Senior HR Generalist - PR 1211

PE Systems is seeking a Senior HR Generalist to join our team in Fairfax, VA. This role will serve as a key resource of employee support and engagement, ensuring timely and effective responses to HR-related inquiries and concerns. The role will also provide critical support in performance management, training, and compliance, while also assisting with HR record-keeping. will work closely with the HR Business Partner and HR Administrator for a growing government contracting company with 400+ employees.

PE Systems, Inc. genuinely cares about their employees. We bring together the best people and the best careers.  Our family of talented and focused professionals enjoy PE Systems’ generous PTO and Holidays, great benefits and great pay. 

Voted Best Places to Work in Dayton since 2022!

General Function:      

Employee Support & Engagement

• Serve as the primary HR point of contact for employees, providing guidance on policies, workplace expectations, and HR procedures.
• Foster a positive employee experience by addressing concerns, answering HR-related inquiries, and ensuring employees feel supported in their roles.
• Act as a trusted advisor to employees and managers, offering guidance on workplace issues and assisting with conflict resolution.
• Develop and implement strategies to enhance employee engagement, job satisfaction, and retention.
• Conduct stay interviews and gather employee feedback to identify trends and recommend improvements in HR programs and initiatives.

Performance Management & Employee Relations

• Support managers in performance management by providing coaching, guidance, and tools to facilitate meaningful employee check-ins and reviews.
• Assist in the administration of PE Systems’ performance review process, ensuring timely completion of evaluations and development discussions.
• Collaborate with managers and the HR Business Partner to address employee relations concerns, ensuring fair and consistent resolution of issues.
• Conduct workplace investigations related to employee complaints, policy violations, or performance concerns, documenting findings and recommending appropriate actions.
• Provide training and resources to managers to enhance their ability to lead and engage their teams effectively.

Training & Development

• Implement and track annual compliance training, including harassment prevention, code of conduct, and workplace ethics programs, ensuring 100% completion across the organization.
• Partner with leadership to identify training needs and coordinate professional development opportunities for employees at all levels.
• Develop and facilitate training sessions on HR policies, performance management, and leadership development as needed.
• Assist in the creation and implementation of career development initiatives to support employee growth within PE Systems.

HR Compliance & Reporting

• Maintain compliance with all federal, state, and contractual HR regulations, ensuring PE Systems meets reporting and documentation requirements.
• Conduct periodic I-9 audits to ensure compliance with federal employment eligibility verification requirements.
• Prepare and file the company’s EEO-1 and VETS-4212 reports to maintain compliance with federal contractor obligations.
• Oversee recordkeeping and document retention, ensuring proper handling and storage of personnel files in alignment with company policies and legal requirements.
• Monitor changes in labor laws and HR best practices, proactively recommending updates to policies and procedures to maintain compliance.

HRIS Administration & Workforce Planning

• Maintain and update UKG (HRIS) to ensure data accuracy for employee records, job changes, performance reviews, and compliance reporting.
• Generate reports and dashboards from UKG to support HR metrics tracking, workforce analytics, and leadership decision-making.
• Support HR technology initiatives, including system upgrades, process automation, and employee self-service enhancements.
• Assist with workforce planning by analyzing staffing trends, attrition data, and internal mobility to provide insights for future hiring needs.
• Collaborate with the recruiting team and department leaders to forecast workforce requirements and align HR strategies with business objectives.

Succession Planning & Compensation Analysis

• Assist in the development of a succession planning framework, identifying high-potential employees and key positions for leadership continuity.
• Partner with managers to create development