Back to jobs

Director of Human Resources

Arlington, VA

ABOUT NOOKS

Nooks is pioneering Classified Infrastructure-as-a-Service (CIaaS) to provide government and industry partners with the fastest, most efficient access to classified infrastructure. We are building a nationwide network of accredited classified spaces and systems, ensuring that the best technologies equip our nation’s warfighters. At Nooks, we value innovation, collaboration, and a service-first mindset.

ABOUT THE ROLE

Nooks is seeking an experienced and strategic Director of Human Resources to build, scale, and lead our HR function from the ground up. This pivotal role will be responsible for developing and implementing comprehensive HR strategies, programs, and policies that attract, develop, and retain top-tier talent, while navigating the unique complexities and stringent compliance requirements of the defense contracting and classified environments. The ideal candidate will be a hands-on leader, deeply knowledgeable in HR best practices, government contracting regulations, and passionate about fostering a high-performance, ethical, and security-conscious culture.

KEY RESPONSIBILITIES

Strategic HR Leadership:

  • Develop and execute HR strategies and initiatives that are directly aligned with the company's overall business objectives, growth plans, and mission.
  • Act as a trusted advisor and strategic partner to the CEO, executive leadership team, and managers on all human capital matters.
  • Champion and cultivate a high-performance, ethical, inclusive, and mission-driven company culture.
  • Supervise the HR team, consisting of two talent acquisition specialists and one HR generalist.

Talent Acquisition & Management:

  • Design and oversee a robust talent acquisition strategy to attract, recruit, and onboard highly skilled technical and cleared professionals in a competitive market.
  • Develop effective onboarding programs, particularly for employees who require security clearances.
  • Implement and manage performance management systems, including goal setting, feedback, reviews, and performance improvement plans.
  • Design and execute learning & development programs, career pathing initiatives, and succession planning programs.
  • Develop and implement retention strategies to minimize turnover of critical talent.
  • Establish and maintain clear leveling strategies and salary banding to ensure internal equity, market competitiveness, and transparency in compensation.

Compensation & Benefits:

  • Design, implement, and administer competitive compensation structures, including salary, bonus, and equity compensation (such as stock options), as well as comprehensive benefits programs, ensuring 409A compliance.
  • Ensure compensation practices comply with government contractor regulations (e.g., OFCCP, SCA, FLSA).

HR Compliance & Risk Management:

  • Ensure full compliance with all applicable federal, state, and local employment laws and regulations (e.g., ADA, EEO).
  • Develop, implement, and maintain HR policies, procedures, and employee handbooks in accordance with legal requirements and industry best practices.
  • In collaboration with the security team, oversee and ensure compliance with the National Industrial Security Program Operating Manual (NISPOM) and Intelligence Community Directives (ICDs) related to personnel security.
  • Support the security clearance process for employees, including initial applications, periodic reinvestigations, and incident reporting.
  • Manage employee relations, conduct investigations, and provide guidance on disciplinary actions and terminations.

HR Operations & Systems:

  • Select, implement, and manage HR Information Systems (HRIS) and other HR technologies to streamline processes and enhance data analytics capabilities.
  • Oversee payroll and benefits administration.
  • Develop and report on key HR metrics and analytics to inform decision-making.

QUALIFICATIONS:

  • Startup Experience: Demonstrated significant experience working in a high-growth startup company. 
  • Education: Bachelor's degree in Human Resources, Business Administration, or a related field.
  • Experience: Minimum of 8-10 years of progressive HR experience, with at least 3-5 years in a leadership role (Manager or Director level).
  • HR Generalist Expertise: Strong command of all core HR functions, including talent acquisition, compensation & benefits, performance management, employee relations, and HR operations.
  • Startup Mindset: Ability to thrive in a fast-paced, dynamic, and evolving startup environment; hands-on approach, adaptability, and comfort with ambiguity.
  • Communication & Interpersonal Skills: Exceptional written and verbal communication, negotiation, and interpersonal skills to build rapport and influence at all levels.

PREFERRED QUALIFICATIONS:

  • SHRM-CP/SCP or SPHR certification.
  • Experience in a rapidly scaling startup environment.
  • Familiarity with Gusto.

ELIGIBILITY + CLEARANCE

You must have secret clearance eligibility. U.S. citizenship required. 

Salary Range for all departments

Salary Range

$150,000 - $175,000 USD

Create a Job Alert

Interested in building your career at Nooks? 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


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 Nooks’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.