Human Resources

• Act as a strategic HR partner, translating complex business initiatives into innovative people solutions
• Align People objectives with organizational objectives across designated business units
• Advise leadership on tactical and strategic HR matters
• Develop, implement, administer and maintain HR projects, programs, processes and policies
• Drive employee engagement and provide customer-focused support to employees
• Develop HR strategic plans and advisory partnerships with key leaders
• Identify people-related needs, risks and future issues and align human capital strategies with business outcomes
• Drive complex organizational initiatives and recommend process improvements using data analytics
• Conduct employee listening activities, focus groups, exit interview analysis and engagement surveys
• Identify employee-relations risks, conduct root-cause analysis and develop preventative strategies
• Guide sensitive employee-relations cases and lead complex HR investigations
• Coach leaders on complex employee-relations matters and difficult conversations
• Analyze employee-relations data and collaborate on audits or investigations
• Forecast talent demands and skills requirements and develop workforce plans
• Lead career coaching, succession planning, talent pipelines and leadership-development initiatives
• Support recruiting, applicant screening, pre-screening interviews and staffing solutions
• Facilitate onboarding and advise managers on performance management and development
• Translate business challenges into briefs for COE partners and facilitate knowledge transfer
• Lead organizational transformation and change-management initiatives
• Assess change readiness, develop communication strategies, manage resistance and monitor engagement feedback
• Identify and manage change stakeholders and build change readiness
• Perform other duties as assigned

HR Business Partner III

• Provide guidance and advice to business partners on implementing HR risk policies and programs
• Apply technology, automation, and data analytics capabilities to innovate HR risk management, improve process efficiency, and deliver actionable insights
• Provide day-to-day risk support across the Enterprise Risk Management framework
• Partner with second-line risk management functions, including Legal and Compliance, on employment and privacy law adherence
• Ensure the FUSE risk management system of record accurately reflects process applicability and the control environment
• Support lead VRAs and business partners on key risk activities
• Develop and enhance HR risk management reporting and analytics
• Design, build, and execute automated workflow solutions for risk assessments, control tracking, and reporting
• Support HR risk assessments for new or changing intent
• Review and update regulatory applicability with HR, Legal, and Compliance
• Identify and document appropriate controls for the Uncovered RMAP process in FUSE
• Support HR issues and events in accordance with Enterprise Risk Management standards
• Support HR policies through documentation maintained in Wdesk
• Support related audits and examinations
• Assess the impact of regulatory changes to employment and privacy laws and document implementation plans
• Advise on HR functional-area documentation and ensure process documentation meets enterprise requirements
• Support Enterprise Assessments including Process Criticality, Process Level Assessments, and Risk and Control Self Assessment

HR Manager – Vertical Risk Advisor, Tech & Automation

• Implement people initiatives and cultural change at the department level
• Partner with assigned client groups on employee relations, organizational design, coaching, and HR functional processes
• Drive the performance management process
• Lead the True U Learning and Development program, including facilitation and company-wide career-development communications
• Use AI tools daily to improve efficiency, reduce manual work, streamline HR processes, and enhance employee experience
• Participate in establishing long- and short-term goals and strategies for the function
• Complete special projects to improve the function’s effectiveness and efficiency
• Serve as a strategic business partner and change agent for business leaders
• Support talent management, succession planning, workforce planning, compensation cycles, and organizational change

HR Director

• Influence the future talent strategy of Capital One’s AI organizations
• Orchestrate an HR roadmap to scale AI/ML and build the organizational structure of the future
• Lead organizational design and talent strategy for the LOB Applied AI organization
• Develop a sustainable, aligned leadership team across AI, ML, AI/ML Product, and LOB Applied AI
• Partner with recruiting, compensation, business leaders, and HR to drive hiring strategy for scarce AI engineering and research roles
• Consult with senior executives, HR business partners, and HR partner groups to deliver aligned HR strategy
• Translate business strategy into talent strategy and reinforce an equitable associate culture
• Define talent strategy, conduct strategic workforce and succession planning, and develop recruiting and retention strategies
• Assess human capital risks, skills gaps, employment practice risks, and remediation strategies
• Provide executive coaching and advice on leadership, teamwork, organizational design, and strategy
• Lead enterprise-wide HR projects and create systemic solutions to HR challenges
• Measure HR strategy and program effectiveness using data-driven insights
• Lead and develop the HR team and partners through vision, prioritization, coaching, and development
• Oversee scaling of the Applied AI organization for 800 current FTEs and 400 projected hires
• Drive specialized talent management processes for AI-centric job families
• Operationalize the 2026 AI/ML framework and map talent to LOB goals
• Build out a novel organization while managing ambiguity and influencing undefined outcomes
• Implement hiring strategies to mitigate competitive risks, high cost-to-hire, and talent scarcity

Senior Director, HR Business Partner – Tech

• Serve as a first point of contact for employees and supervisors seeking assistance with routine Human Resources questions, requests, and processes
• Provide employee services support for leave administration, including FMLA and PFML
• Coordinate ADA accommodations
• Support employee relations
• Support benefits administration
• Support general HR operations
• Exercise judgment about when to resolve matters and when to refer them to the Benefits Manager, Employee Relations Manager, or another HR leader
• Maintain accurate and timely FMLA and PFML tracking and reporting
• Work with managers to resolve discrepancies and ensure leave is properly recorded
• Apply established policies and procedures consistently
• Identify incomplete, inconsistent, or potentially sensitive information and seek appropriate guidance
• Conduct or participate in employee meetings in a professional and objective manner
• Work independently within established procedures and recognize when consultation or escalation is needed
• Establish and maintain effective working relationships with employees and supervisors at all levels

HR Employee Services Specialist

• Perform general personnel and clerical tasks related to employee records, benefits, education/training, employment, compensation, and equal employment opportunity
• Maintain manual and automated personnel records
• Collect and compile sensitive and confidential personnel statistics
• Prepare personnel reports
• Furnish information to authorized persons and/or agencies in accordance with procedures
• Provide information to all levels of employees regarding personnel policies and procedures

Human Resources Assistant 3

• Consult with senior executives, HR business partners, and HR partner groups to drive business success through HR strategy and thought leadership
• Translate business strategy into talent strategy and reinforce an inclusive culture
• Define talent strategies supporting business objectives
• Lead strategic workforce planning, including succession planning
• Develop recruiting and retention strategies and assess talent competition markets
• Assess human capital risks and develop remediation strategies
• Analyze trends and gaps for strategic decisions and talent planning
• Assess skills gaps and partner with the business
• Manage employment practice risk, associate relations mitigation, and staffing/co-employment strategies
• Prioritize work delivering the highest value for client groups
• Provide executive coaching and advice on leadership, teamwork, organizational design, and strategy
• Create and support business outcomes through HR programs, initiatives, and strategies
• Develop innovative solutions and challenge existing approaches
• Lead and participate in enterprise-wide HR projects
• Measure HR strategy and program effectiveness using data-driven insights
• Lead, coach, and develop the HR team and partners

Director, HR Business Partner – Risk

• Consult with clients, other HRBPs, and HR partner groups to execute people strategy, HR processes, and reporting
• Build effective client relationships, manage stakeholders, and align HR solutions with business needs
• Consult with associates, managers, and HR partners on HR-related issues
• Coach people managers on leadership skills, organizational design, and performance concerns
• Provide strategic consulting and workforce planning to client groups
• Deliver HR strategy aligned with business needs
• Support planning and delivery of performance and talent management, leadership development, change management, and organizational design processes
• Support senior leaders in building inclusive and diverse teams, creating belonging, and encouraging collaboration and high performance

HR Business Partner

• Serve as a strategic and operational HR partner to leadership, program managers, and employees within the federal contracting portfolio
• Manage full-cycle recruiting for technical, administrative, and cleared personnel supporting active federal contracts and upcoming task orders
• Define labor categories and build talent pipelines with active security clearances
• Conduct target sourcing and surge staffing for federal contract wins and proposal efforts
• Manage candidate communications through the ATS and coordinate handoff to background screening and facility clearance verification
• Track and report human capital metrics including Time-to-Fill, Cost-per-Hire, Offer Acceptance Rates, and Attrition/Turnover
• Maintain workforce analytics dashboards for executive leadership
• Extract and manage quarterly and annual workforce data from Dayforce
• Design and maintain interactive Power BI dashboards and executive reports
• Perform turnover, retention, headcount, and engagement gap and trend analyses using advanced Excel functions
• Audit workforce data for federal reporting compliance
• Forecast workforce trends to inform resource planning and talent strategies
• Guide managers and staff through employee relations, performance management, and PIPs
• Ensure compliance with OFCCP, EEO, SCA, FLSA, and other federal employment requirements
• Lead orientation and onboarding programs for technical team members transitioning to federal client sites
• Maintain and update the employee handbook for federal mandates and Virginia employment laws
• Author SOPs for contract transition, multi-state onboarding, and OCONUS deployments
• Configure automated HR alerts, self-service portals, and triggered notifications

Senior Human Resources Generalist – Recruiting, HR Analytics

• Serve as a strategic and operational HR partner to leadership, program managers, and employees within the federal contracting portfolio
• Manage full-cycle recruiting for technical, administrative, and cleared personnel supporting active federal contracts and upcoming task orders
• Partner with Program Managers to define labor categories and build pipelines of talent with active clearances
• Conduct target sourcing and surge staffing for federal contract wins and proposal efforts
• Manage candidate communications through the ATS and coordinate handoffs to background screening and facility clearance verification
• Establish, track, and report human capital KPIs including Time-to-Fill, Cost-per-Hire, Offer Acceptance Rates, and Attrition/Turnover
• Maintain workforce analytics dashboards for executive leadership
• Extract, compile, and manage quarterly and annual workforce data from Dayforce
• Design and maintain interactive Power BI dashboards and executive reports
• Perform turnover, retention, headcount, and engagement gap and trend analyses using advanced Excel functions
• Audit workforce data for federal reporting compliance
• Forecast workforce trends to inform resource planning and talent strategies
• Guide managers and staff through employee relations, performance management, and PIPs
• Ensure adherence to OFCCP, EEO, SCA, and FLSA requirements
• Lead orientation and onboarding programs for technical team members transitioning onto federal client sites
• Maintain and update the employee handbook for federal mandates and Virginia employment laws
• Author and streamline SOPs for contract transition, multi-state onboarding, and OCONUS deployments
• Configure self-service HR tools and automated notifications