and interpret complex documents
  • An energetic, forward-thinking and creative individual with high ethical standards and an appropriate professional image
  • A well-organized and self-directed individual who is a team player
  • An intelligent and articulate individual who can relate to people at all levels of an organization and possesses excellent communication skills
  • Experience successfully running talent acquisition in highly competitive markets
  • Strong business and HR acumen, including the ability to diagnose and analyze problems and drive appropriate solutions
  • Must have demonstrated experience implementing end to end Human Capital processes and systems from Recruiting to Succession Planning, and Retention, and all areas in between
  • Experience with driving annual compensation planning
  • Proven successful track record and knowledge in organizational and employee development, performance management, employee relations, and change management
  • Enthusiastic team player with a strong drive to create a positive work environment
  • Must have demonstrated experience working with a national organization in the Government Contracting Industry


Requires a minimum of 5 years' experience in Human Resources Management with a total of 10 years work experience.

Duties may include, but are not limited to:

  • Partnering with the business to identify, develop and drive key culture initiatives such as leadership development, talent/performance management, change management, workforce and succession planning, talent acquisition, employee and career development, performance management, rewards and recognition, and coaching
  • Maintaining knowledge of industry trends and employment legislation and ensuring company's compliance
  • Leading the talent acquisition and the on-boarding strategy, interviewing for each open position, and identifying effective sources
  • Building recruiting brand and value proposition
  • Efficiently and effectively assisting in filling open positions and external partnership outreach
  • Conducting organizational assessments and develops/drives initiatives to close gaps and implement necessary solutions to ensure a high-performing workforce
  • Providing candid and constructive feedback to leaders about talent moves, gaps, promotions, and growth opportunities
  • Annually reviewing and making recommendations to executive management for improvement of the company's policies, procedures, information systems, and practices on human capital matters
  • Developing organizational strategies by identifying and researching human capital issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; and establishing human resources objectives in line with organizational objectives
  • Implementing human capital strategies by establishing departmental accountability. This includes: recruiting, screening, interview and selection, on-boarding, compensation policies, training and development, safety and health, succession planning, employee relations and retention, diversity and inclusion, and labor relations
  • Managing human resources operations by recruiting, selecting, on-boarding, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing HR systems; accumulating resources; resolving problems; implementing positive organizational change
  • Developing human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances
  • Accomplishing special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction
  • Supporting management by providing human resources advice, counsel, and decisions; analyzing information and applications
  • Guiding management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values
  • Complying with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions
  • Updating job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations
  • Enhancing department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments
  • Liaison with PEO
  • Track and report on employee development and training

Recommended skills

Develop Policy
Hr Law
Implement Policy
Performance Management
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