RMO Redeployment Liaison

Position Overview

The RMO Redeployment Liaison serves as a matrixed human resources support role aligned to the RMO while providing direct coordination support across redeployment and HR Benefits activities. This position acts as a central point of contact for employee questions and concerns related to redeployment, ensuring issues are addressed promptly and routed to the appropriate HR, benefits, payroll, or management partners.

This role supports redeployment continuity by coordinating communications, tracking personnel actions, and helping ensure no employee matters are missed during transitions. The position also administers SCA medical leave processes, supports employee engagement activities, and contributes to a consistent, employee-focused HR experience across the client environment.

Key Responsibilities

• Serve as the primary employee-facing point of contact for redeployment-related questions and concerns, including counseling, coaching, leave without pay, paid time off, pay changes, career level changes, benefits, and related personnel matters, ensuring inquiries are routed to the appropriate team for resolution.
• Coordinate closely with HR Business Partners, HR Benefits, payroll, managers, and redeployment stakeholders to support redeployment actions, employee transitions, and offboarding notifications, while serving as a reliable backup escalation path when information is not communicated through normal channels.
• Support day-to-day redeployment operations by attending redeployment meetings, RMO bi-weekly mission sync meetings, and ad hoc working sessions, and by tracking follow-up actions to help maintain continuity across matrixed stakeholders.
• Manage SCA medical leave administration activities, including intake of leave requests, confirmation of eligibility for FMLA, ADA, and short-term disability processes, and ongoing coordination with the leave administrator.
• Issue required employee leave communications, provide timely status updates to employees and managers, and maintain consistent communication throughout the leave lifecycle to support compliance and employee understanding.
• Track leave approvals, denials, dates, hours, documentation, recertifications, payroll coordination actions, and benefits continuation communications to ensure accurate case management and administrative follow-through.
• Coordinate return-to-work activities by collecting medical releases, updating applicable systems, notifying relevant stakeholders, and closing leave cases accurately and timely.
• Plan and facilitate monthly Meet & Greet sessions for SCA and non-SCA new hires, including attendee coordination, scheduling, invitations, session facilitation, and introduction to HR resources, expectations, and support structures.
• Develop and publish monthly wellness communications and maintain related calendar updates to support employee engagement goals and ensure timely dissemination across HR communication channels.
• Assist with evolving GAP planning support and recommend process improvements, tracker updates, and coordination practices that improve visibility, responsiveness, and service continuity.

Required Qualifications

• High school diploma or GED required; associate’s degree in Human Resources, Communications, Business Administration, or a related field preferred.
• 5–8 years of experience in human resources, including experience supporting employee relations, benefits, leave administration, onboarding or offboarding, or related HR operations.
• Demonstrated experience handling sensitive and confidential employee matters with professionalism, discretion, and sound judgment.
• Experience coordinating leave administration processes such as FMLA, ADA, short-term disability, or related accommodation and absence management activities.
• Strong organizational skills with the ability to manage multiple cases, trackers, deadlines, and stakeholder communications in a fast-paced environment.
• Strong verbal and written communication skills, with the ability to explain HR processes and escalate issues appropriately.
• Advanced proficiency with Microsoft Office Suite and comfort working in HR systems, trackers, and employee data environments.
• Ability to work effectively in a matrixed support model, balancing responsibilities across multiple teams and stakeholders.

Preferred Qualifications

• HR certification such as PHR, SHRM-CP, or progress toward certification.
• Experience supporting redeployment, workforce transition, offboarding, or employee movement activities in a complex enterprise or federal IT environment.
• Experience coordinating Service Contract Act employee support activities, particularly medical leave or benefits-related case management.
• Experience facilitating employee engagement sessions, orientation-style meetings, or wellness communication initiatives.

Compensation Ranges

Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees.

EEO Requirements

It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies.

All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment.

Physical Requirements

The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties' or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions.

Disclaimer

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.