HR Director

Remote

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Not SpecifiedCompensation

Expert & Leadership (9+ years)Experience Level

Full TimeJob Type

UnknownVisa

Federal Contracting, BiotechnologyIndustries

Requirements

Candidates must have 7+ years of progressive HR experience, including senior-level ownership of HR strategy and operations, with a track record of building HR infrastructure from the ground up, ideally in a tech-forward or service-based organization. Hands-on experience leading a transition out of a PEO is required, along with a deep understanding of employment law and federal contractor requirements (FAR, DFARS, OFCCP, etc.). The ability to develop policies, processes, and systems that balance structure and flexibility, strong communication and influencing skills, and a practical, steady approach with strong judgment and integrity are essential. A Bachelor's degree is required, and an MBA is preferred. Relevant HR certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are preferred. Experience supporting government contractors, especially in software or tech, and a background working with technical or product-focused teams are considered advantageous. Applicants must be US Citizens and able to work domestically.

Responsibilities

The HR Director will be responsible for building and leading the people operations from the ground up, designing and implementing systems, policies, and culture to support a fully remote, fast-growing team. This includes developing and implementing foundational HR systems, tools, and policies across hiring, onboarding, benefits, employee relations, and performance management. The role involves leading the transition off of a PEO, owning the end-to-end process of moving payroll, benefits, and compliance systems in-house. The HR Director will partner with leadership to develop org structure, headcount planning, and compensation systems that scale, ensuring compliance with state and federal employment laws, including OFCCP, EEO, and requirements related to federal contracting (FAR, DFARS). Additionally, the position involves coaching managers and leads with tools and training to navigate employee issues, performance feedback, and team growth, managing all employee relations, and acting as a trusted partner to the executive team to support company-wide strategic initiatives tied to people and operations.

Skills

HR operations

People operations

HR systems

HR policies

Hiring

Onboarding

Benefits administration

Employee relations

Performance management

PEO transition

Payroll

Compliance

Organizational structure

Headcount planning

Compensation systems

Employment law

OFCCP

EEO

FAR

DFARS

Manager coaching

Conflict resolution

Strategic initiatives

Oddball

Digital modernization for federal services

About Oddball

Oddball focuses on modernizing digital services for federal agencies, ensuring that these services are user-friendly and effective for citizens. Their approach involves creating software solutions that are tailored to the specific needs of both the public and the federal workforce. The company employs a team of skilled professionals, including developers and designers, who work collaboratively throughout the entire process, from the initial design phase to the final deployment of the software. Unlike many other digital agencies, Oddball emphasizes a human-centered design approach, which means they prioritize the needs and experiences of users in their solutions. The goal of Oddball is to enhance the efficiency and accessibility of federal services, ultimately improving the experience for citizens and the effectiveness of government operations.

Washington, District of ColumbiaHeadquarters

2015Year Founded

VENTURE_UNKNOWNCompany Stage

Government & Public Sector, Enterprise SoftwareIndustries

51-200Employees