Senior Human Resources Manager

• About NSTXL:

The National Security Technology Accelerator (NSTXL) harvests innovative technology from the commercial and non-defense marketplace, transforming government innovation while decreasing costs, compressing timelines, and improving outcomes. We offer a unique and simplified approach to rapidly developing, demonstrating, and assessing prototypes that address various operational and installation needs, from individual Warfighter technology to large-scale installation projects. NSTXL supports technology delivery to the Department of Defense by serving as a one-stop shop to match government requirements with innovative private-sector and academic solutions.

NSTXL is creating an ecosystem of innovators to collaborate and bring next-generation technologies to the end-user. Our OTAs have over 900 members from corporate, non-profit, educational, and financial institutions. For these members, NSTXL offers opportunities to bid on government contracts, education and training, and live/virtual forums on various topics.

Job Description:

We are looking for a strategic, but hands-on, Senior HR Manager who brings a deep HR generalist foundation and a track record of building people programs from the ground up in startup, established and high-growth environments. This person has ideally helped scale an organization from early-stage through 200 or more employees and knows what it takes to go from informal to intentional across every HR function. You’ll be joining us at a critical inflection point. NSTXL is scaling rapidly with new business wins and lines of service.

The primary focus of the Senior HR Manager will be helping lead the design, build-out, and ongoing evolution of the policies, processes, and programs that support a growing organization, including talent acquisition, workforce planning, performance management, HRIS and people technology, DEI, total rewards, HR analytics and reporting, policy development, leave and accommodation management, employee relations and compliance. This is not a role where strategy gets handed off to someone else to implement. We expect this person to define the approach and own the execution, all while keeping culture and employee experience at the center. Experience formalizing HR infrastructure in a high-growth, startup environment is a requirement for this role. Candidates who have not built people programs from the ground up in that context will not be considered.

You'll report to and work closely with the VP of Human Resources and partner with managers and leaders across the organization. This is a highly collaborative role for someone who enjoys building strong relationships, supporting teams, and helping organizations grow thoughtfully.

What You'll Do:

Culture & Engagement

• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics
• Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins.
• Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys

Manager Support & Employee Development

• Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions.
• Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively
• Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth
• Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization
• Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization

Employee Relations & Investigations

• Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations
• Lead workplace investigations from intake through resolution, including