People Partner, Sr Director

The Senior Director, Human Resources is a strategic member of AGI leadership responsible for building, scaling, and modernizing the people function for a defense-oriented business operating in a highly regulated national security environment. The role partners with executive leadership, program leadership, operations, finance, legal, security, and the parent company shared services organization to align workforce strategy with mission execution, growth, compliance, and employee experience objectives.

This leader willoperateat the intersection of talent strategy, organizational effectiveness, defense program execution, employee relations, compliance, culture, and AI-enabled HR modernization. The successful candidate will bring the credibility and judgmentrequiredto support a cleared, government-contracting workforce while also driving practical, business-focused HR solutions across talent acquisition, compensation, performance, succession, employee relations, workforce planning, and leadership development.

The Senior Director will be expected to work effectively within a Proxy or FOCI-mitigated environment, respecting governance boundaries and security protocols whilemaintainingstrong alignment with the parent company where permitted. This includes partnering with parent company shared services for scalable HR operations, systems, payroll, benefits, compensation, talent acquisition, HRIS, learning, and employee relations support while ensuring AGI-specific business, security, and compliance requirements are understood and met.

• Serve as the senior HR leader and trusted advisor to AGI executives, program leaders, and functional leaders on workforce strategy, organizational design, talent risk, culture, leadership effectiveness, and employee engagement.
• Translate AGI business priorities, defense customer commitments, and growthobjectivesinto a practical multi-year people strategy that strengthens execution, retention, leadership depth, and organizational resilience.
• Partner with the parent company shared services organization to deliver HR programs efficiently while ensuring solutions are adapted to AGI operating requirements, cleared workforce needs, and Proxy/FOCI governance expectations.
• Use workforce analytics, talent data, and AI-enabled insights responsibly toidentifyhiring bottlenecks, retention risks, succession gaps, leadership needs, and opportunities for HR process modernization.
• Represent HR in executive operating reviews, workforce planning discussions, M&A/integration activities, customer or audit readiness activities, and enterprise risk discussions as appropriate.
• Lead HR strategy for an organization supporting Department of Defense, Intelligence Community, aerospace, defense, or federal contracting customers, with an emphasis on mission assurance, workforce readiness, security-aware culture, and compliant execution.
• Partner closely with Security, Legal, Contracts, Compliance, Ethics, Program Management, and Finance to support requirements tied to cleared personnel, classified programs, labor charging, export controls, government customer expectations, and contract-driven staffing.
• Anticipate workforce needs for proposal pursuits, program ramps, captures, recompetes, transitions, and contract awards; ensure talent acquisition and internal mobility plans can meet program schedules and customer commitments.
• Advise leaders on sensitive employee relations, investigations, disciplinary matters, performance issues, conflict resolution, workforce reductions, organizational changes, and executive-level talent decisions.
• Maintain high standards for confidentiality, judgment, documentation, fair employment practices, and consistent HR governance across the organization.

• Build workforce plans that align hiring, skills, clearance requirements, location strategy, labor categories, compensation, and program economics with AGI growth and delivery commitments.
• Partner with parent company Talent Acquisition and HR shared services to attract, assess, hire, and onboard high-quality talent across engineering, technical, program management, operations, security, business development, and corporate functions.
• Develop executive and technical succession plans, leadership pipelines, key role coverage, and retention strategies for critical talent supporting defense programs and growth initiatives.
• Create repeatable talent review, performance enablement, leadership development, and career pathing mechanisms that support both high performance and employee growth.
• Strengthen onboarding and integration for employees joining AGI, including leaders, cleared hires, program transitions, and employees working in sensitive or restricted operating environments.

• Partner with parent company Total Rewards and compensation shared services on competitive pay, incentive design, job…