What You Will Own
Team Leadership and HR Operations
Lead, coach, and develop the Senior HR Generalist: set priorities, review work for accuracy, and build capacity as Orbis grows
Oversee onboarding and offboarding end to end so every step is consistent, timely, and compliant
Review payroll for accuracy, including new hires, salary changes, bonuses, terminations, and benefit, HSA, and 401(k) deductions
Maintain HRIS data integrity and audit-ready personnel, benefits, and I-9 records, and deliver recurring HR metrics to leadership
Own letter generation (change, bonus, retention, anniversary) and support the performance review cycle (90- day, mid-year, and year-end)
- Serve as managers’ go-to resource for applying policy to real situations, escalating employee relations, disciplinary, and termination matters to the VP, Human Resources
- Benefits and Open Enrollment
Run day-to-day benefits administration with the Senior HR Generalist: enrollment review and approval, invoice audit, opt-out and in-lieu processes, and benefits system accuracy
Act as the escalation point for employee benefit questions and support Open Enrollment from planning through post-enrollment analysis
Leave, Contractors, and Compliance
Own FMLA end-to-end: eligibility, notices, tracking, manager coordination, and return-to-work planning
Administer ADA accommodations and military, parental, and state-specific leave across every state where Orbis has employees, and keep leave records accurate in the HRIS
Administer compliance with federal, state, and local employment law, with VP review: EEO, ACA, and VETS-4212 reporting, law change tracking, and approved process updates
- What You Will Build in Your First Year
- Day-to-day operations come first. Within your first 6 to 12 months, you will put your own stamp on the function by
- building:
A plain-language manager toolkit covering the employee lifecycle (leave, contractor onboarding, performance conversations, documentation, terminations) so managers get practical guidance at the point of need
Employee self-service resources, including FAQs, quick-reference guides, and the HR intranet page, shaped with the VP, Human Resources and kept current by you
HR templates and forms, including performance review templates, kept current with policy and legal requirements
What We Are Looking For
Required
8+ years of progressive HR experience with deep ownership across payroll, benefits administration, leave administration, and compliance, ideally in government contracting, defense, or a technology-adjacent company with 150 to 500 employees
People leadership experience, including managing, coaching, and developing HR team members
Direct experience administering FMLA and multi-state leave programs end to end
Hands-on experience managing contractor or 1099 populations, including onboarding, compliance, and coordination with Finance
Hands-on HRIS experience for HR operations, data management, and reporting, plus proficiency in Microsoft Office Suite
Working knowledge of federal and multi-state employment law, with a track record of keeping organizations compliant
Strong judgment: you know when to act and when to escalate
Absolute discretion and integrity with confidential information, including medical, leave, compensation, and employee relations records
Preferred
SHRM-CP or PHR certification; degree in Human Resources, Business Administration, or a related field
Experience supporting a multi-state workforce typical of government contracting
Familiarity with Benelogic (or a comparable benefits platform) and ADP Workforce Now
What Will Make You Stand Out You lead by raising the standard, not just assigning work. You bring order to messy situations: an FMLA case with shifting medical documentation, a contractor agreement that needs to close out cleanly, an audit that demands airtight records. You document rigorously, communicate with confidence to managers who may not want to hear the answer, and build the tool the third time you hear the same question. When an employee relations matter arises, you know what to gather, and you bring it to the VP. You treat contractors like the professionals they are, and you own FMLA like it matters, because it does.
Physical and Work Requirements
Hybrid schedule with a minimum of 3 days per week on-site in McLean, VA
Prolonged periods of sitting and computer work, with the ability to operate standard office equipment
Ability to read and interpret documents on screen and in print
Ability to communicate clearly and participate in video conferences and in-person meetings
Orbis Benefits
Beyond the opportunity to work alongside practitioners who have operated at the mission edge, joining Orbis means real ownership over outcomes that matter; the chance to build technology that gives the United States Government and its allies a genuine decision advantage, not just another dashboard. From competitive retirement matching to a PTO policy that encourages real time off, we're committed to creating an environment where our team can do their best work and still have a life outside of it.
Our comprehensive benefits package is designed to meet the diverse needs of our employees and their families. A full list of benefits is shared with candidates following an initial conversation with our HR team, so you'll have a clear picture of the support and resources available to you as part of the Orbis team.
Orbis Locations
Orbis works in whatever arrangement the mission requires. Depending on the role, that might mean five days a week on a customer site, full-time in one of our offices, a hybrid schedule, or fully remote work; our team is spread across 25 states and four countries to match. We make sure every team member has the tools and access needed to do the work, wherever that work happens.
Travel is common across many Orbis roles, particularly those supporting customer missions in the field.
Orbis is headquartered in McLean, VA, with additional office locations in Taipei, Taiwan, and Canberra, Australia.
Orbis is an Equal Employment Opportunity employer. We are committed to providing a work environment free of discrimination and harassment, and we make employment decisions based on merit,
qualifications, and business need. Orbis does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other status protected by applicable law.
Orbis complies with all applicable equal opportunity and non-discrimination laws in every jurisdiction in which we operate. Reasonable accommodation is available to applicants and employees with disabilities upon request.
