HR Generalist Associate - Tysons, VA

About M.C. Dean

M.C. Dean is Building Intelligence®. We design, build, operate, and maintain cyber-physical solutions for the nation’s most recognizable mission-critical facilities, secure environments, complex infrastructure, and global enterprises.

M.C. Dean is Building Intelligence®. We design, build, operate, and maintain cyber-physical solutions for the nation’s most recognizable mission-critical facilities, secure environments, complex infrastructure, and global enterprises.

The explosive growth of intelligent devices and embedded software; the need for interoperability, reliability, and security; and the complexity and risk inherent in the Industrial Internet of Things demands exceptional engineering and integration expertise. M.C. Dean designs modular system architectures along with physical components, simplifying complex, cyber-physical problems.

Our more than 7,000 employees on six continents engineer and deploy automated, secure, and resilient power and technology systems; and deliver the management platforms essential for long-term system sustainability.

Our people are passionate about engineering innovation that improves lives and drives impactful change. Guided by our core values—agility, expertise, and trust—we foster a collaborative and forward-thinking work environment. At M.C. Dean, we are committed to building the next generation of technical leaders in electrical, engineering, and cybersecurity industries.

Own the scheduling, coordination, and delivery of new hire orientation for assigned employee groups and locations. Coordinate with Talent Acquisition, hiring managers, HR Operations, Payroll, Benefits, Information Technology, Safety, Facilities, and other partners to ensure each new employee is prepared for the first day. Confirm completion of required pre-employment and onboarding activities, including employment documentation, policy acknowledgments, training assignments, system access, and role-specific requirements.

Deliver or facilitate orientation content in a consistent, engaging, and policy-compliant manner; maintain current facilitator guides, materials, checklists, and attendance records. Guide hiring managers through onboarding expectations and provide tools for structured first-day, first-week, and 30/60/90-day integration. Monitor onboarding completion, identify delays or recurring issues, and follow through with the responsible owner until resolved. Gather feedback from new hires and managers and recommend improvements to the orientation and onboarding experience.

Coordinate assigned performance management cycles, including launch communications, manager and employee guidance, training support, system administration, completion tracking, and escalation of overdue actions. Advise managers on setting clear goals, documenting performance, providing timely feedback, and preparing objective evaluations. Review performance documentation for completeness, consistency, and alignment with company practices; elevate material concerns to the appropriate HR leader or Employee Relations partner.

Support performance improvement processes by helping managers organize expectations, timelines, documentation, and follow-up actions in coordination with Employee Relations. Prepare reports and dashboards showing completion status, trends, and risks and communicate required actions to leaders.

Maintain working knowledge of applicable federal, state, and local employment requirements and support consistent application of company policies and procedures. Complete assigned audits of personnel files, onboarding records, required postings, training records, policy acknowledgments, and other HR documentation; correct or elevate gaps promptly. Support compliant administration of employment eligibility verification, required notices, personnel records, leave or accommodation documentation, and retention schedules in partnership with the responsible subject-matter owner.

Protect confidential employee information and follow data privacy, document…