BOOST LLC is a professional services firm specializing in providing expert business operations support to government contractors (GovCons). Our team delivers best-in-class consulting across contracts, procurement, accounting, HR, recruiting and other back-office functions, helping our clients navigate the complexities of the federal marketplace. Rimstorm is a BOOST Company. Together, we support a growing team across both organizations, fostering a collaborative, mission-driven culture built on integrity, excellence, and continuous improvement.

Position Overview

BOOST LLC is seeking an experienced and proactive Head of HR to join our internal corporate team. This is a hands-on role responsible for managing the full spectrum of human resources functions for our combined BOOST/Rimstorm workforce. The Head of HR will serve as the primary HR resource for employees and leadership, ensuring a positive employee experience and maintaining compliance with applicable employment laws and regulations. The ideal candidate must be a hands-on, player-coach leader — comfortable setting strategy and direction while also rolling up their sleeves to execute day-to-day HR functions independently when needed; this is not a purely supervisory role. This is a full-time, internal position.

Responsibilities

The Head of HR will be responsible for:

HR Business Partnership & Strategy

• Develop and track HR metrics – turnover rate, time-to-fill, headcount, engagement scores – and present regular reporting to leadership that connects people data to business outcomes.
• Work with CFO on budgeting, compensation planning and people-related cost implications of business decisions.
• Lead the evaluation, selection and implementation of a new HRIS/payroll system, partnering with internal stakeholders to identify requirements, manage the vendor selection process, oversee data migration and drive adoption across the organization.
• Ensure HR practices scale as the organization grows, proactively identifying when policies, systems or processes need to evolve.
• Provide guidance on the HR implications of organizational changes, including any potential future acquisitions.
• Partner with senior leadership to define, document and maintain the organizational structure, ensuring reporting relationships and role clarity are aligned with business strategy and growth plans.

Employee Relations & Culture

• Serve as the primary point of contact and trusted resource for employees regarding HR policies, workplace concerns, conflicts and general employment questions.
• Partner with managers and leadership to address and resolve workplace conflicts before they escalate, offering mediation support and practical guidance on next steps.
• Foster a positive, inclusive, respectful and engaged workplace culture that reflects the core values of BOOST.
• Plan and coordinate employee engagement initiatives and virtual team building exercises that strengthen morale and connection between all employees.
• Monitor employee engagement through surveys, one-on-ones, and informal feedback; analyze results and present recommendations to leadership.
• Stay current on employment law developments and proactively communicate relevant changes to leadership to minimize risk and ensure the organization remains compliant.

Performance Management & Training

• Implement and manage a consistent performance review process, including goal-setting at the start of the review cycle mid-year check-ins and annual evaluations. Track and follow up on performance review completion to establish consistency and accountability across the organization.
• Maintain and regularly update salary bands and pay ranges for all roles.
• Provide guidance to leadership on promotion-related compensation adjustments.
• Partner with manager to establish clear, measurable performance expectations for each role and address performance issues and ensure employees understand how their work connects to organizational goals.
• Provide coaching and guidance to managers on delivering effective feedback that is constructive and developmental and support them in having productive performance conversations.
• Identify training needs and coordinate professional development opportunities.

Talent Acquisition & Onboarding

• Provide strategic direction and oversight of the talent acquisition function, managing the Senior Talent Acquisition (TA) Manager to ensure recruiting efforts align with organizational hiring goals and timelines.
• Partner with the Senior TA Manager and hiring managers to develop and maintain accurate, compelling job descriptions and candidate profiles for open roles.
• Review and approve offers, ensuring compensation is competitive, equitable, and consistent with internal pay bands and budget.
• Oversee the onboarding program, ensuring the Senior TA Manager and relevant stakeholders deliver a consistent, high-quality experience for all new hires.
• Set and monitor talent acquisition metrics — time-to-fill, quality of hire, source effectiveness — and use data to continuously improve the recruiting function.
• Partner with leadership on workforce planning and headcount forecasting to ensure the recruiting pipeline stays ahead of business needs.
• Ensure recruiting practices remain compliant with OFCCP, EEO, and other applicable regulations.

Benefits Administration

• Serve as the primary administrator and employee-facing resource for all benefit programs, including medical, dental, vision, life insurance, disability, FSA/HSA, and retirement plans (401k).
• Manage relationships with benefits brokers, carriers, and vendors, ensuring service levels are met and the organization is receiving competitive and cost-effective offerings.
• Lead the annual benefits renewal process, including benchmarking current offerings against market data, evaluating plan options, managing costs, and making recommendations to leadership.
• Plan and execute open enrollment each year, including preparing employee communications and ensuring all elections are processed accurately and on time.
• Administer COBRA, FMLA, ADA accommodations, and other leave programs in compliance with federal and state requirements, maintaining thorough documentation throughout.
• Manage the 401(k) plan in coordination with the plan administrator, ensuring timely enrollment, employer match processing, and compliance with plan documents and ERISA requirements.
• Monitor benefits utilization and costs, providing regular reporting to support budgeting and plan design decisions.
• Stay current on legislative changes affecting employee benefits (ACA, ERISA, state mandates) and proactively communicate impacts to leadership.
• Evaluate and recommend new or enhanced benefits offerings that support employee wellbeing, retention, and competitiveness in the GovCon talent market.

Compliance & Policy Administration

• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain and update the Employee Handbook and HR policies as needed.
• Communicate HR policies to employees.
• Manage required employment documentation, personnel files, and records retention.

Cross-Functional Management

• Maintain a dotted-line management relationship with the internal Operations & HR Coordinator, providing HR-specific direction, guidance, and oversight while coordinating with operational leadership to ensure alignment across shared responsibilities.
• Leverage the Operations & HR Coordinator as a key resource for day-to-day HR operations.

What Success Looks Like

• Strategic Partnership — Be at trusted advisor and essential voice in business decisions, not just an HR administrator. People considerations are consistently part of the conversation.
• Scalable Function — HR policies, processes, and systems are well-documented, consistently applied, and built to scale with the company as it grows and acquires.
• Engaged Workforce — Employees feel heard, supported, and connected to the mission of BOOST. Engagement scores trend upward and voluntary turnover is low.
• Clean Compliance — Benefits administration, employment documentation, and HR practices are audit-ready at all times with no material compliance gaps.
• High-Performing Team — The Senior TA Manager and Operations & HR Coordinator have clear direction, strong support, and are operating effectively within their roles.
• Talent Pipeline — The organization consistently attracts and retains strong candidates, and the recruiting function runs efficiently under the Head of HR's direction.
• Business Impact — HR metrics tell a clear story and are regularly reported to leadership; people data is used to drive decisions, not just document them.

QUALIFICATIONS

Experience & Education Requirements:

• Bachelor's degree is preferred; equivalent combination of education and progressive HR leadership experience will be considered
• Minimum of 8-10 years of progressive HR experience
• Demonstrated experience building or scaling an HR function
• Working knowledge of federal employment laws (FLSA, FMLA, ADA, EEO, etc.)
• Experience supporting professional services or government contracting environment preferred
• Demonstrated experience as a hands-on HRIS user and administrator
• Proficiency in MS365

Personal Requirements:

• High degree of professionalism, discretion, and integrity in handling sensitive information.
• Strong interpersonal and communication skills — able to build trust with employees at all levels.
• Proactive self-starter with strong organizational and time management skills.
• Collaborative team player who thrives in a small, fast-paced environment.

Work Authorization Requirements:

• Must be a U.S. Citizen or Permanent Resident authorized to work in the United States.

Preferred Qualifications:

• PHR or SHRM-CP certification.
• Experience with Unanet or similar ERP/HRIS platforms.

WHAT WE OFFER

• Salary: $135,000-$150,000 annually, commensurate with experience
• Comprehensive benefits package
• HR role with ownership and executive visibility
• Work with a high-performance team
• Opportunity to grow with a PE- backed company

PHYSICAL REQUIREMENTS

• Prolonged periods of sitting at a desk and working on a computer.
• Close vision required.

BOOST LLC is proud to be an equal opportunity employer. We are committed to providing equal employment opportunities to all persons without regard to race, creed, color, religion, national origin, sex, gender identity, marital status, citizenship status, age, veteran status, or disability.