Director of human resources jobs in Frederick, MD

More Lives, Better Lived As the largest and leading value-based kidney care company, Somatus is empowering patients across the country living with chronic kidney disease to experience more days out of the hospital and healthier at home. It takes a village of passionate and tenacious innovators to revolutionize an industry and support individuals living with a chronic disease to fulfill our purpose of creating More Lives, Better Lived. Does this sound like you? Showing Up Somatus Strong We foster an inclusive work environment that promotes collaboration and innovation at every level. Our values bring our mission to life and serve as the DNA for every decision we make: · Authenticity: We believe in real dialogue. In any interaction, with patients, partners, vendors, or our teammates, we are true to who we are, say what we mean, and mean what we say. · Collaboration: We appreciate what every person at Somatus brings to the table and believe that together we can do and achieve more. · Empowerment: We make sure every voice gets heard and all ideas are considered, especially when it comes to our patients' lives or our partners' best interests. · Innovation: We relentlessly look for ways to improve upon the status quo to continuously deliver new solutions. · Tenacity: We see challenges as opportunities for growth and improvement - especially when new solutions will make a difference for our patients and partners. Showing Up for You We offer more than 25 Health, Growth, and Wealth Work Perks to help teammates learn, grow, and be the best version of themselves, including: · Subsidized, personal healthcare coverage (medical, dental vision) · Flexible PTO · Professional Development, CEU, and Tuition Reimbursement · Curated Wellness Benefits supporting teammates physical and mental well-being · Community engagement opportunities · And more! The HRBP will be responsible for implementing proactive talent strategies that align with organizational objectives and support a workforce composed largely of medical staff, including nurse practitioners, nurses, dietitians, pharmacists, social workers, patient health advocates, and physicians. This role focuses on optimizing workforce outcomes through data-driven decision-making and fostering an environment of accountability, engagement, and measurable success. The HRBP will work closely with the COO and other to drive a high-performance, and continuous development-based culture This role requires a on site schedule to our office in Mclean VA. Strategic Talent Planning: Drive the development and execution of a comprehensive talent strategy that aligns with organizational goals. Collaborate with leaders to identify and maximize talent opportunities, ensuring a proactive approach to workforce planning, performance management, career development, and succession planning. Serve as a strategic advisor to leaders, aligning talent strategies with both immediate and long-term business needs. Metrics-Driven Insights: Deliver comprehensive, data-driven analysis directly to leadership, driving informed decision-making that advances talent strategy and aligns with broader organizational objectives. Collaborate with the People Operations team to analyze workforce data, identify trends, assess potential risks, and uncover opportunities for improvement that align with the organization's talent strategy. Develop actionable recommendations and insights that optimize People Operations' reporting capabilities, enabling the creation of dashboards that track key performance indicators (KPIs), such as employee engagement, turnover rates, and other metrics vital to business outcomes. Employee Relations & Compliance: Collaborate with Employee Relations to ensure prompt, respectful, and legally compliant resolutions of employee relations matters, maintaining accurate documentation throughout the process. Work closely with legal and compliance teams to maintain adherence to federal, state, and local regulations. Performance Management: Guide managers through performance management processes, with a focus on achieving measurable outcomes and facilitating career development. Partner with leadership to drive a high-performance culture by emphasizing KPIs and coaching managers on effective feedback delivery and developmental strategies. Organizational Development: Identify and address barriers to team effectiveness, proposing solutions that foster a culture of continuous learning, high performance, collaboration, and accountability. Collaborate with leaders to design and implement development programs that enhance professional growth and contribute to improved patient outcomes driven by the healthcare teams. HR Process Management: Serve as a key partner to People Operations, acting as the face of core HR process rollouts, such as performance management, merit planning, compensation and benefits. Partner with People Operations to enhance core HR processes through clear metrics and continuous evaluation. Change Management: Guide leaders through change management initiatives, supporting effective communication strategies, employee engagement, and team alignment. Ensure change efforts align clearly with strategic goals and contribute to a positive organizational culture. Collaboration with Talent Acquisition: Work closely with Talent Acquisition to ensure that roles needed to achieve strategic goals are clearly defined and aligned with career architecture, business needs, and industry standards. Ensure clarity and consistency across teams through well-defined job descriptions. Required Skills and Experience: Bachelor's degree in Human Resources, Business Administration, or related field; HR certification preferred. Minimum of 7-10 years of HR experience, with a background in healthcare settings preferred, particularly in supporting clinical teams. Demonstrated success in implementing talent strategies that yield measurable results. Strong analytical skills, with the ability to translate data into actionable insights. In-depth knowledge of employment laws, with expertise in compliance within healthcare environments. Exceptional interpersonal, communication, and problem-solving skills, with a commitment to fostering a culture of trust and accountability. Ability to work independently as well as collaboratively, with a focus on strategic HR partnerships. Knowledge, Skills, and Abilities: Expertise in implementing proactive talent strategies in healthcare settings, with an emphasis on metrics, compliance, and employee engagement. Proven ability to build relationships with leaders, foster a high-performance culture, and drive continuous improvement. Strong analytical skills to inform strategic decisions and optimize workforce performance.

Our client is a growing Government Contracting firm seeking a hands-on Senior HR Generalist to partner with our HR Director. In this strategic yet operational role, you will manage daily people operations while contributing to culture, policy development, and process improvement. This position offers professional growth and a flexible hybrid schedule. Key Responsibilities Operations & Benefits: Oversee full-cycle benefits administration, including enrollments, audits, vendor relations, and leave management (FMLA, ADA, STD). HRIS Management: serve as the administrator for UKG Ready, ensuring data integrity, reporting accuracy, and system optimization. Compliance: Maintain strict adherence to federal/state laws and GovCon-specific regulations (AAP, EEOC, Wage Determinations). Employee Lifecycle: Facilitate new hire onboarding, conduct exit interviews, and manage routine employee relations and inquiries with a customer-service mindset. Policy & Strategy: Assist in developing SOPs and HR policies to align with ISO/CMMC environments and organizational goals. Training: Support learning initiatives and present comfortably during orientations or group trainings. Qualifications Experience: 5-7 years of progressive HR experience; Government Contracting (GovCon) background is required. Education: Bachelor's degree in HR or a related field. Technical Skills: Proficiency in Microsoft Office and HRIS platforms (UKG Ready preferred). Soft Skills: Exceptional communication, the ability to prioritize competing deadlines, and comfort working on-camera/in-front of groups. Certifications: PHR/SHRM-CP is a plus. Benefits We offer a competitive salary, comprehensive health/retirement packages, paid time off, and professional development support.

Job Title: Human Resources Generalist We are actively seeking a Human Resources Generalist to join our team. This role supports HR operations and ensures compliance with benefit programs and federal regulations. Essential Duties and Responsibilities: Administer health and welfare plans, including enrollments and terminations. Process documents through payroll and insurance providers for accurate record keeping. Conduct employee orientation and counsel employees on benefit plan provisions. Manage annual open enrollment and assist with communication of changes. Review monthly insurance billings and resolve discrepancies. Act as liaison with insurance carriers and maintain effective relationships. Prepare government reports related to EEO compliance and other HR functions. Maintain and update affirmative action plan and ensure federal reporting compliance. Write, revise, and proofread company policies and procedures. Assist with employee reviews, payroll changes, recruiting, and hiring processes. Serve as employee contact point for company and benefit questions. Assist with planning company events and promotions. Stay current on regulation changes affecting HR and benefits. Qualifications: 5+ years of experience as an HR Generalist Experience in HR for a small government contractor Bachelor's degree Strong communication and interpersonal skills High level of initiative and ability to work independently and in a team Extremely organized and detail-oriented Proficiency in MS Word and Excel

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 Executive Director, 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 Qualifications Minimum Qualifications: + Education: + Bachelor's Degree required + Experience: + Ten (10+) 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 + 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 and Technology Used: + 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: + Personal 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. + The following salary range is intended to display the value of the company's base pay compensation and may be modified at the discretion of the company. + USD $ 210,000 - $250,000 + Provided salary range minimum and maximum values correspond to variances between regional/geographic locations across the United States. + Please speak with a recruiter for additional information. + 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-KL

Social Impact (SI) is a Washington, DC-area international development management consulting firm. SI's mission is to improve the effectiveness of international development programs in improving people's lives. We provide a full range of management consulting, technical assistance, and training services to strengthen international development programs, organizations, and policies. We provide services globally in the areas of monitoring and evaluation, strategic planning, project and program design, organizational capacity building, and gender and social analysis. SI services cross-cut all development sectors including democracy and governance, health and education, the environment, and economic growth. SI's clients include US government agencies such as USAID, the Millennium Challenge Corporation, the US Department of State, bilateral donors, multilateral development banks, foundations, and non-profits. Deputy Director of Human Resources, Social Impact, Arlington, VA Social Impact (SI) is a Washington, DC-area international development management consulting firm. SI's mission is to improve the effectiveness of international development programs in improving people's lives. We provide a full range of management consulting, technical assistance, and training services to strengthen international development programs, organizations, and policies. We provide services globally in the areas of monitoring and evaluation, strategic planning, project and program design, organizational capacity building, and gender and social analysis. SI services cross-cut all development sectors including democracy and governance, health and education, the environment, and economic growth. SI's clients include US government agencies such as USAID, the Millennium Challenge Corporation, the US Department of State, bilateral donors, multilateral development banks, foundations, and non-profits. Position Description: SI seeks an experienced Deputy Director of Human Resources to develop and implement best practice human resource management in employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, employee relations and retention, AA/EEO compliance. The duties described in this position apply to US-based staff and expatriate staff based overseas. The Deputy Director manages the HR Assistant. This position reports to the Director of Human Resources. The Deputy Director will serve as acting Director in the Director's absence. Responsibilities: Employment Processing Directs separation and exiting of employees; Maintains employee personnel and benefits records; ensures accuracy, completeness and security of files. Maintains company organization charts and the employee directory; maintains human resource information system; Compensation: maintains job description library; Performance Management: leads the performance review process; provides staff training and consultation on performance management; ensures compliance with performance management policies and procedures. Health and Welfare Benefits: Implements, communicates and administers the corporate employee benefit programs such as health insurance, professional development, disability insurance, life insurance, retirement programs, worker's compensation and other plans; Acts as main point of contact for benefit plan providers and vendors, ensuring prompt replues ti vendor information requests and processing of invoices and timely addition/removal of employees; In conjunction with HR Director, identifies programs/initiatives that are competitive in the industry and geography, and frequently benchmark best practices to position SI as an employer of choice. Employee Relations: Advises and coaches employees on personnel-related issues; proactively assists managers in successfully handling employee relations issues; Strategy : participates in developing department goals, objectives and systems; works with HR Director to identify and track key metrics and assist in developing timely reports on results and trends to Senior Management. Policies and Procedures: provides guidance to employees on personnel policies and procedures; ensures compliance with personnel policies and procedures; recommends improvements to personnel policies and procedures. Compliance: Maintains compliance with federal, state and local employment and benefits laws and regulations; directs the EEO, Veteran, Equal Pay annual reporting; assists with the implementation of affirmative action programs. Other duties as assigned. Qualifications Master's degree and at least 5 years' relevant human resources experience or equivalent in education/experience. Supervisory experience. Human Resources Certification (PHR or SPHR) a plus. Experience with USAID contracts or cooperative agreements. Knowledge of Department of State Standard Regulations on Allowances. Highly detailed oriented. Strong leadership ability, excellent written and verbal communications skills and organizational skills and the ability to work will all levels of employees and management. Demonstrated integrity and confidentiality Able to multi-task, prioritize workload, and meet strict deadlines. Additional Information Come join our energetic and innovative team! We offer you the opportunity to play a leading role in the growth of our company, work as part of a creative and committed team, and make a difference in the well-being of our world. To apply, please visit our website: **************************************************************************************** SI is an EEO/AA/ADA Veterans Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status. Only selected candidates will be contacted for an interview. Please, no phone calls.

About AHC: AHC is a non-profit, affordable housing developer and service provider with offices in Baltimore, Maryland and Arlington, Virginia. Our growing portfolio of 55 multifamily rental communities provides over 8,300 homes in D.C., Maryland, and Virginia. Mission: The residents of Affordable Homes & Communities are at the heart of all we do. AHC builds opportunity by creating quality homes with holistic resident services. We drive change through innovation, genuine partnerships, and responsible investment. HR/IT Goal: High Performing Organization - Invest in our staff, culture, and systems to align with our values and our commitment to Diversity, Equity, Inclusion, and Belonging. Position Purpose: A member of the AHC Senior Leadership Team, the Vice President of HR will provide high-level leadership and drive employee experience strategies & policies to create an engaging and meaningful workplace for AHC staff. The VP shall oversee, develop, and execute all the AHC Staff Training and Development Programs. The Vice President will have direct supervision of Office Administration and Human Resources teams ensuring high level staff performance and department efficiency and effectiveness. Members of the Senior Leadership Team are expected to demonstrate AHC's Core Values. They are expected to achieve outstanding results, inspire and develop staff, and lead innovation and positive change. Responsibilities: Include but are not limited to the following: ORGANIZATIONAL STRATEGIES & RESULTS Collaborates with the President/CEO and the Senior Leadership Team, utilize experience, business strategy, and networks to create and lead AHC's short term and long-term strategies to foster AHC culture where staff are aligned with the AHC mission & core values. Guides AHC in developing staff skills and performance levels. Designs the strategy and oversees the development and completion of department programs and initiatives, defining program milestones and metrics. Ensures flawless delivery of all aspects of program and project execution. Designs and implements a Staff Training & Development Plan. Builds strong relationships with staff and community partners (e.g. NWA, HPN). Participates in coalitions with a variety of community-based organizations, as appropriate. Develops and implements training and capacity building strategies and programs. Serves as a key advisor to the Senior Leadership Team, Board of Directors, and liaison to the Board Committee (Governance Committee). DEPARTMENT OPERATIONS Leads and executes the development of the organization's strategies for recruitment & retention, compensation & benefits administration, compliance, staff training & development, IT infrastructure efficiency & growth while minimizing organizational risk. Drives and manages organizational change to increase employee satisfaction and productivity. Embeds and collaborates with leadership to create authentic and meaningful inclusion of DEIB perspectives in AHC policies, processes, and practices. Maintains and continuously improves HR policies and procedures. FINANCIAL MANAGEMENT Develops department annual budget. Partners with the CFO in budget planning to adjust for changes in business strategy. Reviews and monitors budget vs actual activity to identify variances and ensure financial activity is appropriate and correct. Observes and practices financial stewardship in managing AHC's financial resources. CULTURE and STAFF ENGAGEMENT Builds a team culture that supports the organization's strategic direction with a deep commitment to collaboration, accountability, equity, and resident service. Establishes staff goals and deliverables; provides coaching and evaluation based on those goals to ensure the team maintains a high level of knowledge and competence related to AHC priorities. Creates the conditions for success. Engages cross-department collaboration. Fosters transparency and open lines of communication. Promotes inclusive department practices. Motivates and inspires staff to achieve goals. Qualifications: Bachelor's degree in human resources or related field is required. Master's degree in HR, preferred. HR certification required. Experience in real estate preferred Minimum of 15 years of progressive senior leadership role in managing human resources for mid-sized organizations. Demonstrated understanding of change management and culture building. Experience leading organization's DEIB efforts. Familiarity with local and state employment regulations.

B. F. Saul Company Hospitality Group is a subsidiary of the largest private real estate company in the Washington, D.C. area, and has been in operation for over 130 years. The Hospitality Group operates a portfolio of more than 20 business class hotels with top brands from Intercontinental Hotel Groups, Marriott International, Hilton, and Best Western Hotels: along with The Watermark Hotel, The Hay-Adams Hotel, and Perch Putt. These properties are operated by a team of more than 1,000 enthusiastic hospitality professionals! Do you have a passion for hospitality? Do you strive to make a difference in the lives of others? Consider yourself a creative genius when it comes to finding new ways to recruit people or keep a team engaged? We have just the position for you in our Crystal City Complex for the full-service Crowne Plaza Crystal City and Holiday Inn National Airport hotels. We are currently seeking a phenomenal leader to become our Area Director of Human Resources. The ideal candidate will possess an unmatched dedication to making a difference for our internal guests and our team members. You will develop strategies to attract and retain top talent that will exceed our guest expectations and support B. F. Saul Company Hospitality Group's One Team philosophy. If you enjoy being an integral member of a cohesive team, have a winning personality, and a strong HR generalist, this opportunity was created with you in mind. As the Area Director Human Resources, you will be responsible for completing the following responsibilities while displaying a high degree of business acumen, analytical capability and an ability to adapt to continuous change. This position is responsible for overseeing the human resource function for the property. Provides a wide variety of HR generalist services. B. F. Saul Company Hospitality Group invites you to take your career to the next level! As a leading Owner and Management Company in the Hospitality Industry, our commitment to our team is in our “One Team!” values. Our integrated approach in obtaining top talent ensures key players who are committed to their professional and personal development represent our hotels, have a sound understanding of the industry, and possess significant attributes to enhance our culture. Joining our team says you are committed to guest satisfaction and promise to uphold the highest level of integrity. Responsibilities: Responsibilities: Provide for impartial treatment to all employee's through proper personnel practices and employment policies throughout organization. Ensure recruitment of the most qualified exempt applicants through proper administration of the employment function. This includes knowledge of pre-employment laws such as EEO/AAP/ADA/Immigration. Maintains a professional and ethical image for all staff members within the organization. Protect the "owners" from any employee litigation. Provides the tools to ensure team member satisfaction through training, such as orientation, technical skills training, management development training and interpersonal skills training. Directs and administers employee relations to facilitate employee morale. Directs wage and salary program to attract and retain qualified personnel at designated properties. Function as a key member of the company's management team. Performance Standards: The effectiveness of the Area Director of Human Resources will be measured by the achievement of the following goals Meet planned employee turnover goals as stated in Mission Statement from prior year and measured by Turn-over Report at designated hotel(s). The timely achievement of specific action plans detailed in Annual Goals and Actions Worksheet. Effective implementation of company HR policy and procedures at designated properties as measured by the Performance Appraisal system. Written reports including regional responsibilities, benefits, compensation, employment, employee relations, Training, and Miscellaneous. Keep designated hotel in compliance with all EEO/AAP/ADA/FMLA/INS/OSHA, Etc. regulations. Essential Duties and Responsibilities: The Area Director of Human Resources duties are detailed in general below. Guest Satisfaction Assist in the enhancement or revenue achievement and raising quality survey scores by following effective selection, orientation and training practices. Improve quality and service scores by ensuring prescribed training procedures are followed at each property. Assist in the development and implementation of incentive programs for team members that reinforce guest satisfaction and product quality. Leadership/Employees Interview prospective exempt employees at designated hotels. Direct orientation process for new team members at designated hotels. Improve team member communications by proper use of "Interaction Management" and formal counseling and progressive disciplinary procedures. Ensure that all policies are applied fairly and consistently to all team members. Ensure all team members receive their appropriate skills training. Operational Comply with recruitment costs by following proper selection procedures. Oversee appraisal process which will be a tool for improving morale and productivity. Ensure compliance to all government regulations Federal and state - unemployment, FMLA, ADA, Insurance, EEO-1 Report, OSHA log, and mandated posters. Review and implement the company standards, policies and procedures communicated through the "Action Bulletin". Participate in appropriate company and franchise training and certification processes. Appropriately manage/monitor unemployment compensation in conjunction with third party representation. Manage worker's compensation cases. Provide training, advice and guidance to management staff on employee relations issues. Approve and review all terminations, conduct, exit interviews and arbitrate management complaints. Investigate and respond appropriately to all discrimination complaints. Oversees OSHA recordkeeping. Manage all aspects of HR administration calendar. Sales and Marketing Champion merchandising of benefits. Maintain community visibility through participation in job fairs, professional organizations. Financial Ensure survey completion. Assist with recommendation to remain competitive in appropriate markets. Ensure budget adherence in area of benefits, training, recruitment and employee relations. Other Other special assignments as requested by General Manager and Corporate Human Resources Department. Actively participate in corporate sponsored programs. Required Skills and Experience: Bachelor's Degree in Human Resources or related field or equivalent experience required. Masters degree a plus. SHRM-CP, SHRM-SCP, PHR or SPHR preferred. Three+ years of Hotel Human Resource experience required. Strong preference for experience in a hospitality or service industry. Must have strong organizational & communication skills, and a professional presence. Must have a solid business focus in addition to effective interpersonal skills. Physical Requirements: Ability to lift, push, and pull up to 20 pounds on an occasional basis. Benefits Well-Being Benefits: Health Insurance Dental & Vision Insurance Short & Long Term Disability Vacation Policy Long Term Planning: 401(k) Retirement Program Paid Life Insurance Tuition Reimbursement Team Member Programs: Our Big 3 Mission Statement Leaders of the Month/Year Annual Performance Appraisals and Wage Increase Opportunities Annual Team Member Banquets Annual Team Member Engagement Survey Discounted Room Rates for Team Members, Family and Friends Complimentary Room Stays Incentive Eligible Weekly Pay B. F. Saul Company Hospitality Group is proud to be an equal opportunity workplace dedicated to pursuing and hiring diverse professionals. Equal Opportunity Employer/Veterans/Disabled

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. 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!

About the Job The Director of Human Resources (HRD) is a strategic leader responsible for aligning HR strategies with business objectives across the system. This role leads through influence in a matrixed environment driving workforce strategy and ensuring operational excellence in HR service delivery. With a strong business acumen the HR Director partners closely with senior leadership in the entity and HR Centers of Expertise (COE) to shape organizational culture enhance talent capabilities and drive change management in alignment with the strategic organization operating plans. With strong executive communication skills the HRD enables effective decision-making champions change and ensures HR strategies are inclusive and embedded in operational execution. Primary Duties and Responsibilities * Strategic Business Partnership Act as a trusted advisor to senior leaders aligning workforce and organizational strategies with business objectives. Translate business needs into actionable HR strategies and initiatives that drive measurable outcomes. * Organizational Effectiveness & Design Partner with the OE COE to assess design and implement organizational structures that support strategic priorities. Lead entity-level change initiatives including M&A integration restructuring and workforce transitions. Use diagnostic tools and data to identify performance gaps and recommend structural or cultural interventions. * HRBP Team Development & Coaching Coach and mentor emerging HRBPs to build strategic capability and professional confidence. Foster a culture of continuous learning collaboration and shared best practices across the HRBP community. * Cross-Entity Collaboration & Efficiency Identify and lead cross-entity HR projects that enhance operational efficiency and elevate the HR function's impact. Promote consistency in HR service delivery and alignment with enterprise-wide goals. * Enterprise HR Integration Serve as the bridge between Business HR and COEs especially OE to ensure cohesive and scalable HR solutions. Provide business insights to COEs to shape relevant data-driven HR programs. * Execution Excellence Balance strategic thinking with hands-on execution of key HR initiatives. Ensure timely and effective implementation of HR programs policies and workforce solutions. * Change Leadership & Culture Enablement Lead change management efforts for organizational transformation and cultural alignment. Promote a culture of agility inclusion and innovation. * Governance & Compliance Ensure compliance with labor laws accreditation standards and MedStar policies. Represent HR in audits regulatory reviews and community engagements. * Participates in multidisciplinary quality and service improvement teams as appropriate. Participates in meetings serves on committees and represents the department and hospital/facility in community outreach efforts as appropriate. * Develops and contributes to the achievement of established department goals and objectives and adheres to department policies procedures quality standards and safety standards. Ensures compliance with hospital/facility policies and procedures and governmental/accreditation regulations. * Regularly participates in the development of System-wide plans goals and objectives as a member of the HR leadership team and membership on various entity specific and corporate committees. Interfaces coordinates activities and collaborates on decisions with key individuals within MedStar Health as needed. Minimal Qualifications Education * Bachelor's degree Human Resources Business Administration or related field. required or * Master's degree Human Resources Business Administration or related field. preferred Experience * 8-10 years in Human Resources in a large-scale multi-site matrixed organization required. Must have served in specialist roles such as HR Business Partner Generalist Employee Relations. required and * 5-7 years of management experience required * In-depth and up-to-date knowledge of talent acquisition talent management compensation benefits labor and associate relations law and HR technology. required * Proven track record of strategic HRBP leadership talent management and organizatio0nal development in similar sized organizations preferred Licenses and Certifications * SHRM-SCP preferred or * SHRM-CP preferred or * Senior Professional in Human Resources (SPHR)-HRCI preferred or * Professional in Human Resources (PHR)-HRCI preferred Knowledge Skills and Abilities * Demonstrated Excellence in HR Process Optimization: Proven ability to review streamline and implement high-quality HR processes with a consistent detail-oriented approach. Experienced in maintaining operational excellence across all HR functions driving efficiency and enhancing the overall employee experience at the organizational level. * Strategic Policy Interpretation and Organizational Development: Skilled in interpreting and applying company policies and organizational practices. Proactively identifies opportunities for improvement and recommends strategic changes that align with evolving business needs regulatory compliance and best practices in human resources management. * Effective Public Speaking and Stakeholder Engagement: Adept at developing and delivering impactful presentations on complex HR topics to executive leadership management teams and diverse employee groups. Able to communicate key initiatives policy changes and strategic HR objectives in a clear persuasive and engaging manner. * Leadership Coaching and Influence: Highly capable of influencing and coaching frontline managers and business unit leaders through a wide range of HR and business challenges. Fosters leadership development supports talent management initiatives and drives alignment with organizational objectives. * Strategic Planning and Execution: Experienced in translating organizational strategy and key initiatives into actionable plans for business units. Ensures seamless alignment between HR programs and company goals driving successful implementation and measurable outcomes at all levels of the organization. * Conflict Management and Negotiation: Demonstrated conflict management and negotiation skills; ability to effectively engage in collective bargaining activities. This position has a hiring range of USD $134,118.00 - USD $265,616.00 /Yr. General Summary of Position The Director of Human Resources (HRD) is a strategic leader responsible for aligning HR strategies with business objectives across the system. This role leads through influence in a matrixed environment driving workforce strategy and ensuring operational excellence in HR service delivery. With a strong business acumen the HR Director partners closely with senior leadership in the entity and HR Centers of Expertise (COE) to shape organizational culture enhance talent capabilities and drive change management in alignment with the strategic organization operating plans. With strong executive communication skills the HRD enables effective decision-making champions change and ensures HR strategies are inclusive and embedded in operational execution. Primary Duties and Responsibilities * Strategic Business Partnership Act as a trusted advisor to senior leaders aligning workforce and organizational strategies with business objectives. Translate business needs into actionable HR strategies and initiatives that drive measurable outcomes. * Organizational Effectiveness & Design Partner with the OE COE to assess design and implement organizational structures that support strategic priorities. Lead entity-level change initiatives including M&A integration restructuring and workforce transitions. Use diagnostic tools and data to identify performance gaps and recommend structural or cultural interventions. * HRBP Team Development & Coaching Coach and mentor emerging HRBPs to build strategic capability and professional confidence. Foster a culture of continuous learning collaboration and shared best practices across the HRBP community. * Cross-Entity Collaboration & Efficiency Identify and lead cross-entity HR projects that enhance operational efficiency and elevate the HR function's impact. Promote consistency in HR service delivery and alignment with enterprise-wide goals. * Enterprise HR Integration Serve as the bridge between Business HR and COEs especially OE to ensure cohesive and scalable HR solutions. Provide business insights to COEs to shape relevant data-driven HR programs. * Execution Excellence Balance strategic thinking with hands-on execution of key HR initiatives. Ensure timely and effective implementation of HR programs policies and workforce solutions. * Change Leadership & Culture Enablement Lead change management efforts for organizational transformation and cultural alignment. Promote a culture of agility inclusion and innovation. * Governance & Compliance Ensure compliance with labor laws accreditation standards and MedStar policies. Represent HR in audits regulatory reviews and community engagements. * Participates in multidisciplinary quality and service improvement teams as appropriate. Participates in meetings serves on committees and represents the department and hospital/facility in community outreach efforts as appropriate. * Develops and contributes to the achievement of established department goals and objectives and adheres to department policies procedures quality standards and safety standards. Ensures compliance with hospital/facility policies and procedures and governmental/accreditation regulations. * Regularly participates in the development of System-wide plans goals and objectives as a member of the HR leadership team and membership on various entity specific and corporate committees. Interfaces coordinates activities and collaborates on decisions with key individuals within MedStar Health as needed. Minimal Qualifications Education * Bachelor's degree Human Resources Business Administration or related field. required or * Master's degree Human Resources Business Administration or related field. preferred Experience * 8-10 years in Human Resources in a large-scale multi-site matrixed organization required. Must have served in specialist roles such as HR Business Partner Generalist Employee Relations. required and * 5-7 years of management experience required * In-depth and up-to-date knowledge of talent acquisition talent management compensation benefits labor and associate relations law and HR technology. required * Proven track record of strategic HRBP leadership talent management and organizatio0nal development in similar sized organizations preferred Licenses and Certifications * SHRM-SCP preferred or * SHRM-CP preferred or * Senior Professional in Human Resources (SPHR)-HRCI preferred or * Professional in Human Resources (PHR)-HRCI preferred Knowledge Skills and Abilities * Demonstrated Excellence in HR Process Optimization: Proven ability to review streamline and implement high-quality HR processes with a consistent detail-oriented approach. Experienced in maintaining operational excellence across all HR functions driving efficiency and enhancing the overall employee experience at the organizational level. * Strategic Policy Interpretation and Organizational Development: Skilled in interpreting and applying company policies and organizational practices. Proactively identifies opportunities for improvement and recommends strategic changes that align with evolving business needs regulatory compliance and best practices in human resources management. * Effective Public Speaking and Stakeholder Engagement: Adept at developing and delivering impactful presentations on complex HR topics to executive leadership management teams and diverse employee groups. Able to communicate key initiatives policy changes and strategic HR objectives in a clear persuasive and engaging manner. * Leadership Coaching and Influence: Highly capable of influencing and coaching frontline managers and business unit leaders through a wide range of HR and business challenges. Fosters leadership development supports talent management initiatives and drives alignment with organizational objectives. * Strategic Planning and Execution: Experienced in translating organizational strategy and key initiatives into actionable plans for business units. Ensures seamless alignment between HR programs and company goals driving successful implementation and measurable outcomes at all levels of the organization. * Conflict Management and Negotiation: Demonstrated conflict management and negotiation skills; ability to effectively engage in collective bargaining activities.

About the Job The Director of Human Resources (HRD) is a strategic leader responsible for aligning HR strategies with business objectives across the system. This role leads through influence in a matrixed environment driving workforce strategy and ensuring operational excellence in HR service delivery. With a strong business acumen the HR Director partners closely with senior leadership in the entity and HR Centers of Expertise (COE) to shape organizational culture enhance talent capabilities and drive change management in alignment with the strategic organization operating plans. With strong executive communication skills the HRD enables effective decision-making champions change and ensures HR strategies are inclusive and embedded in operational execution. Primary Duties and Responsibilities * Strategic Business Partnership Act as a trusted advisor to senior leaders aligning workforce and organizational strategies with business objectives. Translate business needs into actionable HR strategies and initiatives that drive measurable outcomes. * Organizational Effectiveness & Design Partner with the OE COE to assess design and implement organizational structures that support strategic priorities. Lead entity-level change initiatives including M&A integration restructuring and workforce transitions. Use diagnostic tools and data to identify performance gaps and recommend structural or cultural interventions. * HRBP Team Development & Coaching Coach and mentor emerging HRBPs to build strategic capability and professional confidence. Foster a culture of continuous learning collaboration and shared best practices across the HRBP community. * Cross-Entity Collaboration & Efficiency Identify and lead cross-entity HR projects that enhance operational efficiency and elevate the HR function's impact. Promote consistency in HR service delivery and alignment with enterprise-wide goals. * Enterprise HR Integration Serve as the bridge between Business HR and COEs especially OE to ensure cohesive and scalable HR solutions. Provide business insights to COEs to shape relevant data-driven HR programs. * Execution Excellence Balance strategic thinking with hands-on execution of key HR initiatives. Ensure timely and effective implementation of HR programs policies and workforce solutions. * Change Leadership & Culture Enablement Lead change management efforts for organizational transformation and cultural alignment. Promote a culture of agility inclusion and innovation. * Governance & Compliance Ensure compliance with labor laws accreditation standards and MedStar policies. Represent HR in audits regulatory reviews and community engagements. * Participates in multidisciplinary quality and service improvement teams as appropriate. Participates in meetings serves on committees and represents the department and hospital/facility in community outreach efforts as appropriate. * Develops and contributes to the achievement of established department goals and objectives and adheres to department policies procedures quality standards and safety standards. Ensures compliance with hospital/facility policies and procedures and governmental/accreditation regulations. * Regularly participates in the development of System-wide plans goals and objectives as a member of the HR leadership team and membership on various entity specific and corporate committees. Interfaces coordinates activities and collaborates on decisions with key individuals within MedStar Health as needed. Minimal Qualifications Education * Bachelor's degree Human Resources Business Administration or related field. required or * Master's degree Human Resources Business Administration or related field. preferred Experience * 8-10 years in Human Resources in a large-scale multi-site matrixed organization required. Must have served in specialist roles such as HR Business Partner Generalist Employee Relations. required and * 5-7 years of management experience required * In-depth and up-to-date knowledge of talent acquisition talent management compensation benefits labor and associate relations law and HR technology. required * Proven track record of strategic HRBP leadership talent management and organizatio0nal development in similar sized organizations preferred Licenses and Certifications * SHRM-SCP preferred or * SHRM-CP preferred or * Senior Professional in Human Resources (SPHR)-HRCI preferred or * Professional in Human Resources (PHR)-HRCI preferred Knowledge Skills and Abilities * Demonstrated Excellence in HR Process Optimization: Proven ability to review streamline and implement high-quality HR processes with a consistent detail-oriented approach. Experienced in maintaining operational excellence across all HR functions driving efficiency and enhancing the overall employee experience at the organizational level. * Strategic Policy Interpretation and Organizational Development: Skilled in interpreting and applying company policies and organizational practices. Proactively identifies opportunities for improvement and recommends strategic changes that align with evolving business needs regulatory compliance and best practices in human resources management. * Effective Public Speaking and Stakeholder Engagement: Adept at developing and delivering impactful presentations on complex HR topics to executive leadership management teams and diverse employee groups. Able to communicate key initiatives policy changes and strategic HR objectives in a clear persuasive and engaging manner. * Leadership Coaching and Influence: Highly capable of influencing and coaching frontline managers and business unit leaders through a wide range of HR and business challenges. Fosters leadership development supports talent management initiatives and drives alignment with organizational objectives. * Strategic Planning and Execution: Experienced in translating organizational strategy and key initiatives into actionable plans for business units. Ensures seamless alignment between HR programs and company goals driving successful implementation and measurable outcomes at all levels of the organization. * Conflict Management and Negotiation: Demonstrated conflict management and negotiation skills; ability to effectively engage in collective bargaining activities. This position has a hiring range of USD $134,118.00 - USD $265,616.00 /Yr.

Job Description The Director of Human Resources (HR) is a key member of the leadership team who will work closely with the VP of Human Resources in overseeing all aspects of the human resources function within the organization. This position ensures the development, implementation, and management of HR strategies, policies, and practices that support the organization's mission, values, and goals. The Director of HR leads efforts in talent acquisition, employee relations, performance management, compensation and benefits, compliance, and organizational development. Key Responsibilities Strategic Leadership: Work closely with the VP of Human Resources to develop and execute HR strategies aligned with organizational objectives. Employee Relations: Build and maintain positive employee relations. Address employee concerns, mediate disputes, and implement programs that enhance employee engagement and satisfaction. Performance Management: Design and manage performance appraisal systems, set performance standards, and provide guidance for employee development and succession planning. Compensation & Benefits: Work with the VP of Human Resources with the design, implementation, and administration of competitive compensation and benefits programs. Ensure compliance with applicable laws and organizational goals. Policy Development & Compliance: Develop and update HR policies and procedures. Ensure compliance with federal, state, and local labor laws and regulations. Training & Development: Promote learning and development initiatives that enhance employee skills, support career growth, and meet organizational needs. HR Metrics & Reporting: Analyze HR metrics to assess program effectiveness and support strategic decision-making. Prepare regular reports for senior management. Team Leadership: Lead, mentor, and develop the HR team to ensure high performance and professional growth. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field (Master's preferred). Professional HR certification (e.g., SHRM-SCP, SPHR) is preferred. At least 8 years of progressive HR experience, with a minimum of 3 years in a leadership role. Comprehensive knowledge of employment law, HR best practices, and organizational development. Strong leadership, communication, and interpersonal skills. Demonstrated ability to manage multiple priorities and work effectively in a fast-paced environment. Experience with HR information systems (HRIS) and data analytics.

Overview of Easterseals Serving DC | MD | VA Who We Are Including Individuals. Empowering Families. Strengthening Communities.℠ Easterseals DC MD VA (************** is leading the way to full equity, inclusion, and access through direct and life-changing disability and community services. Since 1945, Easterseals DC MD VA has worked tirelessly to enhance quality of life and expand access to healthcare, education, and employment. And we won't rest until each one of us is valued, respected, and accepted. We take a holistic approach, providing comprehensive services to thousands of children and adults in our neighborhoods, no matter their disability, military status, income, race, or age: To help each child reach their full potential, we provide personalized child development and early intervention services. To improve health and reduce isolation in adults with disabilities, we offer engaging activities and expansive resources. To enable military families to integrate into the community, we provide a suite of services, including employment support and mental healthcare. And to sustain families and caregivers, we provide comprehensive services and support. Together with our partners, we're reducing poverty and homelessness and improving healthcare and employment by empowering people of all ages and abilities to be full and equal participants in their communities. Join us. As the Easterseals affiliate serving Washington, DC, Maryland, and Northern Virginia, (************** Easterseals DC MD VA works through public-private partnerships to provide community-based services in the most efficient manner possible. These traits were demonstrated in the opening our Harry & Jeanette Weinberg Inter-Generational Center, which has quickly become an international model of excellence for delivering superior outcomes, including creating meaningful connections between generations. It was opened through visionary partnership among local, state, and national governments, as well as private individual, corporate, and foundation investment. The shared resources created a maximum return on investment for the community. Through a variety of resources, Easterseals provides information and guidance about how to navigate changing needs within our communities. Easterseals DC MD VA, we know that creating a hopeful, inclusive community where all people realize their potential and live meaningful lives can be done only when we value our greatest asset - our staff. More than 200 employees across the greater Washington, DC area, from Hagerstown, Maryland, to Falls Church, Virginia, value the rewarding work that enables Easterseals to lead the way to 100% equity, inclusion, and access for people with disabilities, families, and communities. If you want to do well while doing good, Easterseals DC MD VA may be the place for you. Core Values Our entire staff shares our Core Values which are an integral component of the success of ESDCMDVA: Respect: We respect each other. We value the uniqueness and dignity of each individual and appreciate the strength of diversity and inclusion. Responsibility: We share a sense of responsibility for doing things right, being good stewards and being accountable for our actions. Integrity: We conduct business ethically with a commitment to moral integrity and we expect people to hold a high moral standard. We communicate openly, honestly and directly. Innovation: We embrace new ideas, take measured risks and find better ways to help more people. Care: We show compassion for others and continue to live our mission each day. Easterseals Job Description Job Title: Human Resources Director Department: Human resources Location: Silver Spring Reports to: Vice President of HR FLSA Classification: Exempt Human Resources Director Job Summary: The Human Resources Director position is responsible for aligning business objectives with employees and management in designated programs/departments. The Human Resources Director maintains an effective level of business literacy about the organization's financial position, plans, culture, and challenges. This position reports to the VP Human Resources. Supervisory Responsibilities: This position may have direct supervisory responsibilities and serves as a coach and mentor for other positions in the department. This position is responsible for managing the front desk security personnel at the corporate office. Duties/Responsibilities: Conducts regular meetings with assigned programs/departments. Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Partners with VP of HR on escalated employee relations issues. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with legal counsel as needed/required. Provides day-to-day performance management guidance for management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Provides guidance and input on program/department restructures and workforce planning. Identifies training needs for business units and individual executive coaching needs. Performs full cycle recruiting for all levels of positions. Assist, develops and executes organization-wide programs such as wellness campaigns, open enrollment, community events, job fairs etc. Performs other related duties as assigned. Attend and professionally represent the company at various community events, unemployment hearings etc. Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and critical thinking skills. Proficient with Microsoft Office Suite or related software. Must be able to travel to office locations within DC, MD, and VA on a consistent and daily basis. Education and Experience: Minimum of 7 years of experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Bachelor's degree preferred. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credentials strongly preferred. Physical Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift to fifteen pounds at times. Must be able to occasionally stand for prolonged periods of (job fairs, organizational events etc. Pay Range : $80,000 to $95,000 Annually #IND1

Goodwill Industries of Monocacy Valley transforms donations into jobs and job training for thousands of people in Frederick and Carroll Counties in Maryland each year. At Goodwill, we believe that all people, regardless of situation, should have access to meaningful employment. Each time you donate items to Goodwill or shop in our stores, you are supporting training programs that help people with barriers to employment find jobs and become more self-sufficient. Job Description The Director of Human Resources for Goodwill Industries of Monocacy Valley will help redesign and implement the many aspects of our team experience including talent acquisition, benefits, compensation, onboarding, development, and retention. They will also play a pivotal role in developing, driving, and nurturing a great team values driven culture. This role will lead organizational development, including organizational design, succession planning, performance management, diversity initiatives and HRIS implementation. Collaborate with managers at all levels to: increase awareness of sound HR principles and practices, provide input and support to organizational initiatives, mitigate risks, and ensure the organization is energized around our mission and goals. Assist in creating a values-driven culture to attract and retain a talented workforce. This is evident in interviewing, on-boarding, employee relations issues, engagement strategies, recognition, and associate development. Lead the Talent Acquisition team with market recruitment needs. Create, organize, and implement strategies and supporting initiatives that source, recruit, and select top talent. Utilize benefits and compensation surveys to determine compensation trends and make recommendations to support staff engagement and retention goals. Ensure compliance with applicable employment laws, regulations, policies at the federal, state, and local level and draft policies that reflect this. Partner with managers and store managers to coach, advise on performance issues, and facilitate effective solutions for associate employment issues. Serve as an escalation point for end-users experiencing difficulties in using HRIS systems. Enterprise workforce planning. Oversee and manage talent development and training. Other duties as assigned. Qualifications To perform this job successfully, an individual must be able to perform each essential duty to a high standard. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. REQUIRED Bachelor's degree required, Master's Degree in Human Resources Administration, Business Administration, or related discipline preferred. 6+ years of increasingly responsible experience in human resources, within a retail or staffing organization including experience leading teams. HR generalist experience preferred. Experience with HRIS systems required -- Kronos Workforce Solutions SaaS (preferred) or SAGE, and Kronos Time-keeping or other Labor management/forecasting systems. Experience building team experience metrics and utilizing assessment tools and techniques. Experience in a fast paced, high volume recruiting environment. Possess excellent communication skills, able to work with all levels from entry level staff to executive management, and be customer-service oriented. PREFERRED Previous experience in the Retail Industry is preferred PHR, SPHR certification preferred. Experience in organizing, planning and executing large-scale projects from envisioning stage through to implementation.

Department: Human Resources Classification: Administrative Faculty Job Category: Administrative or Professional Faculty Job Type: Full-Time Work Schedule: Full-time (1.0 FTE, 40 hrs/wk) Workplace Type: Hybrid Eligible Sponsorship Eligibility: Not eligible for visa sponsorship Salary: Salary commensurate with education and experience Criminal Background Check: Yes About the Department: The Human Resources division supports the university by designing and implementing people-centered policies, systems, and programs that enhance the employee experience and improve operational effectiveness. The unit promotes a culture of data-driven decision-making, continuous improvement, and strategic enablement. About the Position: The Director, HR Systems, Data, & AI Strategy leads the strategic planning, implementation, governance, and continuous improvement of enterprise human resource information systems (HRIS) and HR data management functions. This position ensures the effective and secure use of HR technologies to support talent management, compliance, and business operations. This role oversees two core teams: HRIS Team: Responsible for system strategy, administration, configuration, integrations, reporting, and enhancements. HR Data Management Team: Responsible for all personnel data entry into internal and external systems, benefits deductions and data entry audits, and ensuring compliance with strict parameters for HR data usage and access. The Director also leads HR's audit and reconciliation functions, ensuring data accuracy, completeness, and compliance across all HR systems. Additionally, they guide the implementation of an HR AI strategy, identifying opportunities to use AI to enhance HR service delivery, working in partnership with other HR areas to design, pilot, and deploy solutions. This position serves as a primary liaison to IT, institutional data governance bodies, and external technology vendors. Responsibilities: HRIS Strategy and Systems Management * Leads the design, implementation, and optimization of scalable enterprise HR systems, including HCM and related HR technology platforms, to ensure alignment with business needs in workforce administration, talent acquisition, performance management, learning, and compensation; * Serves as product owner for ERP and third-party solutions, including vendor management and lifecycle planning; * Manages system configuration, upgrades, integrations, and workflow enhancements in partnership with IT and HR stakeholders; * Acts as the HR Risk and Security Officer for HR systems, ensuring compliance with institutional, state, and federal data security standards; * Oversees access management protocols, monitors system security risks, and collaborates with IT security teams to mitigate vulnerabilities; and * Establishes policies and controls that protect sensitive personnel data and maintain audit readiness. Team Leadership and Supervision * Supervises and develops staff in HRIS and HR Data Management teams, as well as audit/reconciliation functions; * Defines objectives, monitors progress, and provides coaching and professional development; and * Fosters a culture of service excellence, collaboration, and innovation within the team. Data Management, Governance, and Integrity * Ensures accuracy, completeness, and timeliness of people data entry into internal and external systems; * Oversees audits and reconciliations for benefits deductions, payroll data, and system records; and * Enforces data governance policies, access controls, and usage guidelines to safeguard HR data. AI Strategy and Technology Innovation * Partners with HR functional leaders to identify AI-enabled opportunities to enhance service delivery, automate routine processes, and improve employee experience; and * Oversees the implementation and integration of AI tools for enhanced HR service delivery, support, and other applicable functions. Reporting, Analytics, and Insights * Leads design and automation of standard and ad hoc HR reports and dashboards; and * Uses workforce analytics to support strategic decision-making, compliance, and predictive insights. Training, Support, and Change Management * Provides training and support to HR and university users on HR systems and data governance; * Leads change management initiatives for system rollouts and enhancements; and * Assesses system performance and resolves end-user challenges with a service mindset. Required Qualifications: * Bachelor's degree in Information Systems, Business Administration, or a related field, or an equivalent combination of education and experience; * Significant progressively responsible HRIS experience, including system administration, reporting, and project leadership (typically seven or more years); * Experience managing confidential data, audits, and complex reporting requirements; * Experience leading cross-functional initiatives and teams; * Knowledge of ERP/HRIS systems functionality and configuration (e.g., Banner, Workday, Oracle); * Skill in data governance, audit, and reconciliation processes, and data quality assurance; * Ability to lead multi-team operations, balancing technology, data management, and compliance; * Ability to lead cross-functional AI and technology adoption initiatives; * Skill in project management and lifecycle systems implementation; * Ability to analyze complex business processes and translate them into effective technology solutions; * Demonstrated skill in SQL reporting, data integration, and advanced Excel techniques; * Ability to supervise technical and professional teams, manage priorities, and deliver complex projects; and * Strong communication skills and ability to present technical information to non-technical stakeholders. Preferred Qualifications: * Master's degree in related field; * Certification in systems or project management (e.g., Workday Pro, PMP, SHRM-SCP); * Extensive professional experience in HR technology and data governance leadership roles within higher education or large, complex organizations (typically ten or more years); * Experience implementing or upgrading ERP systems in large organizations; * Experience with vendor negotiation, data governance frameworks, and compliance regulations (e.g., GDPR, VITA standards); * Experience implementing or managing AI-enabled tools in an HR or service environment; * Knowledge of higher education or large public sector HR systems; * Familiarity with data visualization tools (e.g., Tableau, Power BI); and * Project management experience. Instructions to Applicants: For full consideration, applicants must apply for the Director of HR Systems, Data, & AI Strategy at ********************** Complete and submit the online application to include three professional references with contact information, and provide a Cover Letter/Letter of Intent and Resume for review. Posting Open Date: November 3, 2025 For Full Consideration, Apply by: November 17, 2025 Open Until Filled: Yes

Human Resources Consultant II Location: This is a hybrid position. Must live in commutable distance to White Flint, MD/ Rockville, MD. * This position requires an active Public Trust clearance or the ability to obtain a Public Trust clearance to be considered. * Description: OBAN Corporation is seeking a Human Resources Consultant to support a federal agency client. The Human Resources Consultant will be part of a new centralized shared services model team. Responsibilities include implementing executive performance management, serving as liaison between HR shared services team and other departments, to facilitate the achievement of current and future business objectives. Consultant responsibilities may also include: * HR Project Management Leadership * Employee Relations * Talent Development * Employee Engagement Action Planning * HR Business Strategy Planning * Skills Assessments * HR Compliance Reporting * HR policies and procedures review Qualifications: * Bachelors degree and minimum 10 years experience within a federal agency. * Experience with the development and implementation of performance management processes and software platforms. * Excellent communication skills to effectively communicate with different levels of staff and management. * Demonstrated excellence in time and project management skills. * Strong problem solving, organizational, and analysis skills. Required Qualifications: * Must be able to obtain and maintain the required government security checks (Public Trust clearance). * U.S. citizenship required. Company Summary: We Help Our Clients Solve Complex Mission-Critical Challenges. Established in 2008 and based in the Washington Metro Area, OBAN Corporation is a Service-Disabled, Veteran-Owned, Small Business (SDVOSB) and Small Business Administration 8(a) Program Participant that provides practical, strategic, and tactical management solutions to public and private sector clients. OBAN collaborates with our clients to meet their mission-critical objectives through expert advisory, administrative, and implementation support solutions. We develop and implement efficient and effective near-term and long-term roadmaps to help our clients navigate through some of their toughest and most complex business challenges. Benefits: As a team member at OBAN, you will enjoy: * Active work environment * Comprehensive Benefits Package, including Health, Vision, and Dental Insurance * Paid Time Off * Paid Federal Holidays * 401K Retirement Plan * Training and Development * Employee Referral Bonus OBAN is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status, or any other protected class.

Contributes to and supports the organization's strategic objectives through effective and efficient management of Human Resources. Directs the operation of all personnel administration, payroll, employee benefits and benefit services. Ensures that all personnel programs support Bank goals and comply with applicable regulations and generally accepted standards of sound personnel management practices. Description Reports To: President/CEO FLSA Status: Exempt ESSENTIAL DUTIES AND RESPONSIBILITIES Strategic Talent Recruitment, Growth and Development * Creates goals, strategies, operating policies, procedures, and directs implementation of new HR processes and systems. * Participates in the development of the Bank's strategic priorities. Works collaboratively to establish current and long-range goals, objectives, plans and policies. * Ensures organizational productivity levels are maintained, and goals attained through effective hiring, recruiting, onboarding, and monitoring of staffing levels in relationship to budgets, staffing models and new initiatives. * Promotes and fosters career development and training working with Director of Career Development to ensure all jobs have clear career path education. Performance, Compensation and Benefits * Oversee the assumptions, preparation and administration of budget line items associated with all forms of compensation, benefits, training and development, and employee relations. * Responsible for the administration of HRIS. Evaluates systems for efficiency, productivity, and ensures coordination with users and departments i.e., IT and Bank Security. * Maintains controls and procedures for payroll administration. Reviews and documents key internal control functions for each payroll run. * Makes recommendations and decisions on employee performance appraisals, salary changes, promotions, transfers, discipline, PIPs, and terminations. * Supervises the creation of new position descriptions and associated wage levels. Ensures maintenance of the company's position leveling/evaluation program. * Prepares and oversees preparation of various reports and recommendations for the Personnel Committee of the Board of Directors. * Reviews of third party medical and benefit contracts and SPDs for approved specifications/modifications; monitors reports and client/employee customer service/relations; reviews and approves billings, claims payments, and interfaces with accounting on cost projections. * Manages 401k TPA relationship and administrative functions as well as Employee Stock Purchase Plan and all other ancillary benefits. Culture * Supports and develops the Bank's culture and values through multiple collaborative efforts with senior leadership, employee resource committees and departments. * Leads participation in and analyzation of results from annual Best Bank To Work For survey to consistently improve the employee experience. Regulatory Compliance * Responsible for compliance with laws and regulations relating to personnel utilization, compensation, pay, benefits, and other conditions of employment. * Provides advice and guidance regarding the interpretation of personnel policies as they relate to individuals and to company objectives. * Be familiar with and comply with all federal and state banking regulations as applicable. Security * Maintains neat and orderly work area and ensures that all negotiables and confidential records (physical and digital) are properly secured at all times * Understands role in case of robbery, whether victim or bystander, and knows proper post-robbery procedures. * Professional appearance that evokes the client's and employee's trust. * Adheres to all bank policies and procedures and to internal controls and system access restrictions. Other duties may be assigned. CRITICAL SKILLS * Self Development: pursue additional education or training to remain current, improve knowledge, and diversify skills * Strategic thinker with a hands-on approach * Excellent interpersonal, communication, and leadership skills * Ethical and discreet with a strong sense of confidentiality * Ability to influence and build trust across all levels of the bank; promotes a culture of integrity, accountability, and employee focus * Ability to multi-task under pressure and fast paced environment QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. EDUCATION and/or EXPERIENCE Bachelor's Degree in Human Resources or Business Administration; or equivalent human resources experience; minimum of 7-8 years of progressively more responsible job-related management experience; Professional Certification (e.g. SHRM) desired; banking or financial industry experience preferred KNOWLEDGE, SKILLS, AND ABILITIES * This position requires effective supervisory skills and the ability to meet and deal with problem solving situations. * Ability to adhere to Potomac Bank's Core Values: Integrity, Teamwork, Growth, Client Commitment, Community Focus SMOKE-FREE WORKPLACE Potomac Bank is a 100% smoke-free company. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to stand; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee may regularly lift and/or move up to 10 pounds; frequently lift and/or move up to 25 pounds; and occasionally lift and/or move up to 50 pounds. This job description is not designed to cover or contain a comprehensive listing of all duties/responsibilities that are required of position. Duties/responsibilities may change or be assigned at any time with or without notice. Potomac Bank is an Equal Opportunity/Affirmative Action Employer Potomac Bank supports a workforce of diversity, equity, inclusion, and accessibility

Job DescriptionSalary: Based on experience We are seeking a reliable and detail-oriented HR Consultant to join our team. The ideal candidate will have proficiency in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint) and must be familiar with BambooHR. This position involves managing the full recruitment cycle, including using the BambooHR platform to maintain candidate records, screen resumes, schedule interviews, and communicate with applicants. This position requires excellent organizational skills, strong communication abilities, and a proactive attitude to assist with day-to-day office operations, and administrative support. Key responsibilities also include partnering with hiring managers, sourcing candidates from various channels, and ensuring a positive candidate experience through effective and timely communication. Qualifications: Proven experience as an HR administrative assistant or similar role. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook). Proficiency in Bamboohr Excellent communication skills, both written and verbal. Strong attention to detail and organizational skills. Ability to multitask and prioritize tasks effectively. Comfortable working independently and as part of a team. High school diploma or equivalent; associate degree or relevant certification preferred. Prior experience in an office environment preferred.

Work with us as we enable organizations to make meaningful decisions by leveraging location intelligence. The people you will support work across many industries, including governments (state, regional, and local communities), NGO groups, private consultancies, environmental engineering, utilities, commercial, and others. Your work will empower people to make meaningful decision by leveraging location intelligence as it relates to environmental management, natural resources, land-use planning, and geo-design. The team you will work with is collaborative and forward leaning. They are problem solvers, listeners, facilitators, guides, and trusted advisors to thousands of ArcGIS users making a difference. We will benefit from the experience of working together as part of an extensive network of industry and technology experts. Esri has a Relocation Assistance Program and can provide support with relocating to the Vienna, VA area for this position. Responsibilities Help clients translate real-world needs into practical, state-of-the-art solutions Recommend relevant strategies, architectures, and solutions for customer requirements and work with customers to prepare implementations, change management, and migration activities Manage projects and support customers throughout the entire project life-cycle, including requirements, analysis, design, build, and implementation Lead the scope, cost, schedule, and contractual deliverables through planning, tracking, quality assurance, change control, and risk management Establish, develop, and expand relationships with customers, partners, and distributors Work with our marketing and sales teams to develop business into new markets Requirements 5+ years of experience supporting the design, implementation, and administration of enterprise geospatial technology (ArcGIS Online, ArcGIS Pro, ArcGIS Enterprise, and/or ArcGIS Platform) Ability to clearly communicate technical ideas to technical peers, project managers, and customers Demonstrated ability to translate a customer's business goals, objectives, and strategies into technical solutions Professional experience winning new work in collaboration with sales and business development teams including proposal management experience preparing executive summaries, solution definition, scope of work, staffing, and pricing Experience leveraging Esri's software capabilities including, mapping, field operations, spatial analysis and data science, 3D visualization and analytics, data management, and developer APIs Entrepreneurial attitude and willingness to learn You thrive in a dynamic, cross-functional team environment Visa sponsorship is not available for this posting. Applicants must be authorized to work for any employer in the US. Bachelor's in geography, computer science, GIS, information systems, environmental science, natural resources, forestry, or a related STEM field Recommended Qualifications Experience with current technology implementation patterns including service-oriented and cloud computing architecture Experience with ArcGIS, location-based services, geo-enabled apps, spatial analytics, or similar geospatial technology Understanding of IT integration concepts such as databases, web services, webhooks, mobile device configurations, web browsers, IT system architecture concepts Master's in geography, computer science, GIS, information systems, environmental science, natural resources, forestry, or a related STEM field #LI-SS2 #LI-Hybrid Total Rewards Esri's competitive total rewards strategy includes industry-leading health and welfare benefits: medical, dental, vision, basic and supplemental life insurance for employees (and their families), 401(k) and profit-sharing programs, minimum accrual of 80 hours of vacation leave, twelve paid holidays throughout the calendar year, and opportunities for personal and professional growth. Base salary is one component of our total rewards strategy. Compensation decisions and the base range for this role take into account many factors including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. A reasonable estimate of the base salary range is$82,160-$138,320 USD The Company At Esri, diversity is more than just a word on a map. When employees of different experiences, perspectives, backgrounds, and cultures come together, we are more innovative and ultimately a better place to work. We believe in having a diverse workforce that is unified under our mission of creating positive global change. We understand that diversity, equity, and inclusion is not a destination but an ongoing process. We are committed to the continuation of learning, growing, and changing our workplace so every employee can contribute to their life's best work. Our commitment to these principles extends to the global communities we serve by creating positive change with GIS technology. For more information on Esri's Racial Equity and Social Justice initiatives, please visit our website here. If you don't meet all of the preferred qualifications for this position, we encourage you to still apply! Esri is an equal opportunity employer (EOE) and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. If you need reasonable accommodation for any part of the employment process, please email ******************* and let us know the nature of your request and your contact information. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to from this e-mail address. Esri Privacy Esri takes our responsibility to protect your privacy seriously. We are committed to respecting your privacy by providing transparency in how we acquire and use your information, giving you control of your information and preferences, and holding ourselves to the highest national and international standards, including CCPA and GDPR compliance.

CSP has exclusively partnered with a client in their search for an HR Generalist. The HR Generalist will help support a rapidly growing organization with nearly 40 locations across the U.S. This is a fully on-site role based in Fulton, MD, requiring in-office presence five days a week. Key Responsibilities: Partner with leaders to provide guidance on compensation, compliance, performance management, and talent planning. Collaborate with the recruiting team to support hiring, onboarding, and a positive new-hire experience. Build strong employee relationships and act as a trusted advisor while maintaining compliance and minimizing risk. Help implement company-wide HR programs such as engagement, recognition, policy updates, and inclusion initiatives. Stay current on employment laws and regulations to ensure compliance across all locations. Support employee growth and retention through training, development, and career progression initiatives. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field preferred. 4+ years of experience in HR functions such as employee relations, talent management, or recruiting. Experience providing HR support to business teams or leaders. Familiarity with HR systems (e.g., UKG, ADP, or similar). Experience supporting multiple sites or remote teams is a plus. Strong communication and relationship-building skills with the ability to influence at all levels. Comfortable navigating change and helping teams adapt to new initiatives.