In the fiercely competitive world of government contracting, it’s not just the technology and services that make a difference; it’s the people behind them. These mission-driven companies serving federal defense and civilian sectors owe their success to dynamic leaders and their dedicated teams. To stay ahead, these organizations must offer a culture and opportunities that not only attract but also integrate and retain top talent. This is even more crucial in today’s increasingly hybrid work settings, where prioritizing employee health and wellness has become paramount.
However, none of this is possible without effective human resources leadership. In our Top HR Executives to Watch in 2024, we spotlight those who excel in nurturing teams, developing talent and creating opportunities for employees. Our selection is based on a careful evaluation of their achievements, their contributions to internal HR missions, and their vision for the immediate future. These leaders are the catalysts empowering the current and future workforce in the GovCon community.
Tom Painter
Chief Human Capital Officer, System High Corp.
This has been a year of tremendous growth for System High, according to Tom Painter. Since the beginning of 2024, System High increased its workforce by over 50%, and continued growth is anticipated throughout the organization.
Efforts to hire, onboard and integrate hundreds of new employees into the Burn Blue company culture required significant coordination across the support and operations teams. Synchronizing efforts across teams such as Security, Information Technology, Contracts and Finance was critical. The operations leadership excelled in integrating new team members to meet customers’ requirements.
Painter’s motto for this year is, “You need to prioritize the importance of making a positive and indelible impression on people while the cement is still wet.” Encouraging feedback has been received from new employees on these efforts.
Why Watch
“System High’s Human Capital team, under Tom’s leadership, continues to exceed my high expectations,” said System High President and CEO Rob Howe. “Our people and their families deserve the best, and our Human Capital team strives each day to serve them. It is no surprise that because of the team’s dedication, hard work and commitment to support all our nearly 700 employees, System High once again has been recognized as a Top Workplace by The Washington Post in 2024.”
To Painter, gratitude is a key ingredient to a well-lived life. As someone who experienced the tragedy of Sept. 11, 2001, only blocks away from the World Trade Center Buildings, he said he lives with a constant reminder of the importance of gratitude, both personally and professionally.
Jack Jackson
Vice President of Human Resources, DCS Corp.
Jack Jackson’s recent achievement will be helping DCS maintain its consistent growth of over 10% annually despite challenges such as the pandemic, a highly competitive labor market and the transition from a small business.
As an employee-owned company, DCS’ unique culture drives its success and fosters a highly engaged workforce. The company employs highly skilled professionals dedicated to supporting the warfighter and advancing the overall Defense Department mission. With a Navy background, Jackson takes pride in contributing to this mission.
DCS’ HR team is known for its exceptional capabilities, delivering impressive results in talent acquisition, retention, onboarding and engagement, digital automation, benefits administration and other areas. One of the key initiatives of the HR team is to send all new hires a personalized welcome package. While this may seem minor, it plays a significant role in connecting employee-owners to DCS, particularly as many are embedded in government facilities with customers and are widely dispersed.
Why Watch
In 2024, Jackson and his team are heavily focused on continual processes improvement to add increased value to DCS and its employee owners. They will look for ways to continually reach employee owners through more effective methods and increased in-person site visits.
“HR has been a very rewarding career knowing you have positively impacted both the business objectives while balancing employee needs first and foremost,” he said.
Fun fact: Jackson played lacrosse at the Naval Academy and loves to honor the sport given by Native Americans.
Christina Payne
Chief People Officer, Precise Systems
Christina Payne’s most significant achievement in 2024 was successfully navigating acquisitions with a thoughtful approach to the cultural differences between three merging companies. She recognized that fostering a culture that values employees as much as customers is crucial for blending diverse cultures.
Although this task can be challenging, her emphasis on inclusivity and positivity helped unite different teams around shared goals. By highlighting combined capabilities and solutions, the company ensured that all employees felt connected and aligned with its strategic vision, ultimately leading to the creation of a new organizational culture that is set to exceed previous standards.
“I believe that a company’s greatest strength lies in its people,” she said. “By fostering a culture where every employee feels valued and empowered, we not only drive the success of our solutions but also create a workplace where everyone can thrive.”
Why Watch
In 2024, Payne and her team are focused on driving strategic initiatives that ensure a smooth company transition and strengthen its unified culture. They are enhancing employee engagement by creating opportunities for employees from both companies to connect and build relationships through social events, virtual and in-person gatherings, and informal meetups, fostering a cohesive environment.
They are actively defining and communicating the company’s Unified Vision and Values, involving employees to instill a strong sense of ownership and alignment. Precise Systems’ Leadership Development programs will equip leaders with the skills to manage cultural integration, resolve conflicts and promote collaboration.
“Christina’s ability to lead her team and empower the success of Precise Systems’ people is truly remarkable,” said Scott Pfister, CEO and president of Precise Systems. “Her unwavering care for the culture and meticulous attention to detail are unmatched; it’s what makes the Precise culture incredibly unique.”
Fun fact: Payne enjoys having lunch and dinner foods for breakfast, especially spaghetti.
Randy Sheppard
Executive Director of Human Resources, The Boeing Co.
Randy Sheppard is a respected HR leader at Boeing, focusing on sustainability and government operations from the company’s Arlington, Virginia, headquarters. With over 20 years of HR leadership experience, he has played a key role in driving success across multiple divisions.
“As an HR leader, my goal is to be a credible, visible and value-added business partner,” Sheppard said. “By aligning HR strategies with our business objectives and fostering strong relationships, I aim to drive meaningful impact that not only supports our people but also propels Boeing forward.”
Sheppard’s diverse HR journey spans pivotal roles in Boeing Defense, Space & Security, Corporate HR, Total Rewards and Employee Relations. He began his career as an HR generalist in Macon, Georgia, supporting the C-17 program for Boeing Defense, Space & Security. His strategic expertise further expanded during his tenure as chief of staff to the senior vice president of human resources and administration and vice president of corporate and SSG Human Resources.
Why Watch
In 2024, Sheppard will focus on strategically managing human capital, developing the future workforce and building a world-class HR organization. As a credible, visible and value-added business partner, he aims to align HR strategies with Boeing’s long-term goals, drive sustainability initiatives and ensure HR practices empower employees while positioning the company for success.
“Randy Sheppard is a visionary HR leader whose strategic insight and deep commitment to our people have been pivotal to Boeing’s success,” said Scott Drach, corporate vice president of human resources at Boeing Co. “His leadership across multiple divisions, from Commercial Airplanes to Government Operations, has consistently driven excellence and innovation. Randy’s ability to navigate complex challenges makes him an invaluable asset to our company and a key contributor to our long-term success.”
Nichole Hahn
Chief Human Resources Officer, GovCIO
Since joining GovCIO in August 2023, Nichole Hahn has focused on building a strong, dynamic team. She has led efforts to improve the employee experience, establish DEI&A committees and enhance talent management, engagement and retention programs.
Hahn is dedicated to leading an HR team that attracts and retains top talent. She aims to create an HR organization that drives innovation, develops talent and supports GovCIO’s success. Her passion lies in fostering a culture of collaboration, creativity and enthusiasm.
GovCIO has recently received several industry accolades, including Newsweek’s America’s Greatest Workplaces for Diversity 2023 and 2024 and Top 100 Companies for Remote Work in 2024.
“Nichole brings the positive energy and the dedication we need to continue to build on our best-in-class culture centered around our people,” said Jim Brabston, GovCIO CEO.
Why Watch
GovCIO’s HR team is committed to enhancing the employee experience by promoting professional growth and well-being. The team is advancing DEI&A initiatives and recently launched GovCIO University, an internal program offering learning and development opportunities.
To boost employee engagement, GovCIO hosts events like the Flywheel of Dreams Summer Series, which brings teams and their families together to enjoy minor league baseball games. This focus on a positive, engaging culture supports the company’s mission of innovation and growth.
“My commitment is to continue to help create a workplace where every team member feels valued and empowered,” Hahn said. “Looking ahead, I’m dedicated to fostering a culture of continuous growth and innovation, where our people thrive, and our organization excels. Together, we will continue to drive our mission forward with passion and purpose.”
Fun fact: Hahn is a dog lover with five dogs at home, so her house is always lively with wagging tails.
Alison Paris
Senior Vice President of Talent Acquisition & Workforce Planning, Peraton
Alison Paris’ team is responsible for attracting the best and brightest talent to support missions of consequence for critical government agencies. The team also focuses on retaining these employees through a strategy that includes engagement efforts, measurable benchmarks, stretch goals and tailored programs.
Paris’ most significant recent achievement involved expanding her team from 20 people responsible for 900 hires per year to 140 people tasked with hiring 5,000 annually to meet the company’s growing demands. Paris and her team accomplished this transformation in under a year.
Peraton Chief Human Resources Officer Rebecca McHale immediately recognized Paris as an exceptional leader with a fresh, open-minded approach to delivering outstanding HR and talent acquisition services. McHale praised Paris’ unmatched dedication to attracting and engaging top talent at a rapid pace to meet the ever-changing needs of the business.
“She is continuously identifying ways to leverage our technology, data and new organizational concepts to fundamentally shift how we operate, resulting in incredible measurable improvements over the last year in acquiring highest quality talent at increasing speed and exceeding our benchmarks to retain such talent through dedicated engagement efforts,” McHale said. “She will never stand for good enough and, with that at her foundation, she cultivates a team and programs that are nothing short of exceptional.”
Why Watch
In 2024, Paris’ team is heavily focused on attracting high quality talent to help Peraton support customer missions across the globe.
“This is not a quote I created, but one I go back to every day: ‘Handle Hard Better,'” Paris said. “The credit goes to Kara Lawson, the women’s basketball coach at Duke University, and her message to her team is spot on. You can’t wait for things to get easier – you must learn how to handle hard better.”
Fun fact: When Paris isn’t leading her team or exploring new ways to infuse technology into the business, she finds her sanity in music. “Unstoppable” by Sia is often played when she needs some extra motivation.
Chelsea Stearns
Director of Human Resources, Parry Labs
Chelsea Stearns’ most recent achievement involved successfully leading a companywide digital transformation in HR processes by implementing new software that improved efficiency and delivered significant cost savings.
She also spearheaded the revamp of the company’s benefits, which has been crucial in attracting and retaining top talent while aligning with the organization’s financial goals. These efforts contributed to the company’s 4.9/5.0 Glassdoor rating, winning Best Companies to Work in Maryland in 2024, and earning Great Places to Work certification.
Aydin Mohtashamian, chief operating officer of Parry Labs, said Stearns is an exceptional leader who elevates the entire organization.
“Her strategic vision, dedication and ability to execute complex initiatives has transformed the way we operate,” he said. “From driving engagement in a rapidly scaling organization to revamping our benefits program, Chelsea has consistently delivered results that exceed expectations. Her work has not only enhanced our efficiency but also strengthened our company culture.”
Why Watch
In 2024, Stearns’ team is heavily focused on talent development through upskilling and reskilling initiatives to help employees adapt to changing roles and technologies.
“Life is challenging no matter what,” she said. “We can either play it safe, remain stagnant and resent others for achieving what we desire, or we can put in the effort, take risks and go after what we want. So, why not choose the path that leads to personal growth and success?”
Fun fact: Stearns has been fascinated by business since she was a little girl. As a child, when she wasn’t running her lemonade stand, she would go door-to-door asking neighbors if they needed their windows washed in exchange for a few dollars. Although she didn’t need the money, she wanted it. Providing a product or service and being compensated for it was empowering to her. She loved being able to “work” and make money to buy the toys she wanted.
Jenn Henriques
Chief People Officer, Aleut Federal
Aleut Federal successfully implemented “people first” initiatives tailored to its employees’ diverse job functions, skillsets, backgrounds and focus areas, said Jenn Henriques. This effort included the rollout of a new human resources information system, the introduction of a comprehensive employee career model and the enhancement of the performance management program.
The Aleut Federal People team is driving rapid organizational growth while fostering collaboration across the company’s diverse business lines. Ensuring employees at every level understand the company’s unwavering commitment to their success is a top priority.
“At Aleut Federal, our employees are the cornerstone of our company’s success,” Henriques said. “As the leader of the People organization, my team is dedicated to enhancing our employees’ experience, ensuring it is the best it can be. To deliver top-notch customer service to our clients, the Aleut Federal People team must provide the same level of exemplary service to our internal clients, our employees. True leadership is not about being in charge, but about taking care of those in your charge. A people-centered approach fosters trust, collaboration and innovation. When people grow, so does the organization.”
Why Watch
A team approach focused on employee growth and development centers on continuous learning opportunities, career development programs and strong performance management systems. By investing in professional development, the team aims to enhance skills, boost job satisfaction and improve retention rates.
“It’s rare in our industry to have the opportunity to build an enterprise from scratch,” said Aleut Federal President Nick Trzcinski. “Since Aleut Federal is a new enterprise, built for scale, Jenn had the opportunity to create and lead a People team newly constituted, and newly empowered. She led us through implementations of all key People systems, a brand new HRIS, and put in place every People related policy needed for our enterprise to function. Can you imagine? We would not be in the excellent position we are in today without Jenn’s skill and leadership. Way to go Jenn!”
Fun fact: Henriques’ family loves rescuing dogs from local shelters and has found that rescue dogs bring immense love and appreciation to their new family. They are now on their sixth rescue, the youngest one they have adopted so far.
Heather Wilson
Chief Human Resources Officer, Astrion
In 2023, Heather Wilson transitioned from a successful career in large public defense companies to a key leadership role at Astrion, a private equity-backed government services firm. This move allowed her to apply the extensive knowledge and experience she gained in larger organizations to a dynamic, growing mid-sized company.
“At Astrion, I’ve focused on strategically aligning HR processes, talent acquisition and organizational initiatives with the specific business and financial outcomes that drive our success,” she said. “By bringing a thoughtful and measured approach to initiatives, I’ve been able to implement best practices from larger-scale environments while remaining agile and responsive to the unique needs of a mid-sized firm.”
This includes streamlining HR processes to boost efficiency, developing targeted hiring strategies to attract top talent that aligns with growth goals, and implementing retention strategies and recognition programs to maintain high employee engagement and satisfaction. Wilson’s team played a key role in these efforts, collaborating to implement best practices and foster continuous improvement.
Why Watch
Wilson’s ability to adapt to a new business environment while keeping operations aligned with strategic goals has been key to Astrion’s growth and success in the government services sector. Recently, the company signed a definitive agreement to acquire Axient, a firm of similar size specializing in engineering solutions for government customers. The deal is expected to close in late summer, after which the integration of the two companies will begin.
“I’m committed to bringing both workforces together as a unified team, with a shared culture that promotes opportunity and leverages the diverse backgrounds and skill sets of our people,” Wilson said. “At Astrion, we embrace the humanity in everyone, valuing empathy, understanding and genuine connections. By recognizing and respecting the unique qualities that each person brings, we cultivate a culture of inclusivity, kindness and mutual support. We continue to strive for a very inclusive and supportive environment, ensuring that everybody inside our company can see a path to achieving their full potential.”
Fun fact: Wilson loves tandem cycling. For her, it’s more than just physical exercise — it transforms a simple ride into a shared journey, built on trust, teamwork and connection. Each ride is a unique adventure that strengthens bonds and creates lasting memories with every mile.
Saima Malik
Senior Vice President of Human Resources, Chief Human Resources Officer, The Building People
This year at The Building People, Saima Malik crafted an HR strategy that is innovative, modern and forward thinking. The company is committed to creatively addressing all aspects of its people. By leveraging partnerships with employees, customers and vendors, The Building People is thoughtfully nurturing talent through its six guiding principles that drive the company forward.
The company’s metrics clearly demonstrate its success. In 2024, it maintained an impressive employee retention rate of 89%, well above the industry average, increased its referral program by 200% thanks to its strong culture, and consistently exceeded engagement benchmarks.
Malik’s job is made easier when the company’s leaders prioritize employees, culture and the overall employee experience. The company’s guiding principles form the foundation of its culture, evident in the positive engagement survey results and the high number of successful referrals.
“‘Just enjoy it!’ This is a personal quote I thought about almost 10 years ago as it related to my personal life, but soon after, I realized that I could apply it to all aspects of my life including my professional life,” Malik said. “I encourage everyone to pause, and ‘just enjoy it’ and see what happens!”
Why Watch
By partnering with PI, the team has introduced a fresh strategy for attracting, engaging and retaining top talent. Each HR team member is a certified PI partner, fully committed to this approach. Using PI, the team focuses on employees’ behaviors and drives to find the best position fit, optimize work potential, build career development plans and more.
“Saima’s leadership and focus set the tone for our emerging and thriving small business at the right time,” said Lawrence Melton, CEO of The Building People. “With our continued rapid growth, her ability to increase recruitment through creative incentives has allowed us to bring in highly talented candidates in record time. Conversely, we’ve continued to see our retention rates continue to increase to over 90%.”
Fun fact: Malik is passionate about lifelong learning, especially in self-help and personal growth. She can talk for hours with anyone about these topics.
Madelyne D’Angelo
Chief Human Resources Officer, Riverside Research
In 2023, HR at Riverside Research prioritized engaging with employees to understand their work experience and gather feedback for improvement, said Madelyne D’Angelo. The department is now implementing strategies based on this feedback, working with employees through various groups focused on onboarding, wellness, professional development and rewards.
This collaboration led to immediate enhancements in programs, processes and policies, while also identifying long-term strategies for continuous improvement.
“Madelyne brings a wonderful combination of professional focus and approachable style to her work,” said Dr. Steven Omick, president and CEO at Riverside Research. “She is always ready to tackle new challenges and, with seeming ease, is able to juggle multiple tactical and strategic priorities. Madelyne is a joy to work with, and I’m grateful for her leadership here at Riverside Research.”
Why Watch
In 2024, D’Angelo and her team are focused on driving Riverside Research’s continued evolution. Their efforts include a major redesign of the employee onboarding process, identifying three areas for expanding the company’s rewards and recognition programs, creating a multiyear professional development strategy for thought and people leaders, and launching a new supervisor training program.
“At Riverside Research, continuous improvement and the quest for excellence are deeply imbedded in our culture. There is a true dedication to our talent, organization and customers,” D’Angelo said. “It’s an exciting and inspiring place to work, and I am proud to call Riverside Research my professional home.”
Fun fact: “I am a washed-up power forward who still plays basketball with the Maryland Senior Women’s Basketball Association,” D’Angelo said. “We play in regional and national senior games.”
Christina Correira
Chief Human Resources Officer, Bloomberg Industry Group
Christina Correira built the team of talented, agile and execution-focused HR professionals that supports a high-growth business and actively contributes to Bloomberg Industry Group’s philanthropic efforts. The COVID-19 years were particularly hard on the HR profession, and the team is intentional about building resiliency and balance and having fun together, while performing at a high level.
“In a crowded marketplace, Bloomberg Industry Group has been able to recruit and retain an extremely talented, diverse workforce that enjoys best-in-class benefits and tremendous career growth opportunities – thanks in large part to Christina’s leadership,” said Josh Eastright, CEO of Bloomberg Industry Group.
“She is a true partner to me and is a trusted confidante of our leadership team who value her sound counsel and business expertise. Christina has made significant contributions to our growth and success in her tenure as CHRO and we’re fortunate to have her leading such a critical function.”
Why Watch
In the coming year, the team is focused on supporting the company’s growth initiatives and deploying generative AI tools to enhance its efforts. They plan to expand Strategic Workforce Planning, which was trialed this past year. The team has several key projects ahead, including developing clear career paths for employees, deploying a companywide mentoring program and creating a new manager training program.
Fun fact: Correira spent time in East Africa tracking Black Rhinos with the Kenya Wildlife Service in the very early 1990s. It was one of the most meaningful experiences of her life.
Angela Galyean
Senior Vice President of Human Resources, Intelsat
Angela Galyean’s biggest achievement in 2024 was helping to keep Intelsat’s workforce focused, motivated and engaged as the company continues to transform from a satellite bandwidth provider to a satellite communications managed service solution provider while facing increasing competition from new industry entrants.
This year, the HR team worked hard to enhance employees’ work experiences. It hosted events to keep employees informed about changing market dynamics, expanded internal awards programs, revamped the mentoring program and enriched learning and development resources. The Spot Award program was relaunched and expanded to allow more leaders to recognize more employees at all levels. The team also introduced webinars focused on agility and managing change. Additionally, several fun, themed events were held to celebrate company milestones for the 60th anniversary.
The team also developed a strong talent pipeline through Capstone Projects with four universities, where students work on real technology challenges. The Military Transition Assistance Program has been another key focus, helping veterans transition to corporate roles in partnership with the Defense Department.
Why Watch
In the months ahead, Galyean and her team will ensure the HR function at Intelsat fully supports the company’s goals and customer service during its transformation. They will focus on equipping the organization with the talent and expertise needed to excel in the fast-evolving space industry.
The team will keep employees informed, motivated and focused on delivery and engagement. It will also work toward achieving diversity and inclusion hiring goals and investing in training and development to support personal and professional growth for all employees.
Fun fact: Galyean enjoys rollerblading and pickleball.
Tonia Patt
Vice President of the People Team, Two Six Technologies
Two Six Technologies’ year-over-year employee retention is a significant achievement, with the company retaining employees at a rate that exceeds the industry average in an increasingly competitive market.
Under the leadership of Tonia Patt, the People Team evaluates everything through the lens of its impact on TST employees. The team established a rigorous process to ensure people always come first, often rethinking initiatives to better align with company values. This includes the internal communication strategy, which ensures people leaders have time to understand and respond to changes before sharing information with the broader team.
Thanks to Patt’s efforts, the company now has an employee retention rate of nearly 90%, and 40% of new hires come from employee referrals. This significantly contributed to Two Six’s expansion, growing from under 200 employees in early 2021 to nearly 850 by August 2024.
“Tonia’s expertise and focus on meaningful interactions within Two Six has greatly benefited our company culture and the lives of our employees,” said Amy Dalton, chief performance officer at Two Six Technologies. “We are very fortunate to have such a dedicated leader guiding our people strategy.”
Why Watch
The People Team is laser focused on creating opportunities for employees and leaders to invest in their careers. It developed and launched custom training programs in business development, program management and financial management.
Patt’s team not only focuses on employees after they join Two Six but also on ensuring communications with potential candidates and new hires feels authentic. The team gathered feedback from candidates to improve interview training and implemented tools to make sure everyone, inside and outside the company, felt respected and valued, avoiding the impression that hires were just “seat fillers” for government contracts.
Patt and her team create opportunities for employees to connect and involve their families. Successful events include Bring Your Child to Work Day, an annual family picnic, corporate fun runs, charity events and team happy hours.
Fun fact: Patt is married to a real magician.
Jun Choi
Senior Vice President of Human Capital Services, IT Concepts
Over the past five years, IT Concepts experienced tremendous growth, providing expertise and strategic partnerships in human capital, data science, IT and management consulting services. ITC prioritizes customer and employee experiences with a multifaceted approach rooted in design thinking, true alignment, agile management and a work-hard-play-harder philosophy.
The company supports over 25 federal agencies across 100 programs, with the majority of its staff holding advanced degrees or technical certifications. ITC is “Driven to Deliver” and embraces a growth mindset, continually improving through training, seminars, certifications and partnerships.
Jun Choi has been a leader in the human capital and federal IT market for over 25 years, driving business process transformation and modernization across the public and private sectors. He is passionate about achieving mission value and applying innovation, which extends beyond technology to include processes and shifts in mindset. By taking calculated risks and thinking differently, Choi aims to solve today’s problems and anticipate those of tomorrow.
In a world with evolving challenges and uncertainties, there are also greater opportunities — thanks to better technologies and a diverse workforce spanning multiple generations with different perspectives. Choi believes it is critical to invest in human capital, as people shape the culture of an agency or company, fostering a belief that anything is possible.
Why Watch
This year, IT Concepts expanded and strengthened its human capital capabilities to align with its strategic focus on investing in people. By training the entire company in design thinking, IT Concepts is committed to delivering greater value to its customers. In today’s challenging environment, where budgets, resources and priorities are tight, IT Concepts offers the expertise, agility and innovation needed to navigate these complexities.
Traditionally, large human capital projects in the public sector could take over two years to implement using a waterfall approach. IT Concepts, however, delivers value faster by applying Agile practices and leveraging cloud technologies. This approach ensures quicker, more secure delivery and optimization of capabilities across both legacy and modern HR and pay platforms as agencies modernize their human capital systems.
“I am very excited to be part of this time of change and growth with IT Concepts where a greater public and private partnership is happening at a broader scale, and with the rapid advancement and adoption of newer technologies such as AI/ML and cloud, it has created an environment where government, contractor and vendor/technology partners are solving problems and co-creating solutions together, and the focus is truly more about how we can work together smarter and not settle for the status quo,'” Choi said. “I like this quote by Aristotle, ‘The whole is more than the sum of its parts.'”
Fun fact: Outside of work, Choi enjoys spending time with his family traveling, playing board games, dining out and watching movies and sports. He also likes playing tennis, basketball, baseball and recently picked up pickleball. While he may not be as quick as before, he values the competition and social aspect.
Caryn McGarry
Chief Human Resources Officer, ICF
Faced with a time of unprecedented challenges to mental health and personal well-being, Caryn McGarry is supporting ICF employees through a refresh of the company’s DEI program. The program was revamped to have a strong focus on belonging, while HR programs were prioritized to help employees grow and thrive.
ICF is committed to creating a workplace where voices are heard, perspectives are valued, and everyone feels a sense of belonging. This is achieved through ongoing partnerships, open dialogue and advocacy, recognizing that meaningful change takes time. While there’s always work to be done, McGarry believes putting people first leads to business growth.
“By and large, the people who are drawn to ICF want to do meaningful work,” McGarry said. “The more that my team and I can listen to our employees and support them in their work, the stronger we are as ICF overall.”
Why Watch
McGarry and her team are hyperfocused on readiness this year. With the steady rise of artificial intelligence, and particularly generative AI, it’s more important than ever to ensure the company is taking the right steps to safely and responsibly apply emerging technologies.
Fun fact: McGarry prioritizes being a wife and mom. She and her husband are raising two active daughters and make it a point to attend their events and maintain a healthy, balanced life. They escape to their lake house as often as possible to recharge and enjoy family time. Balancing family and work is important to her — it’s about setting the right example for her girls and her team.
Kari Van Curen
Vice President of Talent Acquisition and Career Mobility, BAE Systems, Inc.
Kari Van Curen’s biggest achievement in 2024 was leading the HR integration for the new Space & Mission Systems sector. Following the acquisition of Ball Aerospace, over 5,200 new employees joined the company, presenting both excitement and challenges. Her team developed tools, resources and care plans to ensure these new colleagues felt welcomed and included, from providing information on learning and rewards systems to introducing the company’s culture and diversity, equity, and inclusion programs. This work has been incredibly rewarding, and the company gained a talented group of people.
“Kari’s dedication and commitment to providing every current and potential BAE systems employee the very best experience is unmatched,” said Michelle Murphy, senior vice president and chief human resources officer for BAE Systems, Inc. “Her strategic leadership in all aspects of the human resources function provides best in class results to our employees and customers and supports our crucial mission.”
Why Watch
This year, alongside ongoing integration activities, Van Curen and her team are focused on improving the career mobility framework and supporting tools. They recently launched Career Connect, designed to help employees identify skill gaps, access resources and network with colleagues, making it easier to navigate their internal career paths.
They are also introducing a refreshed employer brand: Where Purpose Connects. This project has been particularly rewarding, as it involved thorough research to capture the authentic employee experience. The team is now collaborating with marketing and communications to bring this brand to life.
Employees expressed that caring leaders and a strong connection to company values and purpose are key reasons they stay. The team believes the purpose behind their mission – We Protect Those Who Protect Us – and the overall mindset unites everyone at BAE Systems, making it a truly great place to work.
Fun fact: Van Curen is passionate about dog rescue and is the proud mom of four rescue pugs. Three of them were rescued from Houston, Texas, where she flew to bring them home, as that area faces a significant problem with pets being abandoned as strays.
Shannon Jones
Chief Human Resources Officer, Valiant Integrated Services
One of Valiant Integrated Services’ most significant recent achievements was creating a culture of genuine HR partnership within the organization, according to Shannon Jones. By fostering a customer service mindset, they have built a strong, mission-driven team committed to supporting employees who serve in challenging environments. At the same time, they streamlined services, systems and tools, enhancing both efficiency and effectiveness.
“Shannon has made a tremendous impact on Valiant since she joined the company. Her empathy, upbeat demeanor, and customer-first philosophy have transformed our HR team into a vital partner for the business, meeting the challenge of supporting our rapidly evolving organization head on,” said Mike Devoto, CEO of Valiant Integrated Services.
Why Watch
In 2024, the HR team is concentrating on implementing a new Human Capital Management system to boost efficiency. This is a massive undertaking, but this innovative system will enable Valiant to further enhance the employee experience. It’s a lot of hard work, but the company is making this investment with one goal in mind: to empower its people by delivering improved, modern and innovative systems and processes.
Fun fact: Jones once biked across the U.S, with the group Bike the U.S. for M.S. “What’s even crazier is that I did this within a year of purchasing my first bike,” she said. “We covered 4,000 miles from Virginia Beach to San Francisco, and it’s an adventure I’ll never forget!”
Rebecca Hannahs
Vice President of Human Resources, Siemens Government Technologies
Rebecca Hannahs is very proud of her team and all it accomplished this year in supporting leaders and employees to meet the needs of the evolving business. From talent recruitment and skill development to new leadership development training, it has been a year of change and new possibilities. Notably, they are about to launch an exciting initiative focused on integrated training, professional development, and performance management, using automation and tailored delivery based on employee needs and roles.
“Rebecca brings an incredibly valuable and seasoned HR perspective to our team having worked across multiple industries, from manufacturing to professional services, supporting our employees with strategies to maximize their potential and contributions to our mission,” said Siemens Government Technologies President and CEO John Ustica.
Why Watch
In 2024, Hannahs and her team have taken on the challenge to boost process efficiency using technology and modern tools. They spent focused time analyzing and looking to the future on what the needs are for the organization today, and what they will need to continue to make the company a leader in the field tomorrow.
Hannahs draws inspiration from Katy Perry’s song “Firework,” particularly the lyrics: “You’re original, cannot be replaced. If you only knew what the future holds, after a hurricane comes a rainbow.”
Lisa Sherhart
Chief Human Resources Officer, Accenture Federal Services
Lisa Sherhart’s biggest 2024 achievement was being promoted to chief HR Officer for Accenture Federal Services in December 2023 upon her predecessor’s retirement. As the deputy HR director since 2012, she had been in training and anticipating the CHRO role for many years.
Sherhart said her favorite thing thus far about the new position is being part of different discussions and forums. From the new vantage point, she feels like she has the best of both worlds ⏤ the sage wisdom of hard-earned experience paired with the reinvigorating energy of a fresh perspective.
Why Watch
Sherhart said her team is at the forefront of a period of exciting change as it deepens its understanding of the transformative power of data and AI to drive analytics-led talent management. Accenture Federal Services has committed to becoming its own best credential by leveraging this new technology to reinvent enterprise functions, and Sherhart is ensuring HR is at the forefront of this initiative.
“One quote that stays with me is the one about being the product of the five people you spend the most time with,” Sherhart said. “I feel truly blessed to have spent my entire 31-year career at Accenture and Accenture Federal Services. At every step in my career journey, I have been surrounded by amazing, talented people who played a huge part in helping me become the person and the professional I am today. My advice for anyone contemplating a job change is to think beyond the role and consider who the people are that you will be surrounding yourself with.”
Fun fact: Sherhart, based in Austin, Texas, started her career supporting Accenture’s State & Local business before transitioning to the federal side 15 years ago. Shortly after joining the Federal team, Accenture opened its advanced technology center in San Antonio, now home to nearly 2,000 employees and the company’s second-largest location outside of D.C. Her base in Texas, combined with regular travel to D.C., has kept her closely connected to teams across regions.
Melissa Rhodes
Vice President of Human Resources, Nightwing
Melissa Rhodes’ recent major accomplishments include leading the HR carveout for Nightwing’s divestiture from RTX, ensuring uninterrupted HR services across 38 locations, and laying the foundation for Nightwing’s future HR enterprise. Alongside this, she improved employee retention by approximately 30% year-over-year, significantly outperforming industry turnover benchmarks.
“The partnership Melissa has fostered between HR and Security has been invaluable during the company’s transition,” said Mario Orsini, vice president of security at Nightwing. “By aligning our efforts, she has helped create a more secure workforce and strengthened the security organization here at Nightwing.”
Why Watch
In 2024, Rhodes and her team are heavily focused on continuing to build out the HR enterprise to include deploying Nightwing’s improved benefits plans and maintaining its strong retention, all while the company is growing in size.
“A successful company cannot thrive without talented employees,” she said. “Their expertise, creativity, and commitment are the cornerstone of sustained growth and innovation, transforming vision into reality.”
Fun fact: Rhodes enjoys skiing with her family and has skied in Norway, Austria and France.
Denise Bailey
Chief Administrative Officer, Koniag Government Services
Koniag Government Services recently revamped its hiring process, enhancing the collaboration between recruiters and hiring managers, which reduced the average days-to-fill by five days and saved $700,000 in agency placement fees. Additionally, Denise Bailey takes pride in implementing a student loan payment plan, which received highly positive feedback from employees. Under the plan, KGS reimburses up to $5,000 annually based on payment receipts, with 74 employees participating in the first year and a total reimbursement of $260,000.
Why Watch
Bailey’s current focus is the transition to a new HCM system designed to handle the complexities of a multi-entity, fast-growing organization. The new system will be live April 2025. Her team is also heavily focused on continually refining its hiring processes and maintaining a rewarding work environment. The team is also dedicated to improving its internal HR system, making it more interactive and user-friendly to streamline processes and better serve the growing employee population.
“Denise has been instrumental in developing the HR platform that sustains KGS’ aggressive growth and ensuring that our people are at the heart of everything we do,” said Kevin Wideman, KGS CEO. “Her leadership in overhauling our hiring process and revamping our HR system has made a tremendous impact on our organization’s efficiency and culture.”
Fun fact: Bailey lives on a farm with her husband. They care for a donkey, three goats and about 40 head of cattle. On weekends, she often spends time with her three grandsons who live nearby. They enjoy spending time outdoors, fishing and having Sunday family dinners.
Tammy Viola
Vice President of People, BlackSky
Tammy Viola joined BlackSky in 2022 having spent the majority of her career adeptly navigating the complex environments associated with technology startups and government contracting organizations. With a proven track record of driving company growth by aligning HR practices with business goals, she has successfully built HR frameworks and policies from the ground up that balance innovation with compliance.
“At BlackSky we’ve created a place where your voice is heard,” Viola said. “Our efforts not only increase engagement and collaboration but also help create an environment where employees from all backgrounds genuinely feel valued, resulting in increased productivity and a more cohesive team.”
Chris Lin, BlackSky chief administrative officer and general counsel, said she’s very proud of the work Viola’s team has done to strengthen internal communications and drive employee engagement across BlackSky’s diverse and globally dispersed workforce.
“By establishing effective communication channels, implementing regular feedback systems, and developing programs that celebrate our diversity, we have been able to foster a sense of belonging within the company,” she added.
Why Watch
BlackSky’s top company value is people first. According to Viola, as BlackSky fulfills its vision to create a first-of-its-kind space-based intelligence system, a big focus for people operations is making sure team members have the tools and resources they need to be successful.
“We’re at a pivotal moment in the company’s growth,” Viola said. “So, you will see us continue to invest in onboarding, career path development and training so that the most important part of BlackSky ⏤ our employees ⏤ may grow with us for years to come.”
Another BlackSky core value is celebration, Viola said. The company rolled out its first employee recognition, “Out of this World,” which allows team members to nominate and celebrate their peers for extraordinary work during quarterly all-hands meetings.
Chris Braccio
Vice President of Human Resources, AMERICAN SYSTEMS
Chris Braccio joined AMERICAN SYSTEMS, a mid-sized government contractor with 1,600 employees, in 2007. In addition to her role as vice president of human resources, she serves on the company’s board of directors, the ethics committee and chairs the ESOP administrative committee.
As chair of the Employee Stock Ownership Plan Administrative committee, Braccio collaborated with finance leadership last year to change the timing of the annual company stock contributions. This adjustment resulted in a $1.9 million increase in the annual contribution value to the active workforce — an unprecedented move that greatly benefited the employee-owners.
The most recent year-end share value rose by more than 18%, reflecting the outstanding work of all employee-owners. The ESOP, which is provided at no cost to employees, is regarded as the company’s most important and impactful benefit, and Braccio takes pride in the ability to enhance the wealth of each employee-owner.
“Chris is never satisfied with the status quo,” said John Steckel, AMERICAN SYSTEMS president and CEO. “She has a never-ending list of innovative ideas to make AMERICAN SYSTEMS a better place, and not just from an HR perspective. I really appreciate that.”
Why Watch
Braccio said AMERICAN SYSTEMS is constantly striving to streamline and improve talent management processes, from recruiting and onboarding to maintaining a strong pipeline of highly cleared professionals to support national priority programs. This year, the company will implement advanced technology to enhance its applicant tracking system and launch a new security database to monitor and maintain security clearances company-wide. Braccio expressed pride in the company’s time-to-hire metrics and the number of employee-owners with high-level clearances, noting that these new initiatives will further strengthen their capabilities in a critical industry.
Fun fact: Since childhood, Braccio always wanted to try bobsledding. It took some time — into her 50s — but she finally got the chance to bobsled down the Olympic track in Innsbruck, Austria. The experience was a thrilling 53 seconds.
Aimee George Leary
Chief People Officer, Booz Allen Hamilton
Aimee George Leary has been with Booz Allen for nearly 30 years, using her expertise in talent strategy and leadership to drive the company’s growth and success. She held various roles, including talent strategy officer, before being appointed chief people officer in April 2024. Leary now oversees talent strategy and culture transformation for Booz Allen’s 35,000 global employees as the company pushes innovation and advances mission outcomes.
Under her leadership, Booz Allen achieved record hiring, employee satisfaction and headcount growth. Key initiatives include a revamped recruiting process, the integration of AI and other technologies, support for flexible and hybrid work environments, new training and upskilling resources and leadership development programs.
Leary’s efforts have strengthened the company’s global talent pipeline, improved hiring and retention and generated employee momentum around key initiatives. Her focus on a values-driven culture, emphasizing well-being, development and belonging, has made Booz Allen a top employer.
“At 110 years young, Booz Allen’s workforce is more vibrant and vital than ever,” Leary said. “Our people are propelling our growth and transformation in a dynamic and rapidly changing world, and we are helping them shape their own journey, learn new skills, and grow into leaders as we take Booz Allen into the future together. Most importantly, we are keeping our unique culture at the center of it all ⏤ leading with heart and performance to create a place where everyone can thrive and belong.”
Why Watch
Leary is focused on establishing Booz Allen as a human-centric leading technology company ⏤ cultivating and sustaining a culture where employees thrive and belong alongside rapid technological change and business growth. Her team will work to inspire purposeful engagement and belonging, empower employees’ well-being and development, and simplify, scale and drive efficient talent operations.
Fun fact: “Booz Allen feels as much like family as my husband and two daughters,” Leary said. “In fact, my kids spent their early years at Booz Allen’s in-house day care center, and now they both just wrapped up summer internships here!”
Luke Reichel
Vice President, Talent Management, DMI
Luke Reichel is leading the transformation of human resources by redefining how organizations manage talent at DMI, Inc. He combines talent acquisition, HR and learning and development into a unified strategy that aligns with the company’s business goals. This approach creates a seamless experience for employees from recruitment through professional growth, ensuring each step is supported by a framework for success.
Under Reichel’s leadership, DMI, Inc. has attracted, developed and retained top talent by offering continuous learning and career advancement opportunities. His focus on creating an environment where employees feel valued and empowered has helped the company build a future-ready workforce prepared to meet evolving demands.
“Luke Reichel is a visionary HR leader who views his role as constantly recruiting not only new hires, but also the employees already on the DMI bus,” said Marion Ticknor, chief people officer at DMI. “He strives to provide career growth and learning opportunities for those who already wear our badge in an effort to build culture and loyalty, and he’s one of the best I’ve been honored to work with.”
Why Watch
“In the coming year, we are heavily focused on rolling out our Career Framework architecture and pathways for all DMI roles,” Reichel said. “This ongoing initiative will provide employees with a clear picture of how they fit within the enterprise, a definitive roadmap for career advancement, and matching it with the learning opportunities available to get them to the next level.”
Reichel’s forward-thinking approach emphasizes transparency and employee empowerment. By mapping out clear career paths and connecting them with relevant learning programs, he is fostering a more engaged and motivated workforce. His efforts to improve performance management and strengthen the Learning & Development department aim to upskill employees in key areas for the company’s competitive edge.
“Investing in our employees’ career growth, providing them with opportunities to learn and grow, and matching that with innovative work will be the most impactful and important investment we make as a business,” he said. “We also need to understand what ‘good’ looks like, avenues for job improvement discussions, and options to drive accomplishment. Making a meaningful impression on our employees’ lives is something they’ll remember for years, and it’s what will drive our success.”
Fun fact: Reichel’s leadership style is shaped by his experience as a volleyball player and coach at both the collegiate and high school levels. He applies the same team dynamics and strategic thinking from the court to the workplace, creating a collaborative environment where every team member plays a vital role.
Michael Heller
Vice President of Human Resources, Xcelerate Solutions
This year, Xcelerate Solutions doubled in size following a major merger, contract wins and a recent acquisition. For HR, growth means integrating new employees, and Michael Heller is proud of his team for doing an incredible job helping everyone adjust to the evolving organization. Heller is energized by the diversity, collaboration and expertise Xcelerate is fostering across the company. He finds it exciting to walk the halls and hear conversations he knows will drive solutions for clients.
“Michael is a dedicated leader who truly values the contributions of every team member,” said Mark Drever, CEO of Xcelerate Solutions. “His commitment to fostering a supportive and empowering environment is what makes our company thrive.”
Xcelerate was founded with a commitment to keeping America safe. Many of its contracts focus on safety, ranging from cybersecurity to personnel vetting. The company is actively looking to hire great people, and many of its top team members have joined after serving in the armed forces. Heller is proud of helping Xcelerate achieve the Virginia Values Veterans designation for three consecutive years, continuing to promote the recruitment and hiring of veterans.
“At Xcelerate we have a highly collaborative, team-oriented culture, we don’t want to lose sight of that,” Heller said. “We want everyone who joins Xcelerate to feel they are part of the team driving toward our collective goals.”
Why Watch
In 2024, Heller’s team embraced the mantra “Elevate!” The company is focused on its people, team and “Xcelerators.” With rapid growth, there has been significant change across employee groups, and Heller’s team is dedicated to creating an environment where everyone can contribute and thrive.
From the moment someone joins Xcelerate, the goal is to ensure a positive experience — whether through daily interactions with colleagues, addressing life changes, seeking career advancement or navigating onboarding. Heller’s team is committed to making Xcelerate an employer of choice.
“The quote that really resonates with me is, ‘The function of leadership is to provide more leaders, not more followers,'” Heller said. “I love to enable people, all employees, to get their own ‘lightbulb’ to turn on and for them to continuously evolve into better human beings.”
Fun fact: As a dad, Heller’s daughter means the world to him. He has always tried to be supportive of her activities, which meant supporting her sport — ballet. “Of course, it is easy to sit in the audience and watch because she dances beautifully, but I am proud to say I danced in over 70 productions of the Nutcracker ballet,” he said. “I started as a party guest and eventually played Uncle Drosselmeyer to her Clara.”
Whitney Barrera
Chief People Officer, Intelligent Waves
Whitney Barrera’s strong background in human resources, combined with her mission-focused mindset and dedication to service, sets her apart in the industry. As a Veteran-Owned and Operated company, Intelligent Waves creates high-paying jobs for veterans, who make up nearly half of its workforce.
Barrera’s personal connection to the military — as the wife of a former U.S. Marine and the daughter and granddaughter of U.S. Navy and Army veterans — gives her a unique perspective and deep understanding of the importance of supporting and advocating for team members.
Why Watch
Barrera’s leadership philosophy emphasizes the vital role of every team member and the value of building a strong, supportive community, reflecting her commitment to creating a positive and empowering work environment. Her previous role as VP of talent at Intelligent Waves, where she led a highly successful recruiting team and significantly contributed to the company’s growth, further showcases her ability to drive meaningful change within the organization.
Barrera’s education in foreign languages, communications and organizational development, along with her memberships in top HR organizations like the Society for Human Resource Management and Talent Acquisition Leadership Keynotes, highlights her commitment to continuous learning and growth in the HR field.
“We are excited to promote Whitney Barrera to our executive leadership team,” said Tony Crescenzo, CEO of Intelligent Waves. “As VP of Talent, Whitney has assembled an outstanding team of recruiters who have contributed significantly to our growth. As a Washington Post Top Workplace in 2024, Whitney’s new role as IW’s Chief People Officer will be expanded to include leading IW’s human resources strategy and our excellent HR team.”
Danielle Cole
Chief People Officer, Agile Defense
Danielle Cole said it’s been a rewarding experience to grow her career with Agile Defense and be part of a team that truly values its people. When she joined over a decade ago, the company had fewer than 50 employees. Today, she leads the People Operations team, supporting nearly 1,200 professionals — a testament to the company’s collective efforts and commitment.
Along the way, she helped enhance benefits, refine recruiting processes and foster an environment where everyone can thrive. Being part of building a culture where people feel valued and empowered has been a defining moment in her career, and she is excited to continue championing Agile Defense’s mission as they move forward together.
“Danielle’s passion for supporting our team is truly inspiring,” said Rick Wagner, CEO of Agile Defense. “Her unwavering commitment to excellence has been a driving force in shaping our company’s vibrant culture. She has a remarkable ability to make everyone feel valued, and it’s this connection that keeps our employees excited and engaged as part of our team. Her contributions have not only strengthened our company but have also created an environment where people are genuinely thrilled to be here.”
Why Watch
2024 is set to be a transformative year for Agile Defense as the company embarks on an ambitious journey to elevate the entire employee experience. With recent growth, Agile Defense is expanding its HR infrastructure by implementing new technologies and processes to streamline talent acquisition and enhance employee engagement. By expanding benefits and wellness programs, the company aims to ensure employees feel valued and supported.
Agile Defense plans to improve its employee recognition program and create streamlined promotion paths to foster growth and drive career advancement across the organization. These efforts aim to build a strong foundation that will grow with the company and continue to support its team. The next 12 months will be a defining period of growth and transformation as Agile Defense lays the groundwork for a thriving, inclusive and future-ready organization.
“Seeing how our efforts in People Operations directly impact the well-being and growth of our people is incredibly rewarding,” Cole said. “It’s exciting to be at the forefront of nurturing our culture that supports innovation and collaboration. Every day presents a new opportunity to make a difference, and that’s what drives my passion for this work.”
Fun fact: Cole is a passionate soccer fan, and she and her family love cheering on their favorite teams together.
Janet Brewer
Chief People Officer, Arcfield
For Arcfield Chief People Officer Janet Brewer, the focus this year is all about “the power of and.” Arcfield acquired two companies in the second half of last year and has since been laser-focused on how best to leverage the strengths of each group to achieve an even greater outcome than each of its parts could on their own.
Brewer’s combined HR and marketing team spent much of the past year working together to tackle problems in a more integrated way to maximize impact. In the second quarter, Arcfield planned to host a job fair. To encourage the use of a new social media employee advocacy tool the company had recently launched, they developed an internal competition to promote the event via the tool.
Each share raised money for Hero Dogs, an organization they were partnering with, and the team with the highest adoption rate on the tool earned the privilege of naming the Arcfield-sponsored service dog (check him out on Instagram at @herodogsgunner).
“I was proud of the cross-functional team for designing an innovative approach where the benefits were multifold,” Brewer said. “We supported an organization that directly benefits the veteran community, we encouraged tool adoption through friendly inter-company competition, and we accelerated business outcomes through higher-than-usual turnout for the job fair. This is just one of many examples of the work we are focused on this year and how expansive the power of ‘and’ can be.”
Why Watch
In 2024, Brewer says the team is focused on accelerating Arcfield’s growth by increasing investments in people, communities and technology. Along with an expanded presence at tradeshows to connect with customers and partners, the company also broadened its philanthropic efforts to better support the communities where they live and work.
New Arcfield employees will have access to just-in-time training from day one, with over 50,000 pieces of content covering topics from self-leadership to technical skills, helping them achieve their professional goals. People managers receive additional in-person training tailored to their strengths to help them effectively engage their teams and grow as leaders. Brewer and her team also launched an internal mobility program to support career growth within the company and are introducing business network groups to foster a stronger sense of community at Arcfield.
Fun fact: During her undergraduate studies at William & Mary, Brewer joined the dive team with no prior experience. The team was looking for former high school gymnasts, as many of the skills are transferable.
Megan Hanik
Chief People Officer, Groundswell
Megan Hanik successfully led the integration of three distinct small federal government tech companies into a unified Groundswell entity and value proposition. She prioritized automation and optimization from the start, implementing innovative programs, policies and engagement drivers that resulted in higher employee retention (against industry benchmarks) and increased productivity throughout the organizational transition.
This achievement earned Groundswell the 2024 Gold Merit Award for HR Technology Implementation and Megan the 2023 Woman in Technology Leadership Award for Mid-Market Businesses.
“Under Megan’s leadership, her team has accomplished more in the last 24 months than I have seen teams twice the size accomplish in five years!” said George Batsakis, CEO of Groundswell.
Why Watch
As a consultant at heart, Hanik anticipates future business needs and direction. She established the foundation for Groundswell’s sustained growth over the next several years. By implementing technology at scale, Hanik ensures Groundswell continues to deliver exceptional value to its employees while allowing them to directly experience the same technology that is implemented for customers.
“It’s not about how many times you fall or even the fall itself. It’s about how you pick yourself back up (and adjust your crown),” she said. “Resilience is my superpower!”
Fun fact: Before leading HR at Groundswell, Hanik spent 15 years as a human capital consultant, focusing on customer missions. This experience now shapes her approach to internal HR, where she prioritizes the unique needs of Groundswell’s employees and how technology can elevate their experience.
Susan Balaguer
Chief Human Resources Officer, Parsons
Susan Balaguer’s biggest recent achievement, and something she takes pride in throughout her career, is building a strong HR team. She said she feels humbled and blessed to work alongside so many competent, smart and energetic professionals at Parsons. Balaguer emphasized that without their support, she could not have accomplished the many initiatives now in place.
“I am very grateful to have had a very rewarding career in Human Resources and would not change a thing in my journey that led me to this career choice,” Balaguer said.
Why Watch
In 2024, Balaguer and her team are focused on improving the manager experience, which in turn will enhance the employee experience. The first step is publishing a manager onboarding guide to streamline the hiring process, saving managers valuable time. They are also developing a one-stop website to house all manager tools, ensuring quick access to essential information.
Additionally, a new manager training course is being created for employees new to management and for managers new to Parsons. Balaguer’s team is excited about these enhancements, believing it’s the right focus, especially considering the saying, “employees don’t leave companies, they leave managers.”
Fun fact: Balaguer was once a very engaged ballroom dancer. “It’s been a few years, but I have fond memories of those days in the ballroom learning new dance moves and meeting so many new friends,” she said.
Jen Swensson
Vice President of People, Casepoint
Achieving a 99% participation rate in Casepoint’s recent employee experience survey stands out as a significant milestone in Jen Swensson’s career. This unprecedented level of engagement reflects Casepoint’s deep commitment to prioritizing employee experience and actively listening to the team. With 92% of employees willing to refer Casepoint to a friend, the company is confident it’s heading in the right direction, she said.
“The employee experience is at the center of everything we do at Casepoint,” said Casepoint CEO Haresh Bhungalia. “Jen has embraced this philosophy and is integral in elevating the employee experience, as we enter the next phase for Casepoint. Of all my years running multiple companies, Jen is the best HR professional I have ever worked with. It is an honor to have her on the team.”
Why Watch
In 2024, Swensson and her team are heavily focused on a comprehensive assessment of Casepoint’s employee experience and the systems that support the company’s core employee strategy. By the end of the year, Casepoint will have completely revamped its talent acquisition, learning, feedback and engagement systems. The company is also enhancing its time-off policies to better support employee wellness and launching its first affinity group, the Casepoint Women’s Network.
“I am incredibly proud to have joined Casepoint, an organization that understood the value of its people even before I arrived,” Swensson said. “The support I’ve received across the company is unmatched, and the culture of kindness and mutual support makes every day at work a genuinely human experience.”
Fun fact: Swensson’s path to HR was far from traditional. While working full-time as an office manager, she attended George Mason University in the evenings, initially pursuing a degree in graphic design. After eight years of perseverance, she realized her true passion was in supporting employees and helping them achieve their career goals. Swensson credits her grit and determination to her boss at the time, Doug Strahan, who encouraged her to pursue further certifications and stay committed to her journey.
Melanie Anderson
Senior Vice President of Human Capital, HII Mission Technologies
Melanie Anderson has over 20 years of multifunctional human resources experience supporting high-performance organizations in the government services, aerospace and defense, commercial, and high-tech industries.
She is a leader committed to employees and business growth, balancing a strategy that meets the goals of the organization, but also empowers and advances employees, making HII Mission Technologies an employer of choice in defense technologies.
“Melanie is revolutionizing our People and Culture strategy,” said Andy Green, executive vice president of HII and president of the Mission Technologies division. “She and the Human Capital team have embarked on initiatives strengthening the employee value proposition, emphasizing individual ownership and providing opportunities for future growth within HII.”
Why Watch
Anderson and her team have implemented a robust strategic plan, addressing four key areas: attracting and cultivating critical talent; enhancing talent development and internal career mobility and advancement; building a diverse and inclusive culture; and creating a more agile, operationally efficient and strategically aligned HR organization. Through these efforts, Mission Technologies has seen strong hiring, solid employee engagement and below-market voluntary attrition.
This year Anderson’s team laid the roadmap for creating MyCareerCompass, a culture-changing career development eco-system comprising resources and tools that work in unison, offering employees the opportunity to “chart their own career path” at HII. Building awareness and excitement for new talent development tools and improvements has empowered employees to take control of their professional development and career planning.
“We’ve invested heavily and put a lot of effort into the career development platform,” Green said. “There are a lot of things going on in HR that are designed to make sure people understand they have plenty of opportunities at HII. Our human capital team successes, including a huge internship program, an increase in veteran hiring, and a decline in voluntary attrition, are a direct result of Melanie’s leadership.”
Julie Anna Barker
Chief Human Resources Officer, ManTech
Julie Anna Barker said 2024 has been a year focused on leadership development because great leaders attract and retain top talent. ManTech’s new Leading for Outcomes program is a unique leadership initiative with a custom-designed curriculum tailored specifically for the company.
“We take a unique-to-ManTech approach to everything we do,” Barker said.
All ManTech leaders are participating in a three-day immersive learning experience at the University of Virginia Darden campus, designed to provide a one-of-a-kind leadership development experience. As one of Glassdoor’s “Top 50 2024 Best-Led U.S. Companies,” ManTech continues to invest heavily in leadership growth, believing that when you grow your leaders, you grow your people and your business.
“My vision as CHRO leader is to leverage our people-informed data on Human Capital decisions,” Barker said. “The work we do related to our people drives greater functional credibility, better partnership with our business leaders and successful outcomes when we have quantifiable and measurable goals to enable growth of the business and our people.”
Why Watch
ManTech continues to raise the bar on hiring, retention, employee experience and its commitment to bringing next-level technology and innovation to safeguard the nation’s sovereignty. As the company develops its people, it enhances its technology solutions and innovation. By improving employee engagement, ManTech collectively engages more effectively with clients. When the company models its ethics and commitment to the mission, employees feel a stronger sense of purpose. What makes ManTech unique is its employee-centric approach ⏤ anything becomes possible when you prioritize your people.
“Julie Anna and her team continue to make ManTech the best place for employees to grow their skills, advance their careers, work with highly talented leaders ⏤ while supporting missions that matter,” said ManTech Executive Vice President and Chief Performance Officer Bonnie Cook.
“ManTech is a people company, and our talented workforce will continue to drive our success. It is why we are focused on being the best place to work for our current and future employees.”
Beth Skoletsky
Chief Human Resources Officer, Ultra Intelligence & Communications
Over the past 16 months, Beth Skoletsky’s team at Ultra Intelligence & Communications transformed HR by using data-driven decisions to modernize technology and refine systems. This effort has standardized data, reduced preparation time for business reviews and linked analytics to business strategy.
Skoletsky is inspired by her team’s dedication and ingenuity, driving meaningful change and shaping the future to create the best possible employee experience at Ultra I&C.
“The work we do is crucial in helping our employees reach their full potential in an environment where our solutions play a vital role in safeguarding military personnel worldwide,” she said. “I am incredibly proud of our team’s dedication and the strides we’re making. Together, we’re not just moving forward; we’re paving the way for an exceptional future.”
Why Watch
In 2025, the HR team and the entire Ultra Intelligence & Communications organization will embark on the next phase of its strategy to achieve significant growth milestones. In doing so, they are focused on exciting opportunities to further develop company culture and elevate operational excellence within HR processes.
Each advancement brings the company closer to realizing the ideal experience for employees, driving organizational growth and delivering exceptional value to its customers, all of which are key organizational measures.
“Beth is committed to delivering HR programs that make a tangible difference for employees, managers, and customers,” said Jon Rucker, CEO of Ultra I&C. “She works to ensure that each initiative adds significant value and aligns with the broader strategic organizational objectives and our culture of inclusiveness.”
Fun fact: Skoletsky thrives on exhilarating experiences, especially those that get her adrenaline pumping. Whether it’s leaping from an airplane at 20,000 feet or diving off a cliff in Hawaii, if it’s a challenge that pushes boundaries and few would dare to try, she’s there and ready to take the plunge first.
Donna Diederich
Chief Human Resources Officer, LMI
Donna Diederich’s greatest achievement is her role in shaping LMI’s culture and driving innovation. As CHRO, she helped LMI become a top workplace, attracting and retaining top talent in government consulting. Strategic initiatives in employee benefits, engagement and professional development have transformed LMI’s work environment, fostering creativity and a sense of belonging.
LMI seamlessly integrated innovation and inclusion into its operations, delivery and employee experience, making them core to the company’s identity. This approach enabled LMI to meet its commitments to diversify the workforce and create an inclusive, equitable culture where everyone can thrive.
Under her leadership, LMI introduced key employee programs and benefits, including the digital enablement development program and an award-winning mentoring initiative. These initiatives were key in building an inclusive, high-performing culture. With a stronger focus on technology, 28% of LMI’s hires came from the company’s digital and analytics services. Diederich’s commitment to fostering a vibrant, inclusive culture earned her the 2023 WashingtonExec Pinnacle Award for HR Executive of the Year, Private & Public Companies, recognizing her impact as LMI’s CHRO.
“As LMI’s CHRO, I am thrilled to lead our people operations and culture initiatives to drive tangible results for our organization,” Diederich said. “Our recent recognitions, including top places to work awards, are a testament to our commitment to fostering a vibrant culture and expanding our solution-oriented abilities. I am excited to explore new opportunities in the HR space, leveraging innovation, talent development, and strategic acquisitions to propel LMI forward.”
Why Watch
In 2024, Diederich’s team will focus on expanding opportunities to innovate by leveraging cutting-edge tools and tailored strategies to ensure LMI has the right talent for current and future needs. The team will also prioritize retention through career development, offering clear progression paths and growth opportunities within the company to keep top talent.
Additionally, LMI will invest in leadership and professional development programs to cultivate future leaders. A key differentiator for LMI is its commitment to work-life integration, fostering innovation at all levels, creating strong pathways for professional growth, and appealing to candidates driven to make an impact through mission-focused work.
Fun fact: Diederich and her family are certified scuba divers, and exploring the vibrant underwater worlds of the Caribbean is their favorite adventure. Whether diving in the Virgin Islands, exploring Mexico’s reefs or discovering hidden gems in Turks and Caicos, Aruba and Honduras, every dive is an unforgettable experience for them.
Sylvia Kilpatrick
Vice President of Human Resources, SMX
Sylvia Kilpatrick’s biggest recent achievement will be successfully leading the harmonization of benefits, policies and HR systems across all of SMX, to include Outside Analytics and Creoal Consulting which were acquired by SMX in late 2023.
“Sylvia is a key member of our Senior Leadership Team and demonstrates daily how SMX lives its Core Values, especially Invest in Our People,” said SMX Chief Administrative Officer Laurell Aiton.
“During 2024, Sylvia has been heavily focused on integrating two acquired companies, managing everything people related and with a significant focus on harmonizing employee benefits. Her inclusive approach and strong attention to detail are skills she utilizes daily in her execution of this significant project that will heavily influence people feeling a sense of belonging at SMX.”
Why Watch
In addition to supporting a successful integration of Creoal and Outside Analytics, one of Kilpatrick’s team’s strategic priorities is continuing to build momentum and position SMX as a destination employer. This year, the team continued to curate its Career Pathing framework, building out resources on the company intranet to further support employees as they grow their careers at SMX. The team will also continue to invest in and develop employee engagement initiatives such as the leadership development program. Focusing on these priorities has led to an increase in employee retention.
Fun fact: Kilpatrick is a certified yoga teacher and last year completed a 9-month yoga teacher training program to better understand yoga philosophy.
Debbie Rhodes
Vice President of Human Resources, CGI Federal
Debbie Rhodes is a pivotal leader at CGI Federal, the wholly-owned U.S. operating subsidiary of CGI, employing around 7,000 professionals. With a strong commitment to employee well-being, she focuses on enhancing employee experience and driving strategic human resources initiatives that ensure efficient processes and a supportive workplace.
Under her guidance, CGI Federal is committed to improving the resources available for employees (known as CGI Partners), attracting diverse talent and fostering an inclusive workplace environment.
Rhodes leads several initiatives that promote collaboration, empower employees and strengthen CGI’s workplace culture. She recently played a key role in launching two important tools to enhance the CGI Partner experience: one focused on employee well-being, offering access to coaching for CGI Partners and their families, and another, a dynamic portal that provides transparency and insights into employees’ total rewards. These tools are designed to inform and empower members, giving them greater control over their benefits.
“CGI prides itself on listening to its employees and acting on their insights and recommendations,” Rhodes said. “It is part of an ongoing process of creating a workplace environment that informs, empowers and encourages every CGI Partner to pursue and maintain a career that is unique to their goals, passions and aspirations.”
These employee-centered initiatives, along with ongoing initiatives like employee resource groups, have earned the company notable industry recognition. In 2024, CGI was honored by Top Workplaces USA and Forbes, ranking among America’s Best Large Employers and Best Employers for Women.
Why Watch
As CGI expands in the U.S. through organic means and mergers, Rhodes is focused on integrating a growing employee base into the company’s unique culture. She is particularly excited about initiatives focused on diversifying leadership, expanding development opportunities, shifting to a skills-based hiring process and building a strong talent pipeline through community partnerships. The future looks promising for CGI Partners, both current and future.
Fun fact: Outside of work, Rhodes loves to unwind in beachy Caribbean spots and enjoys cheering on her kids on the soccer fields.
Debbie Peterson
Senior Vice President of People & Culture, MetroStar
Debbie Peterson’s most significant recent achievement includes increasing the company’s veteran representation by 7%, designing internal growth strategies that boosted leadership diversity at MetroStar by 87% and partnering with people leaders across the organization to reduce turnover by 30%.
“MetroStar exemplifies the differentiator People Operations Teams provide when they are strategically aligned and empowered to transform vision into action,” Peterson said.
Why Watch
In 2024, Peterson and her team are heavily focused on building a strategic talent acquisition and retention program that maximizes MetroStar’s unique culture and fosters engagement, growth and well-being. They are actively reimagining the strategy, processes and plans required to attract and retain the best talent in the industry.
Fun fact: Peterson loves the desert and astronomy. She spent a lot of her childhood classifying and collecting rocks and learning how to navigate the night skies with her dad in southern Utah’s red rock country.
Laura Giangiuli
Executive Vice President & Chief Human Resources Officer, CALIBRE
Under Laura Giangiuli’s leadership, HR continues to foster a positive workplace culture, ensuring compliance with regulations and aligning human capital with the CALIBRE’s short- and long-term goals. From recruitment and onboarding to talent development and employee relations, her team guides CALIBRE toward optimal performance and sustainable growth.
Over this past year, Giangiuli continued to lead the corporation on a journey to intentionally increase employee engagement and retention while fostering a workplace that values and celebrates differences. The entire CHRO Division signed the “Disability Inclusion Pledge,” signaling its commitment to creating not only a diverse, equitable and inclusive environment but also an accessible workplace for all.
Under Giangiuli’s leadership and direction, HR is passionate about and dedicated to creating an inclusive environment where every employee-owner feels valued and respected. Her work in this area was recognized in 2023 when she was a Washington Business Journal HR Impact Awardee.
“CALIBRE recognizes that our greatest asset is our people, and investing in their development is the key to driving organizational success,” she said.
Why Watch
Giangiuli and the HR team continue to focus on creating an internal pipeline of talent through professional development, upskilling and a newly launched mentor program. In 2024, she and the HR team are refreshing and revamping the company’s internal training program ⏤ CALIBRE University ⏤ by adding new and relevant courses in business development, remote leadership, belonging and emerging technology.
Additionally, she remains committed to solving the company’s talent shortage by creating employment pathways for underserved communities through corporate partnerships, paid internship opportunities and expanded outreach.
“Laura’s tenure and rise at CALIBRE is something we commend, and I hope her journey inspires our employees that our company is a place they can build a long and successful career,” said Richard Pineda, president and CEO of CALIBRE.
Fun fact: Giangiuli is a fanatical Alabama football fan and plans vacations, family events and her life around the Alabama football season. “I’ve watched the past 10 SEC championship games on my cellphone while at the CALIBRE holiday party,” she said.
Angie Combs
Executive Vice President & Chief Human Resources Officer, CACI
Angie Combs, a human resources leader with over 25 years of impressive experience, has a proven track record of aligning HR initiatives with overarching strategic goals. She consistently delivers results for CACI’s 24,000-strong workforce that drive organizational success and tap into her wealth of expertise in employee development, leadership growth and talent management.
This year, Combs advanced CACI’s internship program, which welcomed over 300 interns. Under her leadership, the program became a key part of the company’s talent pipeline, offering interns meaningful work that fuels their passions and prepares them for future careers. As the season ends, Combs and her team are proud to extend full-time offers to about 79% of the interns. Through her efforts, Combs helped establish CACI as a place where individuals at any stage of their career can realize their limitless potential.
“Talent acquisition is not just about filling roles; it’s about cultivating a workforce that can adapt, grow and lead in an ever-changing landscape,” she said. “My team and I are dedicated to driving innovation in how we attract and develop talent, ensuring we’re ready to pivot to the future and meet the demands of this rapidly evolving industry.”
Why Watch
In 2024, Combs and her team are strategically focused on navigating the significant shifts in the labor market, particularly as Generation Z begins to outnumber baby boomers in the workforce. With fewer people at prime working age and the demand for new skills growing rapidly, Combs recognizes the urgency of adapting to these changes. By fostering a culture of continuous learning and upskilling, Combs is setting the stage for a more agile and future-ready workforce at CACI, ensuring the organization remains competitive and innovative in the years to come.
“Angie’s innovative approach and dedication to nurturing a diverse and adaptable workforce are key drivers of our continued success,” said John Mengucci, CACI president and CEO. “Her work not only aligns with our strategic goals but also sets a high standard for excellence across the organization. With Angie at the helm of our HR initiatives, we are well-positioned for a future marked by continued growth and abundant opportunities.”
Jo Ann Bjornson
Chief Human Resources Officer, V2X
According to Jo Ann Bjornson, recent key program wins enabled V2X to improve talent acquisition and strengthen its brand recognition in the market.
Moving forward, V2X will continue to remain hyperfocused on refining tools and processes to leverage its scale and increase efficiency and ease for end users to enable focus on the mission.
Why Watch
V2X welcomed a new CEO this year, beginning a new chapter for the company, and bringing a new energy to its vision and strategy. V2X continues to differentiate itself in its ability to operate at scale and with agility, even in the most austere of environments.
“Our people are our strength: their commitment, grit and determination are second to none,” Bjornson said.
Looking ahead, V2X is putting more focus on developmental opportunities for its people.
“I am a big proponent of experiential learning,” Bjornson said. “The scale, complexity and diversity of the work we do at V2X provides a unique platform for that type of learning that cannot be found at other companies.”
Fun Fact: Bjornson loves fishing. Her happy place is sitting on the serenity of a lake, in the quiet of nature, waiting for the big one to bite.
