Snowbird Agility, Inc.

Human Resources

• Partner with executive leadership to develop and maintain a workforce strategy aligned to the company’s business plan, contract pipeline, and long-range growth goals.
• Translate capture plans, upcoming recompetes, and new awards into staffing forecasts, hiring timelines, and labor-mix strategies.
• Support organizational design decisions as the company scales (new programs, PMO growth, shared services, JVs, and subsidiaries).
• Advise leadership on make-vs-buy staffing decisions, subcontractor vs. employee tradeoffs, and transition staffing strategies.
• Lead end-to-end recruiting for cleared and non-cleared roles across IT, professional services, healthcare, and management disciplines.
• Build recruiting strategies aligned to specific contract vehicles and agencies (e.g., VA, HHS, DoD, CMS).
• Partner with Business Development and Capture teams to: Identify key personnel for proposals, Develop bench strategies for anticipated awards, Support rapid hiring during contract transitions.
• Establish and manage relationships with staffing firms, universities, and niche talent pipelines.
• Support proposal teams by providing labor category mappings and salary benchmarking data, labor cost escalation estimates.
• Ensure job descriptions and labor categories are pricing-compliant and align with contract requirements.
• Assist in evaluating employee vs. 1099 vs. subcontractor models from a cost, compliance, and scalability standpoint.
• Design and manage a performance management framework aligned with contract deliverables and company values.
• Support succession planning for key contract and leadership roles.
• Partner with program leadership to define: Role-specific performance standards, Career progression paths, Training and certification roadmaps.
• Ensure compliance with: FAR and DFARS labor-related requirements, Service Contract Labor Standards (SCLS / SCA), EEO, OFCCP (as applicable), and state employment laws.
• Maintain audit-ready HR documentation supporting: Contract compliance, Due diligence for mergers, JVs, or new contract awards.
• Advise leadership on employment-related risk in contract transitions, terminations, and workforce reductions.
• Shape a high-performance culture aligned with small-business agility and federal client expectations.
• Develop retention strategies for high-value and hard-to-replace personnel.
• Act as a trusted advisor to leadership and employees on sensitive HR matters.

Human Resources Manager