Snowbird Agility
Human Resources (HR) Manager – Position Description

Introduction

Snowbird Agility is a mission-driven federal contracting firm committed to transforming how public service organizations deliver outcomes. Guided by our values—serve generously, act with integrity, lead with “yes”, commit to excellence, disrupt with empathy, and simplify relentlessly—we build scalable systems that enable high-quality delivery. The Human Resources Manager is a strategic role for the company, with a clear strategic business emphasis and not just transactional HR.  Successful candidate will work with the CEO, COO, and business operations and program delivery teams to build a scalable talent management capability to support the company’s future growth.

Position Summary

The Human Resources & Recruiting Manager serves as a strategic business partner to company leadership, responsible for aligning human capital strategy with the company’s growth objectives, contract pipeline, and execution requirements. This role goes beyond traditional HR administration and recruiting, playing a key role in workforce planning, pricing strategy support, compliance, and organizational scalability in a federal government contracting environment.

The ideal candidate understands how people, pricing, compliance, and performance intersect in the government contracting industry and can proactively design talent solutions that support contract capture, execution, and long-term profitability.

Primary Responsibilities

• Partner with executive leadership to develop and maintain a workforce strategy aligned to the company’s business plan, contract pipeline, and long-range growth goals
• Translate capture plans, upcoming recompetes, and new awards into staffing forecasts, hiring timelines, and labor-mix strategies
• Support organizational design decisions as the company scales (new programs, PMO growth, shared services, JVs, and subsidiaries)
• Advise leadership on make-vs-buy staffing decisions, subcontractor vs. employee tradeoffs, and transition staffing strategies
• Lead end-to-end recruiting for cleared and non-cleared roles across IT, professional services, healthcare, and management disciplines
• Build recruiting strategies aligned to specific contract vehicles and agencies (e.g., VA, HHS, DoD, CMS)
• Partner with Business Development and Capture teams to:

• Identify key personnel for proposals
• Develop bench strategies for anticipated awards
• Support rapid hiring during contract transitions

• Establish and manage relationships with staffing firms, universities, and niche talent pipelines
• Support proposal teams by providing labor category mappings and salary benchmarking data, labor cost escalation estimates
• Ensure job descriptions and labor categories are pricing-compliant and align with contract requirements
• Assist in evaluating employee vs. 1099 vs. subcontractor models from a cost, compliance, and scalability standpoint
• Design and manage a performance management framework aligned with contract deliverables and company values
• Partner with program leadership to define:

• Role-specific performance standards
• Career progression paths
• Training and certification roadmaps

• Support succession planning for key contract and leadership roles
• Ensure compliance with:

• FAR and DFARS labor-related requirements
• Service Contract Labor Standards (SCLS / SCA)
• EEO, OFCCP (as applicable), and state employment laws

• Maintain audit-ready HR documentation supporting:

• Contract compliance
• Due diligence for mergers, JVs, or new contract awards

• Advise leadership on employment-related risk in contract transitions, terminations, and workforce reductions
• Shape a high-performance culture aligned with small-business agility and federal client expectations
• Develop retention strategies for high-value and hard-to-replace personnel
• Act as a trusted advisor to leadership and employees on sensitive HR matters

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Management or related field (or equivalent experience).
• 5+ years of progressive HR and recruiting experience, with direct experience in government contracting strongly preferred.
• Strong understanding of labor compliance in federal contracts
• Proven ability to operate as a strategic advisor, not just an HR administrator
• Demonstrated experience supporting:

• Multi-role recruiting pipelines, including government cleared personnel
• Proposal staffing and pricing
• Contract transitions

• Strong written communication and documentation skills; able to translate processes into clear steps.
• High proficiency with Microsoft 365 (Teams, SharePoint, Excel, Word, PowerPoint) and task tools (Planner, Jira, Asana, etc.).
• Ability to handle sensitive information with discretion; dependable follow-through and attention to detail.

Preferred Qualifications

• Federal contracting exposure preferred; comfort working in compliance-oriented environments.
• Experience in a small or growing government contracting business environment
• Familiarity with small-business set-aside programs
• SHRM-CP / SHRM-SCP or PHR/SPHR certification
• Experience supporting mergers, joint ventures, or rapid growth phases
• Comfort working closely with Finance, Contracts, and Business Development leadership

Physical Requirements

• Ability to sit/stand for extended periods while working at a computer.
• Ability to lift up to 20 lbs for materials/equipment as needed.
• Occasional travel up to 10% (as required for internal meetings or client/site support).

Compliance Requirements

• Must meet federal suitability requirements and pass a background investigation as required by client/contract.
• Must complete annual cybersecurity, ethics, privacy, and any contract-required trainings.
• Must maintain accurate records, version control, and audit-ready documentation.
• Must adhere to Snowbird policies and any applicable FAR/DFARS or contract-specific requirements.

Reporting & Compensation

Reports to: Chief Operating Officer (COO)