Director of human resources jobs in Glen Burnie, MD

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

CSP has partnered with a client in their search for an HR Manager. Our client is a healthcare IT company in the Rockville, MD area. This role is hybrid in Rockville, and the salary range is $120k-$125k. Key Responsibilities: The HR Manager will directly manage and execute across the employee lifecycle and core HR functions: HR Strategy & Culture: Partner with leadership on initiatives to support company culture, engagement, and organizational growth, contributing to process improvement across all HR functions. Compensation & Operations: Administer compensation programs, manage the development of clear and compliant job descriptions, and maintain HRIS data integrity and reporting. Benefits Administration: Oversee all aspects of the self-insured health plan and other company benefits, including renewals, vendor relations, and ensuring employee value. Immigration & Compliance: Serve as the subject matter expert for all employment-based immigration processes (H-1B, PERM, Green Card) and ensure ongoing compliance with federal, state, and local employment laws. Employee Relations: Provide guidance to managers and employees on performance management, policy interpretation, conduct investigations, and support leadership development efforts. Lifecycle Management: Manage engaging and compliant onboarding and offboarding processes, ensuring a smooth transition for all employees. Qualifications: 8+ years of progressive HR experience, with at least 4-5 years as an HR Manager (or equivalent supervisory role). Bachelor's degree required; (SPHR/SHRM-SCP/PHR preferred). Demonstrated expertise in employment-based immigration. Administration of self-insured health plans. Strong working knowledge of employment law, compensation principles, and HRIS systems.

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.

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.

LHH is seeking an experienced Temporary HR Consultant for a six-month temporary assignment in Arlington, VA. The ideal candidate will have a minimum of 5 years of experience and be comfortable rendering opinions to leadership and making strategic recommendations. This hybrid role requires flexibility to meet critical deadlines and ability to work onsite in Arlington, VA 3 days per week. Key Responsibilities Leverage strong HRIS skills and analytical ability to manage data integrity, reporting, and system optimization. Assess current benefits offerings and research/recommend improvements to enhance employee experience and cost-effectiveness. Develop and implement HR project plans aligned with organizational goals. Partner with leadership to provide insights and actionable recommendations on HR initiatives. Support change management efforts and communication strategies for HR programs. Qualifications Proven experience in HR project management or related HR roles. Strong analytical and problem-solving skills with HRIS expertise. Strong reporting and Excel skills such as pivot tables and VLOOKUP. Ability to influence and advise leadership confidently. Excellent communication and organizational skills. Benefit offerings available for our associates include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits and a 401K plan. Our benefit offerings provide employees the flexibility to choose the type of coverage that meets their individual needs. In addition, our associates may be eligible for paid leave including Paid Sick Leave or any other paid leave required by Federal, State, or local law, as well as Holiday pay where applicable. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records.

State Highway Administration Labor Relations Training and Compliance/Employer- Employee Relations Representative (HR Administrator I) Grade 17 (2366) This is a temporary position. Temporary positions offer some paid leave and may offer partially subsidized state health benefits. Temporary positions are not compensated at the time of a state/closing or holiday. The State Highway Administration's (SHA) Office of Administration (Baltimore City) is currently recruiting for a Labor Relations Training and Compliance/Employer- Employee Relations Representative (HR Administrator I) position. This position is open to anyone who meets the minimum and selective qualifications listed below. All eligible candidates must meet the minimum and selective qualifications by the closing date. This is a position specific recruitment. The resulting list of eligible candidates will be used to fill this vacancy or function only. You will need to reapply for any future recruitment conducted for this job classification. Nature of Work: This position plays a critical role in supporting labor relations compliance, delivering training, and advising management on a wide range of employee relations matters. The primary responsibility of this position is to develop and deliver training programs on labor relations topics, including grievance handling, performance management, workplace conduct, managing in a unionized environment, and compliance with Memorandum of Understanding (MOUs). The incumbent will also collaborate with internal stakeholders to create new training initiatives and ensure consistent application of labor relations practices across the agency. The incumbent will support management with investigations across several disciplines. This includes reviewing and providing investigative questions and outlines, advising management on appropriate actions, and ensuring fair and consistent application of policies. A particular focus if this role may involve assisting with compliance and investigative matters related to automated speed and traffic citations. In addition to training and investigative duties. The incumbent will assist with the preparation of disciplinary documentation, support the development of employee improvement plans, and provide consultation on workplace conflict resolution. This position requires travel throughout the state of Maryland to deliver training. The position may be eligible for hybrid teleworking (3 days in office/up to 2 days of teleworking), subject to operational needs and performance. Education: Possession of a bachelor's degree from an accredited college or university. Experience: Three (3) years of professional HR work in the areas of either job analysis, job evaluation, salary administration, employee recruitment and selection, employment services and benefits, employer-employee relations, HR program evaluation, or HR policy formulation. Selective Qualification: One (1) year of experience delivering training in labor relations or human resources topics. *This statement contains a selective qualification, which is more focused in scope than the minimum qualifications for this classification. Selective qualifications are utilized when the position requires specific or additional bona fide occupational qualifications (i.e., knowledge, skill or ability). The ideal candidate should possess the following: Experience in labor relations, training development, or human resources Strong instructional design and facilitation skills Ability to manage multiple priorities and collaborate with internal stakeholders Commitment to promote consistent and effective labor relations practices Notes: 1. Thirty graduate semester credits from a college or university in the fields of HR administration, business administration, public administration, statistics, tests and measurements, or psychology may be substituted for one year of experience. 2. Paraprofessional HR experience or professional HR management work experience may be substituted on a year-for-year basis for up to four years of the required education. 3. For employer-employee relations positions applicants may substitute the possession of a Juris Doctor or equivalent degree from an accredited school of law for up to four years of the required experience. 4. Candidates may substitute equivalent U.S. Armed Forces military service experience on a year for year basis for up to four years of the required education. LICENSES & CERTIFICATIONS: Candidates must possess a motor vehicle operator's license valid in the state of Maryland, with fewer than six (6) points on their driving record. ADDITIONAL INFORMATION: Consideration for employment may be based solely on the contents of your application; therefore, it is essential that you provide complete and accurate information. Please include all relevant experience in your application. This includes, but is not limited to, full or part-time, volunteer, military, acting capacity, or any other experience that is relevant to the position you are applying for. If you have held more than one (1) position at the same employer, you must list each position that you held, the length of time that you held each position, and the corresponding duties. TO APPLY: All applicants must submit an application to: Eric Hertzfelt **************************** ************

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

Human Resources Manager Industry: Construction / Government Contracting A fast-growing and award-winning general contractor with a national and international presence is seeking an experienced Human Resources Manager. This role is ideal for an organized and proactive professional ready to lead all HR functions while also serving as the company's Facility Security Officer (FSO). Prior FSO experience is preferred but not required-training will be provided. Position Summary This dual-role position oversees human resources strategy and daily operations, while also managing security compliance in a cleared facility environment. The successful candidate will help shape a positive workplace culture, lead HR policy development, and ensure compliance with federal security regulations. Key Responsibilities Human Resources Oversee recruitment, onboarding, benefits, employee relations, performance management, and training. Develop and enforce HR policies in compliance with federal, state, and local laws. Serve as an advisor to leadership on employee relations, conflict resolution, and organizational development. Manage and maintain HRIS and employee documentation. Drive culture initiatives and performance review processes. Facility Security Officer (FSO) - (will train) Administer the organization's security program in compliance with NISPOM and DoD regulations. Manage personnel clearances, maintain records in JPAS/DISS and NISS. Conduct security briefings, debriefings, and ongoing training. Liaise with government security agencies and report incidents or changes. Oversee documentation and protocols for safeguarding classified information. Qualifications Required: Bachelor's degree in HR, Business Administration, or related field. 5+ years of progressive HR experience, including 2+ years in a management role. Strong knowledge of employment law and HR compliance. Excellent communication, leadership, and problem-solving skills. U.S. Citizenship (required for FSO responsibilities). ·Construction Experience (Highly Preferred) Government Contracting Experience (Highly Preferred) Preferred: HR certification (e.g., PHR, SHRM-CP). Experience in a government contracting or cleared facility environment. Prior FSO certification or working knowledge of NISPOM, DISS, NISS, and e-QIP. Active or recently active Secret (or higher) clearance. Compensation & Benefits Competitive base salary with performance bonus eligibility Health, dental, and vision insurance 401(k) plan with company match Generous paid time off and holidays Professional development support Security clearance assistance and training

Our client, a fast-growing and fully vertically integrated cannabis operator in Maryland, is seeking a dynamic Director of HR to join their leadership team. This is a high-impact role responsible for shaping the people function during a period of rapid expansion across cultivation, manufacturing, and multi-unit retail. Location: Baltimore, MD (On-site with regional travel About the Role The Director of HR will partner closely with executive leadership and oversee all aspects of human resources across multiple sites. You'll build scalable systems, elevate compliance, strengthen culture, and ensure the company remains a best-in-class employer in a highly regulated industry. This role is based out of the Baltimore office and requires occasional in-state travel to retail and operational locations. Key Responsibilities Lead and scale HR operations across multi-site retail, manufacturing, and cultivation environments Design and implement HR policies, structure, and processes to support rapid growth Serve as a strategic partner to leadership in workforce planning, org development, and talent strategy Manage employee relations with tact and integrity, including union environments Oversee compliance with state and federal labor laws and cannabis regulations Drive initiatives around culture, engagement, learning and development, and retention What We're Looking For 5+ years of HR leadership experience supporting multiple retail locations Experience working directly with unions (negotiations, labor relations, collective bargaining, etc.) Demonstrated success building HR frameworks, processes, and operational discipline in scaling environments Strong communication, relationship-building, and strategic-thinking skills Cannabis industry experience not required - but a genuine passion, respect, and curiosity for the plant is Why This Role Matters This is an opportunity to shape the future of a mission-driven cannabis company rooted in community, quality, and responsible growth. If you thrive in entrepreneurial environments and love building structure in an evolving industry, this role offers real room to lead Compensation includes competitive base salary + benefits and performance incentives

Job Description Responsibilities Artificial Intelligence; Advanced Technology; The very best in patient care. With decades of expertise, we are Leading Radiology Forward. With dynamic cross-training and advancement opportunities in a team-focused environment, the core of our success is its people with the commitment to a better healthcare experience. When you join us as a Vice President, Human Resources - East Coast , you will be joining a dedicated team of professionals who deliver quality, value, and access in the 21st century and align all stakeholders- patients, providers, payors, and regulators to achieve the best clinical outcomes. You Will: • Collaborate with executive leadership to achieve the organization's long-term mission and goals; identify ways to support this mission through people management. • Align and implement HR strategies, policies, and procedures in partnership with senior leadership, supporting organizational missions and priorities. • Serve as a strategic advisor to senior leaders on all HR matters, supporting HRBP activities and collaborating across RadNet on system-wide planning and decision-making. • Identify key performance indicators for the organization's human resource functions; assess the organization's success and market competitiveness based on these metrics. • Provide guidance and leadership to the human resource management team; assists with resolution of human resource questions, concerns, and issues. • Coach, mentor, and support development of HR management direct reports to create and maintain a team of high-performing human resources professionals, fostering communication and continuous improvement. • Ensure compliance with employment, safety, and other laws, regulations, and requirements. • Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. • Represent the East Coast in HR-related matters with regulatory agencies, government officials, and community leaders. • Sit on HRLT - representing East Coast functions. • Performs other duties as assigned. You Are Someone With: • 10+ years in Human Resources in a large-scale, multi-site, matrixed organization. Must have documented, progressively increased responsibility in HR work experience, to lead and direct various human resources functions. In-depth knowledge of standard HR business best practices required. Working knowledge of talent acquisition, performance management, compensation, benefits, employee relations and HRIS required. Global HR experience preferred. • 7-10 years of management experience required. To Ensure Success In This Role, You Must Have: • Bachelor's degree in Human Resources or Business Administration, Labor or Industrial relations, or other related discipline required. Master's degree preferred. • Excellent verbal and written communication skills. • Excellent interpersonal and conflict resolution skills. • Excellent organizational skills and attention to detail. • Strong analytical and problem-solving skills. • Strong supervisory and leadership skills. • Thorough knowledge of employment-related laws and regulations. • Knowledge of and experience with varied human resource information systems. • Proficient with Microsoft Office Suite or related software. We Offer: Comprehensive Medical, Dental and Vision coverages. Health Savings Accounts with employer funding. Wellness dollars 401(k) Employer Match Free services at any of our imaging centers for you and your immediate family.

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

Apply Director, Office of Human Resources Smithsonian Institution Apply Print Share * * * * Save * This job is open to * Requirements * How you will be evaluated * Required documents * How to apply The position is responsible for development, administration, and execution of the Smithsonian Institution Human Resources Management Program for all Federal Civil Service and Smithsonian Trust employees (including ancillary activities and business). The components of the Program include compensation, benefits, recruitment, policy, organizational development and design, workforce and succession planning, legal compliance, training and development, and orientation. Summary The position is responsible for development, administration, and execution of the Smithsonian Institution Human Resources Management Program for all Federal Civil Service and Smithsonian Trust employees (including ancillary activities and business). The components of the Program include compensation, benefits, recruitment, policy, organizational development and design, workforce and succession planning, legal compliance, training and development, and orientation. Overview Help Accepting applications Open & closing dates 11/26/2025 to 12/17/2025 Salary $150,160 to - $225,700 per year Pay scale & grade SL 00 Location District of Columbia, DC 1 vacancy Remote job No Telework eligible No Relocation expenses reimbursed No Appointment type Permanent - This position is advertised through two announcements: 1) this Competitive Service position and 2) a Merit Promotion position, announcement #EX-26-01. Only one vacancy exists, and selection will be made from one of the announcements. Work schedule Full-time Service Competitive Promotion potential 00 Job family (Series) * 0201 Human Resources Management Supervisory status Yes Security clearance Other Drug test No Announcement number EX-26-02 Control number 851113200 This job is open to Help The public U.S. Citizens, Nationals or those who owe allegiance to the U.S. Clarification from the agency This position is open to U.S. Citizens and U.S. Nationals. Duties Help * As a member of the senior management team, performs a major role in influencing or making decisions regarding the human resources component of the Smithsonian's mission goals and strategic objectives. Responsible for all human resource management functions including employment; employee relations, compensation and benefits, and training and development. * Directs a full range of human resource management and service programs. This includes workforce planning, position management and classification, compensation and benefits, recruitment and staffing, labor relations, performance management, personal security, and employee assistance programs. * Establishes and maintains communications with museum directors, research institutes, education offices and other finance and administration units to understand their needs and promote human resource capabilities throughout the Institution. * Works in close coordination with the Office of the General Counsel and the Office of Equal Opportunity (OEO) to provide leadership and promote effective solutions to issues regarding equal and fair employment opportunities, and monitors and ensures the compliance and effectiveness of all employment activities. * Cultivates and builds relationships with other internal service groups including the offices of Protection Services, Contracting, Sponsored Projects, Finance and Accounting, Global Affairs, Smithsonian Astrophysical Observatory, Smithsonian Tropical Research Institute and Smithsonian Enterprises to facilitate comprehensive and coordinated service delivery. * Represents management with various employee groups (including Federal and private sector unions covering approximately 30 percent of the entire Smithsonian workforce), Government agencies, museum and educational professional organizations, and other appropriate organizations. As required, provides liaison between the Smithsonian, the Office of Personnel Management, and other government agencies. * Serves as the key staff providing leadership and support for the Compensation and Human Resources Committee of the Board of Regents. * Develops proactive human resources programs; advises on Institutional human resources needs, allocation and use; and assesses organizational efficiency, effectiveness, and responsiveness. * Develops, implements, and administers new, innovative, and responsive human resources systems. * Prioritizes all human capital management initiatives related to employees in line with the Institution's strategic objectives and available resources and communicates prioritization rationale to all interested parties including the Secretary, Deputy Secretary, Under Secretary for Finance and Administration/CFO, management and supervisory officials, peers, subordinates, and employees. * Develops, implements, and administers methodologies for forecasting and monitoring the return on the human capital investment related to employees. * Advises and counsels unit heads about maximizing the return on human capital related to employees through more productive use of human resources through policies and programs to improve staffing. * Coordinates with other organizations that have human capital oversight and responsibilities, including the Office of Academic Appointments and Internships (for fellows and interns), the Office of Contracting and Personal Property Management (for contractors), and the Office of Visitor Services (for volunteers) on SI-wide human capital initiatives. Requirements Help Conditions of employment * Pass Pre-Employment Background Investigation * May need to complete a Probationary Period * Maintain a Bank Account for Direct Deposit/Electronic Transfer * Males born after 12/31/59 must be registered with Selective Service Meets the basic qualifications and specialized experience as listed below. Qualifications BASIC QUALIFICATIONS Applicants must clearly demonstrate the necessary level of managerial and leadership skills and competence to perform successfully in this position. This includes a degree in an applicable subject matter field, or a combination of education and appropriate experience that provides knowledge comparable to that normally acquired through successful completion of a four-year course of study in an applicable subject matter field. An advanced degree (e.g., JD, MBA, MPP) is preferred. SHRM certification is a plus. SPECIALIZED EXPERIENCE In addition, applicants must have one year of specialized experience at or equivalent to the GS-15 level. Specialized experience is defined as leading and managing a human resources department or a significant set of human capital functions, including creating and communicating all human resources programs, policies, and procedures across a large, complex organization with a myriad of stakeholders. The applications that meet the basic qualifications will be evaluated further against the following criteria: * Demonstrated experience developing and executing an HR strategy that directly advanced organizational goals in a large, complex organization. This includes providing strategic direction and ensuring alignment, integration, and measurable impact. * Demonstrated ability and experience developing, launching, and enhancing HR program initiatives, including recruiting, onboarding, performance management, training, high potential programs, and succession planning. * Demonstrated knowledge and practical application of employment and benefit laws through knowledge of, or exposure to, Federal Government employment. * Demonstrated experience and skill in building cooperative relationships between colleagues, and with internal and external stakeholders, as well as negotiating solutions that address varied, complex and occasionally opposing interests. This includes explaining positions/solutions, both orally and in writing, and gaining acceptance by museum and/or research facility colleagues and customers/managers at all levels. * Demonstrated skill and ability in leading, supervising and managing a multi-disciplined and talented workforce, including fostering teamwork and high morale; attracting, retaining, motivating, and providing guidance to a talented and skilled workforce. Additional information SUPERVISORY CONTROLS This position reports to the Under Secretary for Finance and Administration/CFO. Within broad policy guidelines and the framework of applicable laws, rules and regulations, exercises independent judgment, initiative and action to accomplish program responsibilities. Keeps the Under Secretary informed of the status of major projects and critical or sensitive problems through periodic discussions and written reports. Work performance is appraised in terms of attainment of overall human resource management program objectives. SECURITY LEVEL This position has been reviewed to determine the level of POSITION SENSITIVITY. Based on the nature of the work, the position has been determined to be Public Trust/HIGH RISK. This designation will require (1) a pre-employment Security Agency Check (SAC) for the prospective incumbent; and (2) a subsequent comprehensive background investigation and favorable adjudication in order to continue in the position. EEO The Smithsonian Institution does not discriminate against any employee or any applicant for employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, marital status, disability, age, membership in an employee organization or other non-merit factors. REASONABLE ACCOMMODATION The Smithsonian provides reasonable accommodation to applicants with disabilities. If you need an accommodation for any part of the application and hiring process, please notify the contact person listed in this announcement. The decision on granting a reasonable accommodation will be made on a case-by-case basis. RELOCATION Relocation expenses will not be paid. Expand Hide additional information Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Benefits Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits. The Smithsonian offers a comprehensive benefits program for both Federal and Trust employees. See *************** for details. We also offer a rich program of services and opportunities to balance and enhance your work life. They include: Smithsonian Early Enrichment Center (an accredited educational program for children between the ages of 3 months to 6 years), transportation benefits, professional interest groups, employee advocacy groups, special events such as brown bag lunches, an annual picnic on the Mall, an annual holiday party, free lectures, behind-the-scenes tours and employee discounts at our theaters, shops and after hours events. These and other programs have made the Smithsonian one of the top 10 places to work in the government. Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. How you will be evaluated You will be evaluated for this job based on how well you meet the qualifications above. The qualifications listed in this document will be used along with your resume and your responses to the questions posed in the electronic application process to determine the candidates who will move forward in the evaluation process. When crafting your responses to the questions, please provide concise, detailed information on your background and experience. Applicants who meet or exceed minimum qualifications will be assigned to one of three category groups based on job-related criteria: * Best Category - Meets the minimum qualification requirements and excels in most of the job-related competencies set forth above. * Better Category - Meets the minimum qualification requirements and satisfies most of the job-related competencies set forth above. * Good Category - Meets the minimum qualification requirements but does not satisfy most of the job-related competencies set forth above to a substantive degree. This category rating process does not add veterans' preference points or apply the "rule of three" but protects the rights of veterans by placing them ahead of non-preference eligibles within each category. A selecting official may make selections from the highest quality category (Best Category) provided no preference eligible in that category is passed over to select a non-preference eligible in that category unless the requirements of 5 U.S.C. 3317(b) or 3318(b) are satisfied. Preference eligibles who meet minimum qualification requirements and who have a compensable service-connected disability of at least 10 percent must be listed in the highest quality category, except when the position being filled is scientific or professional at the GS-9 grade level or higher. Applicants who have not submitted a resume in the USAJobs system will not be considered for this position. Important Note: Your resume and supporting documentation will be compared to your responses to the occupational questionnaire or other assessment tool for consistency. If a determination is made that you have rated yourself higher than supported by your resume, you will be assigned a rating commensurate to your described experience. Your resume should provide sufficient information regarding how your education and experience relate to the major duties and qualifications criteria listed for this position. PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid work on the same basis as for paid experience. Part-time experience will be credited on the basis of time actually spent in appropriate activities. To receive credit for such experience you must indicate clearly the nature of the duties and responsibilities in each position held and the average number of hours per week spent in such employment. You may preview questions for this vacancy. Benefits Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits. The Smithsonian offers a comprehensive benefits program for both Federal and Trust employees. See *************** for details. We also offer a rich program of services and opportunities to balance and enhance your work life. They include: Smithsonian Early Enrichment Center (an accredited educational program for children between the ages of 3 months to 6 years), transportation benefits, professional interest groups, employee advocacy groups, special events such as brown bag lunches, an annual picnic on the Mall, an annual holiday party, free lectures, behind-the-scenes tours and employee discounts at our theaters, shops and after hours events. These and other programs have made the Smithsonian one of the top 10 places to work in the government. Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. Required documents Required Documents Help Your application package should include the following documents: * Resume * Proof of Veteran's Preference - DD214 (Member 4 Copy), if you are a veteran. Additionally, applicants claiming 10-point preference must complete Standard Form (SF) 15, Application for 10-Point Veteran Preference, as well as additional documentation required by the SF-15, such as a VA letter. * Unofficial school transcripts, if the position has an education requirement or if you are using education to qualify. If selected for the position, you must provide an official transcript before appointment. * Proof of U.S. accreditation for foreign study, if applicable. If you are relying on your education to meet qualification requirements: Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating. How to Apply Help Click on the "Apply Online" button on the upper right side of the page. Please Note: * You must apply for this position online through the 'Apply Online' button and submit required supplemental documents (if they are relevant to you). * You may submit required documents by uploading them online during the application process; OR * You may manually fax required documents. Faxes are received by an automated system, not a physical fax machine. Documents that are faxed as part of the application process must be sent with the system-generated cover sheet by the closing date. Documents faxed without the system-generated coversheet are not retrievable and cannot be considered as part of the application package. * The complete application package, including any required documents, is due in the Smithsonian Office of Human Resources on the closing date of the announcement by 11:59 PM Eastern Time. * If you are unable to apply online, paper applications may be accepted with prior approval of the contact person listed below. Agency contact information Suleyka Lozins Phone ************ Fax ************ Email ************** Address SMITHSONIAN Office of Human Resources POB 37012, 600 Maryland Avenue, MRC 517 Suite 5060 Washington, District of Columbia 20013-7012 United States Next steps After you apply and the position has closed, you will receive an acknowledgement email that your submission was successful. We usually have a large response to senior level positions and it may take some time to effectively review application packages. We will contact you by email as decisions are made. Fair and transparent The Federal hiring process is set up to be fair and transparent. Please read the following guidance. Criminal history inquiries Equal Employment Opportunity (EEO) Policy Financial suitability New employee probationary period Privacy Act Reasonable accommodation policy Selective Service Signature and false statements Social security number request Required Documents Help Your application package should include the following documents: * Resume * Proof of Veteran's Preference - DD214 (Member 4 Copy), if you are a veteran. Additionally, applicants claiming 10-point preference must complete Standard Form (SF) 15, Application for 10-Point Veteran Preference, as well as additional documentation required by the SF-15, such as a VA letter. * Unofficial school transcripts, if the position has an education requirement or if you are using education to qualify. If selected for the position, you must provide an official transcript before appointment. * Proof of U.S. accreditation for foreign study, if applicable. If you are relying on your education to meet qualification requirements: Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.

Job Description Apiphani is a technology-enabled managed services company dedicated to redefining what it means to support mission-critical enterprise workloads. We're a small but rapidly growing company, which means there's lots of room for growth and learning opportunities abound! Apiphani is dedicated to creating a diverse and inclusive work environment for all as a fundamental component of our business. Diversity and inclusion are the bedrock of creativity and innovation. Without diversity of experience and thought, we would fail to progress as a company and as a team. Apiphani strives to foster an environment of belonging, where every employee feels respected, valued, and empowered. We embrace the unique experiences, perspective, and cultural background, which only you can bring to the table. About Apiphani: Apiphani is a fast-growing technology company transforming the AI-powered automation and Managed Services sector. Following a recent Series A investment, we're entering an exciting phase of growth - scaling our team by 50%, whilst strengthening our culture, people operations, and talent infrastructure. We're looking for an exceptional VP of Human Resources to lead our people function, shape a world-class employee experience, and build scalable frameworks to support our next stage of growth. Location: Washington D.C. (DC-VA-MD) Employment Type: Full-time Citizenship Requirement: U.S. Citizen residing in the United States Experience Level: Senior (10+ years) The Role: Reporting directly to the CEO and working in close partnership with the HR Manager, the Principal Director of HR will serve as a key member of Apiphani's leadership team. This role will be responsible for both strategic and operational human resources initiatives, including the design and execution of Apiphani's global people strategy. This includes performance management, organisational design, compensation, learning and development, culture-building initiatives and more. You'll play a hands-on role in ensuring Apiphani continues to be a great place to work - where innovation, inclusion, and impact thrive. Key Responsibilities: Strategic Leadership: Develop and deliver a scalable people strategy aligned with Apiphani's growth goals and values. Partner with the CEO and leadership team to shape organisational design, workforce planning, and leadership development. Serve as a trusted advisor on all people-related matters, including culture, structure, and change management. Culture & Engagement: Champion Apiphani's values and foster an inclusive, high-performance culture, that strengthen belonging, recognition, and employee engagement. Design and implement human-centred initiatives that enhance engagement, retention, and employee well-being. Lead diversity, equity, and inclusion (DEI) initiatives across the organisation. HR Operations & Compliance: Implement scalable HR systems, policies, and processes to support a growing, hybrid workforce. Oversee the employee lifecycle across multiple geographies, navigating different employment structures (W2, contractors, EOR, etc.). Ensure compliance with all relevant/regional employment legislation and data protection requirements. Oversee compensation, benefits, and reward frameworks to ensure competitiveness and fairness. Develop, document, and optimize core HR processes (onboarding, performance management, career development, compliance). Performance & Development: Introduce structured performance management, career development, and learning programs. Support leadership capability development through coaching, training, and succession planning. Technology & Tools: Lead the evaluation, selection, and deployment of HR systems (HRIS, payroll, benefits, performance, engagement). Ensure seamless integration of HR tools with other business systems. About You: Essential Skills & Experience: 10+ years' progressive experience in HR, including leadership roles within global high-growth tech or startup environments, with exposure to global or distributed teams. Proven experience building HR infrastructure and scaling teams rapidly. Strong understanding of global employment laws (Americas, EMEA, APJ) and best practices for hybrid/global teams. Exceptional communication, influencing, and stakeholder management skills. Experience implementing and managing HR technology platforms. Strategic mindset with a hands-on, pragmatic and pro-active approach. History of maintaining low attrition rates, whilst attracting high calibre team players. Familiarity with various HR, recruitment and people management systems and analytics tools (e.g., Leapsome, Greenhouse, Deel, UpWork etc ). Base Salary$155,000-$175,000 USDCompany Benefits Medical/dental/vision - 100% paid for employees, 50% paid for dependents Life and disability - 100% paid for employees 401K - 3% contribution, no employee contribution necessary Education and tuition reimbursement - up to $50K annually Employee Stock Options Plan Accident, critical illness, hospital indemnity benefits offered through our providers Employee Assistance Program Legal assistance Paid Time Off - up to 6 weeks per year Sick Leave - up to 2 weeks per year Parental Leave - up to 12 weeks

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 [email protected] 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!

Director of People Operations 📍 🕒 Status: Full-Time | Exempt

At Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve. Our non-profit network of public elementary charter schools propels student achievement, develops exceptional educators, and partners with parents who enable high-quality public schools to thrive in their community. We are a collective of parents, teachers, leaders, and students working together to transform the future for underserved communities across our country. At Rocketship Public Schools, we are unleashing potential. Position Summary The Associate Director, Human Resources serves as a trusted advisor and strategic partner to regional and school leadership. This role drives organizational effectiveness, cultivates an inclusive and high-performing culture, and proactively anticipates workforce needs to ensure Rocketship remains an exceptional place to work and grow. Operating with high autonomy, the Associate Director of Human Resources makes independent, values-aligned decisions that strengthen leadership capacity, mitigate risk, and drive long-term talent outcomes across schools and regions. This position reports directly to the Regional Executive Director and maintains a dotted-line reporting relationship to the Director of People. This dual-reporting structure ensures this role is deeply embedded in regional priorities while staying aligned with national HR strategy, compliance, and culture. The role serves as a critical liaison between school/regional leadership and the broader People Team, helping to drive strategic initiatives, talent alignment, and operational excellence. Core Competencies Strategic Judgment: Applies sound judgment in complex, high-impact decisions. Influence without Authority: Gains buy-in and alignment across diverse stakeholders. Relationship Building: Develops trust and credibility at every level of the organization. Innovation: Challenges assumptions, designs creative solutions, and drives improvement. Coaching & Development: Elevates leaders and teams through tailored guidance and feedback. Essential Functions Strategic Partnership & Leadership Serve as a thought partner to regional and school leaders, translating organizational strategy into actionable people plans that drive engagement, retention, and performance. Make independent, sound HR decisions; balance compliance with business judgment and empathy. Anticipate workforce trends and recommend proactive strategies to address turnover, leadership readiness, and culture health. Lead and coach leaders through organizational change, conflict, and performance management with discretion and composure. Collaborates with the recruiting team on a weekly basis to review hiring progress, share key updates, and provide regional leadership with timely recruitment insights and data. Relationship Building & Influence Build deep, trust-based partnerships across executive, school, and support teams to influence without authority. Foster strong collaboration with Talent, Program, and other cross-functional partners to align systems and practices. Act as a cultural leader who models open communication, inclusivity, and professional accountability. Maintains key partnerships with the Recruitment team and external talent pipelines, including but not limited to Teach For America and Relay Graduate School of Education. Leadership Development Design and deliver targeted development sessions for school and regional leaders to strengthen performance management, coaching, and compliance acumen. Partner with the Talent team to identify developmental gaps and co-create scalable solutions that enhance the employee experience. Use data and feedback (surveys, exit trends, engagement) to shape culture and inform action planning. Employee Relations & Risk Management Lead and resolve complex employee relations matters with fairness, urgency, and discretion. Conduct objective investigations and provide clear, consistent recommendations. Coach managers on performance management and disciplinary actions, ensuring equitable application of policies and values alignment. Operational Excellence Drive HR project execution and process improvements across regions. Partner with Talent Operations and Legal to ensure compliance with all applicable federal, state, and local employment laws. Use data analytics to identify trends and measure the effectiveness of human resource initiatives. Qualifications Bachelor's degree required; advanced degree or HR certification (PHR/SPHR/SHRM-CP/SCP) preferred. 8+ years of progressive HR experience, including direct HRBP or HR leadership experience in a multi-site organization. Proven ability to make autonomous, strategic HR decisions in complex or ambiguous environments. Advanced critical thinking, problem-solving, and influencing skills. Expertise in employee relations, organizational development, and change management. Exceptional interpersonal and communication skills, with the ability to tailor messages to varied audiences. Deep commitment to Rocketship's mission and values. Additional Details This role is primarily remote, but will require consistent travel to schools based on needs. Travel up to 30% may be required across regions. Requires independent transportation to schools within the region supported. $100,000 - $110,000 a year 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 position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk, hear, and communicate with both adults and children. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls. The employee is frequently required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 50 pounds and occasionally climb ladders. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is moderate to high. Compensation:Commensurate with qualifications and experience, plus excellent health and wellness benefits, 403b retirement plan, flexible spending account (FSA), and generous paid time off. Rocketship Public Schools provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Rocketship Public Schools complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Rocketship Public Schools expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Rocketship Public Schools' employees to perform their expected job duties is absolutely not tolerated. Click here for our Sexual Harassment Policy. For questions, concerns, or complaints, please contact Human Resources.

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

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.

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