Director of human resources jobs in Ellicott City, MD - 401 jobs

Career Opportunities with Edison Electric Institute A great place to work. Careers At Edison Electric Institute Current job opportunities are posted here as they become available. About EEI The Edison Electric Institute (EEI) is the association that represents all U.S. investor-owned electric companies. Our members provide electricity for more than 220 million Americans and operate in all 50 states and the District of Columbia. As a whole, the electric power industry supports more than 7 million jobs in communities across the United States. Position Overview EEI is seeking a Managing Director, Human Resources to modernize HR operations, strengthen core processes, and enhance the employee experience in support of the organization's mission. This leader will oversee key HR functions while serving as a strategic partner to leaders across the organization. The ideal candidate is a trusted advisor and partner who is solutions-oriented and focused on building a collaborative HR function that enables employees and leaders to deliver strong value to EEI's member companies. Reports to the Chief Administrative Officer. Accountabilities HR Operations & Technology Build a service-oriented HR infrastructure that improves efficiency, strengthens process consistency, and provides employees and leaders with clarity and confidence. Modernize HR processes and optimize HR technology to improve data quality, reporting, and automation, giving the leadership team the insights needed to make informed, strategic decisions and enhancing the overall employee and manager experience. Establish clear operational frameworks that determine what should be managed internally versus strategically outsourced. Partner with Legal and Finance to maintain compliance and uphold operational excellence. Talent Acquisition & Onboarding Design and lead a forward-thinking talent acquisition strategy that anticipates organizational needs and ensures EEI hires top talent to achieve initiatives. Elevate the recruiting experience by partnering closely with hiring managers to define roles, strengthen selection, and onboard the right talent at the right time. Create an onboarding experience that accelerates connection, clarity, and performance, ensuring every new employee understands EEI's mission, the significance of their role, and how their work contributes to member value. Performance Management & Employee Relations Partnership Shift performance management toward an ongoing, growth-oriented model that prioritizes timely feedback, coaching, and transparent accountability. Ensure consistent guidance, expectations, and support for employees that align with our values by strengthening leadership alignment throughout the organization. Serve as a trusted advisor to leaders, offering practical guidance on performance and employee matters, and partnering with General Counsel to ensure decisions align with EEI's values and legal standards. Total Rewards Administration Guide the administration and evaluation of compensation, benefits, and recognition programs, ensuring they remain competitive and aligned with EEI's workforce needs by leveraging compensation studies, market benchmarking, and external expertise when needed. Provide insights on evolving workforce expectations and use data and external resources to help EEI maintain attractive, equitable, and relevant offerings across a diverse set of roles. Strengthen talent pipelines through workforce planning and succession planning, with particular emphasis on identifying and developing high-potential employees. Enhance leadership and management effectiveness by supporting programs that develop core people leadership and supervisory skills across the organization. Enhance talent development by creating growth pathways and cross-functional opportunities that build capability and strengthen engagement. Advance employee engagement through practical, integrated approaches that reinforce EEI's values in daily interactions and HR practices. Education & Experience 15+ years of progressive HR experience with strong business partner, generalist, and HR strategy work. Demonstrated experience improving HR processes, systems, and service delivery in a complex or multi-stakeholder environment. Experience coaching and supporting leaders on performance, employee relations, and team development. Background supporting or developing leadership and management development programs. Experience implementing HR technologies (HRIS + ATS) and the ability to use data to guide insights and provide an HR dashboard for the leadership team. Strong business acumen, communication, and relationship-building skills with the ability to influence and collaborate at all organizational levels. Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field is preferred. HOW TO APPLY: Interested applicants should apply online through EEI's career site. An application is considered when all required fields are completed. Compensation: The salary range for this role is between $194,700 - $292,100. Starting annual salary will be determined on individual qualifications. We offer a competitive benefits package that includes medical, dental, vision, 401k, paid time off, tuition assistance, wellness incentives and programs, transportation subsidy, and professional development opportunities. The role is eligible for a performance based annual bonus. PHYSICAL AND SENSORY DEMANDS: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EEI is committed to providing a productive and safe environment. To achieve that goal, we conduct background and reference check investigations for all final applicants being considered for employment. #J-18808-Ljbffr

Who We Are Great Minds is a high-growth, mission-driven organization founded by educators in 2007. As a for-profit, Public Benefit Corporation, we believe all students deserve access to meaningful, challenging content-and all teachers deserve tools that are intuitive, effective, and built for the realities of today's classrooms. We develop high-quality, knowledge-rich math, science and ELA curricula grounded in research and designed in collaboration with educators. Our materials reflect real classroom needs and are built to drive lasting student outcomes. We are committed to usability, coherence, and practical implementation-supporting teachers not just through curriculum, but with professional learning, purposeful technology, and responsive service that enable strong adoption and impact. What We Build Our products-Eureka Math and Eureka Math², Wit & Wisdom, PhD Science, Geodes, and the newly launched Arts & Letters ELA-are trusted by thousands of schools and districts nationwide. Eureka Math is the most widely used math curriculum in the U.S., and is focused on balancing conceptual understanding, procedural fluency, and application. Wit & Wisdom and Arts & Letters ELA™ anchor our reading strategy with content-rich, grade-level instruction that integrates literature, history, and the arts, grounded in the science of reading. Geodes complements our reading suite with decodable texts that pair phonics with meaningful content to support early literacy. PhD Science is a hands-on K‑5 Science program that sparks curiosity as students build enduring knowledge of how the scientific world works. These programs reflect a shared belief in high expectations, joyful rigor, and deep respect for educators and students. Where We're Headed Great Minds is entering a new stage of growth and product maturity. We are focused on building more connected, customer-informed experiences across the full educator journey-from curriculum to professional learning to platform and support. Our long-term vision is to become a true partner in impact-not just delivering curriculum, but supporting educators in achieving outcomes at scale. Job Purpose As the Director, HR Business Partnering you will lead a lean team of HR Business Partners and generalists, while also serving as a strategic HR Business Partner (HRBP) to critical business units. You will be accountable for the overall effectiveness, consistency, and quality of HR Business Partnering across the organization to include setting direction, building capability, and driving disciplined execution of core people processes. You will act as a trusted advisor to senior leaders, guiding organizational effectiveness, talent planning, change enablement, and culture building, while providing hands‑on leadership, coaching, and prioritization for the HRBP team. This role also provides oversight of core people policies and HRBP‑owned processes, ensuring they are applied consistently, evolve with the business, and balance employee experience with risk management. Responsibilities Team Leadership Lead, coach, and develop a team of HR Business Partners and Generalists, setting clear expectations for strategic impact, consultative effectiveness, and execution excellence. Establish and reinforce standards for HRBP delivery, including consulting approach, documentation, communication quality, and stakeholder management. Allocate HRBP capacity across the business, balancing strategic initiatives, leader support, and operational needs. Act as the primary escalation point for complex, high‑risk, or enterprise‑impacting people matters, partnering closely with Legal and HR COEs to manage risk and evolve policies and practices. Monitor trends and risks emerging from employee relations cases, engagement data, and leader feedback; recommend proactive interventions or policy updates. Drive continuous improvement of workflows and processes to reduce friction, clarify ownership, and improve leader and employee experience. Strategic Partnership & Business Alignment Personally serve as HR Business Partner to designated business units, modeling the expected HRBP approach while balancing enterprise leadership responsibilities. Serve as a consultative thought partner to senior leaders on workforce planning, organizational structure, and change readiness. Translate business objectives into people strategies that drive performance, engagement, and growth. Influence early planning processes and decisions with HR insights and talent implications. Balance the needs of assigned business units with enterprise priorities, ensuring HRBP decisions and investments align to overall organizational impact. Leadership Development & Capability Building Coach leaders to elevate effectiveness, navigate complexity, and build high‑performing teams. Equip managers with tools, frameworks, and guidance to solve challenges independently and develop their teams. Facilitate capability‑building sessions that reinforce leadership and managerial growth. Organizational Effectiveness & Change Enablement Serve as a sounding board for navigating team dynamics, restructuring, and transitions. Diagnose structural and capability gaps and lead cross‑functional change solutions with leaders, HR COEs, and internal and external partners to ensure adoption and cultural alignment. Model the use of repeatable tools and systems, to frame decisions, streamline conversations, and increase strategic capacity. Engagement & Employee Experience Help business leaders understand and act on employee engagement and sentiment data to strengthen team culture and performance. Collaborate across HR to align performance and recognition systems with values and business impact. Talent Planning & Succession Management Enable robust talent planning processes focused on critical roles, succession readiness, and pipeline development. Bring insights and recommendations based on data and workforce trends to influence planning and investment. Requirements 7+ years of experience in a strategic HRBP, organizational effectiveness, or similar internal consulting/advisory role. 5+ years supervisory/management experience with direct responsibility for hiring, onboarding, motivating, and managing the goals and performance of a team. Demonstrated experience setting and scaling standards, operating models, or practices across an HR or consulting function. Proven expertise in coaching, change leadership, talent strategy, and organizational design and effectiveness. Business acumen and systems thinking skills with the ability to connect people and strategy. Demonstrated ability to build strong relationships, coach senior leaders, and influence across all levels of the organization-bringing the confidence, resilience, and consultative presence needed to challenge assumptions and guide toward better outcomes. Experience providing policy development, interpretation, governance, and risk‑mitigation in partnership with Legal or Compliance. Strong analytical and problem‑solving skills with experience translating data into actionable insights. Comfort with ambiguity and change with demonstrated success in a fast‑moving, evolving environment. Adept at advocating for and leveraging modern technology-including HR systems, productivity platforms, and emerging tools like AI-to streamline work, scale impact, and drive innovation. Required Education Bachelor's degree Status Full‑time Location Remote The expected base salary range for this position is $163,000‑$179,000, however the offered salary may be higher or lower than the above range dependent on numerous factors including, but not limited to location, work experience, skills and internal equity considerations. The base salary is not inclusive of benefits or other incentives. A cover letter and resume are required to be considered for this position. New employees will be required to successfully complete a background check. Any communication to applicants relating to the Great Minds hiring process will only come from email addresses with the domains greatminds.org or greatminds.recruitee.com. If in the course of the application or hiring process with Great Minds you are contacted through another domain, are requested to provide banking or other sensitive information, or you note any other suspicious activity, please contact ***********************. Great Minds is an equal opportunity employer. We will extend equal opportunity to all individuals without regard to race, religion, color, sex (including pregnancy, sexual orientation, and gender identity), national origin, disability, age, genetic information, or any other status protected under applicable federal, state, or local laws. Our policy reflects and affirms the organization's commitment to the principles of fair employment and the elimination of all discriminatory practices. #LI‑Remote #J-18808-Ljbffr

A nonprofit organization located in Washington is seeking a Senior Director of Human Resources. This role requires extensive HR experience and the ability to lead talent acquisition, performance management, and employee relations functions. The ideal candidate will have a strong background in organizational development and data analytics. This position emphasizes building an inclusive culture and aligning HR practices with the broader organizational goals. Competitive salary and comprehensive benefits package offered. #J-18808-Ljbffr

A professional association in Washington, DC, seeks a Senior Director of Human Resources to lead HR functions. This role requires a strategic leader with at least 10 years of HR experience, particularly in nonprofit environments. Key responsibilities include overseeing recruitment, managing performance processes, and enhancing workplace culture. The ideal candidate has a Bachelor's degree in HR, along with relevant certifications, and demonstrates strong leadership with a focus on equity and inclusion. This position offers a chance to shape HR practices in alignment with organizational goals. #J-18808-Ljbffr

The Associate Director of Human Resources and Administration works closely with the Senior Director of Administration and senior leadership to ensure that the Foundation for the Defense of Democracies (FDD) offers a rewarding work environment and positions team members individually and collectively to meet FDD's vision, mission, values, and objectives. Responsibilities HR Management Advise the senior management team on overall strategic human resource best practices. Identify and implement appropriate HR systems or optimize existing systems to support efficient and effective management of HR information and data. Foster a sense of belonging, engagement, and excellence across all departments and support and facilitate an environment in which staff continue to take initiative, provide feedback, and collaborate based on mutual respect in service to the association's mission, vision, values. Recruiting and Onboarding Work closely with hiring managers to identify new talent, including advising and facilitating the recruitment and advertising, and supporting senior managers as needed during the process. Oversee and facilitate a comprehensive onboarding process for new team members. Employee Benefits Collaborate with Senior Director of Administration to review and develop benefits programs that support team member recruitment and retention. Help educate employees about FDD's benefits programs. Ensure compliance with all federal and local regulations. Performance Management Develop programs and strategies to recognize staff achievements and contributions, provide opportunities for teambuilding, and boost morale and well-being, with special attention in mind of the association's hybrid work environment. Lead and organize FDD's annual review practice and develop systems and processes to ensure that it functions smoothly. Payroll Management and HR Information Oversee biweekly payroll process. Retain personnel files in secure and confidential manner and maintains all required filing and employee record retrieval system for past and current team. Policies and Compliance Maintains knowledge of HR trends and best practices, federal and state regulatory changes, new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to senior. Ensure that annual Workers Compensation, and other relevant, audits are performed when. Periodically review and propose updates to the team member. Qualifications Bachelor's degree required, Master's degree in Human Resources or related field. Minimum of five years of Human Resources experience required; experience in a not-for-profit setting. Sound judgment and excellent analytical. Strong organizational skills and high degree of attention to. Strong interpersonal and excellent written and oral presentation. Must be service oriented, diplomatic, confidential, flexible, and. Ability to act quickly and appropriately in a fast-paced. SHRM-CP or SHRM-SCP preferred. Application Requirements Resume Letter of interest FDD is an equal opportunity employer. If you require an accommodation in order to apply for this position, please send a message to ************. This role has a projected salary band of $90,000-$120,000 per year, based on candidate's experience and qualifications. Additional benefits are available, including healthcare coverage based on eligibility. Interested and qualified candidates are encouraged to upload a resume and letter of interest with your application. FDD is a Washington, DC-based nonpartisan research institute focusing on foreign policy and national security. For more information, please visit FDD.org and follow FDD on X@FDD. #J-18808-Ljbffr

Decisions is a fast-growing, private-equity-backed technology company that provides an integrated workflow and rules platform for business process automation (BPA). Trusted by top Fortune 500 firms and SMBs worldwide, Decisions empowers diverse industries around the globe to streamline and improve their processes, enhancing efficiency and yielding results, regardless of technical expertise. This no-code automation platform seamlessly integrates AI tools, rules engines, and workflow management, enabling the transformation of customer experiences, modernization of legacy systems, and the achievement of automation goals three times faster than traditional software development. We are currently seeking a dynamic and experienced Chief Human Resources Officer to join the executive leadership team. This critical role will be responsible for developing, shaping and leading all HR efforts for the organization, from employee success, people strategy, benefits, and talent acquisition. The Chief Human Resources Officer will drive initiatives that build an inclusive, high-performance culture aligned with our business goals and values. This individual will report directly to our CEO. As the Chief Human Resources Officer, you will architect and execute Decisions end-to-end people strategy that will help the company scale. You'll own payroll, benefits, talent acquisition, onboarding, engagement, performance management, productivity, and retention initiatives-ensuring every phase of the employee lifecycle is aligned to our strategic vision. You will partner with the executive team to build high-performing leaders, embed the Decisions culture across all levels, and define, measure, and report on the KPIs that drive our People agenda. Responsibilities Build, empower, and lead high-impact teams across Employee Success, HR Operations, and Recruiting, ensuring operational excellence in every aspect of the People function. Act as a thought partner to the CEO and executive team on organizational design, change management, and global workforce planning. Partner with the executive team and senior leadership to align people programs with evolving business priorities and long-term vision. Drive adoption, continuous improvement, and innovation in performance management, raising the bar for individual and team achievement across the company. Assess and enhance people processes using modern analytics, HR technologies (such as Rippling & Greenhouse), and data-driven insights. Champion new approaches and fresh ideas for engagement, retention, manager development, and employer branding-constantly innovating toward a best-in-class employee experience. Foster a vibrant, inclusive culture through energetic leadership, authentic communication, and processes that support growth, accountability, and belonging. Oversee total rewards strategy to ensure competitiveness, fairness, and alignment with business goals. Ensure HR practices comply with relevant laws and regulations across all geographies while aligning with ethical and cultural standards. Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field-Master's preferred. Proven experience as a Senior HR Leader (VP/Head of People, Chief People Officer, or equivalent) in a high-growth, B2B SaaS or technology company. Proven experience building and scaling HR functions from scratch in a dynamic, fast-paced environment. Deep knowledge of employment law, HR compliance, and best practices for a global workforce. Strong track record in developing equitable compensation, performance, and development frameworks. Passion for culture-building and driving alignment around mission, values, and business goals. Excellent communication, emotional intelligence, and executive presence. Experience leading through transformation, mergers, and growth. Passion for creating an employee-centric workplace that balances performance and purpose. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information you do provide will be recorded and maintained in a confidential file. As set forth in Decisions's Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Select... Voluntary Self-Identification of Disability Form CC-305 OMB Control Number 1250-0005 Expires 04/30/2026 Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. Disability is a condition that substantially limits one or more of your major life activities. Completing this form is voluntary, and your answer is confidential. 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The Director of HR Business Partners will lead the HR Business Partner team as well as function as a strategic Business Partner and primary point of contact to their assigned client groups and their leadership. Provide oversight to a professional team of HR Business Partners to optimize HR's partnership with the various Business Units and their leadership. Design and operationalize user‑friendly plans and programs to support the CNH mission of "Employer of Choice" and its goals in employee engagement and talent optimization. Serve as the primary point of contact to the assigned client groups and provide direction, coordination and overall management of the HR Function for the assigned client groups. This will include preparing regular human resources statistical summaries, and raising awareness of existing and emerging trends. Qualifications Minimum Education Bachelor's Degree in Organizational Development, Human Resources, Business Administration or related field (Required) Master's Degree or MBA preferred (Preferred) Minimum Work Experience At least 7 years of progressive experience leading strategic Human Resources business initiatives (Required) At least 5 years of supervisory/management experience in a related job function (Required); Healthcare Human Resources preferred Functional Accountabilities HR Partnership with Business Units Partner with client group leaders to identify, plan and implement strategic objectives that are in alignment with client group strategies. Design, develop and implement various HR business projects and initiatives to proactively meet the needs of the assigned client groups; research best practices and provide strategic recommendations based on data analysis and incorporation of appropriate metrics to measure outcomes. Act as single point of contact and escalation for HR‑related processes, issues/questions for assigned client groups. Collaborate with other HR functions to design, develop and implement key HR programs and initiatives. Model behavior and provide support to contribute to the improved performance of the assigned client groups. HR Consulting and Employee Relations Partner with the Employee and Labor Relations team to investigate and resolve employee relations issues. Serve as an internal consultant to managers for people and organizational issues. Collaborate with Learning & Development team to coach managers in leadership abilities, relationships among teams/individuals, interpersonal communications and performance management. Collaborate with Employee & Labor Relations team to help managers adhere to CBA terms and address union related issues. HR Compliance and Performance Improvement Assist in the development and administration of HR policies and procedures. Ensure all HR initiatives and activities in the assigned client groups are in compliance with federal, state and local government regulations. Participate in performance improvement activities. Assist to maintain compliance with Joint Commission accreditation and other internal and external regulatory standards. Strategic Leadership Provide leadership support and strategic direction to the HR Business Partner team. Oversee the design and optimization of the HR Business Partner model. Direct work to achieve and sustain client groups' various HR needs. Support the VP of HR Partnerships and Employment Practices in the design and execution of talent optimization programs. Show accountability by building and reporting on measures and outcomes for continuous process improvement. Establish, build and sustain professional contacts with key stakeholders internally and externally. Organizational Accountabilities Organizational Commitment/Identification Teamwork/Communication Performance Improvement/Problem‑solving Cost Management/Financial Responsibility Safety Primary Location District of Columbia - Washington Work Locations CN Hospital (Main Campus) 111 Michigan Avenue NW Washington, DC 20010 Job Management Organization People Position Status : R (Regular) - FT - Full-Time Shift : Day Work Schedule : M-F 8:00-4:30pm Full-Time Salary Range 137550.4 - 229257.6 Children's National Hospital is an equal opportunity employer that evaluates qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender, identity, or other characteristics protected by law. The “Know Your Rights” poster is available here: and the pay transparency policy is available here: Know Your Rights Pay Transparency Nondiscrimination Poster. Please note that it is the policy of Children's National Hospital to ensure a “drug‑free” work environment: a workplace free from the illegal use, possession or distribution of controlled substances (as defined in the Controlled Substances Act), or the misuse of legal substances by all staff (management, employees and contractors). Though recreational and medical marijuana are now legal in the District of Columbia, Children's National and its affiliates maintain the right, in accordance with our policy, to enforce a drug‑free workplace, including prohibiting recreational or prescribed marijuana. #J-18808-Ljbffr

We have an exciting opportunity for a Human Resources Manager in the Washington, DC office at Eversheds Sutherland (US) LLP. We are searching for someone who wants to be a valued contributor and member of a talented and dynamic team of lawyers, paralegals and business professionals. The Human Resources (“HR”) Manager leads and implements human resources policies, practices, and objectives in assigned regions/offices that result in an employee-oriented, high performance culture emphasizing teamwork, critical thinking, respect, creativity, quality, productivity, and assists in driving the creation and maintenance of the staff and paralegal workforce. The HR Manager will partner very closely with the Senior Benefits Manager with Leave, FMLA and Wellness. Responsibilities and Duties: Staffing Management Handles departure processes and exit interviews for staff and paralegals, analyzing the information for patterns and trends. Manages and monitors the day-to-day workflow of paralegals and legal practice assistants in appropriate regions. Manages monthly profitability of all paralegal hours and workload. Manages onboarding and off boarding when appropriate. Works with the with Talent Acquisition Manager on non-legal recruitment activities (within appropriate regions). Benefits Partners with Benefits team to manage and track the leave and wellness process firmwide. Training and Development. Identifies training and development needs to continually expand the administrative staff and paralegal skill competency levels. Proactively creates, delivers, and revises training and development programs, sometimes in partnership with other departments, to ensure optimal outcomes. Employee Relations Coaches and develops non-managerial staff on all human resources issues including communication, feedback, recognition, and developmental and disciplinary issue responsibilities. Addresses and resolves employee relations issues in an effective and timely manner, ameliorating issues before they escalate. Documents and reports all employee relations and recommendations to Director of Human Resources. Performance Management Participates in staff and paralegal performance evaluation, merit increase and bonus program processes. Provides day-to-day coaching, counseling and disciplinary actions guidance. Monitors the results and follows up as appropriate. Compensation Plays key role, with leadership of the HR Director, in the staff and paralegal annual review, merit increase, bonus processes and budgets of activities in appropriate region. Prepares draft compensation and bonus recommendations of staff and paralegal to Director of Human Resources. Manages overtime for all staff in region and report attentions to Director of Human Resources. Compliance/Risk Management Remains current on local changing legal requirements. Responds to inquiries and requests from state/federal/local agencies (Department of Labor). Escalates and alerts Director of Human Resources about issues of concern. Professional Development/Continuous Improvement/Best Practices Recommends new programs and changes to existing programs. Stays current on local HR trends and best practices, both in general and in law firms. Actively participates in professional HR associations to represent appropriate offices, identify HR best practices, network with colleagues, etc. Recommends new approaches, policies, and procedures to effect continual improvements in the Department. HR Systems and Processes Manages the creation and maintenance of department records and files, including personnel, I-9, medical files and records. Manages the maintenance, review, and communication of records required by law or local governing bodies, or other departments in the organization. Works with the HR Operations Manager in updating job descriptions. Assists in the implementation of HR policies and procedures. Recommends changes as appropriate. Manages the timely processing of change notifications to all functioning departments. Manages reference and verification of employment requests for all personnel within appropriate region and files. Manages wage notices for appropriate region (as applicable). Prepares and monitors monthly HR metrics and reports and other required reports. Firm Culture Keeps current on the “temperature” and morale of the assigned offices. Manages and designs social activities to enhance communication, morale and the employee/employer relationship. Maintains an environment of trust, teamwork, development, and empowerment through quality communications, relationship building, and coaching. Develops and maintains effective relationships to be able to effectively identify and respond to current and future people-related issues, concerns, and needs. Perpetuates an open and inclusive environment through relationship building, effective communications, visibility, employee engagement programs, an open door policy, and consistency. Works to get early buy-in and support for initiatives. Actively contributes and collaborates with all HR team members. Other: Performs other duties and projects as required and assigned by the Director of Human Resources. Knowledge, Skills and Abilities: A Bachelor's degree is preferred from an accredited college or university or applicable experience. A certificate or a postgraduate degree in Human Resources or a related field is a plus. At least ten (10) years of experience as an HR Manager, HR Generalist, Office Administrator or Secretarial Manager in a large, matrixed, multi-office professional services organization is required, with a preference for law firm experience. Competent in all aspects of HR, including relevant state, federal and local laws and statutes including state employment laws for New York and Washington, DC. Possesses: Outstanding client service skills, including excellent verbal, written and listening communication skills. Exemplary judgment and professional maturity. Proven ability to motivate, influence others, and build consensus, utilizing diplomacy and tact. Excellent organization skills and processes. Ability to respond positively and quickly to changing circumstances and priorities. Quickly and easily builds relationships with individuals at all levels. Committed to mentoring, developing, and helping others succeed, and to developing and retaining top talent. Committed to continuous learning and professional development, both personally and for employees. Gifted at developing viable options and delivering practical solutions to complex issues. Pragmatic problem solver. Models and employs diversity and inclusion best practices. Effectively prioritizes workload, manages projects, and handles responsibilities, meeting short and long-term deadlines. Possesses critical thinking, follow through and execution. Exercises discretion, professionalism, and confidentiality. Excellent computer skills and knowledge of MS Office Suite. Proficient with Outlook, especially Excel and PowerPoint. This is a hybrid role and will require on-site presence 4 days per week. The salary ranges for this position vary depending on the geographic location and other factors such as experience, internal equity, market data, and job-related considerations. The range for this position is from $108,000 - $170,000, with offers contingent upon the various factors. The firm's compensation strategy includes not just a base salary but also comprehensive benefits such as healthcare, paid time off, discretionary merit bonuses, life and disability insurance, retirement plans and tailored learning opportunities. Eversheds Sutherland (US) LLP is committed to promoting diversity and inclusion within our Firm and in the larger legal profession. We believe that diverse skills, knowledge and viewpoints make us a stronger firm. Eversheds Sutherland (US) LLP maintains a policy of affording all employees and applicants equal employment opportunities without regard to actual or perceived race, color, religion, sex (including pregnancy, childbirth, lactation and related medical conditions), sexual orientation, gender (including gender identity or expression or transgender status), national origin, age, disability, genetic information, marital or familial status, domestic violence victim status, ancestry, amnesty, citizenship status, ethnicity, military and veteran status, or any other characteristic protected by applicable law. Unlawful discrimination, harassment and retaliation will not be tolerated in any of the Firm's offices or any other work-related setting. Qualified individuals with a disability may request a reasonable accommodation in order to apply for a position or to enable them to perform the essential functions of a position for which they are otherwise qualified. EEO.

Sparks Group has partnered with a leading food manufacturing organization to hire a hands-on Human Resources Manager for their fast-paced, multi-shift plant. This is an exciting opportunity for an HR professional who thrives in dynamic environments and enjoys being directly engaged with employees and management. You will lead recruiting, employee relations, compliance, safety, and benefits administration for a team of 200+ employees, ensuring a positive, productive, and compliant workplace. If you are a skilled HR generalist with a passion for people and the ability to juggle multiple priorities, apply now! Responsibilities: Employee Development: Lead recruiting, onboarding, and training programs for management and hourly staff. Employee Relations: Manage grievances, investigations, union interactions, and advise on disciplinary actions and performance issues. Safety & Food Compliance: Oversee plant safety and food safety programs, coordinate training, and manage accident/incident investigations. Compliance & Administration: Ensure adherence to labor laws, maintain HR policies and records, oversee payroll and benefits administration, and supervise HR support staff. Qualifications/Background Profile: Minimum 5 years as an HR generalist, and MUST have experience in manufacturing or food production. Experience in a unionized environment handling investigations, grievances, and contract negotiations. Strong organizational skills and ability to manage multiple priorities. Excellent verbal and written communication skills in English. Proficiency with Microsoft Office; HRIS experience a plus. Bachelor's degree in Human Resources, Business Administration, or related field.

## Principal Associate, Horizontal HR Business Partner - Premium Products & Experience* In partnership with the PPX HRBP team, proactively builds talent strategies, products, and tools to serve the growing needs of the business, people and health of the organization* Leverage HR data systems such as Workday, People Data Hub, Talent Development Tool, etc. to support HRBPs* Complete reporting as a part of key Talent Management/Performance Management/All Associate Survey processes and other key process initiatives (such as Development Investment Programs, ie DIPs)* Understands and advises on what data will answer the problem statement and provide customized reporting as needed for other requests, i.e. headcount, attrition tracking, people leadership, etc as needed, with the ability to not only pull data but to develop appropriate visualizations to tell the story* Partner with Talent and Performance Management Champions to proactively design and execute the annual talent and performance calendar of activities, taking the lead on reporting and project management to ensure successful cycles* Prepare All Associate Survey summary materials (deck and/or Google Sheets) for business leaders as needed, to include analyzing data for key survey themes and insights* Prepare for, audit and manage the semi-annual promotion process* Understand processes, roles, responsibilities and deadlines to ensure well managed HR processes and focus on continuous improvement* Partner with the PPX HRBP Leads and other Horizontal HR Partners to drive best-in class HR experiences for our associates* Solid analytical and problem solving skills and ability to translate metrics, research, and trends into insights and recommendations* Ability to ‘dive deep' and build subject matter expertise in key HR programs and processes* Help draw the line in central vs local solutions* Strong organizational skills and follow-through* Meticulous attention to detail* Strong communication and storytelling skills (verbal and written)* High degree of ownership, autonomy and strategic thinking in relation to Horizontal deliverables* High School Diploma, GED or equivalent certification* At least 2 years of experience in Human Resources* At least 2 years of experience in Project or Process Management* At least 1 year of experience with data management and reporting* At least 1 year of client facing experience, consulting experience OR a combination* At least 1 year of experience with Google Slides, Docs, and Sheets* Bachelor's Degree* Professional Human Resources Certification or Project Management Professional Certification* 3+ years of experience in Human Resources* 3+ years of experience in Project or Process Management* 2+ years of client facing experience, consulting experience OR a combination* Strong judgment and ability to balance the needs of the organization, leaders and associates Capital One offers a comprehensive, competitive, and inclusive set of health, financial and other benefits that support your total well-being. Learn more at the . Eligibility varies based on full or part-time status, exempt or non-exempt status, and management level. #J-18808-Ljbffr

Job Title: Director of Human Resources Department: HR Reports To: CFO Job Type: Full-Time We are seeking an experienced and strategic Director of Human Resources to lead our HR team and serve as a trusted partner to the leadership team. In this role, you will be responsible for the developing and executing people strategies that support our business goals, foster a high-performing culture, and ensure compliance with employment laws and best practices. You will oversee all aspects of HR including talent acquisition, employee relations, performance management, payroll, compensation, benefits and insurance, training and development. Key Responsibilities Strategic Leadership Partner with executive leadership to design and implement HR strategies that align with business objectives and growth plans. Serve as a trusted advisor to senior leaders on organizational development and design, workforce planning, and talent management. Champion diversity, equity, inclusion, and belonging initiatives. Talent Acquisition & Management Lead the recruitment strategy to attract, hire, and retain top talent across all functions. Oversee onboarding processes to ensure a positive and seamless employee experience. Develop and implement career development, succession planning, and internal mobility initiatives. Employee Engagement & Culture Build and sustain a strong organizational culture aligned with company values. Design and deliver employee engagement strategies and programs to improve retention and morale. Oversee employee recognition and feedback programs. HR Operations & Compliance Ensure compliance with labor laws, health and safety regulations, and internal policies. Oversee compensation, benefits, and payroll in partnership with Finance. Maintain and enhance HR systems and data analytics to support decision-making. Learning & Development Establish training and professional development programs to support employee growth. Coach managers on leadership skills, performance management, and conflict resolution. Qualifications Master's Degree in Human Resources, Business Administration, or related field 8-12 years of progressive HR leadership experience, with at least 3-5 years in a senior HR role. Demonstrated ability to design and execute HR strategies in a growing organization (200-500 employees preferred). Strong knowledge of employment law, HR best practices, and HR technologies. Excellent interpersonal, communication, and leadership skills. Proven track record of building strong relationships and influencing at all levels of an organization.

Part Time Human Resources Manager - Baltimore, MD About the Company and Part Time Human Resources Manager Opportunity: CFS is partnering with a great non profit client to find a Part Time Human Resources Manager to join their team! This position will begin on a contractual basis and can become permanent for the selected candidate depending on performance and fit This is a unique opportunity to step into a one-person HR office, where you'll manage day-to-day HR and payroll operations and support mission-driven staff Position is 100% in office in Baltimore County, MD to start with flexibility for hybrid after training Schedule: Work between 8:30am-5pm M-F 20-25 hours per week (with optional every other Friday off) Candidates must be okay working an occasional Saturday shift (once per month) Candidates must be local to the area and have reliable transportation. Free parking! Reports to the CEO Pay: $30-36/hour Job Duties of the Part Time Human Resources Manager: Manage HR operations including employee relations, compliance, policies, and benefits Act as backup for Payroll Coordinator, overseeing payroll for ~75 staff and creating payroll schedules Lead onboarding and assist with hiring processes, including occasional Saturday orientations for residential staff Partner with managers to address staffing needs and provide HR guidance Travel between corporate office and residential sites to connect with employees and support staff needs Qualifications for the Part Time Human Resources Manager: 4+ years of HR experience required Strong knowledge of HR best practices, benefit administration, employment law, and compliance Knowledge of payroll processing a plus Experience using Infinisource/iSolved a plus, but not required SHRM certification a plus, but not required Prior nonprofit or healthcare industry experience is helpful, but not required Excellent interpersonal and organizational skills, with the ability to manage multiple responsibilities independently Management experience not required #INJAN2026

Join one of the most influential, most quoted and most trusted think tanks! The Brookings Institution is a nonprofit public policy organization based in Washington, DC. Our mission is to conduct in-depth research that leads to new ideas for solving problems facing society at the local, national and global level. We bring together leading experts in government and academia from all over the world, rooted in open-minded inquiry and representing diverse points of view, who provide the highest quality research, policy recommendations, and analysis. Research topics cover a full range of public policy issues in economics, foreign policy, development, governance and metropolitan policy. With fair and transparent business practices, clear communication, mutual respect, and a collaborative atmosphere that offers both professional and personal development opportunities, Brookings offers an inclusive and welcoming workplace that values the efforts of all contributors. Brookings' Human Resources (HR) department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition, and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 17, including Employment, Benefits, Compensation & HR Systems, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way. Position Location: This position is hybrid. Hybrid positions combine regular in-person presence at our Washington, DC office with the option of two days of remote work each week. Responsibilities Ready to contribute to Brookings success? The Director, HR Information Systems (Workday), oversees all aspects of HR systems and is responsible for delivering best-in-class HR systems support to the Institution's research programs and business units. They lead the HR systems team and play a key role in the stewardship of Brookings' enterprise systems landscape, which is anchored by Workday. The Director oversees a team of two staff. Reporting to the Deputy Chief Human Resources Officer (DCHRO), this position works in close partnership with colleagues across the Institution to maintain and enhance HR systems that support Brookings' strategic objectives. This includes identifying opportunities for improvement, solving operational challenges, and leveraging technology to simplify and standardize HR processes. The Director is responsible for the day-to-day operations of HR systems (including Workday Human Capital Management or HCM, and related tools) and cross-functional support of related systems (including Workday Payroll, Absence, and Time-Tracking or PATT), encompassing system administration, feature adoption, incident resolution, release planning, and overall systems governance. They will set HR systems roadmap in alignment with institutional priorities and will build internal capacity to support and enhance Brookings' HR systems environment over time. HR Systems Oversight, Administration, and Analytics (40%) Lead the administration and governance of HR systems - including Workday (Core HR, Benefits, Absence, and Learning Management), ICIMS (Recruiting), and SharePoint (Workflows) and provide cross-functional support for related systems - including Workday (Payroll and Time tracking) and third party integrations- to ensure reliable performance, data integrity, and alignment with institutional needs. Oversee system operations such as configuration, troubleshooting, incident, request and change management, release planning, and vendor coordination. Serve as a subject matter expert and partner to internal stakeholders to maintain and optimize HR systems and integrations. Champion user adoption by developing and promoting effective training, documentation, and system communications. Lead the development of HR analytics capabilities by delivering consistent, accurate, and actionable reports, dashboards, and executive summaries that inform decision-making. Ensure compliance with relevant HR laws and data governance protocols through appropriate system design and reporting practices. Systems Strategy, Improvement, and Project Leadership (40%) Define and lead the HR systems and data strategy in alignment with institutional goals and evolving needs. Guide full project lifecycles for new system initiatives - including scoping, requirements gathering, vendor selection, testing, and change management. Manage the HR systems project pipeline and participate in cross-functional governance efforts to align priorities across HR, Finance, and Technology. Propose, Evaluate and Redesign core HR processes to improve efficiency, user experience, and strategic alignment. Stay abreast of emerging HR technologies and trends to ensure Brookings remains responsive and forward-looking. Ensure a smooth transition of implemented solutions to operational support. Team Leadership and Cross-Functional Collaboration (20%) Supervise and support HR Systems staff, including performance management, coaching, and workload oversight. Foster a collaborative, high-performing team culture grounded in continuous improvement and accountability. Establish long-term priorities and annual goals for the HR systems function in partnership with the DCHRO and HR Management Team. Build strong relationships across HR, Finance, Technology, and program areas to support system effectiveness and strategic alignment. Contribute to broader HR planning efforts and support cross-functional projects as needed. Qualifications Ready to make an impact? In this role, you will support Brookings values of collegiality, respect, inclusion, diversity and community, and bring the following qualifications: Education/Experience Requirements Bachelor's degree with a minimum of ten years progressing responsible experience in HCM system (Workday, Oracle, PeopleSoft) administration and data management. Minimum five years of management/supervisory experience. Minimum three years of Workday experience required. Strong preference for candidates with previous large enterprise Workday implementation or administration experience; Workday, CCP, CEBS, or other relevant certifications preferred. Must be authorized to work for any employer in the U.S. Knowledge/Skill Requirements Ability to lead efforts to ensure optimization of HR technology platforms. Expert proficiency in Microsoft Office Suite (Excel, Word, PowerPoint). Excellent project management skills and ability to meet deadlines. Must be able to thrive in a demanding, change-oriented, fast-paced environment. Ability to think strategically about problems and possesses skill in tactical execution. Demonstrated ability to audit data and identify, analyze, and develop solutions. High degree of executive presence and professionalism with the ability to engage with all levels of an organization and maintain confidentiality. Well organized and confident, team player and team leader with excellent communication and presentation skills. Working knowledge of regulatory and governing standards for compensation, payroll, health and welfare benefits, retirement plans, FMLA, workers' compensation and disability. Additional Information What can we offer you? Brookings provides a generous benefit package that is comprehensive and includes both traditional benefits and unique offerings. Our comprehensive benefits package includes medical, dental, and vision benefits, generous time off, and workplace flexibility. For more information, please visit Brookings Benefits. Brookings requires that all applicants submit a cover letter and resume. Please attach your cover letter and resume as one document when you apply. Please note: if you have applied to more than one Brookings job opening you should add a position-specific cover letter as a separate attachment. Successful completion of a background investigation is required for employment at Brookings. Brookings welcomes and celebrates diversity in all its forms, including diversity of experience, thought, and personal background. We welcome applications that reflect a variety of backgrounds based on ideology, race, ethnicity, religion, national origin, gender, sexual orientation, gender identity or expression, disability, veteran status, first generation college goers, and other factors protected by law. Brookings is proud to be an equal-opportunity employer that is committed to promoting a diverse and inclusive workplace. All selection decisions are based upon merit, skills, abilities and experience.

Are you passionate about making a difference in the lives of individuals facing homelessness and health disparities? Join Health Care for the Homeless as a Director of Human Resources to become a vital part of our interdisciplinary team committed to providing excellent care and attention to our employees and staff culture. This is an essential on-site position which may have the ability to work up to 2 days per week remotely after 6 months of employment. About the Role: The Director of Human Resources advances the vision of Health Care for the Homeless through their leadership of the human resources function. As a member of the agency's Management Team, the Director will champion a culture of inclusion and belonging-ensuring that every employee feels supported, empowered, and positioned to thrive. Key Role Responsibilities: Strategic Leadership Partner with senior leadership to align HR strategy with agency-wide goals. Develop and implement an effective staffing plan, compensation policy, and transparent pay practices. Team & Culture Development Lead, coach, and develop HR staff, fostering a collaborative and innovative department. Build a culture of trust, accountability, and open communication across the agency. Mentor managers to strengthen leadership capacity, supervisory skills, and staff development practices. Human Resources Operations Ensure compliance with employment laws, mandatory reporting, audits, and HR vendor contracts. Manage HRIS (ADP) to increase efficiency, accuracy, and data-driven decision-making. Oversee employee relations, ensuring fair treatment, conflict resolution, and consistent practices. Design and evaluate a comprehensive benefits program that reflects organizational values and staff needs. Talent & Workforce Development Lead recruitment and onboarding efforts to attract and retain top talent. Develop clear career pathways, mentorship opportunities, and professional growth initiatives. Partner with Quality Improvement to ensure all staff maintain necessary licenses, credentials, and competencies. Board & Legal Liaison Staff the Human Resources Committee of the Board of Directors. Serve as HR liaison with pro bono legal counsel and external partners. Key Agency Responsibilities In addition to role responsibilities, every staff member has the following responsibilities as a part of their employment: Models and reinforces the core values of dignity, authenticity, hope, justice, passion and balance Actively participates in performance improvement and advocacy activities that support the mission Protects clients' personal health information by maintaining compliance with HIPAA and other relevant health care-related IT security regulations Performs other duties on an as-needed basis Knowledge, Experience and Skills Formal Education and Training Bachelor's degree required; 10-15 years of experience in human resources with track record of progressive leadership experience in the area or an associate's degree and 5 years of experience may be considered Master's degree in Human Resource Management/Development or a related field preferred Professional certification (PHR or SHRM) strongly preferred Experience Seven years of human resources management; experience within health care or human services required Three years of supervisory experience strongly preferred Demonstrated experience in deadline-driven project management Demonstrated experience in managing HRIS and data analytics; must have previous experience with ADP Workforce now, required. Skills Excellent critical thinking skills Passion for leveraging technology to reduce paper processes and create transparency Strong commitment to ethical decision-making Ability to plan, implement, oversee and evaluate complex initiatives Composed, reliable leader in stressful situations Self-reflective and committed to creating an anti-racist workplace Strong ability to build rapport, motivate others and find common ground in order to form partnerships Join us in advancing health equity and delivering exceptional care to our community's most underserved populations. Apply today to be a part of something bigger. Health Care for the Homeless is an equal opportunity employer. Notice to Applicants Health Care for the Homeless participates in E-Verify. All newly hired employees are required to complete the I-9 Employment Eligibility Verification form and provide documentation proving their identity and legal authorization to work in the United States. We use the E-Verify system to confirm employment eligibility in accordance with federal law.

About Us Working across the globe, V2X builds smart solutions designed to integrate physical and digital infrastructure from base to battlefield. We bring 120 years of successful mission support to improve security, streamline logistics, and enhance readiness. Aligned around a shared purpose, our $3.9B company and 16,000 people work alongside our clients, here and abroad, to tackle their most complex challenges with integrity, respect, responsibility, and professionalism. Responsibilities What You'll Do: + V2X is looking for Vice President, HR Systems and Workforce Intelligence to serve the technological anchor for the Chief Human Resources Officer and the broader People function. This role ensures that the HR organization runs with efficiency, agility and alignment to business outcomes with the proper technology tool kit. This role will be responsible for driving the change and new additions of systems, tools, and other tech migrations that will affect departments across Human Resources such as ATS, HRIS, Learning Management System, Survey tools, Benefits platforms and other tools HR utilizes in conjunction with IT. In addition, this position will analyze need for AI enhancements across the HR enterprise to propel V2X into future tech state. This is a hands-on, impact-focused role designed for someone who thrives in dynamic environments where precision and execution matter. Key Responsibilities: + Build the Future-State HR Technology Ecosystem: + Design, lead, and continuously advance a modern, unified HR technology landscape that connects people, data, and processes across the global enterprise. Transform today's fragmented, manual environment into an integrated, automated, insight-driven HR ecosystem. + Drive Strategic Alignment Across HR Functions: + Partner with HR senior leadership and functional teams (including Benefits, Learning & Development, Compensation, and Talent Acquisition) to reimagine workflows, eliminate redundancy, and introduce scalable processes enabled by automation, analytics, and AI. + Collaborate with IT to Deliver Seamless Integration: + Co-lead HR technology architecture and implementation initiatives in partnership with IT, ensuring smooth data flow, system consolidation, and interface reliability across all HR systems. + Modernize and Implement Future-Ready Platforms: + Oversee the selection, implementation, and optimization of upgraded or new HR systems, ensuring each aligns with long-term enterprise needs for agility, compliance, and workforce intelligence. + Govern and Track Major HR Tech Initiatives: + Maintain visibility on all major HR technology projects and transformations, monitor progress against milestones, anticipate risks, and proactively design mitigation strategies to ensure successful delivery. + Establish a Data-Driven HR Function: + Implement tools and processes that enable continuous, data-informed analysis of HR performance, financial metrics, and operational efficiency to support business decision-making. + Enhance Reporting and Insight Capabilities: + Introduce advanced reporting, predictive analytics, and AI-driven insights that empower HR leaders and business executives to anticipate workforce needs and measure organizational impact. + Strengthen Change and Governance Practices: + Develop and institutionalize governance standards, policies, and workflows to ensure data integrity, compliance, and consistency across systems and geographies. + Capture and Scale Best Practices: + Create repeatable frameworks, playbooks, and knowledge repositories for system integrations, process automation, and technology rollouts to accelerate future transformation initiatives. + Support Executive Decision-Making: + Prepare executive-ready materials, analyses, and dashboards for management and Board discussions, translating complex data and technology outcomes into strategic insights. Qualifications Minimum Qualifications: + Education: + Bachelor's Degree required + Experience: + Fifteen (15+) years' related Human Resources experience with progressive responsibility with HR systems, tools and AI capabilities. + Experience working first-hand with HR tools, systems and software and leading implementations/migrations for large global enterprises + Experience leading large or complex change management and programs at enterprise level + Experience utilizing data-driven decision making + Experience presenting reports, documents and assessments with senior leadership teams + Experience in annual planning, budget planning and presenting ROI on decisions + Leadership & Organization Building: Requires proven ability to drive results across matrixed organizations without direct authority, building credibility through cross-functional influence. Must demonstrate experience transitioning from network-based execution to building and scaling high-performing teams from scratch. + Experience working with vendors or solutions provider including negotiating SOW, scope or budget + Other Requirements: + United States Citizenship required + Security clearance preferred + Ability to commute to the Reston, VA headquarters when needed Desired Qualifications: + Education + Masters Degree preferred + Certifications: + PMP preferred + Sigma Six preferred Skills: + Analytical Thinking & Problem Solving: + Highly organized, outcome-focused, and able to manage multiple priorities in fast-paced environments. + Strong analytical skills and experience using data to provide insights for decision making. + Business/HR Systems Acumen: + Proficient in HR tech such as ATS & recruiting tools, HRIS & reporting tools, Learning Portals, AI solutions, etc. and the necessary IT requirements to ensure successful implementation and usage + Strong business acumen with demonstrated ability to manage initiatives and support executive leadership. + Business Partner/Effective Communication: + Excellent stakeholder management, communication, and coordination skills. + Interfaces comfortably and effectively with a wide range of customers, government and military officials and industry leaders. + Lead with Character/Collaboration and Teamwork/Influence: + Ability to work collaboratively in a team environment. + An innate and consummate team player who leads by example. + Software: + Microsoft Teams, SharePoint, Excel, and PowerPoint + Technology: + Company computer, printer, copy machine and other general office equipment. What We Bring: + At V2X we strive to be market competitive in our total reward offerings. + The successful candidate's starting pay will be based on, but not limited to, their job-related skills, experience, qualifications, work location, and market conditions. + Employee benefits include the following: + Healthcare coverage + Life insurance, AD&D, and disability benefits + Retirement plan + Wellness programs + Paid time off, including holidays + Learning and Development resources + Employee assistance resources + Pay and benefits are subject to change at any time and may be modified at the discretion of the company, consistent with the terms of any applicable compensation or benefit plans. At V2X, we are deeply committed to both equal employment opportunity, including protection for Veterans and individuals with disabilities, and fostering an inclusive and diverse workplace. We ensure all individuals are treated with fairness, respect, and dignity, recognizing the strength that comes from a workforce rich in diverse experiences, perspectives, and skills. This commitment, aligned with our core Vision and Values of Integrity, Respect, and Responsibility, allows us to leverage differences, encourage innovation, and expand our success in the global marketplace, ultimately enabling us to best serve our clients. #LI-KL1

The Associate Director of Human Resources and Administration works closely with the Senior Director of Administration and senior leadership to ensure that the Foundation for the Defense of Democracies (FDD) offers a rewarding work environment and positions team members individually and collectively to meet FDD's vision, mission, values, and objectives. Responsibilities HR Management Advise the senior management team on overall strategic human resource best practices. Identify and implement appropriate HR systems or optimize existing systems to support efficient and effective management of HR information and data. Foster a sense of belonging, engagement, and excellence across all departments and Support and facilitate an environment in which staff continue to take initiative, provide feedback, and collaborate based on mutual respect in service to the association's mission, vision, values. Recruiting and Onboarding Work closely with hiring managers to identify new talent, including advising and facilitating the recruitment and advertising, and supporting senior managers as needed during the process. Oversee and facilitate a comprehensive onboarding process for new team members. Employee Benefits Collaborate with Senior Director of Administration to review and develop benefits programs that support team member recruitment and retention. Help educate employees about FDD's benefits programs. Ensure compliance with all federal and local regulations. Performance Management Develop programs and strategies to recognize staff achievements and contributions, provide opportunities for teambuilding, and boost morale and well-being, with special attention in mind of the association's hybrid work environment. Lead and organize FDD's annual review practice and develop systems and processes to ensure that it functions smoothly. Payroll Management and HR Information Oversee biweekly payroll process Retain personnel files in secure and confidential manner and maintains all required filing and employee record retrieval system for past and current team Policies and Compliance Maintains knowledge of HR trends and best practices, federal and state regulatory changes, new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to senior Ensure that annual Workers Compensation, and other relevant, audits are performed when Periodically review and propose updates to the team member Qualifications Bachelor's degree required, Master's degree in Human Resources or related field Minimum of five years of Human Resources experience required; experience in a not-for-profit setting Sound judgment and excellent analytical Strong organizational skills and high degree of attention to Strong interpersonal and excellent written and oral presentation Must be service oriented, diplomatic, confidential, flexible, and Ability to act quickly and appropriately in a fast-paced SHRM-CP or SHRM-SCP preferred Application Requirements Resume Letter of interest This role has a projected salary band of $90,000-$120,000 per year, based on candidate's experience and qualifications. Additional benefits are available, including healthcare coverage based on eligibility. Interested and qualified candidates are encouraged to upload a resume and letter of interest with your application. FDD is a Washington, DC-based nonpartisan research institute focusing on foreign policy and national security. For more information, please visit FDD.org and follow FDD on X@FDD.

pure Integration is a technology consulting firm with 20+ years of experience servicing Fortune 100 clients headquartered in the DC area. We serve clients in the fastest growing industry of communications, media, and entertainment. Job Description pure Integration is seeking an experienced and strategic Director of Human Resources & Talent Acquisition to lead and manage all aspects of HR and recruiting. This role is responsible for designing and executing people strategies that support business growth, employee engagement, and operational excellence. The Director will partner closely with leadership and hiring managers to attract, develop, and retain top talent, while ensuring compliance with all HR policies, procedures, and employment regulations. The ideal candidate is a hands-on, collaborative leader with deep expertise in human resources and talent acquisition who can balance strategic initiatives with day-to-day execution. This is a full-time, on-site role. The annual base salary ranges from $100,000 to $160,000. Candidates will be paid within this range based on their work experience and skills. Candidates are also eligible for our full list of benefits. Human Resources Leadership Serve as a trusted advisor to executive leadership and managers on HR strategy, workforce planning, organizational development, and employee relations. Develop and maintain HR policies, programs, and processes that align with business goals and foster a positive, high-performance culture. Lead initiatives for employee engagement, retention, professional development, and performance management. Ensure compliance with all federal, state, and local employment laws and regulations. Oversee compensation, benefits, and HR systems; recommend enhancements to remain competitive in the market. Oversee the immigration process for identified employees, working in collaboration with legal advisors. Talent Acquisition & Workforce Planning Lead full-cycle recruitment efforts to attract, assess, and hire top consulting and corporate talent. Partner with business leaders to understand workforce needs and develop proactive hiring strategies. Implement effective employer branding, sourcing strategies, and recruitment marketing to enhance candidate pipelines and support a strong candidate experience. Monitor recruiting metrics and provide insights to optimize hiring efficiency and quality. Team & Process Leadership Manage, coach, and develop a small HR/Talent team, fostering professional growth and accountability. Drive process improvements across HR and recruiting functions to increase effectiveness and scalability. Actively participate in leadership meetings, contributing HR and talent perspectives to business decisions. Prepare, manage and track annual HR and Talent budgets. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification a plus). 10+ years of progressive HR experience, with at least 5 years in a leadership role covering both HR and talent acquisition. Strong knowledge of HR disciplines including employee relations, performance management, compensation, benefits, compliance, and talent development. Proven success leading recruiting strategies in a professional services or consulting environment preferred. Exceptional interpersonal, communication, and influencing skills; able to work assertively yet collaboratively with leaders and managers. Demonstrated ability to balance strategic leadership with hands-on execution. HR Certified preferred Additional Information pure Integration is an Equal Opportunity Employer (EOE), qualified applicants are considered for employment without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, or veteran status. All your information will be kept confidential according to EEO guidelines. Additionally, the Wage Transparency Omnibus Amendment Act of 2023 grants you rights regarding transparency in wage information. To learn more, please refer to this link. Disability Accommodation for Applicants to pure Integration pure Integration provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in job application procedures. For reasonable accommodation requests, please contact us by email at ********************** or by mail to: pure Integration, Human Resources Department, 1801 Robert Fulton Dr, Suite 450, Reston, VA 20191. Please indicate the position you are applying for. Know Your Rights: Workplace Discrimination is Illegal (dol.gov) Right to Work (English and Spanish).pdf E-Verify Participation Notice (English and Spanish).pdf pure Integration would love to hear from you - your career journey starts here!

DISCLOSURES The specific statements shown in each section of this are not intended to be all-inclusive. They represent typical elements and criteria considered necessary to perform the job successfully. The job's responsibilities/tasks may be modified and/or expanded over time. Company will inform the personnel member when changes in the respective job description are made. ABOUT ENTERPRISE MANAGEMENT SOLUTIONS, LLC Enterprise Management Solutions, LLC is a full-spectrum consulting and management firm specializing in back-office operations, financial infrastructure, and executive oversight for health and human services organizations. We provide strategic support to affiliated companies through contractual partnerships, optimizing operations and maintaining compliance across multiple industries including behavioral health, primary care, real estate, supportive housing, and food service. Our goal is to relieve mission-driven companies of administrative burden by overseeing financial and operational systems that allow leadership teams to focus on quality care and innovation. COMPANY WEBSITE: ********************************* COMPANY PHONE NUMBER: ************** HUMAN RESOURCES PHONE NUMBER: ************** ext 10 POSITION TITLE: Chief Human Resources Officer ALTERNATE TITLE(S): Senior HR Executive, Compliance Officer (within scope) COMPANY: Enterprise Management Solutions, LLC (in support of all customer companies under contract) DIVISION: Human Resources DEPARTMENT: n/a UNIT: n/a BENEFITS PACKAGE: This position is eligible for standard W-2 employee benefits, including but not limited to those outlined in the Company's official benefits package. Eligibility and participation are subject to the terms and conditions of the applicable plans. Full details are provided in the current benefits package documentation. WORK SCHEDULE: Monday - Friday, 8:00 AM - 5:00 PM ACCOUNTABLE TO: Chief Executive Officer (CEO) ACCOUNTABLE FOR: Strategic oversight of human capital management, workforce compliance, HR policy, benefits administration, recruitment, and employee relations across all affiliated companies CLASSIFICATION: W-2 employee; Full-time hourly COMPENSATION RANGE: Ranges between $40.00 per hour to $55.00 per hour, commensurate with experience and qualifications ANTICIPATED TRAVEL: Up to 10% of the time (interoffice and site-based meetings) SUMMARY OF POSITION RESPONSIBILITIES The Chief Human Resources Officer (CHRO) is a key member of the executive leadership team and serves as the strategic leader responsible for developing, implementing, and managing human capital initiatives across all customer companies. The CHRO provides oversight of all HR functions including recruitment, onboarding, employee relations, performance management, professional development, compensation and benefits, HRIS systems, compliance, and workplace culture. The CHRO ensures that Enterprise Management Solutions, LLC. and its affiliates maintain compliant, people-centered, and mission-aligned HR practices while adapting to growth and regulatory changes. This role builds and leads HR strategies that align with organizational objectives and operational realities. The CHRO also oversees all ensures that Enterprise Management delivers all contracted Human Resources Consultation, Virtual HR Services, & Fractional CHRO Services to affiliated entities, as outlined at ******************************************* SCHEDULED DUTIES AND RESPONSIBILITIES Develop and implement enterprise-wide human resources strategies, policies, and systems Oversee the full employee lifecycle including recruitment, hiring, onboarding, evaluation, retention, and separation Ensure compliance with all federal, state, and local employment laws (EEOC, FLSA, FMLA, ADA, etc.) Lead the administration and evaluation of employee benefits and wellness programs Guide the implementation and maintenance of HRIS systems and digital personnel files Build performance management frameworks including evaluations, PIPs, coaching, and documentation Maintain and update employee handbooks, HR policies, and procedures in accordance with current laws and best practices Partner with leadership and managers on organizational design, staffing strategy, and workforce planning Serve as lead point of contact for all HR audits, grievances, and employee complaints Oversee workplace investigations, corrective actions, and terminations in accordance with due process and fairness Develop initiatives to improve employee engagement, morale, and retention Track HR metrics and generate reports for leadership and board-level stakeholders Advise executive team on employee-related risk management and HR compliance strategies Collaborate with the COO and CFO on labor cost forecasting and compensation analysis Ensure delivery and quality of all Human Resources Consultation, Virtual HR Services, & Fractional CHRO Services offered by Enterprise Management (******************************************* UNSCHEDULED DUTIES AND RESPONSIBILITIES Serve as point of contact for urgent HR-related incidents or staff escalations Provide leadership coaching to managers and support culture-building initiatives across teams Represent the company in employee-related legal or regulatory proceedings when necessary Facilitate leadership training and professional development sessions Coordinate HR elements of mergers, acquisitions, or internal realignments Maintain confidentiality in all personnel-related matters and ensure data security of all HR records CORPORATE HUMAN RESOURCES FOCUSED COMPLIANCE OFFICER DUTIES Overview The Corporate Compliance Officer will possess the skills and experience necessary to identify potential issues within Human Resources. The Compliance Officer is responsible for developing, implementing, and monitoring the programs, policies, and practices that ensure compliance with federal, state, local, and accreditation standards. The Compliance Officer is expected to remain up to date on laws and regulations that may affect the organization's policies and procedures. This position requires objectivity, independence from other agency departments, strong attention to detail, and familiarity with investigative protocols and formal reporting practices. Accountability The Corporate Compliance Officer shall be accountable to the CEO and/or Board of Directors. Duties The chief responsibilities of the Compliance Officer include planning, implementing, and monitoring the Corporate Compliance Program. This position is also responsible for coordinating internal and external compliance audit activities and ensuring consistent communication of expectations and results. The Corporate Compliance Officer will: Oversee and monitor the implementation of the Corporate Compliance Program Conduct corporate compliance risk assessments Report regularly to the CEO and/or Board of Directors on compliance program progress and assist with developing improvement plans Periodically revise and update the Compliance Program as needed Review and evaluate Standards of Conduct Statements Develop and implement a Compliance Training Plan for all staff Assist the CEO with internal compliance review and monitoring activities Investigate complaints and coordinate appropriate action plans with affected departments Develop policies and practices that encourage staff to report suspected fraud or impropriety without fear of retaliation Clearly communicate the objectives of the Compliance Program and track accomplishments Access and review records related to compliance monitoring activities and document findings Maintain a communication log for compliance-related inquiries and reports Compile reports of calls received, investigations conducted, findings made, recommendations issued, actions taken, and progress achieved Establish and communicate available reporting procedures and modes (e.g., email, online reporting tools, voice mail, suggestion box) Conduct periodic interviews with internal and external stakeholders Analyze program and service utilization patterns for irregularities Conduct unannounced mock surveys, audits, inspections, and investigations to assess staff readiness and identify areas for corrective action Reevaluate previously identified deficiencies to confirm implementation of improvements Present written compliance evaluations and reports to the Compliance Committee, CEO, and/or Board of Directors at least annually PHYSICAL DEMANDS Prolonged periods sitting at a desk and working on a computer Occasional lifting up to 25 pounds Frequent meetings via video or phone; occasional in-person site visits WORKING CONDITIONS On-site only Office-based, with travel between program sites as needed Cross-functional collaboration with high-level staff across all departments High-paced, deadline-driven, and strategically focused COMPETENCIES AND SKILLS Deep knowledge of HR laws, policies, and procedures Strong leadership and interpersonal skills Exceptional problem-solving, conflict resolution, and communication skills Technologically proficient in HRIS, Microsoft 365, and HR compliance platforms Experience in building HR teams and designing HR infrastructure LEVEL OF EDUCATION / TRAINING / QUALIFICATIONS Master's degree in Human Resources, Business Administration, Public Administration, or related field (required) HR Certification (SHRM-SCP, SPHR) strongly preferred 8+ years of progressive HR experience, with at least 5 years in a senior leadership role Experience supporting diverse workforces and multi-site operations Strong track record of compliance, employee engagement, and HR system implementation

A leading energy association in Washington is seeking a Managing Director for Human Resources to modernize operations and enhance employee experience. This role requires 15+ years of HR experience, focusing on strategic talent acquisition and performance management. The ideal candidate will possess strong communication and relationship-building skills. The salary range is competitive at $194,700 - $292,100, with a comprehensive benefits package. #J-18808-Ljbffr