Sr Director Human Capital Management

Job Locations US-VA-Arlington
Human Resources
Regular Full-Time
Close Date


QED is undergoing an organizational transformation and is looking for a leader to manage our key resource – our people. The Sr. Director Human Capital Management is a key member of the senior management team, reporting to COO/CFO/VP. Human capital – the capabilities, talent, and skills of the individuals who carry out the work of the organization – is the critical factor in achieving organizational success. An effective human capital strategy is needed to provide the right mix of talent when and where it’s needed. Human capital management is related to all employees’ issues and other elements such as employment, utilization, compensation and development.


The Senior Director – Human Capital Management is responsible for the strategic human resource planning function and directing all of the people functions of the organization in accordance with the policies and practices of QED Group and the laws, regulations and administrative rulings of applicable governmental organizations and other regulatory and advisory authorities and organizations.


Employee Performance Management

  • Delivers the vital part of Human Capital Management which aligns and optimizes individual performance with the overall performance of the organization.
  • Designs or redesigns an effective performance management system which aligns with the organization’s mission, strategic direction, objectives, and culture. The performance management process is a practical and easy to understand and use system that provides an accurate picture of each employees’ performance.
  • Develops appropriate policies and programs for the effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development, among others.
  • Enhances and/or develops, implements and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. In particular, manages the human resource information systems and provides necessary reports for critical analyses of the HR function and the people resources of the organization.

Employee engagement/Strategic Workforce Planning


  • Directs and leads process of employee engagement across the entire organization
  • Provide guidance on incentive plans for employees at different levels and geographies to meet QEDs strategic objectives
  • Directly influence QEDs perception for potential staff through engagement on social media
  • Uses a proven approach to strategic workforce planning to ensure that there is alignment between the people and business strategies needed both in the short term and long term.
  • Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
  • Translates the strategic and tactical business plans into HR strategic and operational plans.
  • Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.
  • Maintains knowledge of international HR policies, programs, laws and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs.

Employee Development

  • A major part of retaining and growing individuals within an organization is providing employees with a clear picture of their opportunities for career growth and development. The Senior Director – Human Capital Management is responsible for successfully matching specific people to specific roles, while recognizing that the requirements of those roles continuously change and evolve.
  • Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance.
  • Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.

Talent and Succession Management

  • In order to build and sustain a successful organization over the long term, the Senior Director – Human Capital Management systematically evaluates the organization’s talent pipeline to include identifying mission critical positions, the competencies required for those positions and determines the best methods to ensure the organization has a healthy pipeline of talent to meet current and future needs.
  • Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business and the industry that QED operates within.


Managing External Relationships and QED Alumni    

  • QED has developed a reputation in the industry and has a network of QED alumni around the world. It is in QED’s interest to continue to stay engaged with these alumni and have them relate back to QED and QED’s work and progress. This would involve managing QED’s external relationships with key industry organizations as well as QED alumni, leading these engagement activities with QED alumni as well as managing these external industry relationships.

Other Duties

  • Provides technical advice and knowledge to others within the human resource discipline.
  • Manages other areas such as relocation, employee communication, employee safety and health, and community relations.
  • Manages the budget and other financial measures of the HR department.
  • Continues improving the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.
  • Evaluates the HR department structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals in the group with professional and personal growth opportunities.
  • The incumbent will serve as the company's FSO and should be familiar with maintaining the facility clearance.  


  • Business Acumen.
  • Communication.
  • Consultation.
  • Critical Evaluation.
  • Ethical Practice.
  • Global & Cultural Awareness.
  • HR Expertise.
  • Leadership & Navigation.
  • Relationship Management.

Required Education and Experience

  • Bachelor's degree and four to 10 years' related experience or training, or equivalent combination of education and experience.

Preferred Education and Experience

  • Master's degree.
  • SHRM Senior Certified Professional (SHRM-SCP), SHRM Certified Professional (SHRM-CP) credential, or have the ability to obtain certification within 12 months of hire.
  • Secret Clearance or the ability to obtain a clearance required

How to Apply

To apply for this position please follow the following steps:

  1. Complete the online application.
  2. Attach your resume.
  3. Click on the link: Biodata AID1420-17, fill out the form, sign it, and attach/upload it to your application. You may also include other documents such as cover letter and/or a work sample.
  4. Submit your application, resume, completed biodata, and any additional documents.

Please note that applications submitted by other means; or without resume and/or biodata will not be considered.

Only finalists will be contacted. No phone calls please.


Reasonable accommodation requests will be considered on a case-by-case basis.
The QED Group, LLC is an Equal Opportunity Employer. Women and Minorities are encouraged to apply. AA//V/D.


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