Careers

MELE Associates, Inc. is an established, veteran-owned small business with nearly 200 employees.  Our company has enjoyed steady growth and remained debt free since its incorporation in 1993.  Full-time staff enjoy a comprehensive benefits package, and MELE Associates is an equal opportunity employer. 

When preparing a cover letter and resume for a posted position on this site, please be sure to address any requirements in your cover letter that are not clearly covered in your resume.  Currently MELE Associates, a consulting firm in Rockville, MD, is seeking an experienced professionals for the following positions:  

1.  CONTRACTS ADMINISTRATOR

MELE Associates is seeking an experienced Contracts Administrator to manage a portfolio of assigned contracts and to provide cradle-to-grave contract administration. Candidates must regularly exercise independent judgment and discretion in solving complex contract and business issues, initiate and maintain contract administration and business relationships with internal and external customers, and provide timely and responsive generation and negotiation of supporting contractual documents.

Requirements include (but are not limited to):

• Participation in pricing strategy
• Preparation (with the help of program and financial representatives) of highly complex business / cost proposals
• Preparation and negotiation of Nondisclosure and Teaming Agreements,
• Negotiation of contracts
• Day to day administration of contracts
• Close-out of Government contracts (FFP, CPFF, T&M, etc.)
• Proficiency in Microsoft Office
• Proficiency in Deltek Costpoint is preferred
• Strong written and verbal skills
• Positive attitude and team player
• Bachelor’s degree and 5 to 7 years experience; advanced degree a plus
• Specialty in government contracts preferred
• U.S. Citizen w/ability to obtain security clearance – ‘SECRET’

Qualified candidates please send cover letter, resume, and salary requirements, referencing Contracts Administrator in subject line to careers@meleassociates.com.

Detailed Position Description:

Contract activity with moderate to high risk to the business unit. Contract activity may be non-routine and require development of specialized contract vehicles and techniques to accomplish business goals and objectives. Generally involves independent judgment and analysis of significant issue identification and resolution. May require development of new contract policies and processes or assessment of required deviations from established norm. Requires a lower degree of management attention.

• Responsibilities – Cradle to grave contract administration. Reviews complex solicitations and prepares specialized and/or non-routine response for proposals, bids, and contract modifications. Also may prepare complex requests for proposals. Analyzes significant, and/or unique contract requirements, special provisions, terms and conditions to ensure compliance with appropriate laws, regulations, and corporate policies and business unit procedure. Provides contractual guidance to business team members for appropriate Statement of Work. Manages contract change control process. Develops negotiation strategy and leads negotiation team on complex contractual issues. Analyzes new law, regulation and contract trends for potential impact on business unit goals and objectives. Functions as domain expert on selected areas and issues. Provides authoritative guidance to internal business teams on corporate goals and objectives relating to contract activity. Focal point for all communication with law, finance and business team disciplines for resolution of contract issues and disputes. May assist in new business pursuit and associated contract strategy. Assists in identification, development and implementation of new contract policy and processes. May mentor and train less experienced professionals. May participate in development of less complex business alliances and partnering agreements. Have a general understanding of the business case and an appreciation of financial/analytical issues and profit and loss implications.
• Skills/Abilities – Ability to draft moderate to complex, non-routine contractual instruments. Working to excellent knowledge of corporate policies and procedures, coupled with ability to identify required improvement to established policies. Working to expert knowledge of contracting concepts, Uniform Commercial Code, applicable public contract acquisition law and regulations, and applicable international contract law. Strong to excellent analytical and communication skills. Good presentation, leadership and team-building skills. Use of independent judgment and creativity applied to resolution of contract issues. Excellent internal and external negotiation skills. Emerging ability to excel in upper level management environment.
• Interface – Business unit management teams, senior project or product managers, customer/supplier law department, outside counsel, mid-to senior level corporate management
• Education/Experience – Bachelors degree plus 5 - 7 years business or related experience. Advanced degree highly desirable.

2.  HUMAN RESOURCES DIRECTOR

The HR Director is a key member of the Management Team and responsible for the day-to-day administrative operations of the HR Department – with a full range of strategic and tactical “hands-on” responsibilities including staffing/recruiting, training and development, employee relations, conflict resolution, benefits administration, workers compensation, unemployment, legal compliance, HRIS/records management, and developing HR strategy.

Human Resources Director Requirements:

• Ability to communicate with all levels of employees and work in a fast paced environment.
• Proficiency in Microsoft Office and knowledge of HRIS system, Deltek, a plus.
• Strong written and verbal communication skills and a positive attitude.
• Bachelor's degree with 5-10 years HR generalist experience (3 to 5 years at the Management Level).
• Professional certification (PHR or SPHR) is strongly preferred.
• U.S. Citizenship and the ability to attain a "Secret" level clearance.
• Broad knowledge and experience in employment laws and practices, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Excellent interpersonal and coaching skills.
• Demonstrated ability to serve as a successful participant on the executive management team that provides company leadership and direction.
• Experience in the administration of benefits and compensation programs and other Human Resources programs.
• Evidence of the practice of a high level of confidentiality.
• Excellent organizational skills.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and and preventive labor relations, preferred.
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred.
• Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.

Qualified candidates please send cover letter and resume with salary requirements referencing ‘HR Director’ in subject line to careers@meleassociates.com.

Detailed Position Description

The Human Resources Director guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. The major areas directed are:

• recruiting and staffing;
• organizational and space planning;
• performance management and improvement systems;
• organization development;
• employment and compliance to regulatory concerns;
• employee orientation, development, and training;
• policy development and documentation;
• employee relations;
• company-wide committee facilitation;
• company employee and community communication;
• compensation and benefits administration;
• employee safety, welfare, wellness and health;
• charitable giving; and
• employee services and counseling.

The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CFO and serves on the executive management team; and assists and advises company managers about Human Resources issues.

Primary Objectives

• Safety of the workforce.
• Development of a superior workforce.
• Development of the Human Resources department.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
• Personal ongoing development
• Development of the Human Resources Department
• Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
• Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
• Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration.
• Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
• Leads the development of department goals, objectives, and systems.
• Establishes departmental measurements that support the accomplishment of the company’s strategic goals.
• Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
• Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
• Participates in executive, management, and company staff meetings and attends other meetings and seminars.
• With the CEO and CFO, annually plans the company’s philanthropic and charitable giving.

Human Resources Information Systems HRIS

• Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
• Utilizes Deltek’s Costpoint software to the company’s advantage.

Training and Development

• Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.
• Assists managers with the selection and contracting of external training programs and consultants.
• Assists with the development of and monitors the spending of the corporate training budget.

Employment

• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Interviews management- and executive-level candidates; serves as interviewer for position finalists.
• Chairs any employee selection committees or meetings.

Employee Relations

• Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
• Partners with management to communicate Human Resources policies, procedures, programs and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves management recommendations for employment terminations.
• Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
• Reviews employee appeals through the company complaint procedure.

Compensation

• Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
• Monitors all pay practices and systems for effectiveness and cost containment.
• Leads participation in at least one salary survey per year.

Benefits

• With the assistance of the CFO, obtains cost effective, employee serving benefits; monitors national benefits environment for options and cost savings.
• Leads the development of benefit orientations and other benefit training.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Law

• Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development

• Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
• Identifies and monitors the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction.
• Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
• Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
• Keeps the CFO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.

The Human Resources Director assumes other responsibilities as assigned by the CFO.

To perform the Human Resources Director Job successfully, an individual must be able to perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to lead as the company Human Resources Director. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands - These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources Director's job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources Director's job.

While performing the responsibilities of the Human Resources Director's job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision.

Work Environment - While performing the responsibilities of the Human Resources Director's job, these work environment characteristics are representative of the environment the Human Resources Director will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the Human Resources Director's job.

While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate.

Conclusion - This job description is intended to convey information essential to understanding the scope of the Human Resources Director's position and it is not intended to be an exhaustive list of skills, efforts, duties, responsibilities or working conditions associated with the position and is subject to change as the needs of the company and requirements of the job change. Incumbents may be required to perform job-related responsibilities and tasks other than those stated in this specification. Any essentials functions of this position will be evaluated as necessary should an incumbent / applicant be unable to perform the function or requirement due to a disability as defined by the Americans with Disabilities Act (ADA). Reasonable accommodation for the specific disability will be made for the incumbent / applicant when possible.

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