Human Resources Business Partner Jobs in Linthicum, MD

Job Description WHO WE ARE The Edison Electric Institute (EEI) is the association that represents all U.S. investor-owned electric companies. Our members provide electricity for more than 220 million Americans and operate in all 50 states and the District of Columbia. As a whole, the electric power industry supports more than 7 million jobs in communities across the United States. In addition to our U.S. members, EEI has more than 65 international electric companies, with operations in more than 90 countries, as International Members, and hundreds of industry suppliers and related organizations as Associate Members. This is a hybrid position which requires the incumbent to reside in the District of Columbia metropolitan area and come into the office a minimum of three days each week with two of the mandatory days being Tuesday and Wednesday. KEY RESPONSIBILITIES OF THE SENIOR MANAGER, HUMAN RESOURCES In this role, the individual will manage and coordinate organization-wide efforts to ensure that Human Resources and quality improvement programs are developed and managed using a data-driven focus that sets priorities for improvements aligned with strategic imperatives. This role will require the individual to maintain business literacy regarding the organization’s strategic vision and champion HR initiatives through effective organization-wide presentations. Performance Management/Employee Relations Provide Senior Director, Human Resources best practices and thought partnership on performance management and policy development Support performance management training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent Manage the maintenance and execution of the performance management system, including current position descriptions, standards of performance and evaluation instruments Conduct and provide detailed documentation on sensitive employee relations and performance through objective investigations Develop, recommend, implement, and monitor employee relations practices and policies that establish a positive employer-employee relationship and promotes a high level of engagement Manage the voluntary and involuntary offboarding process, including tracking exit interviews and turnover analytics and analyze trends and metrics in partnership with the HR team to develop solutions, programs, and policies Provide coaching, counseling, and performance guidance to managers on effective staff management practices Recruitment/Onboarding Respond to all job inquiries in a respectful and timely manner Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, etc.). Complete hiring process within defined metrics to minimize time-to-start Partner with staff hiring leads to develop effective sourcing and recruitment strategies that result in top tier candidates using social media platforms, job sharing community network, and utilizing current staff to curate employee referrals Define roles and responsibilities of hiring team and coordinate with outside vendor platforms and boutique staffing firms if necessary Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates Ensure that organization-wide talent management and performance management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness Compliance/Professional Development Maintain in-depth knowledge of legal requirements for day-to-day management of employees, reducing legal risks and ensuring compliance with all federal, state, and local employment laws Educate department and division heads on organization-wide policies and compliance requirements Ensure company-wide human resources plans and programs are properly administered and adhered by all staff Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning Collect and coordinate aggregate data for talent pool and translate those data points into insight through data analysis that drives deliberate action plans at the appropriate levels In consultation with leadership, identify identifies organization-wide and individual employee training needs Track and monitor training budget and number and type of requests Participates in evaluation and monitoring of training programs to ensure success Work with Senior Director, Human Resources to create a workforce that has interchangeable talent that can evolve with changing business demands QUALIFICATIONS Candidates should have a bachelor’s degree preferable in human resources or related field, with PHR, SPHR credential preferred. Eight plus years working in areas of broad HR including talent development and performance management. Association experience preferred. The ideal candidate will have demonstrated ability to: Proven ability to design and implement full-cycle performance management programs Experience designing, developing, and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics, and relationship management Experience recruiting in multiple discipline areas and level, including hiring for nonexempt, exempt, and leadership positions Experience working with applicant tracking systems and learning management systems Producing employment reports capturing data analytics Excellent interpersonal, counseling, and negotiation skills Strong business acumen, analytical and critical thinking skills Handle or process information of a highly sensitive and critical nature Have excellent organizational skills and meticulous attention to detail, with proven ability to meet deadlines Have excellent verbal and written communication skills Excellent leadership, presentation, and project management skills Proficient with Microsoft Office Suite and web tools HOW TO APPLY Interested applicants should apply online through EEI’s career site. EEI uses Clear Company as our applicant tracking system. An application is considered when all required fields are completed. Compensation The salary range for this position is $100,000 - $150,000. Starting annual salary will be determined on individual qualifications. EEI also offers an annual performance incentive which is prorated for mid-year start dates. This incentive is typically up to 10% of the base salary. We offer a competitive benefits package that includes medical, dental, vision, 401k, paid time off, tuition assistance, wellness incentives and programs, transportation subsidy, and professional development opportunities. PHYSICAL AND SENSORY DEMANDS Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EEI is committed to providing a productive and safe environment. To achieve that goal, we conduct background and reference check investigations for all final applicants being considered for employment. Equal Opportunity Employment M/D/F/V.

Job Description Vice President, Human Resources Full-Time ∙ Exempt-Salaried ∙ Remote Are you seeking a fulfilling career that creates a meaningful impact? For over 25 years, ZERO Prostate Cancer has been a driving force in the fight against prostate cancer, offering vital support to patients and families impacted by prostate cancer. As the premier national nonprofit, ZERO drives research, enhances the lives of those affected by the disease, and sparks advocacy. With consistent recognition as one of the Best Nonprofits to Work For by the Nonprofit Times, our focus on supporting our team and community stands out. Our dedication to fostering a culture of growth, inclusivity, and camaraderie remains steadfast. At ZERO, our philosophy of high responsibility and high freedom empowers team members to excel in their careers and personal lives, all while making a significant impact in the fight against prostate cancer. Joining ZERO means becoming part of a remarkable community where individuals inspire each other daily, transcending the typical job experience. We are seeking a dynamic and experienced Vice President, Human Resources to lead the HR department. The Vice President, Human Resources will be responsible for leading the development and implementation of HR strategies, policies, and programs that support the organization's mission and foster a positive work environment. In this role, the Vice President, Human Resources will oversee all aspects of Human Resources operations, including recruitment, onboarding, training, and employee relations. They will play a critical role in fostering equity and inclusion within an organization to ensure effective integration into the organization's overall business strategy. This role will report directly to the Chief Operating Officer to support ZERO’s mission to end prostate cancer. This position is based remotely, and candidates may live in any area within the United States. It will also require domestic travel approximately four times per year to ZERO meetings and/or training. Duties/Responsibilities: Strategic Leadership: Develop and execute HR strategies that align with the organization's goals and values. Ensure ZERO is fostering a workplace that is anchored in diversity, equity, and inclusion principles. Provide guidance and support to managers and employees on HR-related matters. Collaborate with senior leadership to address organizational development and talent management needs. Actively participate in management team meetings and contribute on human resources issues. Benefits and Compliance: Manage employee benefits programs, compensation, and payroll administration. Ensure compliance with employment laws and regulations and maintain HR policies and procedures. Recruitment and Retention: Oversee recruitment processes to ensure they are free from bias and that diverse candidates are actively sourced and considered. This includes training hiring managers on DEI best practices. Performance Management: Implement and manage the goal setting, performance management, and performance review processes Encourage and develop pathways for open dialogue between managers and employees throughout the performance management process. Conflict Resolution: Develop clear procedures for addressing complaints related to discrimination or harassment. Ensure these procedures are transparent and accessible to all employees. Act as a mediator in situations involving workplace conflicts, particularly those involving issues of equity or inclusion, to ensure fair and impartial resolutions. Cultural Development and Change Management: Lead ZERO's cultural strategy development and implementation, fostering an environment of high responsibility, freedom, and mission focus through structured assessment tools and action planning Design and execute change management initiatives that preserve core cultural elements while building organizational adaptability and resilience in a remote-first environment Create and maintain comprehensive cultural onboarding and recognition programs that reinforce organizational values and strengthen employee engagement across distributed teams Professional Development and Career Growth: Design and implement comprehensive career pathways across all organizational levels, with clear progression milestones and skill development requirements aligned with ZERO's mission Create leadership development and succession planning frameworks that identify and nurture internal talent while supporting ZERO's long-term sustainability Establish mentorship programs and learning initiatives that enhance both technical and soft skills, with a particular focus on nonprofit sector expertise and remote leadership capabilities Employee Engagement: Lead HR projects and initiatives to enhance employee engagement and retention. Monitor HR metrics and analytics to assess the effectiveness of HR programs and initiatives. Lead the charge in staying ahead of HR trends, best practices, and evolving legal requirements, ensuring not just compliance but driving transformative and continuous improvement across the organization. Community Engagement: Build relationships with external organizations, such as non-profits and educational institutions, to support broader DEI efforts and community outreach. Represent the company at industry events and conferences on DEI topics, positioning the organization as a leader in this area. Desired Knowledge/Skills/Abilities: Strong knowledge of HR best practices, employment laws, and regulations. Excellent communication, interpersonal, and leadership skills. Ability to build and maintain positive relationships with employees at all levels. Experience in developing and implementing diversity, equity, and inclusion initiatives. Familiarity with HRIS systems and tools. Ability to adapt to changing situations. Excellent communication skills and ability to work across teams/departments. Minimum Qualifications: Bachelor’s degree in human resources, Business Administration, or related field or an equivalent combination of education and work experience. Minimum of 15 years of proven experience in Human Resources, preferably in a nonprofit or mission-driven organization Proven experience in HR leadership roles, preferably in a nonprofit or mission-driven organization. Preferred Qualifications: Master’s degree in human resources, Business Administration, or related field SHRM-SCP or SPHR certification is a plus. Physical Requirements: Constant use of a computer and other office productivity equipment, such as computer printer, calculator, and copier. Prolonged periods of a stationary position at least 50% of the time. The ability to recognize details at close range for extended periods of time. The ability to communicate information and ideas so others will understand. Must be able to exchange accurate information in these situations. One of many reasons to join the ZERO team is because we offer great benefits! Unlimited PTO 403(b) retirement plan matching Employer-paid benefits include: Medical, Dental, Vision, Short-Term Disability, & Long-Term Disability insurance FSA/HAA Inquiries regarding the Vice President, Human Resources position should be directed to Jami Armstrong, Senior Consultant at Nonprofit HR at **************************. Please submit your application and cover letter outlining your interest and qualifications specific to the role, and your resume. ZERO Prostate Cancer is an equal opportunity employer and is committed to creating an inclusive work environment for all employees. We encourage BIPOC, Veterans, individuals with Disabilities and those affected by prostate cancer to apply. Applicants must be authorized to work in the United States. Our Commitment to Diversity, Equity, Inclusion & Belonging Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector. Continue reading our about our commitment at nonprofithr.com/deinow. Powered by JazzHR K6zQuUUp2U

This is a hybrid position based at the University of Maryland Medical Center in Baltimore, requiring three days of on-site each week. The University of Maryland Medical System (UMMS) is an academic private health system, focused on delivering compassionate, high quality care and putting discovery and innovation into practice at the bedside. Partnering with the University of Maryland School of Medicine, University of Maryland School of Nursing and University of Maryland, Baltimore who educate the state's future health care professionals, UMMS is an integrated network of care, delivering 25 percent of all hospital care in urban, suburban and rural communities across the state of Maryland. UMMS puts academic medicine within reach through primary and specialty care delivered at 11 hospitals, including the flagship University of Maryland Medical Center, the System's anchor institution in downtown Baltimore, as well as through a network of University of Maryland Urgent Care centers and more than 150 other locations in 13 counties. For more information, visit ************* Job Description General Summary As a member of the leadership team for assigned customer groups consults with clients to develop and implement effective human resource programs, policies and initiatives designed to sustain a positive work environment. Participates as an active and involved partner in the development and execution of client-specific and organizational business plans and strategies. Actively supports human resources departmental objectives by collaborating with other staff, particularly specialists in functional areas of the Department. Acts as the primary point of service contact for the leadership group and employees on interpreting human resource policies, procedures, and practices. Consults with, coaches, and trains leaders on how to achieve operational and strategic objectives consistent with human resource objectives for the organization. May perform recruitment or other related duties at the assigned affiliate hospital. Principal Responsibilities and Tasks The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all job duties performed by personnel so classified. Develops and executes HR plans and strategies to accomplish business objectives for assigned areas. Ensures that human resource services delivered are value added, effective and consistent with both departmental and organizational business and strategic objectives. Provides necessary consulting support and takes proactive steps to enhance the growth of a performance-based culture in areas of assigned responsibility. This includes, but is not limited to, providing consultation on performance management issues, fostering a learning environment and influencing leadership on appropriate rewards and recognition functions for their staff. Acts as the first point of contact for leadership group and employees. Consults with clients on a wide spectrum of HR issues related to guidance on performance management, workforce engagement, total compensation, human resources development and employment. Provides consulting advice and direct service where appropriate on total compensation and other HR specialty issues. Provides counsel on employment law related concerns such as ADA, FMLA, FLSA, Title VII, etc. Is proactive in identifying workforce engagement opportunities to improve and enhance the environment for the majority workforce and takes initiative in developing and implementing appropriate action plans. Works with assigned clients on complex employee issues (i.e. advocacy concerns, investigations, progressive discipline, harassment or discrimination allegations and workplace violence situations). Leads in the design, development and implementation of special projects and human resource initiatives, either as initiated by the HRBP or as assigned by the HRBP’s supervisor. These projects could involve organizational development strategies e.g. organizational restructuring or redesign, strategic planning, change management, leadership development, and conflict resolution. Participates in activities related to creating and maintaining a positive work environment. Works with represented staff as required under collective bargaining agreements, and manages to contracts. Coordinates, facilitates, and participates in preparing and conducting employee grievances, appeals, and external charges from agencies. May participate in administrative activities such as unemployment, Worker’s Compensation, and other employment-related programs as assigned by management. May perform other staff functions such as recruitment or other HR responsibilities depending on needs at local facility during transition to full Corporate Shared Services HR model. Qualifications Education and Experience Three years of progressively responsible Human Resource experience, preferably in employee and labor relations, with emphasis on experience in healthcare or other human service organizations. B.A. or B.S. degree, preferably in Human Resources, Organizational Development or another related discipline is required. Masters degree in Business, H.R. or Organizational Design/Development preferred. Successful candidates should also hold professional certification, either as a PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources), or some equivalent certification in a related human resources field preferred. Knowledge, Skills and Abilities Strong communication, interpersonal and organizational skills, a proven ability to work independently in managing multiple projects and excellent consulting and customer service skills. Must be a strong relationship developer, consultant and demonstrate the ability to deal successfully with inherent ambiguities and complexities of an organization experiencing significant growth and culture change. Must display strong negotiating, consensus building and facilitation skills and be comfortable in a team-oriented hands-on environment. Must be a creative and innovative problem-solver as well as a flexible, collaborative team player that demonstrates a high energy level, a great tolerance for change, and the ability to effectively communicate and collaborate at all organizational levels. Additional Information All your information will be kept confidential according to EEO guidelines. Compensation: Pay Range: $42.03-$56.1 Other Compensation (if applicable): Review the 2024-2025 UMMS Benefits Guide

Job Description Develops and reviews proposal requests, proposal plans, outlines and schedules for accuracy and compliance with relevant requirements and guidelines. Refines proposal drafts and ensures that formatting standards are met, typos are removed, and information is delivered in a concise and accurate manner. Collaborates with subject matter experts, management, stakeholders and other appropriate staff members to gather necessary information for proposals. Collects feedback on written proposals and implements improvements in writing and communication. Generates and prepares business development progress reports. Assists with and participates in the development of business strategies and plans. Creates, prepares, and compiles materials for proposals, pitches and other various business development meetings. HR Duties: Assesses personnel policies, programs, and procedures, and informs employee and management personnel on the interpretation of them. Performs professional level human resources work and carries out responsibilities in one or more functional areas, such as, staffing, employee relations, compensation, training, employment, labor relations, safety, affirmative action and employment equity programs, and personnel research. Requirements This program is open to all ranks and experience levels. Candidates must meet all DoD Skillbridge Eligibility requirements, including: BA/BS degree Proven track record of success in military career Has served at least 180 days on active duty Is currently active duty and within 180 days of separation or retirement Will receive an honorable discharge Has taken any service TAPS/TGPS Has received Unit Commander approval to participate in the DoD Skillbridge Program Other skills and experience may be required or preferred, depending on the area or role

Job Description Responsibilities *HYBRID ROLE* Artificial Intelligence; Advanced Technology; The very best in patient care. With decades of expertise, RadNet is Leading Radiology Forward . With dynamic cross-training and advancement opportunities in a team-focused environment, the core of RadNet’s success is its people with the commitment to a better healthcare experience. When you join RadNet as a Director of Human Resources , you will be joining a dedicated team of professionals who deliver quality, value, and access in the 21st century and align all stakeholders- patients, providers, payors, and regulators to achieve the best clinical outcomes. You Will: Conducts regular meetings with respective business units. Consults with leadership, providing HR guidance when appropriate. Supports HRBPs to build capacity in leaders utilizing frameworks for performance management, progressive discipline in order to support strong performance, employee development and retention. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Ensures HRBP team responds effectively to employee complaints and conducts effective, thorough and objective investigations as necessary. Works closely with COEs to develop tools, resources and training to enhance managerial competence and understanding of organizational policies and procedures. Provides guidance and input on business unit restructures, workforce planning and succession planning. Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. If You Are: Passionate about patient care and exercise sound judgement and an ability to remain professional in all situations. You demonstrate effective and professional communication, interpersonal skills and respect with patients, guests & colleagues. You have a structured work-approach, understand complex problems and you are able to prioritize work in a fast-paced environment. To Ensure Success in This Role, You Must Have: At least 7 years experience in a HR leadership position Strong knowledge of federal, state, and local employment, wage and salary laws and regulations. Ability to interpret and advise on the various high priority regulatory issues; FMLA, FEHA, DLSE, ADA, ACA ADEA, and EEO/AA laws. Ability to analyze and assess training and development needs. Experience in examining and re-engineering departmental operations and procedures, formulating processes, and developing and implementing new strategies and procedures. Ability to motivate teams to produce quality materials within tight timeframes and simultaneously manage several projects. Ability to participate in and facilitate group meetings. Able to exercise a high degree of initiative, judgment, discretion and decision-making to achieve department and organizational objectives. Demonstrates a high-level of integrity, a strong depth of knowledge, and a pro-active approach to customer service. Must have planning, organizational, analytical, problem-solving, leadership, negotiation, facilitation, and presentation skills. Knowledge of computerized information systems used in human resources applications. Work requires professional written and verbal communication and interpersonal skills. Must be able to work effectively both independently and with others. Must be detail-oriented.

Job Description 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.

Job Description Job Type: Full Time/ In-Person Salary Range: $120,000-$180,000 (dependent on experience) Company Info: At BlackSea Technologies, we don't just innovate; we revolutionize. Our mission is to meet our military’s needs through advanced technologies, innovation and knowledgeable maritime field service support. We are a close-knit team of creative and innovative thinkers specializing in full lifecycle development of cutting-edge maritime technology. At BlackSea, you won't just find a job; you'll find a community of experts who aspire to solve diverse and complex challenges. Be part of a company where your ideas matter, your expertise is valued, and your contributions make a real impact. Together, we are not just sailing; we are charting a course to push boundaries of what's possible. Job Summary: The Director of Human Resources (HR) is responsible for building, overseeing and leading the HR function across the BlackSea portfolio companies, ensuring the development and implementation of effective HR strategies, policies, and programs that support the company’s goals. This role will require close collaboration with executive leadership to provide strategic HR guidance, address workforce needs, and drive initiatives that support employee engagement, retention, and organizational growth. The individual will align and strengthen corporate values to promote a positive, inclusive, and high-performance workplace with a culture rooted in innovation, teamwork, and adaptability. The Director of HR will be responsible for building a team to execute the success of key HR functions, including talent acquisition, compensation and benefits, employee relations, performance management, employee development, and compliance. The ideal candidate will have strong strategic leadership abilities and still be eager to engage in the tactical day-to-day work while building and mentoring a team under them. Responsibilities include but are not limited to: Compliance Maintain compliance with OFCCP, federal, state, and local employment laws and regulations, and recommended best practices; Oversee and manage compliance with mandatory and non-mandatory compliance training, continuing education, and work assessments Talent Acquisition Manage full lifecycle recruiting efforts across the BlackSea subsidiaries to include sourcing, interviewing, negotiating, and hiring and onboarding; partner and collaborate with departmental managers to understand skills and competencies required for job openings. Partner with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning Employee Engagement and Retention Manage employee recognition programs and employee referral programs Oversee benefits plans to include insurance and 401(k) Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent Oversea and manage employee relations to include management and leadership training and mentorship, conflict resolution, employee disciplinary meetings, terminations, and investigations Coach Direct Reports Lead, mentor, and develop the HR team to deliver best-in-class support across various office locations. Strategic Planning & Change Management Lead and support strategic HR initiatives that align with BlackSea's long-term business goals Act as a key partner in change management, work with leadership to anticipate workforce needs and manage organizational change effectively, Work closely with leaders to implement processes that drive alignment with business objectives and enhance inter-departmental communication. Technology & Process Automation Identify and implement HR technology solutions to streamline processes, improve employee experience, and enhance data accuracy. Leverage HR tools for performance management, employee engagement, and process automation to support scalability as the company grows. Employee Development Programs Develop and oversee learning and development programs, including leadership training, technical skills training, and career development Support internal mobility and replacement planning to build a robust talent pipeline and retain talent within the company Required Qualifications: Bachelor’s degree in Human Resources or related field; or equivalent experience. At least 10 years of progressive experience in Human Resources with at least 5+ years of leadership/management working with executive leaders on strategic people projects Demonstrated ability to build and nurture successful teams. Thorough knowledge of with OFCCP, federal, state, and local employment laws and regulations and compliance. Data-driven with proven experience in working with diverse data sets to extract meaningful insights, build narratives and determine action plans. Proficient user of modern digital office tools as well as versed with HR technology solutions for process automation of talent acquisition, employee data management, performance management, etc. Excellent communication, collaboration, engagement, and diplomacy skills to build and manage relationships at all levels of the organization. Displays a growth mindset, particularly characterized by mental agility, curiosity, openness to feedback, and the commitment to being a lifelong learner that comes up with innovative and creative, practical solutions. Ability to act with integrity, professionalism, and confidentiality. Physical Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to access and navigate each department at the organization's facilities. Desired Qualifications: Bachelor’s or master’s degree in human resources, business, or finance Professional certification in Human Resources (e.g., PHR, SHRM-CP, etc.) Experience in recruiting for defense, engineering and/ or manufacturing industry Knowledge of federal employment compliance programs for small to medium-sized businesses. Salary/Benefits Info Joining MAPC means more than just a job; it's an opportunity to be part of something extraordinary. In addition to a competitive salary, we offer: Flexible Schedule because we understand life outside of work matters too Paid Time Off to recharge and enjoy life 401(k) for a secure financial future Health, Dental, and Vision Insurance for comprehensive well-being Health Savings Account (HSA) for personalized healthcare needs Life Insurance and Disability Insurance for peace of mind Relocation Assistance for a seamless transition Tuition Reimbursement to fuel your continuous growth Not sure if you meet all the qualifications? There’s no such thing as the “perfect” candidate. Your unique skills, experiences, and perspectives are valuable. We believe in the potential for growth and encourage candidates from all backgrounds to apply. EEO Statement BlackSea Technologies is an equal opportunity employer. All qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or veteran status. BlackSea is dedicated to providing a work environment that respects diversity and inclusion. We encourage candidates of all backgrounds and experiences to apply. Powered by JazzHR gh93W8QmTn

Job Description CINQCARE is a provider-led, community-based health and care partner dedicated to improving the health and well-being of those who need care the most, with a deep commitment to Black and Brown communities. Our local physicians, nurses, and caregivers work together to serve people and the communities they live in, beyond just treating symptoms. We remove barriers by delivering personalized care as close to home as possible, often in-home, because we know a deep understanding of our Family Members’ race, culture, and environment is critical to delivering improved health outcomes. By empowering Family Members, providers, and caregivers with the support they need, we strive to make health and care a reality—not a burden—every single day. Join us in creating a better way to care. About You The HR Business Partner should have the following qualifications: Education: Bachelor’s degree in Human Resources, Business Administration or a related field required. Experience: A minimum of three years of experience as a Generalist or HR Business Partner in an organization of at least 100 people – experience with and strong knowledge of employment laws and regulations. HRCI or SHRM certification helpful indicator of your level of expertise. Entrepreneurial: CINQCARE seeks to fix gaps that have persisted for generations in the delivery of care to Black and Brown populations. Proactively aligning with CINQCARE internal business clients, this position is accountable for ensuring CINQCARE is positioned to innovatively deliver on its promise. Communication: Excellent verbal, written communication, and presentation skills; ability to clearly articulate and present concepts and models in an accessible manner to stakeholders. Technology: Proficiency in all Microsoft Office applications and knowledge of HRIS systems, comfortable learning new technical systems as needed. Relationships: Ability to build and effectively manage relationships with business leaders, coworkers, and clients. Culture: Good judgment, impeccable ethics, and a strong team player; desire to succeed and grow in a fast-paced, demanding and entrepreneurial company. About the Job The HR Business Partner will have the following responsibilities: Be a first point of contact for HR support for executives, managers, and employees within assigned CINQCARE client groups; provide an accurate, timely, effective and dedicated advisory service to employees in relation to issues such as absence and health issues, conduct and capability, grievance matters, organizational change, and all other employee-relations matters. Assist the leadership team on sensitive or complex matters and elevate to the appropriate staff when investigations are required. Manage details, documentation and coordination of disciplinary discussions, terminations, and investigations. Act as strategic partner to the heads of CINQCARE client organizations with the mission of translating business strategies into people strategies. Implement culture initiatives and programs. Have expert level knowledge of company policies and procedures. Maintain knowledge of current HR trends, best practices, regulations (federal, state, and local), new technology breakthroughs, and employment law. Assist in the communication, interpretation, and upkeep of the employee handbook, employee directory, and organizational chart, and contribute to the development of policies. Ensure mandatory training and continuing education is complete and documented, including safety, code of conduct and handbook, anti-harassment, and certifications required. Collaborate with the Total Rewards on annual Open Enrollment period. Assist employees with benefit programs and all leave requests. Work closely with Talent Acquisition to facilitate smooth new hire onboarding process. Deliver an exceptional first-day experience including responsibility for orientation and confirmation of department-level training Build and support Individual Development Plans and assist with structured career pathing for interested employees. Manage and support the annual performance evaluation process. Manage any reductions in force in accordance with federal and state regulations and with compassion and care. Conduct exit interviews and analyze data collected. Coordinate all offboarding, including entering data and auditing for accuracy and compliance. Provide support on HR initiatives and other special projects. Absolute professionalism and confidentiality in all aspects of the role. Perform other job-related duties as assigned and needed to help our growing business thrive. The HR Business Partner should will also have the following duties: Leadership: The HR Business Partner will be a role model for our culture and will lead in developing and executing personnel procedures and policies, providing guidance and interpretation for business operations. Strategy: The HR Business Partner will suggest new programs, procedures and policies to continually improve efficiency and morale and to improve the employee experience. Collaboration: The HR Business Partner will participate in development of people objectives and systems, including metrics, queries, and standard reports for ongoing company requirements Knowledge: The HR Business Partner will ensure legal compliance of state and federal regulations and applicable employment laws, and update policies and/or procedures as required Culture: The HR Business Partner is accountable for creating a productive, collaborative, safe and inclusive work environment for the HR team and as part of the larger Company. CINQCARE provides all employees working an average of 30+ hours/week with the option to enroll in healthcare benefits. The cost of healthcare is shared between the company and the employee. The working environment and physical requirements of the job include: In-office work (minimum three days per week) is performed indoors in a traditional office setting with conditioned air, artificial light, and an open workspace. In this position you will need an to communicate with customers, vendors, management, and other co-workers in person and over devices, sometimes with people who are agitated. Regular use of the telephone and e-mail for communication is essential. Sitting for extended periods is common. Must be able to receive ordinary information and to prepare or inspect documents. Lifting of up to 30 lbs. occasionally may be required. Good manual dexterity for the use of common office equipment such as computer terminals, calculator, copiers, and FAX machines. Good reasoning ability is important. Able to understand and utilize management reports, memos, and other documents to conduct business.

Job Description ABOUT THE WALTERS ART MUSEUM The Walters Art Museum is among America's most distinctive museums, forging connections between people and art from cultures around the world and spanning seven millennia. Located in Baltimore’s Mount Vernon neighborhood, the Walters is free for all. The museum’s campus includes five historic buildings and 36,000 art objects. Today, the Walters serves Baltimore and Maryland by embracing its role as educator and storyteller, using the collection as a vehicle of knowledge and cultural expression to support learning, dialogue, and community engagement. The museum is committed to public education, offering essential programs that help people to connect art to their lives. The Walters Visitor Promise aligns staff and volunteers across the museum to preserve and share the works in our care for future generations, partner with communities, and create welcoming, accessible experiences for visitors. The museum offers challenging and creative work opportunities by promoting collaboration, teamwork, and a culture that celebrates the diversity and inclusion of all. In December 2020, the museum finalized a set of multiyear diversity, equity, accessibility, and inclusion (DEAI) goals in alignment with the museum’s Strategic Plan and grounded in the following commitments: expand the histories the museum examines and share; partner with our communities; and center equity, inclusion, and accountability in our culture and decision- making. OVERVIEW OF ROLE The Walters Art Museum seeks a Director of Human Resources to provide strategic leadership and management in Human Resources. As a member of the museum's Leadership Team, the Director of HR is responsible for building and leading high-impact, people-focused strategic initiatives that strengthen the Walters internal community and culture, and help drive alignment with the organization's values, strategic vision, and commitment to diversity, equity, accessibility, and inclusion (DEAI). The Director is responsible for the museum’s HR strategy and planning, workforce and organizational development, human resources policy development and regulatory compliance, talent recruitment, performance management, and development, employee relations, total rewards and compensation, contract negotiations and administration, workforce safety, and other functions and processes that impact the employee experience at the Walters. A core pillar of the Walters DEAI goals is to center equity, inclusion, and accountability in the museums' culture and decision-making. The museum’s commitment to DEAI must begin with our own teams and workplace culture. This includes pay equity and an updated compensation strategy, platforms for staff input and accountability for responsiveness, and clarity in processes and decision-making. The Director of Human Resources will craft an ongoing strategy to incorporate DEAI initiatives by collaborating across the museum with all staff to assess programs and necessary improvements, and to proactively champion the continued evolution of an inclusive culture in which everyone can thrive. The museum has approximately 150 full- and part-time employees and 100 volunteers. Reporting directly to the Office of the Director and working closely with all museum departments, they will build, manage, and mentor a human resources team, empowering them to be highly effective and to invest in a people-centered Human Resources department and environment at the museum. PRIMARY RESPONSIBILITIES Build an outstanding people-centered Human Resources department at the museum. Develop and deploy resources intended to help employees be successful in their roles. In partnership with the Office of the Director, provide coaching, training and development opportunities to the museum’s Leadership Team. In partnership with the museum’s Office of the Director and Leadership Team, shape an environment for staff to feel understood and valued, and knowledgeable about benefits and resources. Support a culture based on clarity, inclusivity, and accountability. Provide oversight of the Human Resources department and direct the museum’s HR strategy and planning, workforce and organizational development, human resources policy development and regulatory compliance, talent recruitment, performance management, and development, employee relations, total rewards and compensation, contract negotiations and administration and other functions and processes that impact the employee experience the Walters. Provide advice and counsel to the Leadership Team, supervisors, staff, and Board regarding HR practices, policies, and employment law. Strengthen and ensure clear employee communication regarding all facets of human resources. Strategy, workforce, and organizational development Develop HR plans and strategies to support the achievement of the museum’s Strategic Plan, DEAI Goals, and Visitor Promise. Develop and manage a process for workforce and organizational planning that evaluates organizational structure, job design, and personnel planning throughout the museum for the long-term future of the organization. Attend Board Leadership and Cabinet meetings and provide feedback and updates regarding the museum’s HR strategy. Employee Relations/Labor Relations Maintain satisfactory labor-management relations through effective and appropriate communication. Participate in collective bargaining negotiations and ensure compliance with collective bargaining agreements. Manage employee relations matters and ensure that immediate and effective resolutions are implemented in partnership with the union. Oversee the museum’s discipline process. Conduct investigations when employee complaints or concerns are brought forth. Monitor and advise staff in the discipline system in the museum. Monitor the implementation of a performance improvement process. Review and guide employment terminations. Policy development and regulatory compliance Create, implement, manage, and monitor human resources policies and procedures. Ensure effective communication of policies and procedures. Apply a DEAI analysis to all HR procedures, functions, and policies to achieve organizational goals. Understand industry trends, best practices, regulatory changes, and new technologies in human resources, talent management, and reflect changes in policies and practices. Lead organization-wide compliance with federal, state, and local employment laws and regulations, and recommended best practices; review policies and practices to maintain compliance. Be a key partner in the implementation of the museum’s Safety Plan. Monitor the tracking of OSHA required data. Serve as the primary contact for the museum’s employment law attorney and outside government agencies. Collaborate with the Leadership Team to ensure appropriate policies are communicated and applied to museums volunteer groups. Talent Acquisition and Management Develop and implement talent acquisition processes with diversity and inclusive recruitment and hiring procedures; ensure that the museum hires, retains, and develops the best talent to achieve its long-range plans and institutional vision. Develop new professional development opportunities including a robust training program for employees at all levels. Develop, implement, and monitor a performance management program. Support supervisors and staff to ensure consistent quality and execution of processes throughout the entire life cycle. In alignment with the museum field, partner with the museum’s Leadership Team, Visitor Experience, and Learning & Community Engagement departments to evaluate the museum’s internship, fellowship, and volunteer models in order to develop a long-term sustainable and equitable staffing model and build community partnerships. Total compensation and rewards Oversee and manage the museum’s compensation strategy and policies. Monitor best practices in compensation and benefits through research of up-to-date approaches. Work collaboratively with the Finance Department in preparing the personnel/payroll budget for the annual operating budget, and to ensure payroll and benefits activity is in sync. Liaise with the Baltimore City Human Resources division on benefits programs. Evaluate and recommend improvements to the current benefit program (beyond the Baltimore City provided benefits). Play a leadership role in overseeing the museum’s retirement plan. Department management Establish Key Performance Indicators to influence data driven decisions across the museum. Underpin all HR functions with metrics and data collection and review. Supervise, mentor, and ensure ongoing development for human resources staff. Prepare, administer, and monitor the annual operating budget for the department. Lead the development of department goals and objectives. Requirements JOB QUALIFICATIONS Minimum of seven years of progressive leadership experience in Human Resources positions. Experience in a unionized environment is preferred. SHRM or HRCI certification is required. BS degree in Business, HR Management or related field strongly recommended; Master's Degree preferred. Thorough knowledge of all federal and state employment laws, policies, and regulations. Experience working with unionizing initiatives and labor negotiations preferred. Thorough knowledge of all aspects of a highly functioning Human Resources department. Demonstrated experience and commitment to DEAI work within HR. Ability to build relationships at all levels of the organization. Ability to interact effectively and work collaboratively with people from diverse cultural and identity groups, with varying world views, perspectives, and from diverse job positions. Demonstrated effective written and verbal communication skills, including comfort with public speaking and report writing, ability to lead and moderate meetings, make presentations, simply and clearly convey complex matters, and clearly articulate expectations and action steps. Demonstrated highly effective interpersonal skills to work professionally and productively with the museum's diverse communities, stakeholders, and personnel; ability to interact diplomatically and effectively. Demonstrated skills in coaching and managing staff, including organization of priorities, clear communication of expectations, training, development, performance management, and retention. High-level perspective and exceptional judgment in identifying, researching, and analyzing complex issues; negotiating with colleagues and other parties; anticipating impacts and consequences; and developing, recommending, and implementing effective solutions. Ability to maintain strict confidentiality of information, including information related to legal proceedings, business negotiations, Board matters, compensation, personnel matters, and other non-public and/or sensitive information. Physical abilities to perform all core functions and duties including but not limited to the ability to talk; hear; see; manual dexterity to operate a computer for extended periods; visual acuity to view a computer monitor for long periods. Benefits ANNUAL STARTING SALARY $115,000-$125,000 The Walters Art Museum provides an excellent comprehensive benefits package that includes medical, dental, prescription, vision, subsidized transportation and parking, museum membership, short term disability, long-term disability, life insurance, FSA (flexible spending account), 457b retirement, and free professional financial management counseling. All employees must be legally authorized to work in the United States. The museum does not sponsor work visas.

Job Description The Director of Accounting and Human Resources is responsible for maintaining the general accounting and human resources functions of the organization. Manages the accounting operations of the organization, including the production of financial reports, grants, budgets and analyses, and coordination of the annual audit, including assessment and implementation of adequate internal controls. Manages the policy, procedures and programs for a variety of human resource functions including recruitment and hiring, compensation, benefits, new-hire orientation and training, and employee relations. Responsibilities Manage the organization’s accounting records and financial reports in accordance with Generally Accepted Accounting Principles. Manage the monthly, quarterly and annual financial close process, reconcile balance sheet accounts and prepare financial reports for the Executive Director comparing actuals to budget. Determine proper accounting and processing procedures and responsible for ensuring compliance with internal controls across the organization. Manage accounting for the investment accounts including calculation and draw down of the endowment. Responsible for the organization’s payroll, accounts payable and billing/accounts receivable processes. Responsible for the development of the organization’s annual budget and working with various departments to ensure actual spending is within the established budget. Manage the preparation of tax returns (Form 990) and ensure that tax regulations are being adhered to. Provide Director of Development with financial reporting and budgeting required for grant proposals. Administer 401k plan including enrollment, participation, contributions, loans, preparation of annual census, submission of the 5500, and distribution of fee disclosure. Manage benefits and compensation. Ensure compliance with recruiting and hiring practices. Prepare offer letters and background checks for new hires. Conduct new hire orientation and exit interviews. Participate in resolution of employee relations matters. Maintain personnel files, including leave administration, workers’ compensation and unemployment claims. Perform other duties as required. Requirements Education and Experience: Bachelor’s degree in Accounting 5-10 years of experience in accounting and administration CPA preferred Skills: Excellent written and oral communication skills Excellent interpersonal and presentation skills Ability to handle a variety of key initiatives concurrently Highly collaborative style Sincere commitment to work collaboratively with all constituent groups, including staff, board members, volunteers, donors, program participants, and other supporters Self-starter, able to work independently, and entrepreneurial; enjoys creating and implementing new initiatives Strong understanding of Generally Accepted Accounting Principles (GAAP) Strong understanding of human resources and talent management best practices Experience working with Microsoft Office Experience with QuickBooks Online, Bill.com; ADP Workforce Now Budget management experience

Job Description Contractor agrees to provide the following services: Conducting investigations, mediating, offering solutions, and making final determinations and/or recommendations to employee disputes. Ensuring employees follow all policies and procedures. Develop, recommend, and implement the organization's yearly training plan. Suggesting changes in policies and procedures based on employee and company needs. Researching compensation standards set by industry and governing bodies in order to create salary structures and administer employee benefits. Develop and implement targeted recruitment strategies to ensure a robust and diverse applicant pool for all openings. Conduct interviews and negotiate offers. Supervising all HR activities, communications, reports, requests and documents created and received by the team. Attending interdepartmental meetings with other managers. Overseeing exit interviews and procedures. Manage and Train HR Support employee. Assists in the preparation of the City’s operating budget, reviews and verifies salary projections and anticipated personnel actions. Prepares the departmental budget and monitors expenditures. Oversees the processing and maintenance of personnel records and files. Implement and Manage Human Capital System. Preparing standard operating procedures (SOP). Assist in compensation study and making salary adjustments. Develop onboarding, employee morale, and engagement programs. Analyze current benefit plans, participate in data calls and meetings, and negotiate better rates. Supports management by providing human resources advice, counsel, and decisions. Complies with federal, state, and local legal requirements by studying existing and new legislation. Represent the City by attending Worker’s Compensation hearings and present disposition. Administer, enforce, and oversee FMLA, light duty, and worker’s compensation. The Services will also include any other task which the Parties may agree on. The Contractor hereby agrees to provide such Services to the Client.

Job Description Development InfoStructure LLC., (DEVIS) provides exceptional DevSecOps integration in our agile software development and embedded software solutions, combined with comprehensive IT management and consulting services to our federal, state, and local governments. The outcomes of our research and development, products and universe of services will support the international development community, multiple civilian agencies and the nation’s defense and intelligence communities. Our focused research, services and products include complex DevSecOps solutions to support refugee processing across multiple federal agencies, research and development for Signal Intelligence (SIGINT), Command, Control, Communications, Computers and Intelligence (C4I), Data Analytics, and Intelligence, Surveillance and Reconnaissance (ISR) development and sensor capabilities supporting both the aerospace/defense and intelligence communities, as well as complex HHS comprehensive care coding requirements, and integrated management systems for our countries civilian agencies (FAA, FDIC, HOR, etc.). Our primary mission is to best serve the needs of our clients by solutioning with our stakeholder teams to ensure that the goals and objectives of our customers are proactively solutioned, such that opportunities to invest our time in developing long-term solutions and assets are abundant and move our clients forward efficiently. At DEVIS, we are enthusiastic about our research, our work and embracing an environment where all are supported in the mission, while maintaining a healthy work-life balance. Overview Development InfoStructure (Devis) is seeking a Personal Services Contractor (PSC) Human Resources Director for a proposal position, contingent upon contract award, that will be responsible for the management and development of human resources solutions that will administratively support USAID PSC positions. This position will require ingenuity, flexibility, and expert knowledge of USAID, federal, and commercial human resources management best practices and benefits administration. Primary Duties Develop and oversee the human resources program such as benefits and allowances administration, performance management, professional development, retention and recognition, onboarding and offboarding, etc. Implement a program that meets USAID Diversity, Equity, Inclusion and Accessibility (DEIA) goals. Develop a salary and benefits package for PSCs that is competitive with the US marketplace and that attracts and retains high-quality humanitarian assistance candidates. Maintain benefits and allowances packages similar to the benefits and allowances of U.S. direct-hire personnel. Establish documented procedures that effectively manage PSCs, their benefit plans, and provide comprehensive administrative support. Direct a team of HR Specialists, ensuring they effectively carry out their duties and responsibilities in areas such as employee relations, benefits administration, and HR policy compliance. Required Qualifications Master’s degree in Business Administration, Human Resources, or other relevant degree 12 years of work experience in Human Resources. 3 years of supervisory management experience. Experience in developing benefits plans and HR programs. Knowledge of local, state, and federal employment laws. Experience in developing relationships with various brokers and obtaining the best possible options for benefits programs. Previously worked as a contractor or direct hire at USAID. Experience hiring, managing or working with PSCs. Experience with computer systems, including web-based applications, Microsoft Office 365. Ability to obtain a Public Trust. Desired Qualifications SHRM- Certified Devis is an AA/EOE/M/F/Disabled/VET Employer committed to providing equal employment opportunity without regard to an individual’s race, color, religion, age, gender, sexual orientation, veteran status, national origin or disability. Powered by JazzHR ERrp4aqhmb

At EAB, our mission is to make education smarter and our communities stronger. We work with more than 2,800 institutions to drive transformative change through data-driven insights and best-in-class capabilities. From kindergarten to college to career, EAB partners with leaders and practitioners to accelerate progress and drive results across enrollment, student success, institutional strategy, data analytics, and advancement. We work with each partner differently, tailoring our portfolio of research, technology, and marketing and enrollment solutions to meet the unique needs of every leadership team, as well as the students and employees they serve. At EAB, we serve not only our partner institutions but each other—that's why we are always working to make sure our employees love their jobs and are invested in their communities. See how we've been recognized for this dedication to our employees by checking out our recent awards. For more information, visit our Careers page. The Role in Brief Associate Director, Human Resources (HR) Analytics The EAB Talent (Human Resources) department is currently seeking a candidate to fill the position of Associate Director on the Incentive team. This role requires strong collaboration skills to work closely with cross functional departments to ensure that our commission strategies align with business goals and motivate and retain top talent. The candidate will manage a team who creates, processes, and analyzes complex compensation programs. The candidate should be knowledgeable in relevant HR systems, reporting, and possess strong analytics, SQL, Excel, and database skills. This hire may be based in Washington, D.C. or Richmond, VA. This role is also advertised as Associate Director, Incentive Compensation. Primary Responsibilities: Collaborate with diverse functional areas Assist in creating commercial compensation plans by applying role-based design principles Oversee a team that is responsible for tracking and monitoring commercial performance through Xactly Incent, customized queries and dashboards Perform ad hoc analyses to support commercial teams and Senior Leaders to help drive strategy and innovation Provide the commercial staff with enablement materials to enhance their understanding and motivation regarding sales compensation plans Develop written process documents needed to effectively manage all compensation-related processes Find opportunities to improve, automate and streamline processes Oversee the design, implementation, and continuous improvement of the incentive compensation plans and policies Collaborate with Talent, Strategy & Operations, and senior leaders to stay aligned on current products and go-to-market strategies with downstream impact to incentive compensation Basic Qualifications: Bachelor’s degree 5+ years of experience Advanced Excel, PowerPoint and database experience Experience with Salesforce, Xactly Incent or equivalent cloud-based solution Proficiency using SQL or other query tools/languages to perform data manipulation, with a working knowledge of databases and data relationships Ideal Qualifications: Strong work ethic and ability to manage a team towards its goals Strong verbal and written communication skills with the ability to interact with different levels of management Proven ability to work in a fast-paced environment meeting goals and deadlines Experience with sales compensation plan structures: quotas, accelerators, complex and disparate data Commitment to valuing diversity, practicing inclusive behaviors, and contributing to an equitable working and continual learning environment in support of EAB’s DE&I Promise If you’ve reached this section of the job description and are unsure of whether to apply, please do! At EAB, we welcome diversity of background and experience. We would encourage you to submit an application if this is a role you would be passionate about doing every day. Compensation: The anticipated starting salary range for this role is $80,000 - $100,000 per year. Actual salary varies due to factors that may include but not be limited to relevant experience, skills, and location. At EAB, it is not typical for an individual to be hired at or near the top of the starting salary range for their role. This hire will additionally be eligible for discretionary bonus or incentive compensation. Variable compensation may depend on various factors, including, without limitation, individual and organizational performance. Benefits: Consistent with our belief that our employees are our most valuable resource, EAB offers a competitive and inclusive benefits package. Our benefits currently include: · Medical, dental, and vision insurance plans; dependents and domestic partners eligible · 20+ days of PTO annually, in addition to paid firm and floating holidays · Daytime leave policy for community service and flextime for fitness activities (up to 10 hours per month each) · 401(k) retirement savings plan with annual discretionary company matching contribution · Health savings account, healthcare and dependent care flexible spending account, and pre-tax commuter plans · Employee assistance program with counseling services and resources available to all employees and immediate family · Wellness programs including gym discounts, incentives to promote healthy living, and family access to the leading app for sleep, meditation, and relaxation · Gender affirming care coverage · Fertility treatment coverage and adoption or surrogacy assistance · Paid parental leave with phase back to work program for birthing and non-birthing parents · Access to milk shipping service to support nursing employees during business travel · Discounted pet health insurance coverage for dog and cat family members · Company-provided life, AD&D, and disability insurance · Financial wellness resources and membership in a robust employee discount program · Access to employee resource groups, merit-based advancement, and dynamic professional growth opportunities Benefits kick in day one; learn more at eab.com/careers/benefits. This opening is not eligible for visa sponsorship at this time; EAB will thus consider candidates who possess U.S. work authorization that does not require employment-based visa sponsorship now or in the future. At EAB, we believe that to fulfill our mission to “make education smarter and our communities stronger” we need team members who bring a diversity of perspectives to the table and are committed to fostering a workplace where each team member is valued, respected and heard. To that end, EAB is an Equal Opportunity Employer, and we make employment decisions on the basis of qualifications, merit and business need. We don’t discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law.

Job Description The Director of Human Resources leads the Human Resources function for the University. Develops and manages policies and programs in a variety of functions including compensation, benefits, recruitment and employment, payroll and reporting, safety, training and development, employee relations, human resource programs, HRIS, and EEO. Applies current knowledge of legal aspects of human resource administration. Provides human resource advice and counsel to the University’s senior staff and managers. Develops and closely monitors salary and benefits budget. Makes recommendations regarding new programs or changes to current programs in order to support University’s strategic plan. Essential Functions: Employee Relations – Works with all levels of employees to foster a positive working environment. Resolves problems in a manner that is fair to employee and the College, balancing both parties’ needs. Determines, recommends and designs employee relations practices and programs necessary to establish a positive employer-employee relationship and promote a high level of employee morale. Compensation – Establishes and maintains classification program ensuring internal and external equity and competitiveness. Responsible for preparing and monitoring faculty and staff salary budget. Oversees salary surveys to include CUPA, IPEDS, and AAUP. Benefits – Analyzes and reviews employee benefits to ensure cost effectiveness, competitiveness, and employee value. Responsible for preparing and monitoring benefits budget. Performance Management – Develops and maintains appropriate performance appraisal systems. When necessary, assists mangers in the corrective action process up to and including termination, ensuring fairness, equity and proper documentation. Consults with legal counsel as necessary. Tracks 90-day probationary period evaluations. Policy and Procedure – In support of continuous improvement initiatives, initiates new policies as appropriate, evaluates, interprets and revises existing policies and procedures, and assists managers in the implementation of policies and procedures. Maintains HR manual compliance with applicable federal and state laws. Payroll and Reporting – Oversees departmental responsibility for faculty/staff and student assistant payroll management, execution and required reporting. Responsible for HRIS/payroll vendor selection and contract maintenance. HRIS – Directs preparation and maintenance of reports necessary to carry out department functions and meet management reporting requests. Evaluates HRIS use and recommends changes or enhancements. Ensures maximum use of current system. Training and Development – Establishes internal and external training programs that address University needs across department lines. Works with senior staff to identify and meet these needs. Identifies internal and external training resources. Assists managers in ensuring required trainings are completed. Coordinate trainings with new and existing employees Employment Laws & Regulations – Ensures all human resource functions operate in conformance with generally accepted HR standards and the requirements of the University, the State of Maryland and applicable Federal laws. Worker’s Compensation – Responsible for maintaining the OSHA compliance, integration with existing safety initiatives, and return to work policies. Responsible for effectively allocating and monitoring HR department resources within scope of department budget. Selects and coordinates use of HR consultants including benefits broker, insurance carriers, retirement savings administrators, training specialists, labor counsels and other external resources. Deputy Title IX Coordinator – Works with the Title IX Coordinator to monitor, investigate, and resolve Title IX complaints. Provides leadership and direction to the human resources staff to ensure the use of best practices in their respective functions. Notre Dame of Maryland University is a private, Catholic university offering a variety of undergraduate, graduate, doctoral, and certificate programs for women and men established in 1895 with the mission to educate leaders to transform the world. The campus is situated on a 60-acre wooded campus in northern Baltimore, MD residential neighborhood of Homeland. NDMU challenges women and men to strive for intellectual and professional excellence, build inclusive communities, engage in service to others, and promote social responsibility. At NDMU, we expect respect for all members of our community. We believe differences should be recognized and celebrated. When we are exposed to the experiences and perspectives of others, we are challenged to think more critically and develop a deeper understanding of the world around us. Additional Information: This position offers a comprehensive benefits package to all employees who work at least 30 hours per week: Comprehensive medical, dental and vision Flexible spending accounts for health and dependent care expenses Retirement Plan through TIAA University paid Life & Accidental Death & Dismemberment policy, and Short and Long Term Disability Tuition Remission and Tuition Exchange Generous Paid Time Off 14-16 Paid Holidays each year Link to Benefits Page Notre Dame of Maryland University does not discriminate in offering equal access to its educational programs and activities or with respect to employment terms and conditions on the basis of age, ancestry, color, creed, disability, gender, gender identity, genetic information, marital status, national origin, race, religion, sex, sexual orientation, or protected veteran's status. The following person has been designated to handle inquiries regarding the non-discrimination policy: Greg FitzGerald, Chief of Staff, Notre Dame of Maryland University, 4701 North Charles Street, Baltimore, MD 21210, ************. For all other employment inquiries, please contact Human Resources at ************ or human_*****************. Notre Dame of Maryland University is an EEO employer.

The Manager, HR Operations is an important supporting role that will help design, develop, and implement effective HR Technology solutions to advance WCK’s mission, vision, values, and high-level organizational objectives as well as play a key role in leading and administering the day-to-day human resources operations. This role requires a sincere commitment to WCK’s mission, occasional work during nights, holidays, and weekends, and the flexibility to support our work across multiple time zones. This role is intended to be a full-time hybrid exempt position, based in Washington DC, with 2-3 days on-site per week. This role reports to the VP, Total Rewards and People Operations will work in close collaboration with the HR team, and coordinate with Safety, and others, as required. KEY RESPONSIBILITIES Manage and administer BambooHR and continue to add and expand functionality, efficiencies, and uptake including with workflows, documents, and usage. Researches, analyzes, and makes recommendation(s) for new and/or enhanced HR Technology functionality to meet business needs. Serves as internal Project Manager on implementations and interfaces with internal customers to ensure solution continuity. Manages system updates and adoption of new features, including configuration, testing, training, & go-live/production. Identifies and implements process improvements, ensuring data quality and documentation of new and enhanced procedures. Works with HR and appropriate internal and external partners to define procedures for HR processes that involve systems (benefits, compensation, performance, onboarding, etc.); and documents and maintains HCM procedures, user documentation (job aids and guides), work instructions/SOPs. Develops and maintains workforce analytic reports, dashboards, and metrics to support HR and the organization. Provides analytical support to Human Resources and leaders to create, prepare, maintain, and support a variety of reports utilizing appropriate reporting tools. Creates ad hoc analyses as needed. Maintains databases integrity, quality and accuracy through audits, reconciliation, and correction of data. Collaborates with the HR/Payroll team(s) and trains and/or coaches internal system users. Ensures all HR-related systems are compliant with data protection laws. Analyzes, maintains, and troubleshoots human resource information systems including testing and implementation of HRIS system upgrades or patches. Collaborates with functional and technical staff to coordinate application of upgrade or fix. Provides production support, including researching and resolving system problems, unexpected results, or process flaws; performing scheduled activities; recommending solutions or alternate methods to meet requirements. Maintains interfaces, providing knowledge on system administration responsibilities including security access, workflow, and system configuration. Assists in the design, development, and modification of systems to suit both scale and organizational needs. This job description is not designed to cover or contain a comprehensive list of activities, duties or responsibilities for the position. Requirements Alignment with the mission and values of WCK Minimum of 5 years of related human resources management experience Significant experience managing and developing HRIS, LMS, and other HR platforms. BambooHR experience is strongly preferred Experience supporting staff in multiple locations and time zones across the world Effective leadership, management, and communications skills with proven ability to provide HR guidance and support in a collaborative business partner role Proven ability to develop effective relationships across departments, with partners, contractors, other stakeholders, and external vendors Proficient at working independently in a culture that moves quickly, requires comfort with self-directed work, and ability to adapt to a constantly changing environment in a rapidly growing organization Talent for working calmly under pressure, with an attitude toward achieving outcomes in a fast-paced environment Demonstrated project management experience (defining requirements, managing timeline, etc.) Excellent communication skills in English, written and spoken Thorough and current knowledge of US Federal labor laws and HR standards Must be able to travel occasionally including internationally at short notice Must have valid passport Preferred candidates will also have current HR certifications (HRCI or SHRM), proficiency in other languages or fluent Spanish, prior humanitarian management experience, and prior volunteer experience. Benefits WCK offers competitive compensation and great benefits including: ZERO Premium! WCK pays 100% of the insurance premiums for the employee and their dependents: medical, dental, and vision plans within 30 days 403(b) retirement account with 50% match up to 8% of employee salary deferrals within 30 days 100% employer-sponsored group life and disability insurance within 30 days Responsible Paid Time Off which includes vacation, sick, and personal leave plus paid holidays Growth opportunities Employee Assistance Programs Annual salary reviews and other benefits as detailed in the Personnel Manual Salary Range: $95,000 - $105,000 USD Per Year

About Rockwood: Welcome to Rockwood Company, LLC - where innovation meets impact in the heart of the DC Metropolitan Area. As a rapidly growing, woman-owned change management consulting firm, we pride ourselves on delivering unparalleled value to our clients. At Rockwood, we foster a team-oriented learning environment that encourages our consultants to push boundaries and reach new heights. The work we do is impactful, and our clients are trusted partners. Our consultants take ownership of their success and partner with leadership to achieve their professional development goals. About the Position: The Talent Acquisition Manager will collaborate with project managers to understand staffing needs, develop s, and implement innovative sourcing techniques. They will also oversee the candidate's experience from initial contact through onboarding, ensuring that Rockwood attracts and retains the best professionals in the industry. Responsibilities may include: Collaborate with hiring managers to understand staffing needs for creating and posting detailed and accurate job descriptions. Implement innovative sourcing techniques to attract top talent. Source talent through job boards, social media sites, and other avenues. Review applicants and screen candidates to assess role and company fit. Manage the full recruitment process: initial outreach, screening, scheduling interviews, creating and sending offer letters, and onboarding. Evaluate recruitment process for continuous improvements. Research market compensation and provide data and guidance on appropriate salary bands. Track candidate activity in the Applicant Tracking System and ensure the recruitment process is properly documented. Lead weekly recruiting updates with corporate and account leadership. Offer guidance, training, and review of staff interview techniques and awareness of unconscious bias. Evaluate recruitment metrics to meet company goals and objectives and benchmark against industry trends and standards. Plan, schedule, and coordinate participation in hiring events. Assist HR in managing the company's college intern program. Support HR in onboarding new hires. Review requests for information (RFI) and requests for proposal (RFP) to understand staffing requirements; collaborate with capture managers and business development team to create recruiting/staffing strategy for the RFI or proposal response. Required Qualifications: Bachelor's degree Minimum five (5) years of full lifecycle recruitment experience Previous experience recruiting for federal government contract change management consulting roles Previous experience recruiting professionals with active government security clearances Strong organizational skills with the ability to multitask and prioritize effectively Strong relationship building skills Strong verbal and written communications skills Experience managing an Applicant Tracking System and training other users (hiring managers) as necessary Strong proficiency in MS Office tools - Word, Excel, PowerPoint Our Unique Benefits: Comprehensive Medical, Dental, and Vision insurance Employee Funded Health Savings Account (HSA) Unlimited Sick Leave Generous Paid Vacation Time and Eight (8) Federal Holidays 401(k) Retirement Program, Rockwood provides a 100% match on employees' contributions, up to 4% of their salary deferrals Employer-Paid Parental Leave Employer-Paid Short-Term Disability, Long-Term Disability, and Life Insurance Continuous Learning and Tuition Reimbursement allowances Bonuses and incentives for high impact work Monthly Cell phone, Hotspot, or Internet Stipend Monthly wellness Stipend Company Teambuilding Events (i.e.: All Hands, Nationals Games, Bowling, and more) Rockwood Company values creating a diverse and inclusive environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law. If you have a disability and would like to request an accommodation in order to apply for a position with Rockwood, please e-mail *************************** . This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Salary: What company will I be working for?You will be working for a national security services firm, providing cutting-edge services across DoD and other agencies. At Inflow,we believe in making it matter for every employee, every customer, and every mission we support.That means that we put employees first, providing both innovative benefits and great technology. Check out********************************* learn more about what its like to be an Inflowee. What will I be doing? You will be responsible for full life-cycle recruiting and a high-touch, personalized candidate experience. This position is high-paced and will require nights and weekends to accommodate candidate communications. In this role, you will: Work with managers and HQ staff to develop and execute recruiting plans Provide a consistent level of communication and relevant data points keeping stakeholders informed of priorities, activity, results, and other intelligence learned through recruiting efforts. Develop, document, implement, and measure recruiting and sourcing strategies for each client and/or assigned search. Successfully manage sourcing campaigns or effectively direct internal sourcing resources to network and recruit top talent. Work with Project Managers and Operations Directors to understand and deliver qualified candidates for current and future (Proposal and Capture Recruitment) workforce needs Prepare job descriptions, write job advertisements and decide where and when jobs will be advertised Have the ability to define, measure and analyze metrics to be able to implement improvements to staffing processes including sourcing, selection, negotiating and onboarding candidates within contractual timelines. Review applicants to evaluate if they meet the position requirements (conduct initial applicant screening) Maintain candidate database and the status of each candidate in the hiring pipeline Complete resume templates with candidate skills, experience, and qualifications Work with hiring managers to schedule interviews for candidates Perform reference checks for potential employees Assist inonboarding new employees Update candidates on the status of their application with follow-up and close-out communications What experience, training, and education do I need? You mustmeet theminimum requirements: Bachelor's degree (Human Resources preferred) or equivalent 4 years of experience 3+ years of experience in full life-cycle recruiting Exceptional writing and communication skills Experience in recruiting for technical roles in the Intel, Cyber, Training, GovCon, and Defense industries Advance level knowledge of BambooHR, LinkedIn, Indeed, Clearance Jobs, and other relevant recruiting/ATS platforms Advance knowledge of ATS for customization, configuration, reporting and remote productivity measures Ability to capture, sort and present critical information for recruiting analysis Self-starter with track record of producing results in fast-paced environment Strong organizational skills and a high level of attention to detail The following are preferred: Experience recruiting cleared talent Preferred locations: National Capital Region or San Antonio, TX Experience with federal contracting, bidding and proposal recruiting highly desired Inflow is an EEO/Affirmative action employer and is committed to hiring and retaining a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status. By submitting your application for a position at Inflow, you acknowledge and consent to our participation in the E-Verify program. If selected for hire, you will be required to provide specific documentation to establish your identity and eligibility to work in the United States, as required by federal law.

Talent Acquisition Manager Premier Enterprise Solutions, LLC is seeking a Talent Acquisition Manager to lead and mentor a team of recruiting specialists, manage the recruitment process, and oversee the full life cycle of the recruiting process. The position will partner closely with the hiring managers to understand the requirements of the positions. Responsibilities include identifying , networking , and sourcing qualified candidates for hire; building and maintaining a strong candidate pipeline for future positions; executing and qualifying phone screens and interviews; building and maintaining partnerships with lines of support. Essential Duties and Responsibilities: •Establish and implement a proactive recruitment strategy to achieve varying staffing requirements for current positions and future business. •Direct the activities of full-time recruiting staff. •Source, recruit, pre-screen, and interview candidates for all technical and non-technical positions. •Support multiple types of openings including fully funded and bid & proposal. •Identify and use creative sourcing techniques for locating candidates. •Maintain ISolved applicant tracking system and generate staffing status and employment metrics reports. •Update weekly SharePoint report. •Communicate with hiring managers to clarify specific hiring needs. •Work with recruiting team in other capacities as needed, such as participating in job fairs, reviewing, and developing job descriptions, and proposals. •Perform a variety of professional and administrative functions to ensure positions are filled with qualified candidates in a timely manner. •Assure compliance with all regulatory requirements and company policies. •• Other duties may be assigned to meet business needs. Minimum Qualifications:   Knowledge, Skills, and Abilities: A minimum of 7 years recruiting experience,. government contracting experience highly desired. •Knowledge of the U.S. Intelligence service, DoD and cleared agencies is preferred. •Must possess strong active listening, collaboration, and negotiation skills. •Ability to communicate effectively orally and in writing, and to explain complex or nuanced hiring actions or entitlement programs. •Knowledge of recruiting platforms, social media, and Applicant Tracking Systems. •Working knowledge of Microsoft Office Suite, i.e., Word, Excel, PowerPoint. •Prior Military experience is a plus. •Working knowledge of business intelligence and capture. Premier Enterprise Solutions offers full-time employees a comprehensive and competitive benefits package including paid time off (PTO), holidays, health insurance, life insurance, military leave, training, tuition reimbursement, a wellness program, short- and long-term disability, 401(k) retirement plan with company matches/immediate vesting, commuter benefits, and more. It is Premier Enterprise Solution's policy to promote equal employment opportunities. All personnel decisions, including, but not limited to, recruiting, hiring, training, promotion, compensation, benefits, and termination, are made without regard to race, creed, color, religion, national origin, sex, age, marital status, sexual orientation, gender identity, citizenship status, veteran status, disability, or any other characteristic protected by applicable federal, state or local law.

Hive Group is a fast-growing federal government contractor, and we are seeking an experienced Human Resources Director to lead and manage all HR functions. Reporting to the Vice President, Operations, this role will oversee the entire HR department, including payroll, benefits, compliance, and employee engagement. The HR Director will provide strategic leadership to ensure that all HR operations align with business goals, while fostering a positive and high-performance work culture. This is a great opportunity to make a significant impact at both strategic and operational levels within the company. Position Responsibilities: Leadership & Strategy: Lead, mentor, and develop the HR team, ensuring alignment with organizational goals and fostering a culture of continuous improvement. Provide strategic advice to the executive team on human capital issues. Workforce Planning: Oversee workforce planning initiatives, including organizational design, succession planning, and workforce optimization to meet the company’s growing needs. Employee Engagement & Culture: Drive employee engagement initiatives, promote Hive’s Core Values, and support cultural development across the organization. Performance Management: Develop and implement performance management systems, including regular reviews, coaching, and career development opportunities. Payroll & Benefits Management: Oversee payroll processing and benefits administration, ensuring compliance with federal and state regulations and optimizing employee satisfaction through comprehensive benefits offerings. HR Compliance: Ensure company-wide adherence to HR policies and employment-related legal, regulatory, and compliance requirements across all states where Hive operates. Employee Relations: Manage complex employee relations issues, including conflict resolution, disciplinary actions, investigations, and terminations while ensuring legal compliance. Policy Development: Lead the development and maintenance of HR policies and procedures, ensuring they reflect current best practices and legal standards. Training & Development: Lead efforts to develop and implement training programs that foster employee growth, leadership development, and skill enhancement across all levels of the organization. Change Management: Act as a key change agent, leading organizational initiatives that support growth, adaptation, and continuous improvement across the company. Reporting & Metrics: Provide regular reports and insights to senior management on HR metrics, such as turnover rates, employee engagement, and compliance status, while identifying areas for improvement. Team Management: Lead and inspire the HR team, providing guidance, coaching, and support to ensure operational excellence and professional development within the department. Other Duties as Assigned: Continuously assess and improve HR processes, staying informed about industry trends and legal updates. Job Qualifications: Education: Bachelor’s degree in human resources, Business Administration, or a related field required. Master’s degree preferred. Experience: 8-10 years of progressive HR experience, with at least 5 years in a leadership role. Experience in federal government contracting is highly preferred. Certifications: SHRM-CP, SHRM-SCP, or similar certifications preferred. Skills: Strong leadership and team management abilities, with experience leading a multi-functional HR team In-depth knowledge of federal, state, and local employment laws and regulations, particularly in the government contracting space. Proven experience in strategic workforce planning, organizational design, and employee engagement. Excellent problem-solving and critical thinking skills with a hands-on approach to resolving complex HR issues. Strong communication and interpersonal skills, with the ability to influence and collaborate effectively with executives and employees at all levels. Ability to manage multiple projects and priorities in a fast-paced environment. Skills & Key Attributes: Leadership: Proven ability to lead, motivate, and develop high-performing HR teams. Strategic Vision: Forward-thinking mindset with the ability to align HR functions with business goals and drive long-term success. Problem-Solving & Critical Thinking: Strong analytical abilities, capable of tackling complex employee issues and making data-driven decisions. Communication: Exceptional communication and interpersonal skills, able to manage relationships with both executives and employees. Ethics & Confidentiality: High level of integrity and discretion in handling sensitive employee information. Adaptability: Ability to thrive in a fast-paced, dynamic environment and lead through change. A Commitment to Equal Opportunity Hive Group is an Equal Employment Opportunity and Affirmative Action employer dedicated to fair and unbiased employment decisions. We do not discriminate based on race, color, sex (including gender and transgender status), age, religion, national origin, disability, marital status, veteran status, domestic partner or civil union status, gender identity, medical condition, genetic information, sexual orientation, or any other status protected by applicable federal, state, and local laws. Our hiring and promotion decisions are based exclusively on an individual’s qualifications and suitability for the role. Protecting Your Information Stay vigilant against fraudulent job offers and individuals impersonating Hive Group Talent Acquisition Specialists. Hive Group will never request payment details or money during the application process. Official communications will only come from email addresses ending in @hive-llc.com or @applytojob.com — not from free email services like Gmail or messaging platforms such as WhatsApp. If you receive suspicious messages requesting payment or personal information, please report them immediately to ******************************. Powered by JazzHR bLck8aXQIZ