• Delivers critical subject‑matter expertise in government HR policies, standards, and regulations for the AvMC G‑1 office;
• Supports the G‑6 transformation team by helping align and standardize enterprise processes, data structures, and system workflows;
• Analyzes existing HR policies, procedures, and practices for compliance with federal labor laws, FAR/DFARS requirements, and contract flow‑downs;
• Develops, revises, and standardizes HR policies and guidance to support consistent application across programs;
• Assesses policy impacts resulting from regulatory changes, contract modifications, or organizational restructuring;
• Prepares policy interpretations and advisory guidance for HR leadership and Program Managers;
• Evaluates HR processes (e.g., timekeeping, leave management, employee classification, disciplinary actions) for consistency, effectiveness, and risk exposure;
• Designs and documents standardized HR workflows, controls, and process maps aligned to contract and compliance requirements;
• Identifies process gaps, inefficiencies, or non‑conformances and recommends corrective or preventive actions;
• Supports continuous process improvement initiatives across HR and program interfaces;
• Serves as subject matter expert for HR compliance matters affecting program execution;
• Supports internal and external audits by ensuring HR documentation, records, and processes are complete, accurate, and defensible;
• Monitors and assesses compliance risks related to employee classification, leave administration, overtime eligibility, and employment actions;
• Supports recurring compliance activities and reporting requirements by validating underlying HR processes and data integrity;
• Advises HR leadership and Program Managers on policy application, process compliance, and risk mitigation strategies;
• Provides analytical support during contract transitions, funding changes, or workforce disruptions by assessing policy impacts;
• Develops decision support materials, summaries, and recommendations related to HR policy or process changes;
• Serves as escalation resource for complex or high‑risk employee relations or policy interpretation issues;
• Maintains controlled HR policy documentation, process narratives, and procedural guidance;
• Supports development of training materials, reference guides, and internal FAQs related to HR policies and procedures;
• Ensures version control and traceability of policy and process documentation;
• Strong communicator with excellent organizational and time‑management skills, capable of managing competing deadlines and consistently delivering high‑quality work in support of both directorates.

• Bachelor’s degree (BA/BS) in a related field with a minimum of ten (10) years of relevant experience is required;
• DoD-issued Secret Security Clearance is required at start;
• Demonstrated proficiency with Microsoft Office Suite is essential;
• Strong analytical and communication skills, with the ability to work independently while managing multiple competing priorities is required;
• Expertise in process mapping, value stream mapping (VSM), business process reengineering (BPR), and dependency mapping is required;
• Strong facilitation skills for leading cross functional planning, workflow refinement, and process integration sessions is required;
• Experience developing Standard Operating Procedures (SOPs) is required;
• Ability to map and analyze HR processes, including hiring, onboarding, offboarding, employee relations, and EEO work flows is required;
• Strong interpersonal and engagement skills is essential for this role;
• Strong analytical and communication skills is required; Must have the ability to work independently while managing multiple competing priorities is a must;
• Experience working in a government staff environment, supporting HR functions is preferred;
• Background in policy and regulation review, interpretation, and implementation is preferred;
• Lean Six Sigma certification or experience applying continuous improvement methodologies is preferred;
• Experience creating and optimizing enterprise system workflows is preferred;
• Experience reviewing, interpreting, and applying HR policies and regulations is preferred;
• Familiarity with Model‑Based Systems Engineering (MBSE) concepts or tools such as Cameo to support structured process development is preferred;
• Experience with enterprise platforms such as ServiceNow or similar HR system tools is highly desirable.

About GBSI
Established in 1995, Global Business Solutions, LLC. offers customers a distinctive blend of information technology capabilities, education and training services, and information assurance solutions. Managed by a team of executive leaders experienced in the field of information technology and training services within the industry and government, GBSI prides itself on exceeding expectations. Our award-winning solutions give clients the support tools needed to successfully deliver in evolving environments with confidence.

GBSI is an affirmative action/equal opportunity employer. All Qualified applicants will receive consideration for employment without regard for race, religion, color, national origin, sex, age, status as a protected veteran, among other things, or status as a qualified individual with a disability. This Contractor and subcontractor shall abide by the requirements of 41 CFR-60-300.5(a). This regulation prohibits discrimination against qualified protected veterans, and requires affirmative action covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans.

Pay Transparency Nondiscrimination Provision:

GBSI 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 GBSI’s legal duty to furnish information.

Drug Free Workplace:
We maintain a drug-free workplace and perform pre-employment substance abuse testing.