Senior Human Resources Generalist

We were early to the fight against Ubiquitous Technical Surveillance, and we've been pushing the edge ever since.

Our mission is to help government and enterprise organizations understand and manage commercial data risks, shape their digital signatures, and operate with confidence in an increasingly complex information landscape. We build and integrate advanced, tech-forward solutions to problems our customers often don't know they have – until it matters most.

We move fast, think critically, and deliver where it counts.

What's in it for you?

We work hard and do fun things.

You'll work on high-impact, technically challenging problems alongside a team that values teamwork over competition. Veilant offers a solid work-life balance and flexible remote work options. At Veilant, you'll work with the most talented software developers, systems engineers, and subject matter experts, building tools and systems that make a real difference.

We're looking for a Senior HR Generalist who wants more than a seat at the table — you'll help set the agenda. As a trusted advisor to leaders across the business and a direct partner to our CHRO, you'll own onboarding our newest employees, assist with employee relations, drive compliance in a highly regulated federal contracting environment, and shape the programs that keep our workforce engaged and growing.

This is a role for someone who's equally comfortable coaching a manager through a tough conversation, untangling a compliance question, and building the kind of culture that makes people want to stay.

You'll thrive here if you like variety, move fast without cutting corners, and want your fingerprints on real outcomes — not just processes.

We believe in tangible impact from day one. Here's what success looks like:

• Fully learn our HR systems (Paycom, Deltek Costpoint) and take ownership of at least one end-to-end employee relations case, from intake to resolution.
• Partner with the CHRO to audit current compliance posture (VEVRAA, EEO, Disability) and deliver a gap-closure plan ahead of the next audit cycle.
• Redesign or refresh at least one core process — onboarding, offboarding, or performance review cycle — based on data and manager feedback.
• Build credibility as a go-to advisor: managers should feel comfortable bringing you performance and coaching questions unprompted by month six.
• Present your first HR metrics readout (turnover, time-to-resolution, engagement trends) at a quarterly all-hands, with at least one actionable recommendation.

• Strategic HR Partnership:
  Co-develop and execute HR initiatives with the CHRO that directly support business growth — not just administer existing ones.
• Employee Relations Support:
  Lead investigations into employee relations concerns start to finish, recommending resolutions that are consistent, defensible, and legally sound.
• Manager
  
  Coaching:
  
  Advise managers directly on performance improvement plans, corrective actions, and development conversations.
• Talent Lifecycle Ownership:
  Lead onboarding, engagement, and offboarding programs, and personally track and improve the metrics behind them.
• Compliance & Audit Readiness:
  Ensure ongoing compliance with federal, state, and local employment law and government contractor requirements (VEVRAA, Disability, EEO); support and help prep for audits related to government contracts.
• Open Enrollment & Performance Cycles:
  Run point on annual open enrollment and support the annual performance review and merit increase process end to end.
• Data-Driven Insight:
  Analyze HR metrics and trends, and bring forward recommendations — not just reports — at monthly management and quarterly all-hands meetings.
• Policy & Communication:
  Shape policy development and employee communications, ensuring initiatives are understood and adopted, not just published.

• Time-to-resolution on employee relations cases and manager satisfaction with the support provided.
• Compliance audit outcomes — findings trend down, readiness trends up.
• Onboarding and offboarding completion rates, timeliness, and new-hire feedback scores.
• Quality and clarity of…