Human Resources Business Partner Jobs in Silver Spring, MD

Crowell & Moring LLP is an international law firm with offices in the United States, Europe, MENA, and Asia that represents clients in litigation and arbitration, regulatory and policy, intellectual property, and transactional and corporate matters. The firm is internationally recognized for its representation of Fortune 500 companies in high-stakes litigation and government-facing matters, as well as its ongoing commitment to pro bono service and diversity, equity, and inclusion. Job Summary The Director of Total Rewards and Human Resources Technology is responsible for the overall management, design, implementation, communication, and compliance of the firm's professional staff compensation program, firm-wide benefits programs, and Human Resources technology. The Director works collaboratively with both the firm's leadership and Human Resources Business Partner team to develop and deliver compensation, benefits, and well-being programs and innovative technology solutions. Job Description Serves as a total rewards thought leader, establishing a total rewards strategy and providing guidance to senior leadership on compensation, benefits policy, programs, HR technology, and compliance. Partners closely with Chief Human Resources Officer (CHRO), HR business partners, and stakeholders to ensure the total rewards programs are integrated into broader Human Resources and firm strategies. Effectively and consistently manages relationships with program advisors and providers. Provides strategic direction and oversight of the firms benefits, incorporating recommendations and implementation of changes and improvement to the programs to maintain a competitive advantage and meet the needs of the firm. Oversees the design and administration of firm-wide professional staff compensation programs including base pay, merit, bonus programs, compensation planning, and market pricing. Leads data-driven decision-making utilizing analytics to support compensation, benefits, and HR technology decisions. Leads benefits and compensation compliance activities, ensuring compliance with relevant federal, state, and local laws, including total reward regulations (e.g., ACA, Form 5500, and ERISA reporting). Works closely with CHRO and wellbeing committee chairs to ensure Crowell's wellbeing programs and initiatives are integrated into the overall total rewards offerings and strategy. Leads wellbeing working group and the design and implementation of its programs. Provides guidance and oversight on HR Technology solutions such as the HRIS, provisioning system, reporting tools and other. Together with the HR Technology staff, ensures effective use of technology and operational workflows. Collaborates with IT and other departments to ensure seamless integration of all systems. Stays current on emerging technology trends and makes recommendations for new tools and solutions to enhance HR operations. Develops, coaches, mentors and manages a team of Total Rewards and HR Technology professionals to ensure the department and firmwide goals are met. Partners with senior leadership and Finance teams to develop and monitor compensation, benefits, well-being and Human Resources expense budgets throughout the year. Provides consultative advice to managers and HR Business Partners on total rewards strategy and policy interpretation. Qualifications Knowledge, Skills and Abilities Demonstrated ability design, development, communication and administration of total rewards programs and HR technologies. Demonstrated ability to be able to communicate complex information to a wide range of stakeholders, including executives, managers, and employees. Ability to provide quality client service to both internal and external clients, to address issues. Involves the use of considerable tact, discretion, and persuasion in gaining the cooperation of others. Proven ability to track, prioritize and drive to success multiple concurrent projects with a strong operational background Demonstrated ability to effectively lead a team of total rewards and technology professionals effectively to develop a cohesive, effective work unit. Ability to conceptualize, organize, plan, implement and evaluate programs, policies and services aligned with the firm's overall business strategy and objectives Ability to analyze and interpret information from a variety of sources, apply critical and creative thinking to draw conclusions or develop solutions to complex problems. Demonstrated ability to act as key stakeholder and contact with selected outside advisers and consultants to ensure effective partnerships. Knowledge of standard accounting and/or budgeting principles and the ability to monitor and manage budgets within established limits, analyze financial data and draw accurate conclusions. Intermediate knowledge of MS suite to produce quality written communications such as memos, spreadsheets, slides, standard work documents. Proven ability to collaborate effectively with Executive Leadership Team and other departments, such s finance and IT to maintain effective business relationships. Education The positions requires a Bachelors degree in Human Resources, Business Management or other related field. Equivalent training and experience will substitute for education. Experience The position requires a minimum of ten (10) years of diversified human resources management experience with a minimum of five (5) years of supervisory experience. Law firm experience preferred. Additional Information Crowell & Moring LLP offers a competitive compensation and comprehensive benefits package. Our benefits include healthcare, vision, dental, retirement, and all-purpose leave and progressive options such as back up childcare, wellness programs, cultural events and social activities. We take great pride in our positive, friendly culture that rewards hard work and success, at the same time recognizing the importance of family and community service. Our Firm is committed to fair and equitable compensation practice in accordance with applicable laws. The pay range for this position is $215,000-$300,000. Additional compensation may include a discretionary bonus. The salary for this position may vary based on location, market data, an applicant's skills and prior experience, certain degrees and certifications, and other factors. EOE m/f/d/v Crowell & Moring LLP participates in the E-Verify program.

**About the Role** The Senior Manager, Human Resources Business Partner is an integral member of Strategic Communications AMER HR team requiring a business approach and the ability to partner and influence key stakeholders across the region. The HR Business Partner will provide strategic support for talent related matters, actively engage, develop, and retain employees while promoting a culture characterized by collaboration, inclusion, and development. The role will support HR strategies including workforce planning, compensation, talent development and performance management. This leader will work closely with business leaders in support of their business goals using their expert HR talent, providing counsel in decision-making that improves employee morale, mitigate risk, and enhance employee engagement. As a member of the HR team, the HR Business Partner will work with both regional and global HR Team within Strategic Communications, Corporate Centers of Excellence and our business leaders to design and implement initiatives that support our talent throughout their lifecycle. They will play a key partnership role in the growth strategy, supporting business priorities, and sharing industry trends to drive success. Advising coaches and leaders on company policies, and state and federal agency requirements, as appropriate. Lead on Compensation and Planning by: Collaborating with the HR team, Compensation team and leaders to manage and administer fair and equitable pay for performance compensation philosophy Managing and administering salary management including the annual compensation planning and promotion process. Advising leaders and coaches on appropriate/equitable compensation decisions aligned to our compensation philosophy and market. Providing training and communication support to both leaders and employees through the annual compensation and promotion process to ensure clear, unified messaging and understanding for all employees. We are committed to investing and supporting you in your professional development and we have developed a range of programs focused on fostering leadership, growth and development opportunities. We aim to promote continuous learning and individual skills development through on-the-job learning, self-guided professional development courses and certifications. You'll be assigned a dedicated coach to mentor, guide and support you through regular coaching sessions and serve as an advocate for your professional growth. Basic Qualifications 6+ years of relevant post-graduate professional HR experience Knowledge of PC and network environment; Proficiency in use of standard company software applications (Word, Excel, PowerPoint, etc.). Familiarity with PeopleSoft/Workday/SuccessFactors a plus Ability to travel to FTI office(s) as needed Preferred Qualifications Experience across multiple HR functions including Talent Planning, Performance Management/Career Development, Learning and Development, Strategic Workforce Planning, Compensation, Analytics and HR Operations High degree of integrity and ability to maintain confidentiality and discretion at all times Collaborative/team player with interpersonal skills and approachable characteristics Ability to prioritize, organize, request assistance when necessary and respond to urgent deadline-driven requests while operating in a fast pace environment. Ability to apply excellent verbal and written communications to every level of business Experience in working through employee relations matters with confidence and emotional intelligence. Demonstrated ability to successfully manage conflict and ambiguity. Our goal is to support the well-being of you and your families-physically, emotionally, and financially. We offer comprehensive benefits such as the following: Competitive total compensation, including bonus earning potential Full package of benefits plans, including medical, dental, and vision coverage along with life and disability insurance Family care benefits, including back-up child/elder care Compensation Disclosure : Actual compensation is determined based on a wide array of relevant factors including market considerations, business needs, and an individual's location, skills, level of experience, and qualifications. Additional Information Compensation

Reporting to the Chief Human Resources Officer, the newly created Director, HR Systems & People Analytics position will oversee HR systems and data strategy for the department. This role will focus on organizational processes and systems that span the employee lifecycle, focusing on enhancing operational efficiency, data integrity, and the employee experience. The Director, HR Systems & People Analytics will evaluate and recommend HR systems solutions for CFR's current and future organizational needs. The Director will also liaise with payroll and all HR sub-functions including talent, learning and development, and total rewards and be fully integrated into the team(s). In addition, they will partner with key internal stakeholders such as Finance, Information Technology, and Product & Engineering. A key piece of this position will be to work with an in-house analytics team to build an HR metrics dashboard, with the goal of telling interesting and relevant stories through data to a variety of audiences within and beyond the organization. This role demands a blend of strong operational and creative problem solving. This is an opportunity to streamline strategic HR initiatives and influence innovation. The major responsibilities of this position will include (but are not limited to): Spearhead the development, planning, implementation and communication of technical solutions to streamline HR processes. Lead requirements gathering, business casing and implementation of new systems or workflows, including upgrades and additional features on existing platforms. Manages relationships with HR technical vendors and consultants, including vetting new service providers and going through the RFP process. Help conduct thorough testing of new features, updates, and integrations, documenting test results and resolving issues before implementation or workflow rollouts. Manage cross-functional projects, individually contributing as well as playing a key project management role to ensure alignment across stakeholders. Keeps abreast of HR systems best practices, providing thought leadership and technical expertise to department. Develops and provides training and user guides to educate relevant parties on new processes. Oversee HR and Payroll data collection and maintenance activities to strengthen data integrity; performs regular audits. Works with analytics team to build HR metrics dashboard; partners with HR team to proactively review data strategy and insights collected to support strategic initiatives. Perform any other duties or tasks as assigned or required. Qualifications Experience 7+ years of relevant experience Hands-on experience with full-cycle implementations such as an ATS, HRIS or HCM system Technical project management experience with cross-departmental teams Advanced expertise in reporting applications and information management tools, including experience with lookup function, macros, pivot tables, excel formulas Experience leading cross-functional projects; proven track record of building relationships with stakeholders, vendors, and peers Data visualization experience is a plus Related Skills & Other Requirements Superb attention to detail Executive presence and ability to communicate with all levels of the organization and those who are less technical Strong conceptual, analytical, and problem-solving skills Required Application Materials Please submit a résumé and cover letter stating your interest in the position. Compensation and Benefits The full-time annual compensation range for this position is $125,000 - $150,000 depending on experience. In addition to competitive salaries, the Council on Foreign Relations offers a benefits package that is among the best offered by nonprofit institutions today, including an award-winning health and wellness program, an on-site fitness center, and generous leave policies and health insurance programs. About CFR Founded in 1921, the Council on Foreign Relations (CFR) is a leading nonprofit membership organization, research center, and publisher, with headquarters in New York, an office in Washington, DC, and programs nationwide. It is dedicated to increasing America's understanding of the world and contributing ideas to U.S. foreign policy. CFR's 5,000+ members are leaders in international affairs and foreign policy. CFR also publishes Foreign Affairs, the preeminent magazine on global issues, and provides up-to-date information about the world and U.S. foreign policy on its award-winning website, CFR.org. Diversity Commitment The Council on Foreign Relations (CFR) is committed to fostering a foreign policy community in the United States that is more representative of American society, recognizing that diverse backgrounds and perspectives contribute to broader, more informed participation in the foreign policy debate and lead to an enhanced understanding of the world and the United States' role therein. To that end, CFR is dedicated to continuing to advance diversity, equity, and inclusion (DEI) throughout its work and workplace by building a more diverse membership and staff, producing and dispensing thoughtful analysis on a broad range of foreign policy issues, and developing relevant, wide-reaching programming that also serves to expand the foreign policy talent pipeline to underrepresented populations. The Council on Foreign Relations is an equal opportunity employer and actively seeks candidates from a diverse background.

Piper Companies Location: Silver Spring, Maryland Type: Non-Remote Posted on: December 14, 2024 Piper Companies is looking for an Employee Relations Manager to join a clinical biotechnology company located in Silver Spring, MD . Responsibilities of the Employee Relations Manager include: • Manage employee relations duties • Serve as point of contact for all levels of staff • Coach staff on improving performance in their role • Respond and act on employee concerns and issues • Provide lead on worker's compensation, workplace investigations, complex leave cases, conflict mediation, and HR complication training Qualifications for the Employee Relations Manager include: • Must possess an Bachelor's degree with 5 year of experience in an Employee Relations experience • Can have experience form healthcare, hospitals, or commercial companies • Preferred experience from biotechnology and pharmaceutical companies Compensation for the Employee Relations Manager includes: • Rate Range: $110,000 - $140,000 Per Year • Comprehensive Benefit Package: Health, Vision, Dental, 401K, PTO, Sick Leave as required by law Keywords: Human Relations, Human Relations Generalist, Human Relations Specialist, HR, Employee Relations, Employee Relations Specialist, Employee Relations Manager, Employee Relations Partner, Employee Relations Director, ER, Worker's Compensation, Workplace Investigations, Complex Leave Cases, Conflict Mediation, HR Complication Training, ADAAA, FMLA #LI-AS1 #LI-HYBRID

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 [email protected]. 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 full

Latitude is searching for a VP of Human Resources & FSO for our client in Reston, VA. Please email Preston Andersen at pandersen@latitudeinc. net to apply. VP of Human Resources and Facility Security Officer · The VP of Human Recourses and Facility Security Officer must be able to oversee classified processing, become effective and proficient in the utilization of the (DISS) and the processing of Contract Security Classification Specification (DD 254) forms. · The FSO will implement, monitor, and ensure compliance with the Industrial Security procedures in accordance with the National Industrial Security Operating Manual (NISPOM). · The FSO will provide expertise, guidance, and advice to executive management as required. This position requires independent judgment and discretion, as well as the identification, analysis, and resolution of security-related matters. Primary Responsibilities: · Responsible for all Federal and State compliance reporting. · Assist managers with the initial hiring process and is solely responsible for all on-boarding procedures. · Maintains ISO standards for department. · Set-up new employees in Payroll. · Plans and administers employee training plans and employee improvement. · Develops, recommends, and implements personnel policies and procedures. Prepares and maintains handbook on policies and procedures. · Performs benefits administration to include health benefits, 401k account, claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost effectiveness, information activities program. · FSO responsibilities as assigned by CEO. · HR responsibilities as assigned by the CFO. · Responsible for ensuring employee reviews and goal sheets are completed annually. · Evaluates reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. • Manage JPAS, Visit Requests, personnel security inquiries and e-QIP initiations. · Provides prime/subcontractor security support and direction including the development and maintenance of DD254's, security guidance, and classified holdings. · Set the example for all in terms of ethics and compliance. Assist the CFO in contracting compliance and ethics programs. • Conduct all Facility Security Office project operations in a manner that is consistent with the Company's Code of Business Ethics and Conduct. · Perform security pre- screening on all potential employees, subcontractors, and consultants. · Liaison with customer and subcontractor security offices on security issues. · Initiate, maintain and terminate personnel security clearances in government databases, such as the Defense Security Services (DSS) Joint Adjudication System (DISS/NISS). · Updates DSS databases including DISS ACCS as required. · Analyzes RFP, Contracts / DD245's and develops security responses and plans. · Assist staff with completion and submittal of SF85s, SF86s and SCI nominations. · Maintains program documentation for DSS assessments and passes security audits. · Must obtain and maintain credentials for non-possessing facility. · Conduct security indoctrination briefings and debriefings. · Present Security Awareness Training and Education (SATE) briefings to ensure security plan effectiveness and compliance. · Create and maintain personnel folders. · Investigate security incidents and violations; prepare reports for DSS and agency to include preventive actions. · Process visits authorizations, personnel access requests. · Develops and revises security plans, procedures, instructions, performs self-inspections, and maintains continuous control over corporate security program. · Ensures compliance with company and government requirements. · Stays apprised of new regulations and security developments by participating in the security community. Skills: · Maintain confidential information. • Must have strong interpersonal skills/briefing skills; communicate with senior level internal and external personnel on significant matters often requiring coordination between organizations and independent decision making with minimal direct supervision while representing the security organization. · Experience with drafting security policies for company internal use. · Working knowledge of the FAR and other laws and regulations for government contractors. · Familiarity with the U. S. Government, DoD and Intelligence Community's security procedures and policies. · Must be a self-driven and results-oriented individual capable of effectively working multiple tasks concurrently in a dynamic, fast-paced environment. · Expertise in Microsoft Office suite (MSWord, Excel, Power Point). · Strong English language skills (both written and verbal). Experience: · Bachelor's degree or higher preferred. · 3 - 5 years HR experience, preference for 2 of those as an HR leader in a mid-sized federal contracting company. · 1 - 2 years FSO experience preferred. · 3-5 years as a security experience in a DoD Contractor environment · Security Requirements; U. S. Citizenship and an active DoD Top Secret · Must possess FSO / JPAS/ JCAVVS certifications Salary and compensation commensurate with experience. Benefits include, health club membership, health insurance dental, vision, short- and long-term disability, life insurance and 401(k). $150,000 - $180,000 a year

The Vice President of Human Resources (VP HR) provides overall strategic Human Resources (HR) leadership and oversight of HR functions for the assigned business units and/or departments across MedStar Health. The VP HR serves as the senior HR advisor and collaborates with designated HR Directors for the implementation and execution of strategic HR initiatives. Responsibilities include the analysis of current HR trends including the ongoing assessment of future trends and opportunities; the development and execution of integrated HR programs; leadership and direction of assigned HR hospital leads, as well as outside consultants, agencies and partnering organizations; the implementation of key initiatives and tactical elements of HR; the development of formal presentations to executive and leadership teams, physician and board leadership which support the work and results of HR strategies; and the continuous evaluation of HR results to ensure operational effectiveness and associate/leader satisfaction. This role requires a strong combination of strategic thinking, problem-solving, and a focus on enhancing the overall experience for associates and leaders. Primary Duties and Responsibilities Collaborates with and provides strategic partnership to the entity and function service line directors and other system leaders to ensure alignment of business unit goals and priorities in the development and implementation of the Human Resources plan.Develops and contributes to the achievement of established department goals and objectives and adheres to department policies, procedures, quality standards and safety standards. Ensures compliance with hospital/facility policies and procedures and governmental/accreditation regulations.In partnership with the HR Leadership Team, develops strategies and directs the implementation of a comprehensive integrated Human Resources strategic plan.Participates in succession planning to ensure talent is available and ready to assume positions of greater responsibility across the region and MedStar Health system.Drives regionalization of HR across specific entities and functions, including the standardization and consistency of strategy, policy and processes. Ensures implementation of universal HR processes and practices.Enhances professional growth, and the development of self and others through participation in educational programs, current literature, in-service meetings and workshops.Ensures that all elements of the specific entities and functions' Human Resources program have measurable outcomes, and monitors results on a continual basis in order to make adjustments in the plans as needed. Provides monthly reports on results, using an established dashboard that ties to system, regional, hospital and departmental goals.Maintains a strategic partnership with assigned senior leaders and management across MedStar to ensure that HR programs and services support the strategic business plan Manages and coordinates interdependencies with all other areas within HR and payroll.Oversees and coordinates compliance, regulatory and budgetary needs across the areas of responsibilities. Develops realistic budgets that include appropriate funding for all relevant Human Resources functions and programs in conjunction with the corporate Human Resources Leadership Team. Monitors and evaluates spending continually, with the goal of maximizing cost-effectiveness and impact.Participates in meetings and on committees and represents the department, hospitals and MedStar in community outreach efforts.Participates in multidisciplinary quality and service improvement teams.Demonstrates a thorough understanding of union, labor, and employment laws for compliance and techniques for union avoidance.Provides strategic and consultative support, aligns HR strategies and drives execution of HR initiatives in support of the entity or function's goals. Ensures a positive experience for associates and leaders and takes proactive steps to find solutions to problems, leverage opportunities and otherwise help to increase associate and leader engagement.Supervises and motivates Human Resources staff to ensure productivity is maximized, and specified goals and quality standards are met. Conducts performance reviews of each assigned Human Resources directors and provides input into the performance reviews of the site-based HR staff, as appropriate.Ensures inclusion and diversity by assisting HR business partners and the entire HR department with workforce retention programs and equal opportunity Will be required to travel to other business unit sites within MedStar Health region as needed.May be required to attend and participate in collective bargaining and union contract negotiations. Includes providing support and education to support staff and business unit leaders. Minimum Qualifications Education * Bachelors degree in business, HR or related field required. Master's degree preferred. Experience * Minimum of 15 years of relevant experience in HR required Knowledge, Skills, and Abilities * Strong verbal and written business skills * Basic computer skills. * High level of problem solving and strategic thinking. * Knowledge of applicable laws and regulations related to HR and business practices This position has a hiring range of $272,900 - $369,200

** Cadia Healthcare - Springbrook** **Benefits** * Personal, Vacation, Sick Days & Paid Holidays * Health, Dental, and Vision insurance; Company Paid Life insurance * A 401(k) plan with company match. * Maternity Leave Options, Short and Long Term Disability. * Personal and Family Medical Leave. **Employee Perks Program** * Tickets At Work/Ticket Monster - Discount Programs * Free and Discounted Employee Meals * Tuition Reimbursement * In Facility Training/Inservice Programs * Employee Assistance Program * Free Will/Estate Preparation Services * Free/Discounted Legal Services Program **Who We Are** Compassion and appreciation are at the heart of who we are. We act as an advocate for the patient but also for our employees. At Cadia Healthcare, we have built an environment where new ideas are encouraged. Our company culture is built on being supportive, working as a team and reaching our goals. Cadia is excited to have you continue your career with us! **What You Will Do** Human Resources Managers are central to day to day operations of our facilities by providing support to management and staff. Our HR Managers work side by side with management and acts as an advocate for staff. Leading the recruiting efforts and handling day to day HR operations are the main functions of the HR Director. **Responsibilities:** * Manages various human resources functions and procedures for facility to ensure compliance with policies, procedures, laws, standards and government regulations * Proactively identifies HR issues and offers solutions to ensure a fair, positive and timely resolution * Ensures that employee files are compliant with company policy, State and Federal regulations * Manages, recommends, implements and provides education on company personnel policies and procedures * Performs benefit plan administration * Facilitates and/or provides training (including new hire orientation) to employees and management team; * Conducts employee relations counseling, employee related investigations, exit interviewing * Establishes and maintains department records and reports **Requirements** * Must possess at least 2 years of Human Resources experience * At least 1 year of Human Resources experience in a Long Term Care facility is required * SHRM certification preferred, but not required

Breeze Unlimited is posting on behalf of Akina Pharmacy At Akina Pharmacy, the shared purpose that drives us is to enrich the lives of the people in our care through compounded medications. As a rapidly growing people-first organization, we embrace the Entrepreneurial Operating System (EOS) to ensure our success by prioritizing the recruitment and development of exceptional talent. Joining Akina means stepping into an environment where clear communication, pragmatic decision-making, and accountability are at the forefront. We are committed to empowering our team members and fostering a culture of growth and support. As we expand, we seek a strategic and hands-on Director of Human Resources to establish and lead our HR department, driving initiatives that align with our company's growth and values. Position Summary: The Director of Human Resources will be responsible for building and managing all HR functions, including recruitment, compliance, employee relations, performance management, and HR strategy. This role requires both strategic leadership and hands-on execution to address immediate needs and lay the groundwork for a scalable HR infrastructure. You will love it here if you are motivated by Akina's Core Identity Values: Excellence Always Go-Getter's Unite Compassion For All Called To Serve You'll have success here if you are excited about the following key responsibilities: Strategic Leadership: Develop and implement HR strategies that support Akina Pharmacy's growth and organizational goals. Establish and communicate policies, procedures, and best practices aligned with company values. Act as a trusted advisor to leadership on HR-related matters, including workforce planning and succession planning. HR Infrastructure Development: Establish HR systems and tools to streamline operations (e.g., HRIS software). Build and manage the HR team as the company grows, transitioning administrative tasks to additional staff. Create metrics and reporting tools to assess the effectiveness of HR programs and initiatives. Talent Acquisition & Retention: Design and oversee recruiting processes to attract top talent. Develop onboarding and training programs to ensure employee success and retention. Implement initiatives to enhance employee engagement and foster a positive work environment. Compliance & Administration: Ensure compliance with federal, state, and local employment laws and regulations. Maintain accurate and up-to-date employee records, including benefits and payroll oversight. Manage benefits administration, including health insurance, retirement plans, and leave policies. Employee Relations: Serve as the primary point of contact for employee concerns, fostering a culture of open communication and trust. Mediate and resolve workplace conflicts and disputes. Conduct investigations related to employee grievances and take appropriate corrective actions. Performance Management: Develop and oversee performance review processes to drive accountability and growth. Create and implement career development programs and succession plans. Provide coaching and support to managers to enhance leadership effectiveness. Qualifications and Experience: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). SHRM-CP, SHRM-SCP, or PHR certification preferred. 7+ years of progressive HR experience, including at least 3 years in a leadership role. Proven experience building HR functions in a growing organization. Strong knowledge of employment laws and HR best practices. Exceptional interpersonal and communication skills, with the ability to influence and build trust at all levels. Hands-on approach and willingness to manage both strategic and administrative tasks. Our company runs on EOS purely. That means as a member of this team, you will have a leader who: Gives clear directions and expectations Makes sure you have the necessary tools Delegates appropriately Has effective meetings Meets one-on-one with you quarterly or more, if needed Rewards and recognizes your performance Salary and Benefits: Competitive salary in the range of $120,000 - $150,000 annually, commensurate with experience. Comprehensive Medical, Dental, and Vision Options : Choose from three medical plans tailored to your needs, plus options for dental and vision coverage for you and your family. Paid time off (vacation and sick time): Take advantage of generous paid time off to recharge, focus on personal priorities, and maintain a healthy work-life balance. Paid Holidays (8 scheduled): Enjoy eight scheduled paid holidays to celebrate and spend quality time with loved ones. 401K Dollar-for-Dollar Up to 4%: Invest in your future with our 401K plan, featuring a dollar-for-dollar match up to 4%. Rewards & Recognition Program: Be celebrated for your hard work and achievements through our dedicated rewards and recognition program.

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

Summary Description: The Director of Human Resources and Diversity Equity and Inclusion will be a strategic thinker who will plan, develop, and implement a human resource program for diverse geographic and cultural environment of approximately 70 employees. The successful professional will possess expertise in the principles and practices of human resource management and its governing applications. This position has three primary areas of focus: 1) Hands-on designing HR ‘best-practices' with the goal of efficient and effective HR operations; 2) Represent the organization during labor relations cases, arbitration, fact-finding and maintain positive Labor-Management relations. 3) Serving as the DEI champion this position will work collaboratively with employees to create, and implement diversity, equity, and inclusion immersion throughout the organization. Additional responsibility for pay and gender equity, and compensation practices. The successful candidate will serve as confidential advisor to management to help create a culture of belonging and supportive of diverse perspectives. This position will supervise the Human Resources Manager. Essential Duties and Responsibilities: Strategically develops a workforce plan that promotes a mission-driven culture of engagement, inclusion, equity, and achievement. Responsible for building and guiding the human resources functions and activities for the organization. Develops and manages the employee performance review process and manages training and skills upgrades. Responsible for managing recruitment, orientation, retention, and development throughout all locations. Responsible for distributing/communicating needed information and assures compliance with HR policies. Collaborates with leadership and non-management staff. Leads the work of the Brain Trust, an affinity group in the implementation of an organization-wide DEI strategy. Leads training and develops knowledge capacity of staff on fair employment practices and DEI. Leads development of key metrics to track progress of HR initiatives and DEI strategies. The HR Director will monitor for salary scales to ensure compliance with the Equal Pay Act. Oversees the effective utilization of ADP/HRIS software. Will implement a workplace safety plan throughout the organization. Qualifications: Must have at least seven to ten years of work experience in Human Resources development, including diversity programs, labor relations, employment law compliance, staff training, coaching, employee engagement programs, recruitment, and HR operational efficiency. Bachelor's degree in a related field and Certified Human Resources Management required. Master's degree preferred, or any combination of education and experience that meet the essential qualifications of the job. Trained and experienced in supervision, leadership development and organizational planning. Trained in adult-learning theory techniques and diversity leadership, preferred. Must be technology savvy with working knowledge of MS Office Suite, HRIS systems. Licenses, Registrations and Certificates: SHRM-CP or SHRM-SCP (or equivalent) SPHR - HRCI (or equivalent) Diversity Training Certification Skills: Passion for the human resources field and agency's mission Exceptional organizational and analytical skills Emotional Intelligence Ability to guard confidentiality Possesses strong ethics and morals Ability to recognize unconscious bias and promote inclusion in a diverse workforce Skilled at project management and mult-tasking Ability to mediate unfair labor practice complaints Good problem-solving skills Good interpersonal and communication skills-both written and verbal Proven expertise in building HR platform operations from start to finish Strong leadership experience, and teaching skills Strong computer skills Work Environment: This position may require extended periods of standing, sitting, as well as some repetitive movements, bending and repetitive lifting of significant weight. Reasonable accommodations may be made to enable individuals with disabilities to perform the key components and primary responsibilities. The responsibilities listed above are intended to describe the general nature and level of work to be performed by individuals assigned to this position. They are not intended to be a complete list of all responsibilities and duties required of staff members. The job description will be reviewed periodically as duties and responsibilities change with business necessity. Essential and non-essential job functions are subject to modification.

Cooley is seeking a Diversity, Equity & Inclusion Manager to join the Diversity, Equity & Inclusion team. The Diversity, Equity & Inclusion Manager is responsible for working with the Associate Director and/or Director of Diversity, Equity & Inclusion to manage the Firm's diversity, equity and inclusion (DEI) initiatives, including the development of practices to recruit, retain and promote diverse attorneys, and coordination of firm efforts to support an inclusive culture. Specific duties and responsibilities include, but are not limited to, the following: Position responsibilities: Utilize metrics, including headcount and productivity reports, to produce data reports and analyses as requested, to include developing visual presentations Coordinate responses to client requests and industry benchmarking surveys involving qualitative and quantitative information Manage, lead and grow affinity groups, including global programming Develop and manage innovative programs and policy updates, including reverse mentoring, agile working, DEI billable credit and sponsorship programs Design and drive the formation of DEI affinity networks, including creating and managing a budgetary structure, membership campaigns, mission statements and programing Manage and execute diversity-related events and trainings Manage external diversity sponsorships, to include identifying participants and coordinating all details. Drive the Firm's diversity retention and promotion efforts, and work in conjunction with the Chief Legal Talent Officer, Director of Legal Education, Director of Professional Development, Director of Associate Development and firm leadership in monitoring the performance and development of diverse attorneys Assist with the Firm's diversity hiring efforts, to include the Diversity Fellowship, and work in conjunction with the Director of Attorney Recruiting, Director of Law Student Recruiting and Legal Talent Managers to identify and maintain a pipeline of Cooley Diversity Fellows, diverse summer associate hires and diverse lateral candidates Ensure support of and outreach to law school diversity organizations Support communications by drafting content for, and updating, applicable promotional materials, including print and online communications Strengthen partnerships with various diversity-focused organizations and publicize opportunities to diverse attorneys Partner with the Marketing and Business Development teams to manage client diversity and inclusion opportunities, partnerships and staffing requirements Interface and create accountability around DEI efforts with attorneys across various departments and offices, including members of the Diversity Committee Keep abreast of industry DEI trends and best practices Coordinate with the DEI team to develop the DEI budget, audit monthly variance reports and track department spend Serve as direct supervisor and mentor to direct reports Provide day-to-day supervision of direct reports, ensure compliance with assigned work hours and monitor for compliance with all firm and department policies. Manage staffing coverage, review and process time logs/time off requests Support business professional development and continued educational opportunities In collaboration with immediate supervisor and CN HR, participate in hiring, performance appraisals, counseling, termination and other employee lifecycle events All other duties as assigned or required Skills and experience: Required: After orientation at Cooley LLP, exhibit proficiency in the Microsoft Office suite, iManage and other firm applications Ability to work extended and/or weekend hours, as required Ability to travel, as required 5+ years direct applicable experience in the field of DEI (which can also include professional development, recruiting, talent management, other HR disciplines) with a strong knowledge of DEI best practices, trends, and legal Preferred: Bachelor's Degree Previous law firm experience Experience managing a budget Supervisory experience Competencies: Team player with the ability to form relationships across multiple departments Strong communication and facilitation skills, with the ability to engage and influence diverse audiences Ability to think critically in analyzing and solving problems A passion for diversity, equity and inclusion efforts Detail-oriented, organized and process driven, with the desire to take ownership of projects and responsibilities Strong time management skills and the ability to prioritize multiple tasks quickly and efficiently Ability to maintain absolute confidentiality of all department information Professional demeanor and the ability to use diplomacy and tact Ability to think critically in analyzing and solving problems Strong problem solving, coaching, interpersonal, and verbal and written communications skills Conflict resolution/mediation skills Effective presentation skills Ability to handle sensitive data, DEI (Diversity, Equity, and Inclusion) information, and confidential materials, demonstrating discretion and the ability to maintain confidentiality as required Cooley offers a competitive compensation and excellent benefits package and is committed to fair and equitable employment practices. EOE. The expected annual pay range for this position with a full-time schedule is $125,000 - $190,000. Please note that final offer amount will be dependent on geographic location, applicable experience and skillset of the candidate. We offer a full range of elective benefits including medical, health savings account (with applicable medical plan), dental, vision, health and/or dependent care flexible spending accounts, pre-tax commuter benefits, life insurance, AD&D, long-term care coverage, backup care for children and/or adults and other parental support benefits. In addition to elective benefit options, benefited employees receive firm-paid life insurance, AD&D, LTD, short term medical benefits as well as 21 days of Paid Time Off (“PTO”) and 10 paid holidays each year. We provide generous parental leave and fertility benefits. New employees will attend a detailed benefit orientation to learn more about our many benefits and resources.

**Supplier Diversity Manager at GEICO** **About the job** **Supplier Diversity Manager** who will report directly to our VP and Chief Diversity Officer. This is a great leadership opportunity to strengthen our commitment to DEI and build a more diverse group of vendors and suppliers that work with our business leaders. **Job Duties and Responsibilities:** * Drive Supplier Diversity program and process development through internal development and partnering with external suppliers. * Work closely with category sourcing managers and business leaders to embed supplier diversity and ensure appropriate purchasing decisions are made with consideration of these strategies across all spend categories. * Builds Supplier Diversity in all supplier touchpoints. * Responsible for coordination of Supplier Diversity reporting, programs metrics, and programs benchmarks including reports and surveys. Works with suppliers on Tier I and II diverse spend reporting requirements. * Establish and maintain strategic partnerships with diverse supplier organizations identifying mutually beneficial opportunities to increase engagement, foster connections and increase community presence. * Develop and oversee key supplier development programming to strengthen the diversity supplier pipeline. * Develop and nurture relationships with external diverse supplier advocacy groups. * Partner with internal customers to understand current and future business needs and develop strategic roadmaps to support an increase in diverse spend. * Work with business partners to review the current approach, identify gaps, and implement intervention plans. **Candidate qualifications:** * 3 to 5 years of successful track record within procurement and supply chain management including 3 years minimum of relevant work experience in building and leading supplier diversity programs. * Bachelor's degree or equivalent years of experience. * Demonstrative experience in providing strategy and thought leadership within areas of Procurement, Diversity, Equity & Inclusion. * Data-driven decision maker with excellent program management and organizational skills. * Very strong communication and organizational skills with an attention to detail. * Confident in ability to work effectively with internal and external executive level partners. * Proactive problem solver and self-starter. * Ability to analyze data to determine current state and next development steps of the program. * Ability to meet deadlines, prioritize activities and proactively plan. * Ability to rapidly learn and adapt approach to different environment to achieve results. * Ability to network and engage in a variety of ways and with a diverse range of people. * Ability to build relationships and influence across multiple levels of the organization. * Ability to work with and facilitate teams, handle multiple projects, and meet strict deadlines. **Preferred Qualifications:** * Certified Professional in Supplier Diversity (CPSD). **This will be a hybrid location reporting into a GEICO office 2-3 days/week.** **Benefits**: The safety of our associates is GEICO's highest priority. If you are required to come into the office for licensing, training, or orientation, please note that we have implemented a variety of safety precautions within our offices. Additional safety precautions include no-contact temperature screening stations, added signage for associates on common-area occupancy limits, socially distanced workstations, and increased cleaning procedures for all areas. As an Associate, you'll enjoy our Total Rewards Program* to help secure your financial future and preserve your health and well-being, including: * Premier Medical, Dental and Vision Insurance with no waiting period** * Paid Vacation, Sick and Parental Leave * 401(k) Plan * Tuition Reimbursement * Paid Training and Licensures * Benefits may be different by location. Benefit eligibility requirements vary and may include length of service. * Coverage begins on the date of hire. Must enroll in New Hire Benefits within 30 days of the date of hire for coverage to take effect. The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled. GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants. **Annual Salary** $80,000.00 - $154,000.00 The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/ annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate's work experience, education and training, the work location as well as market and business considerations. At this time, GEICO will not sponsor a new applicant for employment authorization for this position. **Benefits:** As an Associate, you'll enjoy our Total Rewards Program* to help secure your financial future and preserve your health and well-being, including: * Premier Medical, Dental and Vision Insurance with no waiting period** * Paid Vacation, Sick and Parental Leave * 401(k) Plan * Tuition Reimbursement * Paid Training and Licensures * Benefits may be different by location. Benefit eligibility requirements vary and may include length of service. * Coverage begins on the date of hire. Must enroll in New Hire Benefits within 30 days of the date of hire for coverage to take effect. The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled. GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.

What is National Journal Membership The National Journal Membership is the premier Membership of government affairs and public policy professionals. Serving over 600 of the most influential institutions in society we seek to get the best thinking in our Members hands about the future direction of public policy and politics. Our mission is to equip thousands of government and business leaders in the nation's capital with the intelligence, insights, and connections they need to save time, increase efficiency, and deliver success. Cultural Values of National Journal Group/Gravity Research Spirit of Generosity We value service to others above any other quality. We aspire to generously serve against our Member's and Client's most significant challenges, while maintaining a posture of collaboration and congeniality with our colleagues. . Kindness and generosity is at the center of our organization. We work prodigiously to ensure our Members tangibly feel our generosity, and our colleagues experience an environment that is dedicated to their success and fulfillment. Force of Ideas We believe every institution in society is fueled by ideas, and the quality of those ideas is the difference maker for the highest functioning institutions. Our ambition is to seek out those highest quality ideas with curiosity, and rigor so the Members and Clients that we serve can reach the highest levels of effectiveness and success. We seek to create an environment for people who are passionate about always exercising their gifts of curiosity, rigorous investigation and teaching. As we exercise our gifts we endeavor to constantly share what we find with those Members that we have the privilege to serve. Our Talent Ambition Seeking entrepreneurial talent who have displayed excellence throughout their academic and professional careers. We would like to partner with people that are motivated by a fast paced and growth centered environment. Our business is ready to launch into its next generation of transformational growth and impact, and at the center of this ambition is the quality of the people who are joining our organization. Characteristics of the Talent We Seek Uncompromisingly kind Ambitious Collaborative & Generous Entrepreneurially driven Engaging & Charismatic Doggedly curious Courageous Earnestly pursues growth Dedicated & goal-oriented Committed to achievement at the highest level How to apply: If you possess these characteristics we would like to have a conversation with you. Please submit your application by clicking apply below. The Compensation & Benefits Package We also offer hybrid opportunities for those who live in the DC area, unlimited PTO, medical, dental, and vision insurance, 401(k) with Employer Match & 100% Vesting from Day One, 20 weeks paid parental leave, learning and development opportunities, access to Ginger- mental healthcare and emotional support app, a Calm membership, numerous Employee Resource Groups, and a company paid membership subscription to Capital Bikeshare. A full overview of our benefits offerings can be found here. We are open to all levels of compensation (commensurate with experience). National Journal is an Equal Opportunity Employer. We do not discriminate against our applicants because of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age, disability, veteran status, genetic information, or any other status protected by applicable law.

**Location:** Baltimore, MD, US, 21226 **Other Compensation:** Eligibility for the Short-Term Incentive program and other applicable bonuses **Benefits:** **Annual Wage Range:** $157,145.60 - $216,075.20 Final salary and compensation will be based on several factors including candidate qualifications and experience, geographical location, market, and business considerations. ****Job Description**** The HR Director, Americas Manufacturing North will provide strategic HR leadership support to the HR and Operations leadership teams of 7 manufacturing locations in the region. This will lead, plan and coordinate all human capital related activities to enable organizational talent capability within the manufacturing sites. This individual will also support Manufacturing head office functions as required. Reporting to the VP HR, Global Operations, this role is based in Curtis Bay, Maryland. ****Responsibilities**** * Partnership with Site/Plant and HR leaders in providing comprehensive HR support to the manufacturing sites within the region and drive key HR initiatives. * Participates and supports site safety programs and initiatives to ensure “No One Hurt” is a reality, in line with corporate and site safety initiatives. * Development of HR team within the region to ensure capabilities that strengthen the talent bench for the Grace HR network. * Participates in workforce planning initiatives and staffing/talent acquisition efforts to ensure plant talent requirements are met. * Ensures alignment with HR global and regional strategies and drives the implementation of those strategies. * Aligns with the HR service delivery model and coordinates regularly with the HR Centers of Excellence to deliver high quality services for leaders and employees. * Promotes and delivers on initiatives to drive positive culture and workforce climates, positive employee relations and open lines of communications at all sites. * Plans and prepares for union contract (CBA) negotiations at represented sites within the region and participates in negotiation process to achieve successful agreements/settlements. * Guides and administers grievance administration, working to minimize or resolve at lowest possible level. Prepares for arbitrations and other dispute responses to unions and government agencies. ****Required Qualifications**** * Bachelor's degree in business administration, Human Resources or a related field. * 12+ years of experience in Human Resources management, ideally within a manufacturing environment. * 7+ years of experience in leading and guiding a team of HR professionals. * Experience working in union environment with labor relations, contract administration and contract negotiations responsibilities. * Demonstrated experience with driving employee engagement and positive employee relations with all levels of a manufacturing operation. * Demonstrated track record in establishing and optimizing working relationships at all levels via excellent interpersonal skills. * Demonstrated ability to develop and lead changes that positively impact operational challenges and opportunities. ****Benefits**** * Medical, Dental, Vision Insurance * Life Insurance and Disability * Grace Wellness Program * Flexible Workplace * Retirement Plans * 401(k) Company Match - Dollar to dollar up to the first 6% * Paid Vacation and Holidays * Parental Leave * Tuition Reimbursement * Company Donation Match Program Grace is not accepting unsolicited assistance from search firms for this employment opportunity. Please, no phone calls or emails. All resumes submitted by search firms to any employee at Grace via email, the Internet or in any form and/or method without a valid written search agreement in place for this position will be deemed the sole property of Grace. No fee will be paid in the event the candidate is hired by Grace as a result of the referral or through other means. **Privacy Preference Center** ** Manage Consent Preferences** Always Active

At Gensler, we design for people. We leverage our global perspective and local presence to innovate at every scale. We're not just designers. We're tinkerers, craftspeople, visionaries, innovators, and thought leaders. Fueled by passion and entrepreneurial spirit, our people bring new ideas to solve the world's most challenging problems, like designing a more resilient, inclusive, and equitable future for our communities and cities. Our people-centered, “People First” culture and “One Firm-Firm” motto promotes integrated teams that unite to shape the future of cities. Gensler's vision is to “Create a Better World through the Power of Design,” and we do that by our deep commitment to our clients and by fostering a collaborative, diverse, and inclusive environment that enables our people to create impactful solutions together. Your Role Gensler's Southeast Region is seeking an innovative and strategic HR Business Partner to join our regional HR team, reporting to the Regional HR Director. This role partners directly with team members and leadership in Washington, D.C., delivering comprehensive human resources, talent management, and talent development services. The position offers a unique opportunity to design, lead, and advance forward-thinking HR initiatives that align with business objectives, foster a culture of engagement and inclusion, and drive success in a cutting-edge, client-focused environment. *This role is not remote; we look forward to working with our new HR Business Partner in our dynamic and newly remodeled Washington, D.C. office. What You Will Do Act as a strategic partner to studio and office leadership to align HR strategies with organizational goals, providing forward-thinking insights to drive business outcomes; Drive the full employee lifecycle from on-boarding, engagement, development, exit, and retirement, ensuring a seamless and high-quality employee experience; Serve as a trusted advisor to leadership to identify and coordinate appropriate and effective strategies related to talent management, role alignment, compensation, rewards and recognition, human resource policies and procedures, and other human resource functions; Oversee the assessment of talent needs, ensuring roles are filled with top-tier internal or external candidates through strategic workforce planning; Facilitate global mobility initiatives, including employee transfers, relocations, and visa processing, while ensuring compliance with local and global regulations; Leverage HR analytics, reports, and metrics to deliver actionable insights and inform data-driven talent decisions that align with business priorities; Analyze talent trends to anticipate challenges and proactively recommend strategies to enhance workforce effectiveness; Partner with leadership to develop and implement performance management tools, succession planning frameworks, and proactive staff development initiatives to build a future-ready workforce; Collaborate with the Talent Development team to design and deliver innovative training programs and career development opportunities; Partner with HR colleagues to innovate and elevate HR practices and programs, fostering a culture of continuous improvement and forward-thinking solutions; Collaborate with shared services teams to deliver best-in-class people solutions, ensuring HR processes are efficient, employee-centric, and aligned with organizational goals; Serve as an advocate for diversity, equity, and inclusion, embedding these principles across all HR strategies and processes; Support leadership in fostering a culture of engagement, recognition, and belonging, ensuring all employees feel valued and supported. Your Qualifications Bachelor's degree in Human Resources or related area required; 10 + years of Human Resources experience; (3+ years at manager level); Working knowledge of employment law and compliance regulations at federal, state and local levels; Experience working in a Professional Services environment; Excellent organizational skills; attention to detail; Advanced MS Office proficiency preferred, particularly Excel/Power Point; In-Design, a plus; Experience with Workday preferred; Ability to produce timely deliverables and manage multiple and shifting priorities in a dynamic environment; Ability to work independently, navigate and maintain productivity in a matrix environment; Develops and maintains strong communication and presentation skills, with the ability to speak comfortably and professionally to individuals and groups; Strong customer service orientation, a team player with the ability to establish and maintain collaborative working relationships; PHR/SPHR certification or equivalent preferred. **The estimated base salary range for this position is $110 - $137k, plus eligibility for bonuses and a comprehensive benefits package, with final compensation contingent on relevant experience. To learn more about our compensation philosophy and full benefits offerings, please visit Great People, Great Rewards | Gensler . Life at Gensler At Gensler, we are as committed to enjoying life as we are to delivering best-in-class design. From curated art exhibits to internal design competitions to “Well-being Week,” our offices reflect our people's diverse interests. We encourage every person at Gensler to lead a healthy and balanced life. Our comprehensive benefits include medical, dental, vision, disability, wellness programs, flex spending, paid holidays, and paid time off. We also offer a 401k, profit sharing, employee stock ownership, and twice annual bonus opportunities. Our annual base salary range has been established based on local markets. As part of the firm's commitment to licensure and professional development, Gensler offers reimbursement for certain professional licenses and associated renewals and exam fees. In addition, we reimburse tuition for certain eligible programs or classes. We view our professional development programs as strategic investments in our future. #LI-NK1

CoreLife is seeking a dedicated and experienced Director of Human Resources to join our dynamic team. This leadership position plays a key role in shaping the future of our organization by ensuring that all human resource programs, policies, and objectives align with our long-term mission, vision, and values. The Director of HR will collaborate with executive leadership and key stakeholders to create and execute strategic HR goals while ensuring compliance with all relevant regulations and industry standards. Key Responsibilities: Collaborate with executive leadership to align HR goals with CoreLife's mission, vision, and values. Establish long- and short-term human resource objectives that support organizational strategies. Partner with leadership teams to ensure the successful implementation of organization-wide HR programs and policies. Identify and develop key performance indicators (KPIs) to assess the success of HR initiatives and market competitiveness. Ensure compliance with employment laws, benefits, insurance, safety regulations, and other legal requirements. Oversee developing and implementing HR policies and procedures designed to attract, retain, and develop top talent. Lead talent recruitment, retention, and employee development strategies. Provide expertise in HR technology and recruiting software, ensuring optimal use in managing HR functions. Work closely with health systems and joint venture partners to strengthen partnerships. Oversee personnel information management, paid time off (PTO), and other HR functions. Qualifications: Bachelor's Degree from an accredited institution (required) Master's Degree in Human Resources, Business Administration, or related field (preferred) SHRM-CP or SHRM-SCP certification is strongly preferred Minimum of 5 years of leadership experience in Human Resources Proven track record of successfully managing teams and driving HR initiatives Skills, Knowledge, and Abilities: Strong critical thinking and decision-making abilities Excellent problem-solving, collaboration, and interpersonal skills Ability to communicate effectively in both written and verbal forms with diverse stakeholders, including employees, management, patients, and partners Ability to counsel, motivate, and develop individuals and teams Proficiency in Microsoft Office Suite, including Word, Excel, and PowerPoint Ability to adapt to changes in protocols, policies, and procedures In-depth knowledge of HR best practices, employment legislation, and industry trends Experience working with healthcare systems and knowledge of patient-related HR functions is a plus AS A CORELIFE TEAMMATE, YOU CAN EXPECT: Values-based culture A competitive salary based on experience ($110-125k) Medical, dental, and vision insurance Wide selection of ancillary benefits Paid time off 7 paid holidays Retirement plan CoreLife is an Equal Opportunity Employer.

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.

Who We Are: Santé Group Companies prides itself in being a leader in community-based behavioral and mental health services. Our track record of innovation and growth reflects our ability to deliver diverse and highly individualized services. We have a passion for providing empathetic and potentially life-saving care to help individuals heal, recover, and thrive, as well as live their lives in a manner that allows them to fully integrate in the community. The Santé Group aspires to create an organization that places value on collaboration, innovation, creativity, and inclusiveness. To achieve this success, it is essential that all members of our organization feel secure, welcome, and respected. All members of our organization have a responsibility to uphold these values. What We're Looking For: Santé is seeking a full-time HR Director, The HR Director develops and administers corporate policies and procedures relating to all phases of corporate Human Resources activity, including talent/performance management, employee relations, equal employment opportunity, training and development, HRIS, and proposal support. This position partners with Directors and Managers to provide HR strategic planning, support and problem solving for all departments. What You'll Do: Oversees the strategic and operational functions of the HR department, ensuring alignment with organizational goals and regulatory compliance Strategic Leadership: Develop and oversee the HR departmental budget, goals, and strategic plans, collaborating with the COO to implement company policies. Serve as a key member of the Admin Operations Team, contributing to organizational decision-making. Employee Relations & Compliance: Address grievances, conduct investigations, and ensure compliance with federal, state, and local regulations. Partner with management to provide HR support, including performance planning and counseling. Legal and Compliance: Ensure adherence to federal, state, and local labor laws, including EEOC, FMLA, and ADA regulations, while maintaining up-to-date knowledge of legal requirements affecting HR policies. Oversee compliance in all personnel transactions and partner with legal counsel on complex employment matters. Collaborate with the Compliance team to uphold stringent industry regulations and ensure alignment with corporate policies and procedures. Talent Acquisition & Development: Lead recruitment, onboarding, and employee integration efforts while designing training and development programs to enhance workforce skills and engagement. Administer performance review programs, compensation plans, and benefits to ensure equity and compliance. HR Operations and Strategic Alignment: Develop and execute the HR department's strategic plan, including budgeting, goal setting, and monitoring performance. Oversee HRIS/ATS database management, corporate benefits administration, and salary programs to ensure compliance, equity, and effectiveness. Collaborate with the CEO and Compliance to create and implement HR policies and procedures. Serves as the Trustee for Workers' Compensation. Lead projects to optimize HR workflows and manage escalations related to payroll, benefits, and leave in partnership with Finance. Direct recruitment efforts with the Recruitment Lead to ensure all positions are filled with qualified staff. This role requires a dynamic leader who can balance strategic planning with operational excellence while supporting the growth and success of the organization while ensuring efficiency and legal compliance of all HR aspects for all regulatory agencies. The HR Director role is critical in fostering a positive and productive workplace culture that aligns HR strategy with organizational goals. Oversee employee committee and initiatives (Wellness and Engagement/ DEIB/ Leadership and Development). Participate in external stakeholders' activities - subgroups and other potential presentations. Foster a culture of diversity, equity, including, and belonging across the organization Anticipate and plan for workforce trends including talent acquisition, retention, and succession planning. Provide coaching support to managers and employees to improve performance and resolve conflicts. Identify and address skill gaps within the organization through targeted learning initiatives Develop, distribute, analyze, and provide recommendations from annual company surveys. Assist in the development and implementation of companywide recognition programs. Assist with Special Projects internally as needed