Director of human resources jobs in Washington, DC - 402 jobs

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

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

The Head of HR is responsible for leading the full spectrum of Human Resources functions, developing people strategies, and ensuring alignment between HR initiatives and organizational objectives. This role oversees HR operations, talent management, culture building, compliance, and workforce planning. Key Responsibilities Develop and implement HR strategies that support business goals Advise senior leadership on organizational structure, culture, and talent needs Drive change management initiatives 2. Talent Acquisition & Workforce Planning Lead recruitment strategies and employer branding Ensure effective workforce planning aligned with organizational growth Build pipelines for critical roles 3. Performance & Talent Management Oversee performance management frameworks Implement leadership development and succession planning programs Promote continuous learning and skill development 4. Employee Relations & Engagement Foster a positive, inclusive, and high-performance culture Resolve employee relations issues in compliance with policies and labor laws Design and implement engagement programs 5. HR Operations & Compliance Oversee HR operations including payroll coordination, benefits, employee records, and HRIS Ensure compliance with labor laws, regulations, and company policies Maintain and update HR policies and procedures Develop competitive compensation structures Manage salary reviews, benchmarking, and benefits administration Qualifications Bachelors or Masters degree in Human Resources, Business Administration, or related field 815 years of progressive HR experience, including leadership roles Strong knowledge of HR best practices, labor laws, and compliance standards Excellent communication, leadership, and decision-making skills Ability to manage change and work in fast-paced environments #J-18808-Ljbffr

Decisions is a fast-growing, private-equity-backed technology company that provides an integrated workflow and rules platform for business process automation (BPA). Trusted by top Fortune 500 firms and SMBs worldwide, Decisions empowers diverse industries around the globe to streamline and improve their processes, enhancing efficiency and yielding results, regardless of technical expertise. This no-code automation platform seamlessly integrates AI tools, rules engines, and workflow management, enabling the transformation of customer experiences, modernization of legacy systems, and the achievement of automation goals three times faster than traditional software development. We are currently seeking a dynamic and experienced Chief Human Resources Officer to join the executive leadership team. This critical role will be responsible for developing, shaping and leading all HR efforts for the organization, from employee success, people strategy, benefits, and talent acquisition. The Chief Human Resources Officer will drive initiatives that build an inclusive, high-performance culture aligned with our business goals and values. This individual will report directly to our CEO. As the Chief Human Resources Officer, you will architect and execute Decisions end-to-end people strategy that will help the company scale. You'll own payroll, benefits, talent acquisition, onboarding, engagement, performance management, productivity, and retention initiatives-ensuring every phase of the employee lifecycle is aligned to our strategic vision. You will partner with the executive team to build high-performing leaders, embed the Decisions culture across all levels, and define, measure, and report on the KPIs that drive our People agenda. Responsibilities Build, empower, and lead high-impact teams across Employee Success, HR Operations, and Recruiting, ensuring operational excellence in every aspect of the People function. Act as a thought partner to the CEO and executive team on organizational design, change management, and global workforce planning. Partner with the executive team and senior leadership to align people programs with evolving business priorities and long-term vision. Drive adoption, continuous improvement, and innovation in performance management, raising the bar for individual and team achievement across the company. Assess and enhance people processes using modern analytics, HR technologies (such as Rippling & Greenhouse), and data-driven insights. Champion new approaches and fresh ideas for engagement, retention, manager development, and employer branding-constantly innovating toward a best-in-class employee experience. Foster a vibrant, inclusive culture through energetic leadership, authentic communication, and processes that support growth, accountability, and belonging. Oversee total rewards strategy to ensure competitiveness, fairness, and alignment with business goals. Ensure HR practices comply with relevant laws and regulations across all geographies while aligning with ethical and cultural standards. Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field-Master's preferred. Proven experience as a Senior HR Leader (VP/Head of People, Chief People Officer, or equivalent) in a high-growth, B2B SaaS or technology company. Proven experience building and scaling HR functions from scratch in a dynamic, fast-paced environment. Deep knowledge of employment law, HR compliance, and best practices for a global workforce. Strong track record in developing equitable compensation, performance, and development frameworks. Passion for culture-building and driving alignment around mission, values, and business goals. Excellent communication, emotional intelligence, and executive presence. Experience leading through transformation, mergers, and growth. Passion for creating an employee-centric workplace that balances performance and purpose. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information you do provide will be recorded and maintained in a confidential file. As set forth in Decisions's Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Select... Voluntary Self-Identification of Disability Form CC-305 OMB Control Number 1250-0005 Expires 04/30/2026 Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. Disability is a condition that substantially limits one or more of your major life activities. Completing this form is voluntary, and your answer is confidential. 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The Senior Director of Human Resources serves as a strategic leader and operational manager, overseeing the full spectrum of HR functions including recruitment, talent development, performance management, benefits, employee relations, organizational design, compliance, and internal culture initiatives. This position partners closely with the Chief People, Community Engagement and Programs Officer to align HR practices with organizational goals, drive a culture of accountability, inclusion, and innovation, and ensure a best-in-class employee experience. Key Responsibilities Recruitment & Retention Oversees recruitment strategy efforts to attract top talent across all levels. Partners with hiring managers to implement equitable and effective hiring processes. Creates programs to improve retention, onboarding, and employee integration. Performance Management & Learning Leads the design and administration of the performance review cycle, including goal setting, metrics tracking, and coaching resources. Oversees leadership development, training, and staff upskilling programs to foster continuous learning. Benefits Partners with Sr. HR Manager on the day-to-day benefits administration. Recommends program enhancements that promote equity, competitiveness, and wellness. Employee Relations & Compliance Provides direct support and coaching to managers and employees on workplace issues. Ensures compliance with all employment laws in the countries that Optica employs staff. Updates HR policies and procedures in accordance with legal requirements and best practices. Provides Chief People, Community Engagement, and Programs Officer grievance reports and partners with any legal issues. Culture & Staff Engagement Partners with Chief People, Community Engagement and Programs Officer on programs to strengthen employee connection, morale, and inclusion. Leads staff events and culture-building initiatives across departments. HR Operations & Metrics Evaluates and improves HR systems and workflows for efficiency and employee self-service. Implements dashboards and metrics to track engagement, turnover, hiring, and development progress. Prepares and presents HR metrics reports to designated senior management. Qualifications and Experience Minimum 10 years of progressive HR experience; 4+ years at the senior leadership level in a nonprofit or association environment. Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred. SPHR, SHRM-SCP, or other HR certification strongly preferred. Strong understanding of performance management, organizational development, and workforce planning. Expertise in HRIS and data analytics to guide decision-making. Knowledge of benefits design and vendor management. Excellent communication, coaching, and conflict resolution skills. High degree of integrity, confidentiality, and emotional intelligence. Optica is an equal employment opportunity employer and will not discriminate against any employee or applicant on the basis of race, color, age, sex, national origin, disability, religion, marital status, veteran's status, personal appearance, political affiliation, sexual orientation, family responsibilities, matriculation, or any other basis prohibited by law. Apply Here: ************************************************** PI281259076 #J-18808-Ljbffr

Our client, a high-growth construction firm based in Dulles, VA is seeking a Director of HR and Talent to lead and scale their entire HR function. Reporting to the COO, this is a high-impact, executive-track role designed for an ambitious leader ready to build the operational infrastructure necessary to support multi-state expansion. Own the Function: Design, implement, and manage a scalable HR infrastructure, including talent acquisition, compensation, benefits, and compliance. Strategic Growth: Partner directly with the COO to align HR strategy with aggressive business goals as the company expands into new regional markets. Path to CHRO: This role is explicitly structured with an accelerated progression path to the Chief Human Resources Officer (CHRO) role within the next five years. Lead Talent Strategy: Serve as the engine for the company's success by attracting, developing, and retaining top talent across all departments. Requirements: Deep expertise in recruiting and HR operations within a high-growth environment. Proven experience building and institutionalizing HR functions from the ground up. Ability to thrive in a fast-paced, entrepreneurial, and execution-focused culture. Must be able to work 100% (5 days/week) on-site and travel up to 10%. Strong executive presence with the ability to serve as a pivotal business partner. 10% Travel Compensation: Competitive base salary in the $200K's + Performance Bonus. Clear trajectory for executive leadership and professional growth.

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.

Pay Range: $153,837k - $223,063k (Based on experience, education, certifications). Benefits offered by employer. Shift: M-F 9 AM - 5 PM, fully onsite in DC. Qualifications: Bachelor's degree in Human Resources or related field required; Master's degree preferred. Professional HR certification (PHR, SPHR, SHRM‑CP/SCP, CHHR) preferred. Minimum 10 years of professional HR experience, including 5+ years in HR leadership within for‑profit acute care, behavioral health, healthcare, or hospitality; healthcare system experience highly desired. Multi-site, multi-state HR leadership experience required. Strong background in HR operations, employee relations, and high-volume full-cycle recruitment. Deep knowledge of federal, state, and local employment laws; experience with EEOC, Joint Commission, and CMS regulations. Experience with labor relations and union avoidance. Proficient in HRIS systems and Microsoft Office; strong analytical, communication, and organizational skills. Ability to handle sensitive employee information with discretion and confidentiality. Overview: Insight Global is seeking a highly strategic and dynamic Director of Human Resources to lead HR operations across a multi‑site healthcare environment, including hospitals, clinics, urgent care centers, and affiliated services. This leader will play a critical role in shaping organizational culture, driving HR strategy, and partnering closely with executive leadership to support workforce planning, talent development, regulatory compliance, and performance excellence. The Director will serve as a trusted advisor to leaders and employees, helping build and retain a world-class team while fostering an engaged, high‑performing workplace.

The Director of Finance and Human Resources will play a pivotal role in directing the financial operations and human management of the organization within NAACOS. This position is responsible for overseeing all financial operations, including budgeting, forecasting, cash management, financial reporting, and compliance, ensuring the company's fiscal health and sustainability. Simultaneously, the role directs human resources systems such as talent acquisition and onboarding, benefits management, and performance management to foster a productive and engaged workforce. The Director will collaborate with executive leadership and senior staff and will support the Board Finance Committee to align financial and HR operations with overall business objectives, promoting operational efficiency. Ultimately, this role ensures that both financial and human resource operations support the company's mission and long-term success. Essential Duties of Position Financial Operations (80%*) Develops and implements financial plans Implements cash management and investment plan at direction of CEO Creates and manages annual budget aligned with company goals and departmental needs Oversees daily finance operations, including accounting, cash flow, payroll, and procurement Manage systems and processes for financial operations, including IT functions related to finance Prepares, analyzes and reviews with financial reports (monthly, quarterly, and annually) to track performance and identify trends Financial Relationship Management/Coordination Prepares information and coordinates with CPA for year-end tax preparations Works collaboratively with CEO and senior staff Supports board finance committee Primary coordinator of activities for accounting and administrative contractors/consultants Compliance Ensures compliance with tax laws and other industry regulations Human Resource Management Responsibilities (20%*) Oversees the recruitment process, develops job descriptions, and manages new employee orientation and onboarding Administers compensation and benefits programs to attract and retain talent Serves as a point of contact for employee issues, investigates complaints, and fosters a positive work environment Develops, implements, and updates HR policies and ensures compliance with labor laws * These percentages are estimates only and are not intended to be exact or guaranteed allocations of time . The distribution of duties may change based on the evolving needs of the organization, business priorities, and operational demands. Education and Experience Bachelor's degree in Finance or Accounting is required; additional Human Resources certification is preferred. Minimum of 7 years of progressive experience in finance and human resources leadership roles Proven expertise in financial management, budgeting, forecasting, and regulatory compliance Strong knowledge of HR best practices, labor laws, and employee relations Demonstrated ability to lead cross-functional teams and manage multiple priorities effectively Skills and Competencies Accounting Software (QuickBooks) Database Software (AMS or other) Payroll Systems Microsoft Office Products Human Resource Systems Well-organized and detail-oriented Professional Physical Requirements This is primarily a sedentary, remote office-based position that requires the ability to: Sit and work at a computer for extended periods of time, with occasional standing, walking, bending, and reaching. Frequently use hands and fingers for typing, handling documents, and using standard office equipment (computer, phone, printer, etc.). Clearly and effectively communicate via phone, video conferencing, email, and chat. Occasionally lift or carry materials up to 30 pounds (e.g., for events or presentations). Travel domestically for at least two events annually, which may include extended hours, standing, walking, and light lifting during conferences or meetings. Benefits Health Insurance - employer-paid medical, dental, and vision premiums through the NAACOS group insurance plan Paid Time Off (PTO) 11 Federal paid holidays Short- and long-term disability insurance Life and accidental death and dismemberment insurance 401K savings plan Flexible Spending Account Employee Enrichment Benefit Salary paid monthly (one month in arrears) **This position has an expected work schedule of approximately 30 hours per week with benefits prorated.** Equal Employment Opportunity NAACOS is an equal opportunity employer. All employment decisions are made without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, or any other protected status under applicable law.

Korn Ferry has partnered with our client on their search for HR Director Human Resources Director Confidential Healthcare Services Organization The Opportunity A rapidly growing healthcare services organization is seeking a Human Resources Director to lead strategic HR initiatives and oversee day-to-day operations in a dynamic, mission-driven environment. This role is pivotal in shaping a positive workplace culture, driving employee engagement, and supporting organizational growth through effective talent strategies. Reporting to senior leadership, the HR Director will manage a team of HR professionals and collaborate across departments to ensure compliance, optimize processes, and foster a high-performance culture. This is an exceptional opportunity for a seasoned HR leader to make a significant impact during a period of expansion and transformation. Key Responsibilities Develop and implement HR strategies aligned with organizational goals. Lead integration efforts for acquisitions, ensuring consistency in policies and practices. Oversee employee relations, engagement programs, and retention strategies. Manage performance management processes and career development initiatives. Ensure compliance with employment laws and regulations. Optimize HR operations, including systems and workflows, for efficiency and scalability. Recruit, mentor, and develop HR team members to support organizational objectives. Ideal Candidate Profile Minimum 5 years of HR management experience, including leadership roles. Proven ability to partner with senior leadership on strategic HR initiatives. Strong knowledge of employment laws and HR best practices. Experience within healthcare HR strongly preferred. Background working in a private equity-owned company highly desirable. M&A integration experience required. Experience with HR systems (Workday preferred). Advanced degree and/or SHRM certification preferred. Personal Attributes Strategic thinker with strong business acumen. Exceptional communication and interpersonal skills. Flexible, adaptable, and able to thrive in a fast-paced environment. Collaborative leader who fosters team development and engagement. Location: On-site 5 days/week in Montgomery County, MD. Compensation: Base salary range $130k - $145K + 10% bonus Why This Role? This is a unique opportunity to join a high-growth organization committed to delivering exceptional care and building a culture of excellence. The HR Director will play a critical role in shaping the future of the company and its people.

The Director of HR Business Partners will lead the HR Business Partner team as well as function as a strategic Business Partner and primary point of contact to their assigned client groups and their leadership. Provide oversight to a professional team of HR Business Partners to optimize HR's partnership with the various Business Units and their leadership. Design and operationalize user‑friendly plans and programs to support the CNH mission of "Employer of Choice" and its goals in employee engagement and talent optimization. Serve as the primary point of contact to the assigned client groups and provide direction, coordination and overall management of the HR Function for the assigned client groups. This will include preparing regular human resources statistical summaries, and raising awareness of existing and emerging trends. Qualifications Minimum Education Bachelor's Degree in Organizational Development, Human Resources, Business Administration or related field (Required) Master's Degree or MBA preferred (Preferred) Minimum Work Experience At least 7 years of progressive experience leading strategic Human Resources business initiatives (Required) At least 5 years of supervisory/management experience in a related job function (Required); Healthcare Human Resources preferred Functional Accountabilities HR Partnership with Business Units Partner with client group leaders to identify, plan and implement strategic objectives that are in alignment with client group strategies. Design, develop and implement various HR business projects and initiatives to proactively meet the needs of the assigned client groups; research best practices and provide strategic recommendations based on data analysis and incorporation of appropriate metrics to measure outcomes. Act as single point of contact and escalation for HR‑related processes, issues/questions for assigned client groups. Collaborate with other HR functions to design, develop and implement key HR programs and initiatives. Model behavior and provide support to contribute to the improved performance of the assigned client groups. HR Consulting and Employee Relations Partner with the Employee and Labor Relations team to investigate and resolve employee relations issues. Serve as an internal consultant to managers for people and organizational issues. Collaborate with Learning & Development team to coach managers in leadership abilities, relationships among teams/individuals, interpersonal communications and performance management. Collaborate with Employee & Labor Relations team to help managers adhere to CBA terms and address union related issues. HR Compliance and Performance Improvement Assist in the development and administration of HR policies and procedures. Ensure all HR initiatives and activities in the assigned client groups are in compliance with federal, state and local government regulations. Participate in performance improvement activities. Assist to maintain compliance with Joint Commission accreditation and other internal and external regulatory standards. Strategic Leadership Provide leadership support and strategic direction to the HR Business Partner team. Oversee the design and optimization of the HR Business Partner model. Direct work to achieve and sustain client groups' various HR needs. Support the VP of HR Partnerships and Employment Practices in the design and execution of talent optimization programs. Show accountability by building and reporting on measures and outcomes for continuous process improvement. Establish, build and sustain professional contacts with key stakeholders internally and externally. Organizational Accountabilities Organizational Commitment/Identification Teamwork/Communication Performance Improvement/Problem‑solving Cost Management/Financial Responsibility Safety Primary Location District of Columbia - Washington Work Locations CN Hospital (Main Campus) 111 Michigan Avenue NW Washington, DC 20010 Job Management Organization People Position Status : R (Regular) - FT - Full-Time Shift : Day Work Schedule : M-F 8:00-4:30pm Full-Time Salary Range 137550.4 - 229257.6 Children's National Hospital is an equal opportunity employer that evaluates qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender, identity, or other characteristics protected by law. The “Know Your Rights” poster is available here: and the pay transparency policy is available here: Know Your Rights Pay Transparency Nondiscrimination Poster. Please note that it is the policy of Children's National Hospital to ensure a “drug‑free” work environment: a workplace free from the illegal use, possession or distribution of controlled substances (as defined in the Controlled Substances Act), or the misuse of legal substances by all staff (management, employees and contractors). Though recreational and medical marijuana are now legal in the District of Columbia, Children's National and its affiliates maintain the right, in accordance with our policy, to enforce a drug‑free workplace, including prohibiting recreational or prescribed marijuana. #J-18808-Ljbffr

Director of Human Resources Industry: Healthcare / Senior Living We are partnering with a healthcare-focused organization to identify a Director of Human Resources to provide strategic, hands-on HR leadership during a period of significant growth and transformation. This role is ideal for an experienced, people-first HR leader who can strengthen systems, rebuild trust, and serve as a true partner to leadership and staff. The organization is preparing for a large-scale, multi-year construction and expansion initiative and is seeking someone who can hit the ground running, assess current HR practices, and implement improvements quickly while supporting long-term strategy. Key Responsibilities Strategic HR Leadership Serve as a strategic partner to senior leadership, directors, and department heads. Provide guidance on organizational design, workforce planning, retention, and talent strategy. Lead HR initiatives that support growth, change management, and culture improvement. Act as a trusted advisor on sensitive employee relations and compliance matters. Recruitment, Retention & Talent Development Oversee end-to-end recruitment strategies, ensuring compliance with all federal and state regulations. Establish and track recruitment metrics and KPIs to measure success and drive accountability. Partner with leadership to improve employee retention and engagement. Develop and deliver training programs for managers to strengthen leadership capability and consistency. Lead onboarding and orientation programs to support employee integration and engagement. Employee Relations & Culture Foster a people-first HR function where employees feel safe and comfortable raising concerns. Strengthen employee relations practices and rebuild trust in HR. Investigate and manage employee complaints, including harassment and discrimination claims. Serve as EEO officer and oversee documentation and resolution processes. Benefits & Compensation Lead benefits strategy and administration, including medical, dental, vision, retirement, PTO, and wellness programs. Evaluate current benefits offerings and recommend enhancements to ensure competitiveness and employee satisfaction. Manage broker and vendor relationships and oversee open enrollment and plan changes. Oversee compensation strategy, job evaluations, and pay equity analysis to ensure compliance and market competitiveness. Compliance & Risk Management Ensure compliance with all applicable healthcare, employment, and labor regulations. Stay current on regulatory changes and implement policy and program updates as needed. Lead workers' compensation, unemployment, and related claims processes. Serve as a key contributor to organizational risk management and culture-of-safety initiatives. HR Operations & Systems Oversee HRIS and electronic personnel records. Improve HR processes, documentation, and reporting. Support the transition to outsourced payroll as applicable. Leverage data and reporting to support decision-making and workforce planning. Team Leadership Lead, develop, and supervise the HR team. Provide coaching, mentorship, and performance management to ensure high-quality service delivery. Support HR staff with complex issues and special projects. Required Qualifications Bachelor's degree in Human Resources or a related field. SHRM certification required (SHRM-CP or SHRM-SCP). Healthcare HR experience required, with strong knowledge of regulatory and compliance requirements. Minimum of 10 years of progressive HR experience, including at least 5 years in an HR leadership role. Strong expertise in benefits strategy and administration. Demonstrated success in building recruitment metrics, KPIs, and accountability frameworks. Proven ability to improve employee relations and organizational culture. Experience leading through change, growth, or large-scale initiatives. Strong communication, leadership, and relationship-building skills. Why This Role? High-impact leadership role during a transformational period Opportunity to rebuild and strengthen HR systems and culture Direct partnership with senior leadership Meaningful work in a healthcare-focused, mission-driven environment

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.

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

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.

The Senior HR Business Partner (HRBP) will serve as a trusted partner to business leaders and employees within the pharmaceutical organization. Assist in implementing best practices and continuous improvement, the Human Resource Business Partner will be involved with employee relations, talent acquisition, and benefits administration. Principle Accountabilities: Employee Relations: Serve as a first point of contact for employee inquiries related to benefits, policies and procedures, and employee support. Support conflict resolution and performance coaching. Promote a positive workplace culture aligned with company values. Social Audits & Compliance: Assist in preparing for and responding to internal and external audits. Ensure HR practices align with labor laws, industry regulations, and ethical standards. Maintain accurate documentation and reporting for compliance purposes. Ensuring accuracy in records for benefits, attendance, and employee data, while maintaining digital and physical files for employees Workplace Safety: Partner with all teams, inclusive of EHS (Environmental Health & Safety) to support safety initiatives. Monitor and report safety incidents and trends. Participate in safety training and awareness programs. HR Operations & Support: Collaborate with HR centers of excellence (e.g., talent acquisition, talent management, HR operations). Support onboarding, payroll, offboarding, and employee lifecycle processes. Contribute to HR data analysis and reporting. Provide general administrative support to the Human Resource team and assist in various Human Resource projects and initiatives. Management Responsibility May acquire direct reports in the future. Reports to Head of Human Resources, North America Knowledge & Skills Strategic thinking and problem-solving skills. Provide written and verbal communication with a collaborative, solution-oriented mindset Build and maintain strong relationships across all levels of the organization Manage complex projects and deliver results in a fast-paced environment. High level of integrity and confidentiality. Must be able to communicate effectively in person, via phone, and through digital platforms. Knowledge of GMP (Good Manufacturing Practices) preferred. HRIS system proficiency (e.g., Paylocity, ADP, Workday, SAP). Basic understanding of US immigration laws and processes is a plus. Experience & Education Bachelor's degree in Human Resources, Business Administration, or related field preferred. 5+ years of progressive HR experience, with at least 2 years in a business partner role. Experience in the pharmaceutical or life sciences industry preferred. Strong knowledge of employment law, HR best practices, and regulatory requirements. Proven ability to influence senior stakeholders and drive strategic initiatives. Professional in Human Resources (PHR) or Society for Strategic Human Resources Management (SHRM) certification preferred. Physical Requirements/Working Environment Ability to work in a standard office environment with prolonged periods of sitting at a desk and working on a computer. Occasional standing, walking, and light lifting (up to 20 lbs) for office materials or event setup. Fast-paced, deadline-driven environment with exposure to confidential and sensitive information. Travel 50% local travel (between Manassas and Chantilly offices) Disclaimer The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

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

. It is a hybrid role, with 2-3 days in the Vienna, VA office. In this role, you will: The Project Manager will be responsible for overseeing various types of projects within the HR department. Lead and manage HR projects from initiation to completion (this includes technology, business process, and/or operational projects). Collaborate with cross-functional teams, including HR, IT, and external vendors, as needed. Develop and maintain project plans, timelines, and budgets. Identify and mitigate project risks and issues. Ensure projects are delivered on time, within scope, and within budget. Communicate project status, updates, and outcomes to stakeholders. Facilitate project meetings and ensure effective communication among team members. The skills we are looking for in this role include: Proven experience in project management. Strong understanding of HR processes and systems. Experience with project management tools and methodologies (e.g., Agile, Scrum, Waterfall). Excellent communication and interpersonal skills. Ability to manage multiple projects simultaneously. Knowledge of using ADO is a bonus.

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