Back to jobs
New

Vice President of Human Resources

Reston, VA

Electrosoft Services, Inc. is an award-winning company that provides comprehensive technology-based solutions and services to federal customers. While cybersecurity is our specialty, we also focus on ICAM, enterprise IT modernization, and software solutions.  We always seek to delight our customers, so we retain highly qualified employees and offer them meaningful work, growth opportunities, and work-life balance. What sets us apart from all other contractors is the sense of teamwork our employees feel – and the knowledge that outstanding effort is recognized and rewarded.  The camaraderie we share emanates from Lunch & Learn sessions where we explore new ideas together, fun group activities ranging from escape rooms to miniature golf, and much, much more. If we’ve described you and your dream workplace, please apply and share in the many benefits and opportunities we offer.

Vice President of Human Resources (VP of HR)

Company Overview:
We are a rapidly growing government contracting company headquartered in Reston, VA, with employees across 20+ states. Our company specializes in cybersecurity, digital engineering and artificial intelligence support to the federal government. As we transition beyond our small business set-aside status in 2026, we are focused on strengthening our internal culture, enhancing employee engagement, and building a high-performing workforce to sustain our competitive advantage.

Position Summary:
The Vice President of Human Resources (VP of HR) is a key leadership role reporting directly to the CEO. This position is responsible for leading the company’s HR strategy, fostering a strong and engaging company culture, and overseeing talent acquisition efforts. The VP of HR will drive initiatives that support workforce growth, employee retention, and operational excellence, ensuring alignment with our long-term business objectives.

Key Responsibilities:

  1. Strategic Leadership & HR Operations:
    • Develop and execute HR strategies that support the company’s growth, cultural evolution, and workforce planning needs.
    • Ensure compliance with federal contracting regulations, labor laws, and HR best practices.
    • Serve as a strategic advisor to the executive leadership team on HR-related matters.
    • Oversee compensation, benefits, performance management, and employee relations to drive engagement and retention.
  2. Culture & Employee Engagement:
    • Lead initiatives to enhance company culture and employee experience across all locations.
    • Design and implement programs that promote employee engagement, professional development, and leadership growth.
    • Foster a high-performance work environment that aligns with the company’s mission and values.
  3. Talent Acquisition & Workforce Planning:
    • Oversee the company’s recruiting team, ensuring alignment with business needs and talent acquisition goals.
    • Manage the Talent Acquisition team (currently comprising 1 leader and 3 supporting staff) to build and maintain a strong talent pipeline and deliver high quality hires in a timely manner.
    • Develop strategies to attract, recruit, and retain top talent in cybersecurity, digital identity, and IT modernization roles.
    • Partner with business development and operations teams to support workforce planning for federal proposal requirements.
  4. HR Compliance & Risk Management:
    • Ensure adherence to all federal, state, and local employment regulations, including those specific to government contracting (e.g., OFCCP, EEO, DCAA audits, and security clearances).
    • Implement HR policies, procedures, and systems that support business needs while maintaining compliance.
    • Oversee employee relations, investigations, and conflict resolution processes.
  5. Leadership & Team Development:
    • Lead and mentor a team of 2-3 HR staff members, providing direction and professional development opportunities.
    • Align HR team efforts with organizational objectives and ensure seamless execution of HR initiatives.
    • Drive diversity, equity, and inclusion (DEI) initiatives to build a diverse and inclusive workplace.

 Qualifications & Experience:

  • Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
  • 10+ years of progressive HR leadership experience, preferably in a government contracting or technology-driven environment.
  • Strong understanding of federal contracting requirements and employment regulations.
  • Experience leading HR transformation initiatives, culture-building programs, and employee engagement strategies.
  • Proven ability to oversee recruiting operations and workforce planning in a fast-paced environment.
  • Excellent communication, leadership, and strategic thinking skills.
  • Strong proficiency in Microsoft Office applications (Word, PowerPoint, etc.).
  • High attention to detail and commitment to producing high-quality work products.
  • HR certifications (SPHR, SHRM-SCP) are a plus.
  • High energy and a sunny personality preferred.

 Why Join Us?

  • Opportunity to shape the HR function and influence the company’s growth strategy.
  • Collaborative and mission-driven work environment.
  • Competitive compensation and benefits package.
  • Career growth in a rapidly expanding government contracting firm.

 

Pay Range

$180,000 - $210,000 USD

Create a Job Alert

Interested in building your career at Electrosoft? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Electrosoft’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.