Director / Senior Director, Human Resources

Development Alternatives   •  

Bethesda, MD

Industry: Government & Non-Profit


15+ years

Posted 43 days ago

Director/Senior Director, Human Resources

Position Summary:

The (Senior) Director, Human Resources is a leadership role on the US Human Resources team within a global development company. The (Senior) Director is responsible for leading the compensation, HR operations, benefits, and employee relations Human Resources functions for the US-based employees. The (Senior) Director will be responsible for developing and managing HR practices and programs that align with DAI’s business strategy, mission, and culture. The individual will work closely with business leaders to ensure programs and services are executed to support and drive key business objectives, including analysis and recommendations around HR-related implications of (primarily) US-based mergers and acquisition targets. Depth of experience in all functional areas of US-based Human Resources is required, including recruitment, affirmative action reporting, compensation, benefits compliance, systems, merger and acquisition due diligence and implementation, as well as core HR operations. Technical depth, a people and culture focused approach, international HR expertise, and forward thinking and planning is essential for this role.  This position will report to the Vice President, Human Resources (US).


Roles and Responsibilities: 


  • Provides leadership to the Compensation, Benefits, and HR Operations teams in a variety of human resources programs, policies, and practices that align with organizational strategy and objectives, enhance the employee experience, and minimize corporate risk;
  • Offers thought leadership regarding human resource strategy and execution; provides insightful data to guide decision-making and provides proactive solutions;
  • Develops and sustains productive partnerships with HR functional area leaders to execute day-to-day HR activities;
  • Maintains working knowledge of relevant regulatory issues, professional and industry practices, as well as federal and state laws and regulations; oversees timely and accurate compliance reporting obligationsassociated with DAI’s health, welfare, and pension programs, as well as government contractor obligations (AAP, EEO-1, Vets 4212, etc.);
  • Manages DAI’s US-based compensation and benefits strategies and programs, ensuring that the structure and cost provide the right support incentives for DAI’s business objectives; 
  • Plans, develops and manages roll out and implementation of global HRIS system;
  • Leads DAI’s US metrics reporting to provide visibility for leadership decisions globally; coordinates with other corporate offices for collection and coordination of similar data;
  • Leads effective HR communications programs to promote timely knowledge transfer to all employees in Bethesda, and globally as appropriate.



  • Works with Vice President, HR (US), and HR geography leaders to design and oversee a total compensation philosophy, and to implement and administer US-based compensation programs, including salary, annual bonus, and departmental bonus programs that attract, retain, and incentivize talent;
  • Provides analysis and modeling of compensation plan designs, costs, and alternatives that are comprehensive yet easily understood by executives;
  • Offers advice, counsel, and technical assistance to business unit leaders and department heads regarding compensation philosophy, employment and pay compliance issues and company policy;
  • Oversees and coordinates implementation of DAI’s global incentive compensation program (ACB), partnering across geographies, business units, and with leadership;
  • Responsible for the oversight and enhancement of HR compliance-related activities, including development and implementation of the Affirmative Action Plan, government reporting requirements, and other federal, state, and local laws and regulations.



  • Plans and directs the analysis, recommendation, implementation and administration of employee health, welfare, and pension programs for all eligible employees;
  • Provides guidance on government regulations; ensures compliance with all federal, state, and local regulations and authorities including ERISA, DOL, HIPAA, ACA and the Internal Revenue Code;
  • Coordinates with the benefits team in partnering with accounting, TPAs, brokers/advisors, attorneys, and vendors to coordinate the submission of government-mandated filings or reports including 5500 filings, Summary Plan Descriptions, Summary Annual Reports, required notices, internal and external audits, etc.;
  • Reviews information prepared by the benefits team prior to the transfer of benefits data to external vendors, plan providers, auditors, and consultants;
  • Oversees benefits team in drafting and disseminating benefits communications pertaining to plan coverage, internal procedures, plan changes, and government-mandated disclosures.


HR Systems

  • Leads and oversees the HR systems initiatives related to human capital data management and metrics;
  • Develops a roadmap and implements improvements to HR systems and processes, including new Global HRIS system, with a focus on process/cost efficiencies and coordination across business units and geographies of human capital data;
  • Recommends innovative process and technology solutions, policy change and/or variations from established policy;

Employee Relations

  • Works with business unit leaders on senior staff performance reviews and pay increases;
  • Advises/counsels on US-based employee performance matters, coaching/counseling, PIPs, accommodations, compliance, warnings and disciplinary actions;
  • Coordinates with VP, HR, business unit leaders, Chief Ethics and Compliance Officer, and Office of General Counsel (OGC) to mitigate risk and effectively resolve issues on significant employee matters;
  • Investigates grievances, HR related ethics hotline cases and conducts investigations;
  • Negotiates settlements and executes separation agreements;
  • Coordinates employee legal claims with the office of administration/facilities and the OGC.


Minimum Qualifications

  • Grade 12, Director:  Bachelor's degree or equivalent in Human Resources, Business or related field and at least 15 years of progressively responsibleexperience in HR management and all functional areas of US-based Human Resources; or master’s degree and at least 11 years’ similar experience. 
  • Grade 13, Senior Director: Bachelor's Degree or equivalent in Human Resources, Business or related field and at least 17 years of progressively responsibleexperience in HR management and all functional areas of US-based Human Resources; or master’s degree and at least 15 years’ similar experience. 
  • A minimum of 5 years of experience working in a global or international HR capacity.
  • SPHR/PHR or SHRM-CP/SCP required.
  • In depth knowledge of regulatory compliance and controls; experience ensuring the company remains compliant with federal, state and local laws and regulations related to hiring, compensation and US government contracting (HR related) through proper operating and governance procedures. 

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