HR People Experience Manager
Human Resources Business Partner Job In Washington, DC
Actively work with business leaders and employees to support the day-to-day needs of the employees and teams related to Human Resources and Culture.
Provide support and guidance when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodation, investigating allegations of wrongdoing, and terminations.
Perform routine tasks and provide oversight required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; employee relations including disputes and investigations; performance management and compensation; productivity, recognition, and morale; and occupational health and safety.
Manage and oversee the work of the Payroll and HR Associate.
Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments which may include safety training, anti-harassment training, professional licensures, and aptitude exams and certifications.
Maintain compliance with federal, state, and local employment laws and regulations, and recommend best practices.
Review policies and practices to ensure consistency across the organization and make adjustments to maintain compliance at the local, state and federal levels.
Advise managers on the resolution of employee relations and performance management issues, provide coaching, counseling, and conflict resolution.
Partner with leadership to identify and execute training and development opportunities.
Lead the creation of learning and development programs and initiatives that provide internal development opportunities for employees including high potential employees.
Ensure participation and HR representation in cross divisional projects and committees, as well as participation in Committees.
Maintain knowledge of trends, best practices, regulatory changes, and modern technologies in human resources, talent management, and employment law. Performs other duties as assigned.
Key responsibilities also include:
Policy Review & Compliance:
Multi-state compliance review and updates.
Research, develop, and potentially roll out sexual harassment training program.
Identify and implement a suitable LMS for online training and compliance tracking.
Ensure all offices maintain state-specific compliance.
SharePoint Management:
Clean up and reorganize existing SharePoint system.
Transition SharePoint into a self-service platform for employees.
Benefits Administration:
Provide support and guidance on employee benefits, including HSA and 403(b) plans.
Collaborate with external benefits consultant.
HR Systems & Processes:
Familiarity with Paycom HRIS.
Work with 3rd party for sourcing, recruiting, and hiring support.
Utilize Talent Remedy for specific positions.
Streamline HR processes to minimize reliance on current HR contact (Alisa).
Handbook & Policy Revision:
Update and revise employee handbook.
Conduct comprehensive policy review.
Requirements
Education And/or Experience
Minimum working experience
Minimum Bachelor's degree in Human Resources, Business Administration, or related field required
Certification through HRCI or SHRM
At least seven years of experience in human resources
At least two years managing others
Experience in a field related to the client's mission, programs, or priorities Preferred Qualifications
Master's in Human Resources Management, Organizational Leadership/Management or related field.
Experience in multiple areas of HR including employee relations, negotiations, training, payroll, etc.
Bilingual a plus
Experience working for a non-profit organization
Competencies
A demonstrated understanding of and track record of success in human resources including a thorough knowledge of employment-related laws and regulations
Superior writing skills and demonstrated experience in communicating complex human resources and legal information to stakeholders
Ability to communicate and build relationships with staff at all levels of the organization
A self-starter, capable of working independently and under tight and sometimes competing deadlines
Ability to manage multiple conflicting deadlines and maintain disciplined adherence to individual and team goals in dynamic situations
Ability to work effectively and maintain positive relationships with internal staff members and external constituents
Ability to act with integrity, professionalism, and confidentiality
Proficiency with or the ability to learn the organization's HRIS, Talent Management and other organizational systems DocuSign Envelope
Personal Characteristics
Orientation to and background of servant leadership
Passion for the client's mission and purpose and ability to communicate this passion to others
Ability to serve as an advocate and exemplar for the vision, values, and mission of our client
Demonstrated strong relational skills
Strong analytical and problem-solving skills
Ability to hold people accountable to expectations
Ability to have fun at work
Human Resources Director
Human Resources Business Partner Job In Washington, DC
DIRECTOR, HUMAN RESOURCES
Reports to: EVP, Operations
Job Summary: The Director of Human resources is responsible for the execution of all talent management strategies and functions to advance the mission of the organization. The director will develop and coordinate the policies, activities, and human capital framework centered around acquisition, development, retention, and engagement.
Duties & Responsibilities
Executes human resources strategies to recruit, develop and retain the best available talent within and outside the organization.
Administers the recruitment and interview process.
Works to strengthen organizational culture at Finseca. Ensures effective employee relations including communications between management and employees.
Works with the Vice President, Human Resources to ensure effective employee engagement and retention.
Assists with the preparation of the performance review process.
Develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.
Administers the development and maintenance of a competitive employee benefits programs, including facilitation of enrollments and processes required documents through payroll and insurance brokers to ensure accurate record-keeping and proper deductions.
Works collaboratively with vendors and brokers to provide benefits that support the mission of Finseca and needs of employees, while maintaining affordability.
Maintains accountability for compliance with regulations and meeting benefit reporting requirements. Ensures accurate and efficient administration of benefit programs, with strong customer service to employees.
Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.
Evaluates and reports on HR procedures and metrics.
Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
Maintains employee files, including filing appropriate documentation and development of new employee files.
Other duties as assigned.
Qualifications & Required Competencies and Skills
Minimum 5-7 years success in association, firm, or corporate environment with Human Resource function.
Excellent verbal and written communication skills.
Excellent organizational, planning, and project management skills.
Demonstrated analytical and problem-solving ability.
Ability to manage under pressure and tight timelines to achieve positive outcomes.
Excellent interpersonal and relationship-building skills, working with employees, and Executive Leadership.
Understanding of, and strong interest in the Human Capital
Track record of success in providing strategic thought leadership on talent management issues and organizational staffing and development.
Human Resources & Operations Manager
Human Resources Business Partner Job In Washington, DC
Feldesman Leifer LLP, a federal grants and regulatory law firm, is seeking an experienced Human Resources & Operations Manager to join our Washington, DC office. The Human Resources & Operations Manager oversees the Firm's human resources and day-to-day operational functions, ensuring compliance with employment laws, fostering a collaborative workplace, and supporting the firm's strategic goals.
Key responsibilities include compliance with HR laws, policy implementation, recruitment, onboarding, offboarding, benefits administration, performance evaluations, and staff compensation management.
Duties and Responsibilities:
HR Policy & Procedures
Develop, implement, and update HR materials, policies, and procedures
Maintain and manage the HR information system (HRIS) and compile reports as needed
Monitor federal, state, and local HR regulations to ensure firm compliance
Review employee timesheets and oversee overtime tracking and reporting
Evaluate and recommend process improvements to enhance efficiency and compliance
Conduct exit interviews to gather feedback and identify areas for improvement
Manage offboarding processes, including closing user accounts, benefit transitions, and COBRA administration
Manage unemployment claims and resolve employment disputes to limit firm liability
Oversee staff performance reviews and implement performance improvement plans when necessary
Maintain up-to-date benefit guides for employees and attorneys
Benefits Administration
Negotiate and administer group benefits, including health, dental, vision, disability, and life insurance
Conduct open enrollment on an annual basis
Compile employee time, production, and payroll data from time sheets and other records
Recruitment and Onboarding
Manage the recruitment process for all levels of employees, including attorneys, exempt and non-exempt staff
Develop job descriptions and position specifications for attorneys and support staff
Market open positions through recruiting agencies, professional networks, and other recruitment channels
Screen resumes and applicants, coordinating with department managers and partners for interviews
Oversee and coordinate temporary staffing as needed
Develop and manage new hire orientation programs to ensure smooth onboarding
Salary Administration and Performance Evaluation
Manage staff compensation policies, salary adjustments, and market benchmarking
Execute professional staff performance evaluation processes (90-day and annual)
Support managers with job profiles, skills development, and improvement plans
Operations/Technology/Facilities
Work with the Firm's IT vendor to ensure effective technology systems, including providing training and support for staff on using firm systems effectively
Oversee office infrastructure, including facilities, equipment, and vendor relationships
Coordinate office maintenance service requests, such as HVAC, small office repairs, security, housekeeping, conference room set-ups, equipment/supply, off-site storage, and other facilities duties
Monitor Firm voicemail box daily and direct voicemails to appropriate party
Track equipment inventory through WASP (asset management system)
Manage Firm library including subscriptions and online research tools
Assist with planning and execution of employee-related events
Experience / Qualifications
Bachelor's degree in Human Resources, Business, or a related field required; SHRM or similar certification preferred
Minimum 5 years of HR and operations experience, preferably in a professional services environment
At least 2-3 years of supervisory experience managing employees
Strong knowledge of employment laws and HR best practices
Proficiency in Microsoft Office (Word, Excel, PowerPoint, SharePoint); familiarity with iManage, SurePoint, Employee Navigator, Payroll Network, and iSolved preferred
Excellent multitasking, organizational, and problem-solving abilities
Demonstrated ability to work both independently and collaboratively
Strong oral and written communication skills with proven track record interfacing with partners, clients, and other stakeholders
Must reside in the Washington, DC metro area and work in-office four days per week
Director of Human Resources
Human Resources Business Partner Job In Washington, DC
N Street Village (NSV) is seeking a Director of Human Resources (DHR) to lead strategic initiatives that enhance staff experiences and align with our mission. The DHR oversees the day-to-day operations of the Human Resources department and works across key functional areas, including compliance, communications, and business operations. This role offers the opportunity to be part of our senior leadership team, driving innovation and fostering a culture of growth, engagement, and inclusion.
Key Responsibilities:
Provides overall leadership and guidance to the HR function. Develops and executes human resource strategies that are in alignment with the overall organizational strategic plan, including on: workforce planning, retention, performance management, training and development, maintaining a positive culture, and change management.
Functions as a strategic and trusted advisor to the executive/senior leadership team regarding key organizational and management issues.
Supervises and mentor 2-3 HR staff, ensuring ongoing development in their respective specialties.
Develop and implements policies and processes to support the organization's human resource compliance needs.
Actively participate as a leader in the organization, pushing for high standards, effective execution, and strong communication across the organization.
Oversees the day-to-day operations of human resources functions, including but not limited to compensation, benefits and leave, payroll (in collaboration with Finance), compliance, performance management, employee relations, recruitment, training and development, special projects, culture, and engagement.
Collaborates with CFO and CEO in the design and implementation of competitive and financially sustainable compensation and benefits programs.
Ensure efficient administration of employee benefits programs and payroll processing.
Manages the collection, storage and reporting on employee compliance items required by government contracts and agencies.
Utilize data to inform HR decision-making and feedback to the executive team around overall organizational strategic planning.
Develops and facilitates training in areas such as new employee orientation, supervisor training, safety training, and mandated Federal, State, and organizational compliance training.
Coordinates department-specific and ongoing training with department managers/supervisors.
Ensures the timely reporting and service delivery to meet and/or exceed established KPIs.
Ensures data integrity within ADP; prepares ad-hoc reports within ADP and other platforms.
Cultivate relationships with internal and external stakeholders to promote alignment and integration with organizational initiatives.
Develop, implement, monitor and oversee a performance management process tied to strategic goals.
Approves and processes employee separations, including exit interviews. Identifies turnover trends.
Qualifications:
Bachelor's degree in business management, human resources, or related field preferred; MBA plus
8-10 years of practical and relevant experience in HR, Talent Relations/Management with at least 3+ years of leadership/management required.
HR Certification strongly encouraged (PHR, SPHR, SHRM-CP, SHRM-SCP)
Proficiency with ADP Workforce Now, and Microsoft Office suite.
Proven ability to manage and mentor teams, fostering an inclusive and high-performing culture.
Strong communication skills, both digitally and verbally.
Demonstrated ability to lead, coach, and develop others using an empathetic and emotional intelligent perspective.
Advanced understanding of Federal and State employment and labor laws and data/record retention.
Excellent collaborator and consensus builder.
Demonstrated ability to be a servant leader who can motivate and lead high-performing teams to positive outcomes.
Ability to manage multiple projects at the same time to completion.
Ability to problem solve, identify information accuracy and relevance and generate recommendations and solutions.
Strong analytical skills, able to present information on quantitatively and qualitatively.
Strong track record of metrics-driven decisions from strategically created KPIs and reporting to an executive audience.
Thought leader and subject matter expert with a people-first approach and track record of meeting and/or exceeding strategic goals.
Thorough knowledge of current hiring markets and ability to proactively strategize involves ahead of market changes.
Ability to connect organizational goals to operational solutions.
Ability to demonstrate operating in a growth mindset.
Ability to be proactive and experienced
Director of Human Resources
Human Resources Business Partner Job In Washington, DC
Crowell & Moring LLP is an international law firm with offices in the United States, Europe, MENA, and Asia that represents clients in litigation and arbitration, regulatory and policy, intellectual property, and transactional and corporate matters. The firm is internationally recognized for its representation of Fortune 500 companies in high-stakes litigation and government-facing matters, as well as its ongoing commitment to pro bono service and diversity, equity, and inclusion.
Job Summary
The Director of Human Resources is responsible for overseeing firmwide human resources programs and policies in the areas of compliance, employee relations, professional staff performance management, talent management, leadership and professional development, engagement, and retention. This position leads a team of HR Business Partners (HRBP's) to provide strategic and tactical support to senior leadership, departments and partners across the firm. The Director will implement talent initiatives to meet future business needs and advise firm leadership on complex people management initiatives, collaborating directly with Executive Committee members and the General Counsel's office when necessary.
Job Responsibilities:
Participates in long-term strategic planning to oversee the performance management lifecycle, talent development initiatives, engagement and retention practices, compliance programs, and employee relations issues that arise firm-wide.
Oversees the HRBP and Staff Recruiting teams fostering continuous learning, , professional development and leadership growth. Develops and recommends departmental budget to ensure efficient allocation of funds for HR initiatives.
Leads the HRBP team to develop collaborative working relationships with firm leadership, management and staff, providing advice, guidance, and coaching and delivering change management consultation to client areas.
Leads HRBP team in workforce planning and organizational design for each internal client area to align strategies with business priorities for current and future business requirements.
Develops and improves recruitment processes, evaluates staffing trends and devises strategies to attract and source qualified staff candidates. ·
Utilizes data and analytics to drive strategy decision making, benchmark and recommend policy improvements, and develops initiatives to address key drivers of employee satisfaction.
Leads and resolves complex employee relations issues through thorough and objective investigations, while ensuring consistent application of employee relations practices in collaboration with labor and employment counsel and the general counsel's office.
Partners with Chief Human Resources Officer and key stakeholders to optimize human resources processes and policies; anticipates challenges and recommends innovative solutions firmwide.
Monitors and ensures compliance with federal, state and local employment laws and regulations including the management of the firm's leave administration for U.S. offices. Recommends best practices and any necessary policy modifications to maintain compliance.
Responsible for continuous review and improvement of the employee life cycle processes, from recruitment through onboarding, retention, performance evaluations, compensation, development and offboarding.
Actively promotes and supports the firm's Diversity, Equity & Inclusion (DE&I) initiatives, fostering an inclusive workplace culture.
Qualifications
Knowledge, Skills and Abilities:
Demonstrated ability to communicate persuasively, both orally and in writing, on a prepared and extemporaneous basis.
Ability to provide quality client service to both internal and external clients, to address administrative issues. Involves the use of considerable tact, discretion, and persuasion in gaining the cooperation of others.
Ability to appropriately delegate work to others to meet deadlines, goals and objectives, develop skills and knowledge of others, build capacity and productivity of department.
Ability to manage subordinate supervisors in a complex work environment to develop a cohesive, effective work unit.
Ability to effectively supervise others, including hiring, training, assigning work, managing performance, counseling, disciplining and terminating.
Ability to conceptualize, organize, plan, implement and evaluate programs and services.
Ability to analyze and interpret information from a variety of sources, apply critical and creative thinking to draw conclusions or develop solutions to complex problems.
Ability to represent the firm with honesty, integrity, and professionalism, consistently acting in an ethical manner.
Demonstrated financial and analytical acumen as well as strong operations orientation.
Intermediate knowledge of MS suite; Familiarity with HRIS databases, Applicant Tracking, and other HR relevant applications
Ability to develop and maintain effective business relationships.
Strong knowledge of HR policies, procedures, and best practices, as well as extensive experience in employee relations.
Education
The positions requires a Bachelors degree in Human Resources, Business Management or other related field. Equivalent training and experience will substitute for education.
Experience
The position requires a minimum of ten (10) years of diversified human resources management experience with a minimum of five (5) years of supervisory experience. Prior experience law firm experience preferred.
Additional Information
Crowell & Moring LLP offers a competitive compensation and comprehensive benefits package. Our benefits include healthcare, vision, dental, retirement, and all-purpose leave and progressive options such as back up childcare, wellness programs, cultural events and social activities. We take great pride in our positive, friendly culture that rewards hard work and success, at the same time recognizing the importance of family and community service.
Our Firm is committed to fair and equitable compensation practice in accordance with applicable laws. The salary range for this position is $220,000 - $300,000. Additional compensation may include a discretionary bonus. The salary for this position may vary based on location, market data, an applicant's skills and prior experience, certain degrees and certifications, and other factors.
EOE m/f/d/v
Crowell & Moring LLP participates in the E-Verify program.
Director of Human Resources Operations
Human Resources Business Partner Job In Washington, DC
Director of Human Resources Operations
Office: Office of Human Resources
Employment Status: Regular/Full-Time/Exempt
ABOUT LSC:
Established by Congress in 1974, the Legal Services Corporation (LSC) is the country's single largest funder of civil legal aid for low-income Americans. LSC currently funds 132 independent nonprofit legal aid organizations with more than 800 offices throughout the nation. LSC's mission is to promote equal access to justice and provide grants for high-quality civil legal assistance to low-income Americans. This position will require working from an office in D.C. in accordance with LSC's hybrid work model. The successful candidate must live in the Washington, D.C. metropolitan area.
BASIC JOB FUNCTION:
The Director of Human Resources Operations leads the design, implementation, and administration of operational processes used to deliver HR programs and projects. Collaborates with stakeholders to provide consultation, process design, and project management of HR program implementations and initiatives in compensation, performance management, and professional development. The position is responsible for developing scalable methodologies and tools to optimize HR operations and streamline core functions like recruitment, onboarding, retirements, performance managements, and others that make up the employment lifecycle. Ensures that the application of policies align with LSC's short- and long-term organizational objectives. Supervises three employees. Reports to the Chief Human Resources Officer.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
Ability to develop and maintain effective working partnerships and represent the organization in a professional manner. Strong Project Management skills including workflow analysis and design.
Develops, evaluates, and implements human resource policies, procedures, and best practices.
Offers thought leadership regarding organizational development and people-related strategy and execution.
Identifies and tracks key metrics including best practice industry benchmarks to create and maintain a strategic HR analytics dashboard. Collaborates with members of the Executive team to identify and meet organizational information needs.
Develops and implements a strong talent acquisition strategy with a lens towards equity, including recruiting and pipeline building, and positions LSC as a talent destination in our field. Ensures hiring managers and candidates are supported throughout the process.
Ensures compliance with federal, state, and local employment laws and regulations and recommends best practices.
Supports employee experience and growth through a dynamic onboarding program and cultivating professional development pathways for team members.
Develops strong working relationships with LSC's vendors/consultants and facilitates vendor selection/re-compete processes for HR vendors.
Oversees the performance management process, ensuring timeliness, transparency, and equity, with a growth mindset. Revamps current process, including cadence and content of supervisor-direct report conversations, competencies, multi-directional feedback, and strategies for centering learning and growth.
Supports development, implementation, and updates to the compensation philosophy, project manages compensation studies undertaken by independent consultants, supports alignment of compensation and performance frameworks, and supports implementation of equitable compensation processes and transparent communications.
Supports senior leadership in overall strategy development, organizational transformation, and decision-making through HR analytics and strategy.
As a change agent and champion, supports organizational diversity, equity, and inclusion (DEI) initiatives and embeds equity in organizational policies, processes, norms, and culture.
COMPETENCIES REQUIRED:
General
:
Excellent written communication skills.
An ability to produce professional, clear, well-written work product that requires minimal editing.
Excellent oral communication and interpersonal skills, including ability to reach different audiences and manage conflicts.
Excellent project management skills and the ability and interest to own projects and create processes to improve the delivery of legal services to LSC's internal clients.
A strong commitment to public service and to LSC's mission of providing legal services to low-income persons.
Unimpeachable integrity and adherence to the highest standards of ethics and professionalism.
Ability to function in a discreet, diplomatic, and confidential matter.
Sound judgment, strong organizational skills, and ability to manage multiple priorities.
Ability to work effectively both independently and in a team environment.
Technical/Specialized
:
A bachelor's degree and 7-10 years of human resources or relevant experience required; must have strong research and analytical skills.
Capacity to identify, evaluate, and understand trends in the labor market and their impact on LSC.
Strong knowledge of current human resources practices, pertinent state, and federal regulations, and compliance requirements that affect employment practices.
Proficient in Microsoft Office with advanced knowledge of Excel and PowerPoint.
SALARY AND BENEFITS:
Director of Human Resources Operations: $153,602 - $159,808
LSC has a competitive market-based salary structure that establishes a specific salary range for this position which has 10 steps. A new hire is typically hired at Step 1 and receives a step increase annually. In special circumstances, LSC may authorize a new hire to start at a higher step based on a special business need or the significantly higher qualifications of the new employee. Employees hired after October 1st of any calendar year will receive their first step increase the January following their first full year of employment.
This position is eligible to participate in LSC's excellent employee benefits program, including medical, dental and vision plans, 403(b) thrift plan, paid leave, and other employee benefits.
APPLICATION PROCESS:
You must apply on our website. To have your application considered, you must answer all questions and provide all requested information. Incomplete applications will not be reviewed. Your application must include your résumé and a cover letter explaining why you are a good fit for this position. Apply at: *****************************
Note: If you need a reasonable accommodation in the application process, please notify OHR at ********************.
DIVERSITY, EQUITY, AND INCLUSION STATEMENT:
We are committed to diversity, equity and inclusion. Our differences fuel excellence, and we strive to create an environment where every individual is valued and feels empowered to bring their full, authentic self to work. We are building a community rooted in openness and trust where colleagues have the resources to grow, thrive and fully contribute to achieving equal access to justice.
LSC is an equal opportunity employer.
Human Resources Business Partner III (Implementation/HRIS) #5423
Human Resources Business Partner Job In Washington, DC
The Senate Sergeant at Arms is seeking a Human Resources Business Partner III (Implementation/HRIS). The complete vacancy announcement and application can be found on the United States Senate Career Page at ********************* This vacancy announcement closes at 7pm EST on the closing date. Late applications will not be accepted.
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Overview
* Accepting applications
* Open & closing dates
01/27/2025 to 02/10/2025
* Salary
$126,372 - $175,868 per year
* Pay scale & grade
AD 00
* Help
Location
Few vacancies in the following location:
* Washington DC, DC Few vacancies
* Telework eligible
Yes-as determined by the agency policy.
* Travel Required
Not required - N/A
* Relocation expenses reimbursed
NoThe Senate Sergeant at Arms does not pay for relocation expenses.
* Appointment type
Permanent
* Work schedule
Full-time
* Service
Excepted
* Promotion potential
0
* Job family (Series)
* 0201 Human Resources Management
* Supervisory status
No
* Security clearance
Not Required
* Drug test
No
* Announcement number
req544
* Control number
829447100
Help
This job is open to
* The public
U.S. Citizens, Nationals or those who owe allegiance to the U.S.
Help
Duties
Provides change management support and communications for complex HR initiatives, system upgrades, enhancements. Provides training and support to users to maximize adoption and proficiency. Supports project management efforts to ensure deliverables are met on time, and within scope. Collaborates with HR and cross-functional teams to understand business needs, identify opportunities for system optimization, recommend best practices, process improvement, and automation in the HCM. Leads priorities and initiatives to enhance functionality, user experience, and reporting capabilities. Provides insight on new or enhanced functionality that improves productivity and workflow. Provides guidance in support of team HCM Administration goals, professional development, contributing to team goals. Drives HR compliance with all initiatives, including process optimization, record retention, user security, reporting, and data privacy. Analyzes trends and metrics and prepares actionable reports for leadership. Other duties, as assigned.
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Requirements
Conditions of Employment
* For conditions of employment and citizenship requirements, please visit the job announcement on the United States Senate Career Page at *********************
Qualifications
Core Competencies
* Customer service orientation, attention to detail, organization, time management, collaboration and team work, problem solving skills, adaptability, innovation, technology proficiency, knowledge of recruitment practices, relationship management, writing skills, self-motivated, proactive, critical thinking skills, maintaining confidential information.
Required Work Experience
* 8+ years of HR experience and at least two (2) years directly related experience providing HR Administrator level support to two or more HCM HR modules.
Required Special Skills/ Knowledge
* Proven track record of supporting end-to-end HCM system implementation and administration, including requirements
building, data mapping and resolution, business process optimization, workflow configuration, testing and deployment.
* Highly effective relationship management skills to identify pain points, manage expectations, liaise with IT partners to manage delivered solutions, and engage in change management and adoption.
* Advanced proficiency in data management, developing effective and efficient reporting, metrics and insights, and system analysis and troubleshooting.
* Demonstrated ability to create and interpret HR metrics and analytics that inform workforce strategy and decision-making.
* Effective communications skills, including the ability to translate business process requirements into technical terminology; ability to communicate verbally and in writing to accomplish shared outcomes.
Other Duties/ Responsibilities
* Advance proficiency in Microsoft Excel, with a focus on logical data analysis is required.
Working Conditions
* Sedentary
As part of our hiring process, we may conduct a skills assessment to better understand an applicant's proficiency in key areas relevant to the role.
Education
Bachelor's in HR management or related field.
Additional information
The Sergeant at Arms is an equal opportunity employer in accordance with the requirements of Senate rules, regulations, and applicable Federal Laws. This agency provides reasonable accommodations to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the agency. Decisions to grant reasonable accommodations will be determined on a case-by-case basis. Please email ************************* with "Applicant Accommodation" in the subject line. No moving, relocation or pre-employment travel expenses will be paid for this position, or while in application for this position.
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* 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.
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.
Your application will be evaluated by a panel on the quality and extent of your total accomplishments, experience, and education. Highly qualified candidates may be interviewed and a reference check conducted.
* 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.
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
As a new or existing federal employee, you and your family may have access to a range of benefits. Your benefits depend on the type of position you have - whether you're a permanent, part-time, temporary or an intermittent employee. You may be eligible for the following benefits, however, check with your agency to make sure you're eligible under their policies.
Subject to background/security investigation.
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
All applicants must apply for jobs online using this link: ********************* Paper application materials, resumes and attachments that are sent via email, mail or brought in-person will not be considered or accepted. All applicants MUST attach their documents to the online employment application.
Agency contact information
Email *************************
Address U.S. Senate Sergeant at Arms
SH-142 Hart Senate Office Building
Washington, DC, Washington, DC 20001
Next steps
Qualified candidates will be contacted directly.
* 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
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Required Documents
Subject to background/security investigation.
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.
Help
How to Apply
All applicants must apply for jobs online using this link: ********************* Paper application materials, resumes and attachments that are sent via email, mail or brought in-person will not be considered or accepted. All applicants MUST attach their documents to the online employment application.
Read more
Agency contact information
Email *************************
Address U.S. Senate Sergeant at Arms
SH-142 Hart Senate Office Building
Washington, DC, Washington, DC 20001
Next steps
Qualified candidates will be contacted directly.
Read more
Fair & 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
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Share
* Email
* Facebook
* LinkedIn
* Twitter
Help
Overview
* Accepting applications
* Open & closing dates
01/27/2025 to 02/10/2025
* Salary
$126,372 - $175,868 per year
* Pay scale & grade
AD 00
* Location
Few vacancies in the following location:
* Washington DC, DC Few vacancies
* Telework eligible
Yes-as determined by the agency policy.
* Travel Required
Not required - N/A
* Relocation expenses reimbursed
NoThe Senate Sergeant at Arms does not pay for relocation expenses.
* Appointment type
Permanent
* Work schedule
Full-time
* Service
Excepted
* Promotion potential
0
* Job family (Series)
* 0201 Human Resources Management
* Supervisory status
No
* Security clearance
Not Required
* Drug test
No
* Announcement number
req544
* Control number
829447100
This job originated on **************** For the full announcement and to apply, visit ****************************** Only resumes submitted according to the instructions on the job announcement listed at *************** will be considered.
HR Business Partner
Human Resources Business Partner Job In Washington, DC
Located in a historic neighborhood in the nation's capital, Georgetown offers rigorous academic programs, a global perspective, exciting ways to take advantage of Washington, D.C., and a commitment to social justice. Our community is a tight knit group of remarkable individuals interested in intellectual inquiry and making a difference in the world.
Requirements
The HR Business Partner will be a key player in driving HR strategies, ensuring alignment with organizational goals, and enhancing the overall employee experience for employees and managers of the University campuses (Main Campus, Medical Center, Law Center and University Services). The HR Business Partner contributes to the execution and delivery of effective HR strategies, services, and programs to the campuses. Through collaboration and relationship building, the HR Business Partner, partners with the internal stakeholder departments assigned and works to identify critical issues and/or gaps and proposes and implements changes designed to support the goals of the campus, department or unit. In addition to core HR functions, this role places a strong emphasis on project management, HRIS systems proficiency, and the ability to develop and deliver effective training programs to stakeholders.
Reporting to the HR Director, Main Campus and University Services, the HR Business Partner has duties that include but are not limited to:
+ Serve as a front-line resource for stakeholder areas to assist with navigating the broad range of human resources areas, including employment, staffing, compensation, employee relations, performance management, organizational development and employment law.
+ Collaborate with campus and department leaders to achieve the strategic goals of the department, campus and/or University.
+ Identify critical issues and/or gaps and propose and implement changes to department heads and leadership.
+ Serve as an expert consultant to department leaders on a wide variety of HR issues and consistently engage the appropriate HR subject matter expert or other University resource on respective matters.
+ Provide HR policy interpretation.
+ Set and manage stakeholder expectations and activity, including identifying and developing additional service opportunities and coordinating delivery of HR services.
+ Develop and provide customized information exchanges, trainings, and knowledge transfer sessions to meet stakeholder needs pertaining to HR issues, policies, and practices.
+ Partner with departments and the broader HR to identify opportunities to enhance the overall employee experience.
Work Interactions
Reporting to the HR Director, HR Business Partners, Main Campus and University Services, the HR Business Partner is a member of the University HR Business Partner team which is a part of the Department of Human Resources. Other units in the Department of HR include the Employee Relations & Engagement team, Employment Services, Office of Faculty and Staff Benefits, the Faculty and Staff Assistance Program, Hoya Kids Learning Center and Compensation and Classification.
This position has been designated as Hybrid 2 Days. Please note that work mode designations are regularly reviewed in order to meet the evolving needs of the University. Such review may necessitate a change to a position's mode of work designation. Complete details about Georgetown University's mode of work designations for staff and AAP positions can be found on the Department of Human Resources website: ***************************************************
Work Mode Designation
This position has been designated as Hybrid 2 Days. Please note that work mode designations are regularly reviewed in order to meet the evolving needs of the University. Such review may necessitate a change to a position's mode of work designation. Complete details about Georgetown University's mode of work designations for staff and AAP positions can be found on the Department of Human Resources website: ***************************************************
Requirements and Qualifications
+ Bachelor's degree in human resources, Business Administration, or related field.
+ 5-8 years of progressive experience in Human Resources with a focus on employee relations, talent acquisition, compensation, project management, HRIS systems, and training development. Strong understanding of HR best practices, employment laws, and industry trends. Exceptional project management skills with a proven track record of successful implementation.
+ Proficiency in HRIS systems (Workday, PeopleSoft etc.) and advanced skills in Microsoft Office Suite.
+ Prior experience working in a client service environment, handling multiple external clients, and presenting ideas and programs to executives.
Preferred Requirements and Qualifications:
+ Master's degree strongly preferred.
+ Proficiency in Spanish
+ Prior experience working in a higher education environment.
+ HR professional certification SHRM-CP/SHRM-SCP.
Personal Attributes:
+ Excellent interpersonal and communication skills.
+ Strategic thinker with a solutions-oriented mindset.
+ Ability to build strong relationships at all levels of the organization.
+ Strong analytical and problem-solving skills.
+ Adaptable and able to thrive in a dynamic, fast-paced environment.
+ Knowledgeable in organizational development, training, faculty and staff assistance programs and benefits
Pay Range:
The projected salary or hourly pay range for this position which represents the full range of anticipated compensation is:
$54,616.00 - $100,493.33
Compensation is determined by a number of factors including, but not limited to, the candidate's individual qualifications, experience, education, skills, and certifications, as well as the University's business needs and external factors.
Current Georgetown Employees:
If you currently work at Georgetown University, please exit this website and login to GMS ( gms.georgetown.edu ) using your Net ID and password. Then select the Career worklet on your GMS Home dashboard to view Jobs at Georgetown.
Submission Guidelines:
Please note that in order to be considered an applicant for any position at Georgetown University you must submit a resume for each position of interest for which you believe you are qualified. Documents are not kept on file for future positions.
Need Assistance:
If you are a qualified individual with a disability and need a reasonable accommodation for any part of the application and hiring process, please click here (******************************** for more information, or contact the Office of Institutional Diversity, Equity, and Affirmative Action (IDEAA) at ************ or ********************.
Need some assistance with the application process? Please call ************. For more information about the suite of benefits, professional development and community involvement opportunities that make up Georgetown's commitment to its employees, please visit the Georgetown Works website (**************************************** .
EEO Statement:
Georgetown University is an Equal Opportunity/Affirmative Action Employer (****************************************************************************************************************************************** fully dedicated to achieving a diverse faculty and staff. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, national origin, age, sex (including pregnancy, gender identity and expression, and sexual orientation) , disability status, protected veteran status, or any other characteristic protected by law (***************************************************************** .
Benefits:
Georgetown University offers a comprehensive and competitive benefit package that includes medical, dental, vision, disability and life insurance, retirement savings, tuition assistance, work-life balance benefits, employee discounts and an array of voluntary insurance options. You can learn more about benefits and eligibility on the Department of Human Resources website (************************************************* .
Human Resources Business Partner (HRBP) Program Lead
Human Resources Business Partner Job In Washington, DC
** The Brattle Group, a privately held, global economics consulting firm, is looking for a **HR Business Partner** ( **HRBP) Program Lead** to join our **Boston, MA, Chicago, IL or Washington, D.C.** office. The HRBP Program Lead will be responsible for driving initiatives that foster an inclusive and supportive work environment, as well as providing HRBP support. The ideal candidate will have a background in Human Resources, program management, a passion for driving diversity, equity and inclusion (DE&I) efforts, and a collaborative approach to partnering with HR Business Partners to deliver impactful solutions.
This role offers a unique opportunity for professional growth, with potential future career advancement as an HR Business Partner.
**Some of the day-to-day responsibilities of this role include:**
**Program management for Employee Experience initiatives:**
+ Lead and manage Employee Experience programs, ensuring alignment with the firm's commitment to an inclusive workplace culture.
+ Collaborate with Employee Experience leadership to implement initiatives that enhance the employee lifecycle.
+ Develop and drive strategies and programming that support employee engagement, belonging, retention and a positive workplace culture.
+ Support hybrid work initiatives, including feedback mechanisms to gauge and enhance employee satisfaction.
+ Partner with Employee Resource Groups (ERGs), providing program support, resources, and guidance.
+ Analyze data and trends for current and future programming and to assess the effectiveness of existing programs and identify areas for improvement.
**HR Business Partner (HRBP) Support:**
+ Provide HRBP support to the various teams throughout the firm as needed, acting as a resource for HR guidance on employee relations, performance, and engagement.
+ Serve as a trusted advisor to leaders, offering insights on team dynamics, organizational effectiveness, and change management.
+ Support cross-functional projects that enhance employee experience within the firm.
**THE CANDIDATE**
+ Bachelor's degree in human resources, Business, Organizational Development, or related field.
+ 5+ years of experience in HR, employee experience, or HR program management.
+ Strong project management skills, with the ability to prioritize tasks and deliver results in a fast-paced environment.
+ Demonstrated understanding of DEI principles and best practices; DEI experience preferred.
+ Strong analytical skills, with the ability to interpret data to inform decision-making.
+ Excellent communication, presentation, and relationship-building skills.
+ Experience working within professional services preferred.
_Brattle offers a competitive benefits package, base salary, and bonus program for eligible roles based on individual and firm performance. The anticipated base gross salary range for this position in Boston, MA, Chicago, IL or Washington, D.C is $85,000 - $95,000 annually. Actual salary will depend on a variety of factors, including experience and training._
**THE EMPLOYER**
The Brattle Group answers complex economic, finance, and regulatory questions for corporations, law firms, and governments around the world. We are distinguished by the clarity of our insights and the credibility of our experts, which include leading international academics and industry specialists. Brattle has 500 talented professionals across North America, Europe, and Asia-Pacific. For more information, please visit brattle.com .
**EQUAL OPPORTUNITY**
The Brattle Group is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, citizenship status, national origin, ancestry, sex, gender identity and expression, age, height, weight, domestic partner status, Acquired Immune Deficiency Syndrome or HIV status (AIDS/HIV status), genetic information, sexual orientation, disability (where the applicant or employee is qualified to perform the essential functions of the job with or without reasonable accommodation), marital status, veteran status, political affiliation, drug or alcohol abuse or alcoholism, or any other characteristic protected under applicable law.
We encourage all applicants to click here (************************************************************** to review our full Equal Employer Opportunity Statement and here (********************************************************** for more information on our commitment to promoting equity and inclusion across all identities and experiences.
Vice President and Chief Human Resources Officer (Job ID: 2024-3561)
Human Resources Business Partner Job In Washington, DC
This search is being managed by WittKieffer, application materials, nominations, and inquiries can be directed to: *******************************
Join one of the most influential, most quoted and most trusted think tanks!
The Brookings Institution (Brookings) seeks an accomplished and visionary executive to serve in the critically important role of Vice President and Chief Human Resources Officer (CHRO). This is an exceptional opportunity to join one of the most influential think tanks to ensure the human resources function provides the best level of service for the Brookings community. The core of this charge is partnering with executive leadership in overseeing all aspects of human capital at Brookings at a time of strategic momentum, shaping a holistic culture across the Institution, and cultivating a sense of community and belonging, a commitment to a shared mission and shared accountability for Brookings' future success.
Founded more than a century ago as the first independent organization devoted to public-policy research in the nation, the Brookings Institution is a nonprofit, nonpartisan public-policy organization based in Washington, D.C., that brings together leading experts from all over the world. Research topics cover a range of public policy issues in economics, foreign policy, global development, governance, and metropolitan policy. The Brookings community is dedicated to finding bold, pragmatic solutions for societal challenges through open-minded inquiry, diverse perspectives, and holding themselves to the highest standards of scholastic rigor.
The CHRO will join Brookings at a time of significant momentum, with the arrival of President Cecilia E. Rouse in January 2024 and a strategic planning process underway to chart the path for the next chapter in Brookings' history. Reporting to the President and serving as a key member of the executive leadership team, the CHRO is responsible for providing executive-level leadership and guidance in all areas of human resources. The CHRO will work collaboratively across the Institution to continuously integrate high-quality services throughout all facets of the organization, facilitate change, and ensure that Brookings' workforce is engaged, flexible, and resilient to continue to differentiate the Institution in a competitive market. The CHRO serves as a trusted partner with institutional constituents, providing innovative and creative solutions and continuously building and maintaining relationships across the organization, with an emphasis on dynamic communication and collaboration.
The incoming leader will have the opportunity to build upon the strengths of a dedicated human resources team of seventeen professionals and pursue initiatives supporting an employee base of approximately 420 scholars and staff, in addition to 300 affiliates and 125 yearly interns, that will have a lasting impact on the Institution. In July 2024, Brookings entered into a three-year Collective Bargaining Agreement with their staff union, representing approximately a third of Brookings' employees. Thus, the CHRO will be charged with continuing to maintain the productive relationship with the staff union and will be responsible for ensuring that the provisions of the collective bargaining agreement are understood and that the human resources staff are empowered to address any issues that arise.
The successful candidate will be an innovative, highly driven executive and will possess broad human resources knowledge; expertise in strategic, collaborative, and consultative services; a sophisticated approach to organizational leadership; a commitment to and evidence of advancing diverse and inclusive workplaces; and demonstrated experience with workforce planning, organizational development, and advancing organizational and cultural change. This leader will also bring experience leading human resources staff and programs in complex, decentralized, and unionized environments and will demonstrate the core competencies and personal traits necessary for success, including emotional intelligence, sound judgment, strong problem-solving skills, diplomacy, political savvy, cultural awareness and sensitivity and personal confidence and humility. A bachelor's degree and at least ten years of progressive human resources leadership experience at the director level or above are required. An advanced degree and prior experience working in research, higher education, or non-profit organizations are preferred.
Additional Information
WittKieffer is assisting the Brookings Institution in this search. All applications, nominations, and inquiries are invited. Applications should include, as two separate documents, a CV or resume and a letter of interest addressing the themes in this profile. Professional references are not requested at this time.
For fullest consideration, candidate materials should be received by February 3, 2025.
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.
Position Location: This position is hybrid. Hybrid positions combine regular in-person presence at our Washington, DC office with the option of at least two days of remote work each week.
Related Documents: Brookings VP and CHRO Leadership Profile
Application materials, nominations, and inquiries can be directed to: ******************************* or Sarah Palmer and Luis Bertot
Successful completion of a background investigation is required for employment at Brookings.
Brookings welcomes and celebrates diversity in all its forms. We welcome applications that reflect a variety of backgrounds based on ideology, race, ethnicity, religion, 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.
Call for Resumes - Democracy, Human Rights, and Governance Consultants
Human Resources Business Partner Job In Washington, DC
Contract Description
Nickol Global Solutions (NGS) is seeking experienced Democracy, Human Rights, and Governance (DRG) Consultants to provide technical assistance and coverage support services to the United States Agency for International Development (USAID) / Bureau for Development, Democracy, and Innovation (DDI) / DRG Center under an institutional support contract.
Nickol Global Solutions (NGS) provides a wide range of management consulting and advisory services designed to fortify stakeholder capacity and effectiveness, including in public institutions, civil society organizations, and private sector firms. In the U.S. and overseas, NGS helps public and private sector clients assess and develop capacity; optimize performance and quality objectives; enhance transparency and accountability; measure success; and communicate about their work-all with the aim of advancing development objectives even in the most complex operating environments. NGS supports the DRG Center through prime contractor WWC Global, and we are expanding our roster of DRG consultants to serve in short-term, medium-term, and long-term technical roles.
Background and Purpose:
The Democracy, Human Rights, and Governance Center (the DRG Center) serves as the Agency's lead operating unit to promote and support the development of democratic and citizen-responsive governance in the countries where USAID works. The Center's primary function is to provide technical assistance to the field and other USAID Bureaus on democracy, transparent and accountable governance, anti-corruption, civil society engagement, independent media, the rule of law, human rights, and elections and political transitions. The Center helps design and manage DRG sector programs with an annual budget worth over $1.7 billion. DRG assistance will be a priority for USAID in the coming years.
In order to administer a rising number of complex democracy promotion programs and provide more consistent and timely technical support to field missions, the DRG Center needs to expand its ability to provide services and help fill critical gaps in staffing, knowledge and technical skills. Part of this solution is the ability to quickly source and hire intermittent technical subject matter specialists in key disciplines, thereby enabling the Center to quickly respond to priorities in Washington, DC and deploy highly skilled DRG technical professionals to the field to meet temporary technical needs.
Contracted individuals hired under this mechanism will supplement DRG staff and programs with their specific skills and experience and will be expected to contribute to the broader mission goals and objectives set by DRG leadership across the Agency. NGS consultancies could entail providing leave or gap coverage for DRG office leadership in field missions or providing technical skills related to:
elections and political processes.
civil society.
media strengthening.
rule of law.
human rights.
transparent and accountable governance.
NGS may provide consultants under the following circumstances:
Technical Assistance - NGS will provide quality consultants to deliver technical assistance for strategic planning, project design, strategic communications, monitoring and evaluation, and other technical DRG-related program areas within the DRG Center, Regional Bureaus, Missions, and global operating units. Illustrative activities include but are not limited to:
Support for the strategic planning by missions in relation to DRG sector assistance.
Support for strategic information and data analytics related to DRG programs in the field.
Technical assistance for the implementation of DRG activities in the field.
Technical assistance for the design and procurement of DRG related awards in acquisition and assistance including project design, incorporation of technical inputs, coordination of procurement processes, and finalization of procurement packages.
Coverage Support - NGS will provide management coverage and coordination support for the administration of DRG programs in USAID Missions and USAID/Washington to fill in during temporary absences, staffing gaps, and other surge requests as requested by the client. This assistance aims to assist Missions in achieving agreed development objectives; developing, implementing and monitoring high-quality programs and activities; meeting Agency design, monitoring and report requirements; and facilitating Washington/Mission alignment of USAID development priorities. Illustrative activities include but are not limited to:
Gap-filling coverage for DRG field offices and other technical DRG team leads in USAID Missions for support for the management of DRG programs.
Short, medium, and/or long-term coverage of USAID/Washington/Field Missions DRG technical staff in technical and operational tasks and duties.
Requirements
All candidates must be U.S. citizens with the ability to pass a background check and obtain and maintain the necessary facility and employee security clearance at the Secret level.
To Apply:
Interested candidates may apply by providing their updated resume and basic personal biographical information through the "Apply" button below. Candidates also have the option of submitting a cover letter and any supporting documents as well.
About Nickol Global Solutions LLC
Nickol Global Solutions (NGS) provides a wide range of management consulting and advisory services designed to fortify stakeholder capacity and effectiveness, including in public institutions, civil society organizations, and private sector firms. In the U.S. and overseas, NGS helps public and private sector clients assess and develop capacity; optimize performance and quality objectives; enhance transparency and accountability; measure success; and communicate about their work-all with the aim of advancing development objectives even in the most complex operating environments. For more information, please visit *****************************
NGS is an equal opportunity/Affirmative Action employer and does not discriminate in its selection and employment practices. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability, protected veteran status, genetic information, age, or other legally protected characteristics. Military veterans, AmeriCorps, Peace Corps, and other national service alumni are encouraged to apply.
Human Resources Training Consultant
Human Resources Business Partner Job In Washington, DC
Sexual Harassment Training Services offers Sexual Harassment education, training, and support to professional clients for the purpose of prevention of sexual harassment. We offer professional Sexual Harassment Prevention training throughout the United States and Canada. With such a broad reach, we are currently searching for experienced, professional training consultants in regions throughout the United States.
Job Description
Our training consultants will deliver professional training programs to a wide-range of clients in workplaces, schools, and government agencies.
Consultants will:
Ensure professional training is delivered to clients
Travel on-site to client locations to deliver training
Deliver training virtually via webinar and online learning
Thoroughly review training materials prior to facilitation
Develop agenda and schedule training
Provide excellent customer service to clients and training participants
Ensure customer satisfaction during training visit
Prepare post-training summary report at the conclusion of training
Participate in required training meetings/conference calls as needed
Qualifications
Bachelor of Human Resources Management or equivalent experience
Previous Human Resources experience
Prior training experience
Strong knowledge of workplace harassment laws
Excellent oral communication skills
Excellent customer service skills
Flexibility to travel on-site to client locations
Ability to deliver training virtually to clients
Ability to work autonomously without direct supervision
Ability to provide classroom training for up to 8 hours per day
PHR a plus
Additional Information
Visit our website:
***********************************************
Director of Human Resources
Human Resources Business Partner Job In Washington, DC
About the Opening The Federalist Society for Law and Public Policy Studies is seeking a Director of Human Resources for its organization. The Society has more than fifty full-time staff members in its Washington, D.C. office. The Director will be responsible for personnel management, orientation, training, performance evaluations, payroll, and driving the identification, evaluation, and selection of talent for open positions. The Director will supervise other human resources staff.
What You'll Do
• Working with staff to provide orientation, basic training, and ongoing dialogue.
• Working with management to help ensure that the organization follows all requirements and professional expectations
• Overseeing the annual review process
• Working with supervisors to assess their talent needs and recruit new employees
• Helping with the Federalist Society's intern selection process
• Guiding the review and establishment of personnel policies
• Other human resources responsibilities as they arise
• Overseeing payroll, including ensuring new employees are added and departing employees are removed in a timely manner
• Overseeing health, transit, insurance, retirement, and other benefits
• Establishing and maintaining a system for tracking employee hours, including paid time off
What You'll Bring
• A demonstrated passion for the Federalist Society's principles (see “Who We Are,” below).
• Energy, optimism, collaborative, communicative, and high emotional intelligence
• Seven or more years of experience in human resources
• Superior written communication skills
• Familiarity with relevant personnel laws and policies
• A demonstrated ability to professionally handle employees' sensitive and confidential information
Who We Are
• Founded in 1982, the Federalist Society for Law and Public Policy Studies is a group of conservatives and libertarians dedicated to reforming the current legal order. We are committed to the principles that the state exists to preserve freedom, that the separation of governmental powers is central to our Constitution, and that it is emphatically the duty of the judiciary to say what the law is, not what it should be.
• The Society seeks both to promote an awareness of these principles and to further their application through its activities. The Society is a membership organization that features Student, Lawyer, and Faculty divisions, as well as other mission-driven programs and initiatives. With chapters in over 200 law schools and 100 cities, our membership includes more than 90,000 lawyers, law students, scholars, and other individuals committed to the Federalist Society's mission.
• To learn more about the Federalist Society, please visit ****************************
Director, Office of Human Resources Management
Human Resources Business Partner Job In Washington, DC
Background
HR Assessments Product Manager Vice President
Human Resources Business Partner Job In Washington, DC
JobID: 210593954 JobSchedule: Full time JobShift: Base Pay/Salary: Jersey City,NJ $104,500.00-$165,000.00; Washington,DC $104,500.00-$165,000.00 We are seeking dynamic experts in the field of employee assessment to join the firm's centralized global Assessments Product Team as an HR Assessment Vice President. As part of the Assessments product team, you will help empower the firm to make faster, data-driven talent decisions through valid, fair, and compliant assessments measuring job relevant capabilities and skill proficiency. If you are passionate about leveraging the latest research and technology to revolutionize talent assessment, we invite you to join our forward-thinking team.
As an Assessment Vice President on the Assessment Product Team, you will play a pivotal part in shaping our firm's talent assessment strategy by collaborating with cross-functional partners to lead the design, development, validation, and implementation of cutting-edge assessment and selection products. Your expertise will ensure these tools are valid, fair, compliant with all relevant laws and regulations, and meet objectives and key results (OKRs). Our assessment tools/products are designed and calibrated to enhance user experience, improve job performance, boost retention, promote diversity of hire, and drive key business metrics and recruitment efficiency.
Job Responsibilities
* Build relationships with stakeholder and help shape the vision and relevant OKRs for the specific assessment products/tools within your remit
* Lead the design, development, validation, implementation, and on-going evaluation of assessment and selection products/tools (developed in-house or vendor-tailored) against OKRs
* Stay abreast of technological or legal developments impacting the assessment field and act as a subject matter expert to guide others in the development, evaluation, and use of fair, compliant, and effective employee selection tools
* Engage with legal, compliance, and analytics teams to evaluate selection tools against all relevant laws and regulations globally
* Collaborate closely with product management, engineering, and user experience on the design, integration and deployment of assessment products
* Partner closely with change management and learning/training teams on product implementations, trainings, and end-user-readiness
* Draft assessment product documentation including technical reports, executive summaries for senior leaders, end-user trainings, standard operating procedures, and product management documentation (e.g., solution charters, journey maps, user stories, product requirement documents, product roadmap, etc.)
Required Qualifications, Capabilities, and Skills
* MA or PhD degree in industrial organizational psychology or related field
* 6+ years of applied experience with selection assessment projects involving job analysis, criterion validation, adverse impact analyses, and ongoing statistical evaluation
* Experience with launching new assessments including integration, UAT, change management, and training
* Experience working with legal and compliance teams to evaluate assessments and knowledge of assessment-related laws/regulations, EEOC, UGESP, and OFCCP guidelines
* Experience leading large, complex projects/programs including risk management approaches
* Exceptional communication and presentation skills, with the ability to convey complex technical information in varying ways, depending on the audience and need
* Ability to lead cross-functional teams, coach and develop others to support the development of high-performing teams
Preferred Qualifications, Capabilities, and Skills
* Knowledge of the product lifecycle and/or experience with product management
* Experience with agile methodology and Jira or similar tools
* Experience working with large, heavily-regulated corporate entities
* Experience with assessing for technology roles such as software engineers
Human Resources Business Partner
Human Resources Business Partner Job In Washington, DC
At Gensler, we design for people. We leverage our global perspective and local presence to innovate at every scale. We're not just designers. We're tinkerers, craftspeople, visionaries, innovators, and thought leaders. Fueled by passion and entrepreneurial spirit, our people bring new ideas to solve the world's most challenging problems, like designing a more resilient, inclusive, and equitable future for our communities and cities.
Our people-centered, "People First" culture and "One Firm-Firm" motto promotes integrated teams that unite to shape the future of cities. Gensler's vision is to "Create a Better World through the Power of Design," and we do that by our deep commitment to our clients and by fostering a collaborative, diverse, and inclusive environment that enables our people to create impactful solutions together.
Your Role
Gensler's Southeast Region is seeking an innovative and strategic HR Business Partner to join our regional HR team, reporting to the Regional HR Director. This role partners directly with team members and leadership in Washington, D.C., delivering comprehensive human resources, talent management, and talent development services. The position offers a unique opportunity to design, lead, and advance forward-thinking HR initiatives that align with business objectives, foster a culture of engagement and inclusion, and drive success in a cutting-edge, client-focused environment.
* This role is not remote; we look forward to working with our new HR Business Partner in our dynamic and newly remodeled Washington, D.C. office.
What You Will Do
* Act as a strategic partner to studio and office leadership to align HR strategies with organizational goals, providing forward-thinking insights to drive business outcomes;
* Drive the full employee lifecycle from on-boarding, engagement, development, exit, and retirement, ensuring a seamless and high-quality employee experience;
* Serve as a trusted advisor to leadership to identify and coordinate appropriate and effective strategies related to talent management, role alignment, compensation, rewards and recognition, human resource policies and procedures, and other human resource functions;
* Oversee the assessment of talent needs, ensuring roles are filled with top-tier internal or external candidates through strategic workforce planning;
* Facilitate global mobility initiatives, including employee transfers, relocations, and visa processing, while ensuring compliance with local and global regulations;
* Leverage HR analytics, reports, and metrics to deliver actionable insights and inform data-driven talent decisions that align with business priorities;
* Analyze talent trends to anticipate challenges and proactively recommend strategies to enhance workforce effectiveness;
* Partner with leadership to develop and implement performance management tools, succession planning frameworks, and proactive staff development initiatives to build a future-ready workforce;
* Collaborate with the Talent Development team to design and deliver innovative training programs and career development opportunities;
* Partner with HR colleagues to innovate and elevate HR practices and programs, fostering a culture of continuous improvement and forward-thinking solutions;
* Collaborate with shared services teams to deliver best-in-class people solutions, ensuring HR processes are efficient, employee-centric, and aligned with organizational goals;
* Serve as an advocate for diversity, equity, and inclusion, embedding these principles across all HR strategies and processes;
* Support leadership in fostering a culture of engagement, recognition, and belonging, ensuring all employees feel valued and supported.
Your Qualifications
* Bachelor's degree in Human Resources or related area required;
* 10 + years of Human Resources experience; (3+ years at manager level);
* Working knowledge of employment law and compliance regulations at federal, state and local levels;
* Experience working in a Professional Services environment;
* Excellent organizational skills; attention to detail;
* Advanced MS Office proficiency preferred, particularly Excel/Power Point; In-Design, a plus;
* Experience with Workday preferred;
* Ability to produce timely deliverables and manage multiple and shifting priorities in a dynamic environment;
* Ability to work independently, navigate and maintain productivity in a matrix environment;
* Develops and maintains strong communication and presentation skills, with the ability to speak comfortably and professionally to individuals and groups;
* Strong customer service orientation, a team player with the ability to establish and maintain collaborative working relationships;
* PHR/SPHR certification or equivalent preferred.
The estimated base salary range for this position is $110 - $137k, plus eligibility for bonuses and a comprehensive benefits package, with final compensation contingent on relevant experience. To learn more about our compensation philosophy and full benefits offerings, please visit Great People, Great Rewards | Gensler.
Life at Gensler
At Gensler, we are as committed to enjoying life as we are to delivering best-in-class design. From curated art exhibits to internal design competitions to "Well-being Week," our offices reflect our people's diverse interests.
We encourage every person at Gensler to lead a healthy and balanced life. Our comprehensive benefits include medical, dental, vision, disability, wellness programs, flex spending, paid holidays, and paid time off. We also offer a 401k, profit sharing, employee stock ownership, and twice annual bonus opportunities. Our annual base salary range has been established based on local markets.
As part of the firm's commitment to licensure and professional development, Gensler offers reimbursement for certain professional licenses and associated renewals and exam fees. In addition, we reimburse tuition for certain eligible programs or classes. We view our professional development programs as strategic investments in our future.
#LI-NK1
Welcoming candidates of diverse experience and industry to apply
Human Resources Business Partner Job In Washington, DC
What is National Journal Membership
The National Journal Membership is the premier Membership of government affairs and public policy professionals. Serving over 600 of the most influential institutions in society we seek to get the best thinking in our Members hands about the future direction of public policy and politics. Our mission is to equip thousands of government and business leaders in the nation's capital with the intelligence, insights, and connections they need to save time, increase efficiency, and deliver success.
Cultural Values of National Journal Group/Gravity Research
Spirit of Generosity
We value service to others above any other quality. We aspire to generously serve against our Member's and Client's most significant challenges, while maintaining a posture of collaboration and congeniality with our colleagues. . Kindness and generosity is at the center of our organization. We work prodigiously to ensure our Members tangibly feel our generosity, and our colleagues experience an environment that is dedicated to their success and fulfillment.
Force of Ideas
We believe every institution in society is fueled by ideas, and the quality of those ideas is the difference maker for the highest functioning institutions. Our ambition is to seek out those highest quality ideas with curiosity, and rigor so the Members and Clients that we serve can reach the highest levels of effectiveness and success. We seek to create an environment for people who are passionate about always exercising their gifts of curiosity, rigorous investigation and teaching. As we exercise our gifts we endeavor to constantly share what we find with those Members that we have the privilege to serve.
Our Talent Ambition
Seeking entrepreneurial talent who have displayed excellence throughout their academic and professional careers. We would like to partner with people that are motivated by a fast paced and growth centered environment. Our business is ready to launch into its next generation of transformational growth and impact, and at the center of this ambition is the quality of the people who are joining our organization.
Characteristics of the Talent We Seek
Uncompromisingly kind
Ambitious
Collaborative & Generous
Entrepreneurially driven
Engaging & Charismatic
Doggedly curious
Courageous
Earnestly pursues growth
Dedicated & goal-oriented
Committed to achievement at the highest level
How to apply:
If you possess these characteristics we would like to have a conversation with you. Please submit your application by clicking apply below.
The Compensation & Benefits Package
We also offer hybrid opportunities for those who live in the DC area, unlimited PTO, medical, dental, and vision insurance, 401(k) with Employer Match & 100% Vesting from Day One, 20 weeks paid parental leave, learning and development opportunities, access to Ginger- mental healthcare and emotional support app, a Calm membership, numerous Employee Resource Groups, and a company paid membership subscription to Capital Bikeshare. A full overview of our benefits offerings can be found here. We are open to all levels of compensation (commensurate with experience).
National Journal is an Equal Opportunity Employer. We do not discriminate against our applicants because of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age, disability, veteran status, genetic information, or any other status protected by applicable law.
Legal Diversity & Inclusion Manager | Temporary
Human Resources Business Partner Job In Washington, DC
The Ford Agency has partnered with one of DC's top law firms to fill a long-term temporary role working with the HR and Events teams on the content and discussion planning for a diversity & inclusion forum. This role will plan panel discussion topics, develop content, and also handle event logistics. This is a great opportunity for a candidate with legal HR, D&I, and events experience looking for a substantive project between roles!
Responsibilities Include:
Coordinate with Diversity & Inclusion and Special Events teams on forum planning
Determine panel and discussion topics
Organize space and breakout rooms
Handle departmental budget and expenditures
Qualifications Include:
Bachelor's Degree
3+ years of legal diversity & inclusion experience at the coordinator or managerial level
Strong writing skills
Ability to self-manage and prioritize in a fast-paced environment
Proficiency in Smartsheet and Cvent a plus
Candidates for this position must be based in DC, MD, or VA area and available to start immediately.
The Ford Agency is a recruiting firm based in Washington, DC. We represent a broad range of organizations including: non-profits, associations, legal, consulting, and government relations firms. This position is an opening with one of our clients.
To see more positions available through The Ford Agency, please check out our website at ********************
Advisor, HR Information Systems
Human Resources Business Partner Job In Washington, DC
**_What HRIS contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies.
HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders.
**_Responsibilities_**
+ Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements.
+ Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects.
+ Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs.
+ Understands and analyzes HR data relationships across all business processes and solutions.
+ Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns.
+ Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity.
**_Qualifications_**
+ Bachelors in related field, or equivalent work experience, preferred
+ 4+ years' experience in related field, HRIS experience, preferred
+ Experience working with ServiceNow, strongly preferred
+ Experience working with Cornerstone, preferred
**_What is expected of you and others at this level_**
+ Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects
+ May contribute to the development of policies and procedures
+ Works on complex projects of large scope
+ Develops technical solutions to a wide range of difficult problems
+ Solutions are innovative and consistent with organization objectives
+ Completes work independently receives general guidance on new projects
+ Work reviewed for purpose of meeting objectives
+ May act as a mentor to less experienced colleagues
**Anticipated salary range:** $79,700-$113,800
**Bonus eligible:** No
**Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being.
+ Medical, dental and vision coverage
+ Paid time off plan
+ Health savings account (HSA)
+ 401k savings plan
+ Access to wages before pay day with my FlexPay
+ Flexible spending accounts (FSAs)
+ Short- and long-term disability coverage
+ Work-Life resources
+ Paid parental leave
+ Healthy lifestyle programs
**Application window anticipated to close:** 01/24/2025 *if interested in opportunity, please submit application as soon as possible.
_The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._
_Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._
_Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._
_To read and review this privacy notice click_ here (***************************************************************************************************************************
Human Resources and Management Services Consultant (Contract Contingent - Location Negotiable)
Human Resources Business Partner Job In Washington, DC
ProSidian is a Management and Operations Consulting Services Firm focusing on providing value to clients through tailored solutions based on industry leading practices. ProSidian services focus on the broad spectrum of Risk Management, Compliance, Business Process, IT Effectiveness, Energy & Sustainability, and Talent Management. We help forward thinking clients solve problems and improve operations.
Launched by former Big 4 Management Consultants; our multidisciplinary teams bring together the talents of nearly 190 professionals nationally to complete a wide variety of engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes. Our Services are deployed across the enterprise, target drivers of economic profit (growth, margin and efficiency), and are aligned at the intersections of assets, processes, policies and people delivering value.
ProSidian clients represent a broad spectrum of industries to include but are not limited to Energy, Manufacturing, Chemical, Retail, Healthcare, Telecommunications, Hospitality, Pharmaceuticals, Banking & Financial Services, Transportation, Federal and State Government Agencies. Learn More About ProSidian Consulting at ******************
Job Description
ProSidian Consulting seeks a Human Resources and Management Services Consultant to support and participate in a project supporting The Department of Labor, Office of the Assistant Secretary for Administration and Management, Human Resource Center. The Human Resources and Management Services Consultant plays an integral role by effectively participating in day to day operations and by offering quality service and excellence in the administration provided for the OASAM. The duties of this position include providing Federal HR consulting and advisory services and assistance in the areas of HR Management and Operations, drafting policies and guidelines, for review by Agency official, to be used by HR professionals in providing advice and serving as a liaison between Human Resources and other departments to facilitate achievement of business objectives. Responsibilities may include employee relations, performance management, compensation and staffing, research and analysis, budget and finance, and organizational development. This role supports the management, to include relationships and important deliverables and helps support others on the project through a positive attitude and effective communication with appropriate stakeholders.
This project provides human resources and management contracting support services for the Department of Labor, Office of the Assistant Secretary for Administration and Management, Human Resource Center. This project will include budget and finance, program development, analysis, evaluation, information technology, general project administration and curriculum development and training.
This Office (OASAM) is responsible for the development of policies, standards, procedures, systems and materials, related to the resource and administrative management of the Department. The Human Resources Center (HRC) is responsible for providing leadership, guidance and expertise in all areas related to management of the Department's human resources, including recruitment and development of staff, management of personnel systems, leadership in labor management partnership and improving and supporting work and family life.
• Provide Federal HR consulting and advisory services and assistance in the areas of HR Management and Operations.
• Draft policies and guidelines, for review by Agency official, to be used by HR professionals in providing advice.
• Serve as a liaison between Human Resources and other departments to facilitate achievement of business objectives. Responsibilities may include employee relations, performance management, compensation and staffing, research and analysis, budget and finance, and organizational development.
• Assist DOL officials who represent the HR community on committees and task forces; attend meetings, conferences, conference calls, video-teleconferences; and assist Agency officials who interact, develop and build relationships with the HR internal and external communities within the Federal government as applicable.
• May conduct Quality Control audits.
• Provide recommendations on the path to achieve the Agency vision, mission, and expected results.
• Consulting on setting award levels.
• Respond to Request for Information and provide analytical findings/recommendations.
• Provide support for operational methodology aimed at realizing inefficiencies, cost savings, increasing productivity, classification, employee relations and training.
• Perform other Federal HR consulting and advisory services as required.
Qualifications
• Master's Degree in Human Resources Management or a field of expertise related to the issues to be analyzed and/or studied
• Minimum three (3) years' experience working with senior-level officials
• Experience providing consulting services to senior-level officials and managers.
• Knowledge of complex Federal HR practices and principles
• Knowledge of the concepts, principles, processes and practices related to described job duties
• Knowledge of Federal Civil Service laws, rules and regulations
• Experience in leading, planning and carrying out major projects related to HR policy and implementation procedures
• Experience in measuring program effectiveness
• Excellent oral and written presentation and communication skills
• Experience with Microsoft Office Suite
Additional Information
CORE COMPETENCIES
Teamwork - ability to foster teamwork collaboratively as a participant, and effectively as a team leader
Leadership - ability to guide and lead colleagues on projects and initiatives
Business Acumen - understanding and insight into how organizations perform, including business processes, data, systems, and people
Communication - ability to effectively communicate to stakeholders of all levels orally and in writing
Motivation - persistent in pursuit of quality and optimal client and company solutions
Agility - ability to quickly understand and transition between different projects, concepts, initiatives, or work streams
Judgment - exercises prudence and insight in decision-making process while mindful of other stakeholders and long-term ramifications
Organization - ability to manage projects and activity, and prioritize tasks
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OTHER REQUIREMENTS
Business Tools - understanding and proficiency with business tools and technology, including Microsoft Office. The ideal candidate is advanced with Excel, Outlook, PowerPoint and Word, and proficient with Adobe Acrobat, data analytic tools, and Visio with the ability to quickly learn other tools as necessary.
Commitment - to work with smart, interesting people with diverse backgrounds to solve the biggest challenges across private, public and social sectors
Curiosity - the ideal candidate exhibits an inquisitive nature and the ability to question the status quo among a community of people they enjoy and teams that work well together
Humility - exhibits grace in success and failure while doing meaningful work where skills have impact and make a difference
Willingness - to constantly learn, share, and grow and to view the world as their classroom
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BENEFITS AND HIGHLIGHTS
At ProSidian, we invest in our employees to help them stay healthy and achieve work-life balance. Our full time team members receive a comprehensive benefits package that includes Competitive Compensation, Group Health Insurance Health Benefits, 401(k) Retirement Savings Plan Contributions, Vacation and Paid Time off (PTO) Benefits, Pre-Tax Payment Programs, Purchasing Discounts & Savings Plans, a ProSidian Employee & Contractor Referral Bonus Program, Performance Incentives, etc. Our comprehensive benefits package includes a medical, dental and vision plan. Our growing list of benefits currently include the following for internships:
Competitive Compensation: ProSidian provides an opportunity to gain college credit through requirements set and approved by your university as well as a stipend granted by ProSidian Consulting when all requirements for such are met at the termination of the internship. ProSidian will work with your university to meet any and all requirements which will allow you to achieve your goals in this position and obtain college credit transferable to your school.
Purchasing Discounts & Savings Plans: We want you to achieve financial success. We offer a Purchasing Discounts & Savings Plan through The ProSidian Corporate Perks Benefit Program - Helping You Do More With Less: ************************************* This provides special discounts for eligible employees on products and services you buy on a daily basis.
Security Clearance: Due to the nature of our management and operations consulting engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes; oftentimes there are Security Clearance requirements for Engagement Teams handling sensitive Engagements in the Federal Marketplace. A Security Clearance is a valued asset in your professional portfolio and adds to your credentials based on past, present, and future work.
Leverageable Experience and Thought Leadership: By collaborating with firm leadership, other members of the team, as well as Fellows and collaborating partners in what is a flat organization, you'll make valuable professional connections, interact with clients daily, gain leverageable Experience, and contribute to Thought Leadership while you build a basket of marketable experiences.
ProSidian Employee & Contractor Referral Bonus Program: ProSidian Consulting will pay up to $5k for all referrals (payments made after new hire has been employed for 90 days) for candidates submitted through our Employee Referral Program.
Performance Incentives: Due to the nature of our management and operations consulting engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes there are performance incentives associated with each new client that each employee works to pursue and support.
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ADDITIONAL INFORMATION - See Below Instructions On The Best Way To Apply
ProSidian Consulting is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, or Vietnam era, or other eligible veteran status, or any other protected factor. All your information will be kept confidential according to EEO guidelines.
ProSidian Consulting has made a pledge to the Hiring Our Heroes Program of the U.S. Chamber of Commerce Foundation and the “I Hire Military” Initiative of The North Carolina Military Business Center (NCMBC) for the State of North Carolina. All applicants are encouraged to apply regardless of Veteran Status.
Furthermore, we believe in "HONOR ABOVE ALL" - be successful while doing things with the right way. The pride comes out of the challenge; the reward is excellence in the work. FOR EASY APPLICATION USE OUR CAREER SITE LOCATED ON ************************* OR SEND YOUR RESUME'S, BIOS, AND SALARY EXPECTATION / RATES TO ***********************. ONLY CANDIDATES WITH REQUIRED CRITERIA ARE CONSIDERED. Be sure to place the job reference code in the subject line of your email. Be sure to include your name, address, telephone number, total compensation package, employment history, and educational credentials.