New

Employee Relations & Compliance Lead

Agile Defense, LLC
United States, Virginia, McLean
Feb 05, 2026
At Agile Defense we know that action defines the outcome and new challenges require new solutions. That's why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next. Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility-leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation's vital interests. Requisition #: 1404 Job Title: Employee Relations & Compliance Lead Location: McLean, VA (hybrid) Nice to have- SHRMP-CP or PHR JOB SUMMARY The Employee Relations & Compliance Lead is responsible for protecting the organization by ensuring that all people practices are consistent, compliant, legally defensible, and aligned with regulatory and contractual requirements. This role serves as the organization's primary authority on employee relations, policy interpretation, and workforce compliance. This role leads all employee relations investigations, governs People policies, ensures audit readiness, and mitigates risk through proactive compliance oversight and manager education. The Employee Relations and Compliance Lead partners closely with Legal, People Operations leadership, and managers to ensure sound judgment, clear documentation, and consistent application of standards. Acts as the process owner for Employee Relations & Support, ensuring the process is current, followed, and reinforced through clear accountability. Owns, updates, and reinforces the use of progressive disciplinary documentation across Employee Relations cases. 1. Lead Employee Relations Investigations and Resolutions * Serve as the central authority for all employee relations investigations across the organization * Lead workplace investigations when due process and case assessment determine an investigation is warranted * Ensure investigations are conducted in a timely, objective, and legally defensible manner * Review evidence, documentation, and witness statements; determine findings and recommendations * Partner with People Operations Business Partners on ER intake, issue assessment, and escalation. Works closely with People Ops Business Partners and managers on cases that require additional assessment or judgement. * Advise leadership on appropriate corrective action and risk mitigation strategies * Identify trends in ER cases and recommend systemic improvements 2. Ensure Compliance with Employment Law and GovCon Regulations * Ensure organizational compliance with all applicable employment laws and regulations * Maintain deep expertise in GovCon-specific requirements, including: o FAR / DFARS o OFCCP o EEO and VETS-4212 o DCAA-related workforce documentation * Monitor regulatory changes and assess impact on People Operations practices * Partner with People Operations Manager to ensure workflows support compliance * Advise leadership on compliance risks and remediation strategies 3. Own Policy Governance and Employee Handbook * Own the development, maintenance, and governance of all People policies * Ensure policies are clear, current, compliant, and consistently applied * Lead the annual policy and handbook review cycle * Interpret policies and provide authoritative guidance to leaders and managers * Ensure policy updates are communicated clearly and adopted consistently * Align policy language with operational practices and documentation standards 4. Conduct Audits and Regulatory Reporting * Lead internal audits, including: o I-9 compliance o Personnel file audits o Job classification reviews * Own regulatory and contractual reporting requirements (EEO-1, VETS-4212, OFCCP readiness) * Serve as the primary People Operations lead during external audits and reviews * Partner with HRIS Analyst to ensure accurate, auditable data * Identify gaps and implement corrective action plans 5. Train Managers on Policy, ER, and Documentation Standards * Design and deliver training for managers on: o Employee relations fundamentals o Performance documentation standards o Policy interpretation and application o Handling sensitive employee issues * Coach leaders on managing risk through consistent documentation and early intervention * Provide just-in-time guidance to managers on ER and compliance matters * Reinforce a culture of accountability, fairness, and consistency 6. Serve as Primary Liaison to Legal and Auditors * Act as the primary point of contact between People Operations Director and Legal Counsel * Partner with Legal on high-risk ER cases, investigations, and litigation matters * Coordinate responses to legal inquiries, subpoenas, and agency requests * Lead preparation for and participation in external audits and regulatory reviews * Ensure leadership is informed of legal and compliance risks 7. Proactive Risk Identification and Governance * Identify emerging ER, compliance, and policy risks across the organization * Analyze trends to proactively mitigate future issues * Recommend policy, process, or training changes to reduce risk * Partner with People Operations Director on governance strategy and risk posture * Ensure consistent application of standards across all business units What Success Looks Like in This Role * ER cases are handled consistently, timely, and defensibly * Clean audit outcomes and strong compliance posture * Managers demonstrate improved documentation and ER judgment * Policies are clear, current, and consistently applied * Reduced recurrence of high-risk employee relations issues Qualifications Education * Bachelor's degree in HR, Legal Studies, or related field Experience * 8+ years HR experience with ER and compliance focus * GovCon compliance experience strongly preferred Skills & Competencies * Investigation and documentation expertise * Employment law knowledge * Risk assessment * Policy development * Judgment and discretion Employees of Agile Defense are our number one priority, and the importance we place on our culture here is fundamental. Our culture is alive and evolving, but it always stays true to its roots. Here, you are valued as a family member, and we believe that we can accomplish great things together. Agile Defense has been highly successful in the past few years due to our employees and the culture we create together. What makes us Agile? We call it the 6Hs, the values that define our culture and guide everything we do. Together, these values infuse vibrancy, integrity, and a tireless work ethic into advancing the most important national security and critical civilian missions. It's how we show up every day. It's who we are. We also believe in supporting our employees by offering a competitive and comprehensive benefits package. To explore the benefits we offer, please visit our website under the Careers section. Happy - Be Infectious. Happiness multiplies and creates a positive and connected environment where motivation and satisfaction have an outsized effect on everything we do. Helpful - Be Supportive. Being helpful is the foundation of teamwork, resulting in a supportive atmosphere where collaboration flourishes, and collective success is celebrated. Honest - Be Trustworthy. Honesty serves as our compass, ensuring transparent communication and ethical conduct, essential to who we are and the complex domains we support. Humble - Be Grounded. Success is not achieved alone, humility ensures a culture of mutual respect, encouraging open communication, and a willingness to learn from one another and take on any task. Hungry - Be Eager. Our hunger for excellence drives an insatiable appetite for innovation and continuous improvement, propelling us forward in the face of new and unprecedented challenges. Hustle - Be Driven. Hustle is reflected in our relentless work ethic, where we are each committed to going above and beyond to advance the mission and achieve success. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us. Apply for this job