Human resources business partner jobs in Washington, DC

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

More Lives, Better Lived As the largest and leading value-based kidney care company, Somatus is empowering patients across the country living with chronic kidney disease to experience more days out of the hospital and healthier at home. It takes a village of passionate and tenacious innovators to revolutionize an industry and support individuals living with a chronic disease to fulfill our purpose of creating More Lives, Better Lived. Does this sound like you? Showing Up Somatus Strong We foster an inclusive work environment that promotes collaboration and innovation at every level. Our values bring our mission to life and serve as the DNA for every decision we make: · Authenticity: We believe in real dialogue. In any interaction, with patients, partners, vendors, or our teammates, we are true to who we are, say what we mean, and mean what we say. · Collaboration: We appreciate what every person at Somatus brings to the table and believe that together we can do and achieve more. · Empowerment: We make sure every voice gets heard and all ideas are considered, especially when it comes to our patients' lives or our partners' best interests. · Innovation: We relentlessly look for ways to improve upon the status quo to continuously deliver new solutions. · Tenacity: We see challenges as opportunities for growth and improvement - especially when new solutions will make a difference for our patients and partners. Showing Up for You We offer more than 25 Health, Growth, and Wealth Work Perks to help teammates learn, grow, and be the best version of themselves, including: · Subsidized, personal healthcare coverage (medical, dental vision) · Flexible PTO · Professional Development, CEU, and Tuition Reimbursement · Curated Wellness Benefits supporting teammates physical and mental well-being · Community engagement opportunities · And more! The HRBP will be responsible for implementing proactive talent strategies that align with organizational objectives and support a workforce composed largely of medical staff, including nurse practitioners, nurses, dietitians, pharmacists, social workers, patient health advocates, and physicians. This role focuses on optimizing workforce outcomes through data-driven decision-making and fostering an environment of accountability, engagement, and measurable success. The HRBP will work closely with the COO and other to drive a high-performance, and continuous development-based culture This role requires a on site schedule to our office in Mclean VA. Strategic Talent Planning: Drive the development and execution of a comprehensive talent strategy that aligns with organizational goals. Collaborate with leaders to identify and maximize talent opportunities, ensuring a proactive approach to workforce planning, performance management, career development, and succession planning. Serve as a strategic advisor to leaders, aligning talent strategies with both immediate and long-term business needs. Metrics-Driven Insights: Deliver comprehensive, data-driven analysis directly to leadership, driving informed decision-making that advances talent strategy and aligns with broader organizational objectives. Collaborate with the People Operations team to analyze workforce data, identify trends, assess potential risks, and uncover opportunities for improvement that align with the organization's talent strategy. Develop actionable recommendations and insights that optimize People Operations' reporting capabilities, enabling the creation of dashboards that track key performance indicators (KPIs), such as employee engagement, turnover rates, and other metrics vital to business outcomes. Employee Relations & Compliance: Collaborate with Employee Relations to ensure prompt, respectful, and legally compliant resolutions of employee relations matters, maintaining accurate documentation throughout the process. Work closely with legal and compliance teams to maintain adherence to federal, state, and local regulations. Performance Management: Guide managers through performance management processes, with a focus on achieving measurable outcomes and facilitating career development. Partner with leadership to drive a high-performance culture by emphasizing KPIs and coaching managers on effective feedback delivery and developmental strategies. Organizational Development: Identify and address barriers to team effectiveness, proposing solutions that foster a culture of continuous learning, high performance, collaboration, and accountability. Collaborate with leaders to design and implement development programs that enhance professional growth and contribute to improved patient outcomes driven by the healthcare teams. HR Process Management: Serve as a key partner to People Operations, acting as the face of core HR process rollouts, such as performance management, merit planning, compensation and benefits. Partner with People Operations to enhance core HR processes through clear metrics and continuous evaluation. Change Management: Guide leaders through change management initiatives, supporting effective communication strategies, employee engagement, and team alignment. Ensure change efforts align clearly with strategic goals and contribute to a positive organizational culture. Collaboration with Talent Acquisition: Work closely with Talent Acquisition to ensure that roles needed to achieve strategic goals are clearly defined and aligned with career architecture, business needs, and industry standards. Ensure clarity and consistency across teams through well-defined job descriptions. Required Skills and Experience: Bachelor's degree in Human Resources, Business Administration, or related field; HR certification preferred. Minimum of 7-10 years of HR experience, with a background in healthcare settings preferred, particularly in supporting clinical teams. Demonstrated success in implementing talent strategies that yield measurable results. Strong analytical skills, with the ability to translate data into actionable insights. In-depth knowledge of employment laws, with expertise in compliance within healthcare environments. Exceptional interpersonal, communication, and problem-solving skills, with a commitment to fostering a culture of trust and accountability. Ability to work independently as well as collaboratively, with a focus on strategic HR partnerships. Knowledge, Skills, and Abilities: Expertise in implementing proactive talent strategies in healthcare settings, with an emphasis on metrics, compliance, and employee engagement. Proven ability to build relationships with leaders, foster a high-performance culture, and drive continuous improvement. Strong analytical skills to inform strategic decisions and optimize workforce performance.

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

The HR Systems Analyst plays a key role in supporting and enhancing the organization's suite of human resources applications. This individual will partner with HR and IT stakeholders to evaluate, optimize, and implement technology solutions that align with business goals. The role involves a balance of day-to-day system management, troubleshooting, and participation in larger projects aimed at improving HR operations and data integrity. Responsibilities Provide ongoing technical and functional support for HR platforms, addressing issues, managing integrations, and ensuring data accuracy. Take ownership of or assist with system-related projects, enhancements, and new technology rollouts. Act as a liaison between internal teams, vendors, and third-party providers to resolve technical challenges. Collaborate with software partners to handle integrations, testing, and system error corrections. Recommend workflow and process enhancements that increase efficiency and user experience. Support annual HR cycles such as performance reviews, merit increases, and compensation adjustments through data validation and system updates. Manage authentication and integration elements, including single sign-on (SSO) configurations. Test and deploy new releases, patches, and upgrades for HR software. Create and maintain custom reports and dashboards using Power BI, SQL, or similar tools. Conduct routine audits to confirm data accuracy for employee transactions, benefits, and payroll changes. Monitor shared HR technology inboxes, responding to data or reporting requests in a timely manner. Maintain proper documentation of system changes, permissions, and process updates. Oversee HR intranet content and provide day-to-day operational support. Develop training materials and conduct user training sessions on HR technology and data best practices. Qualifications Strong customer service orientation with a focus on professionalism and confidentiality. Proven ability to manage multiple priorities and meet deadlines in a fast-paced environment. Excellent analytical thinking and problem-solving skills. Capable of translating technical topics into clear, user-friendly language. Demonstrated teamwork skills and the ability to lead small-scale initiatives. Advanced Excel expertise is required. Experience with HRIS/HCM systems such as UKG, Workday, Ceridian, or equivalent. Working knowledge of tools such as Power BI, Cognos, or ViGlobal is advantageous. High attention to detail and accuracy in auditing data. Strong written and verbal communication skills. Education and Experience Bachelor's degree or equivalent combination of education and experience required. At least three years of direct experience working with HR systems or HR technology functions. The Phoenix Group Advisors is an equal opportunity employer. We are committed to creating a diverse and inclusive workplace and prohibit discrimination and harassment of any kind based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. We strive to attract talented individuals from all backgrounds and provide equal employment opportunities to all employees and applicants for employment.

Our client is a growing Government Contracting firm seeking a hands-on Senior HR Generalist to partner with our HR Director. In this strategic yet operational role, you will manage daily people operations while contributing to culture, policy development, and process improvement. This position offers professional growth and a flexible hybrid schedule. Key Responsibilities Operations & Benefits: Oversee full-cycle benefits administration, including enrollments, audits, vendor relations, and leave management (FMLA, ADA, STD). HRIS Management: serve as the administrator for UKG Ready, ensuring data integrity, reporting accuracy, and system optimization. Compliance: Maintain strict adherence to federal/state laws and GovCon-specific regulations (AAP, EEOC, Wage Determinations). Employee Lifecycle: Facilitate new hire onboarding, conduct exit interviews, and manage routine employee relations and inquiries with a customer-service mindset. Policy & Strategy: Assist in developing SOPs and HR policies to align with ISO/CMMC environments and organizational goals. Training: Support learning initiatives and present comfortably during orientations or group trainings. Qualifications Experience: 5-7 years of progressive HR experience; Government Contracting (GovCon) background is required. Education: Bachelor's degree in HR or a related field. Technical Skills: Proficiency in Microsoft Office and HRIS platforms (UKG Ready preferred). Soft Skills: Exceptional communication, the ability to prioritize competing deadlines, and comfort working on-camera/in-front of groups. Certifications: PHR/SHRM-CP is a plus. Benefits We offer a competitive salary, comprehensive health/retirement packages, paid time off, and professional development support.

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

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

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

Job Description At Arc Human Capital, LLC, we help organizations strengthen their people operations through pragmatic, insight-driven HR consulting. Our work spans advisory, project-based HR support, and outsourced HR leadership. Because we support a diverse portfolio of clients and regularly expand our consulting capacity, we are always interested in meeting experienced HR professionals who want to partner with a firm that values judgment, integrity, and measurable impact. We invite HR Consultants and HR Business Partners to express interest in future projects and client engagement opportunities. While we are not hiring for a specific role today, we continually build relationships with strong professionals for both near-term and long-term needs. As such, this posting is intended to help us further build our community. What You May Support as Part of Our Network • HR advisory for small and mid-sized organizations. • Strategic HRBP support, including workforce planning, employee relations, organizational design, and manager coaching. • Development and implementation of HR policies, processes, and toolkits. • Execution of people-focused projects (e.g., performance management, compensation benchmarking, culture initiatives, compliance audits). • Change management planning and communications. • Interim or fractional HR leadership assignments. What We Look For • 7+ years of progressive HR experience; prior HRBP or consulting experience strongly preferred. • Demonstrated ability to diagnose issues, translate business goals into people strategies, and deliver practical recommendations. • Strong client-facing communication and relationship-management skills. • Comfort managing multiple workstreams, priorities, and client expectations. • Working knowledge of employment laws and compliance fundamentals. • High integrity, discretion, and reliability when working with sensitive information. • Experience working with small or high-growth businesses is a plus. How We Engage Talent Arc Human Capital maintains an active network of vetted HR professionals whom we contact when new engagements arise. Opportunities may include: • Project-based consulting • Fractional HRBP or HR Manager support • Interim HR leadership • Specialized or niche HR projects • Part-time or full-time W-2 opportunities, depending on client needs Why Connect with Arc Human Capital? • Exposure to diverse clients, industries, and HR challenges • Opportunities to build impactful, trusted relationships with leaders • Flexible, project-based work aligned to your expertise • A values-driven consulting firm that prizes quality, clarity, and outcomes • A long-term professional network and ongoing collaboration with our team How to Express Interest If you would like to be considered for future Arc Human Capital, LLC opportunities, please click on the "Apply to this Job" button to submit your resume, along with a cover letter that outlines your preferred work structure (project-based, fractional, interim, etc.) and a brief overview of your areas of HR specialization. We review submissions regularly and will contact you when a suitable engagement emerges.

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

ProSidian is a Management and Operations Consulting Services Firm focusing on providing value to clients through tailored solutions based on industry-leading practices. ProSidian services focus on the broad spectrum of Enterprise Service Solutions for Risk Management | Compliance | Business Process | IT Effectiveness | Engineering | Environmental | Sustainability | and Human Capital. We help forward-thinking clients solve problems and improve operations. Launched by former Big 4 Management Consultants; our multidisciplinary teams bring together the talents of nearly 190 professionals globally to complete a wide variety of engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies. Our solution-centric services are deployed across the enterprise, target drivers of economic profit (growth, margin, and efficiency), and are aligned at the intersections of assets, processes, policies, and people delivering value. ProSidian clients represent a broad spectrum of industries including but not limited to Aerospace And Telecommunications | Consumer Products, Services, And Retail | Development And Sustainability | DOD/Military | Energy, Resources, & Industrials | Financial Services | Government & Public Services | Information Technology, Media, And Telecommunications | Life Sciences & Health Care | Manufacturing And Operations | Nuclear and Environmental | Professional Services |, etc. Learn More About ProSidian Consulting at ****************** Job Description ProSidian Seeks a Organizational Development (OD) Project Manager (HRSA2) (Government & Public Services Sector | ProSidian - HR) to support an engagement for The Health Resources and Services Administration This service supports Government & Public Services Sector Sector Clients (For Present / Future Requirements) and ProSidian Team Members work as part of a Key Personnel Cadre (Labor Category ) to fulfill FFP - Firm Fixed Price (FFP) requirements for a Provide Government & Public Services Sector related Human Capital Solutions for Multiple Parent BPAs For Coaching, Facilitation And Assessments Services on behalf of The Department of Health and Human Services (HHS). The Organizational Development (OD) Project Manager is a highly organized and detail-oriented professional who is responsible for leading and managing a team of PMO members to ensure successful completion of a project. They are responsible for overall project planning, monitoring and controlling, tracking progress, and providing regular status reports for Senior Leadership. The Project Manager will be overseeing the three tasks associated with the project: Coaching Services (Employee | Leadership | Behavior | Group | Performance), Facilitation Services (Advisory Board | Conflict | Conference | Meeting | Management | Strategy | Team | Workshop - Structured Decision Making), and Assessments (Personality | Behavior | Group | Performance). Additionally, they provide project guidance regarding functionality, schedule and budget, as well as risk management, issue resolution, and stakeholder coordination. The OD Project Manager ensures that deliverables are accepted by the project sponsor and that the project management life cycle and best practices are followed. We aspire to build and enhance an exceptional and diverse team of high-achievers who always put mission and the spirit of service first. This position aligns with functional/technical service requirements and client engagements in the Government & Public Services Client Industry Sector - Professional Services: Milti-Sector Expertise, Experience, And Specialized Knowledge through Professional Services to Help Clients Solve Problems And Improve Operations. Organizational Development (OD) Project Manager (HRSA2) Candidates shall work to support requirements for RFQ1605026 Functional Area Services and shall work as a Organizational Development (OD) Project Manager (HRSA2). #TechnicalCrossCuttingJobs #Consulting #Jugaad #HRCompensation Qualifications 5 or more years of experience in an upper-management role, preferably in project management Ensure that all projects are delivered on-time, within scope and within budget Ensure resource availability and allocation Develop a detailed project plan to track progress Use appropriate verification techniques to manage changes in project scope, schedule and costs Measure project performance using appropriate systems, tools and techniques Report and escalate to management as needed Manage the relationship with the client and all stakeholders Perform risk management to minimize project risks Create and maintain comprehensive project documentation U.S. Citizenship Required - You must be a United States Citizen Excellent oral and written communication skills (This employer participates in the e-Verify program) Proficient with Microsoft Office Products (Microsoft Word, Excel, PowerPoint, Publisher, & Adobe) All ProSidian staff must be determined eligible for a “Facility Access Authorization” (also referred to as an “Employment Authorization”) by the USG's designated Security Office. Other Requirements and Conditions of Employment Apply May be required to complete a Financial Disclosure Statement Must be able to submit to and qualify for varying levels of background investigative requirements, up to a Top Secret or "Q" clearance. Additional Information As a condition of employment, all employees are required to fulfill all requirements of the roles for which they are employed; establish, manage, pursue, and fulfill annual goals and objectives with Documented Goals for each of the firm's Eight ProSidian Global Competencies [1 - Personal Effectiveness | 2 - Continuous Learning | 3 - Leadership | 4 - Client Service | 5 - Business Management | 6 - Business Development | 7 - Technical Expertise | 8 - Innovation & Knowledge Sharing (Thought Leadership)]; and to support all business development and other efforts on behalf of ProSidian Consulting. CORE COMPETENCIES Teamwork - ability to foster teamwork collaboratively as a participant and effectively as a team leader Leadership - the ability to guide and lead colleagues on projects and initiatives Business Acumen - understanding and insight into how organizations perform, including business processes, data, systems, and people Communication - ability to effectively communicate to stakeholders of all levels orally and in writing Motivation - persistent in pursuit of quality and optimal client and company solutions Agility - ability to quickly understand and transition between different projects, concepts, initiatives, or workstreams Judgment - exercises prudence and insight in the decision-making process while being mindful of other stakeholders and long-term ramifications Organization - the ability to manage projects and actions and prioritize tasks ------------ ------------ ------------ OTHER REQUIREMENTS Business Tools - understanding and proficiency with business tools and technology, including Microsoft Office. The ideal candidate is advanced with Excel, Access, Outlook, PowerPoint, and Word, and proficient with Adobe Acrobat, data analytic tools, and Visio with the ability to quickly learn other tools as necessary. Business Tools - understanding and proficiency with business tools and technology, including Microsoft Office. The ideal candidate is advanced with Excel, Access, Outlook, PowerPoint, and Word, and proficient with Adobe Acrobat, data analytic tools, and Visio with the ability to quickly learn other tools as necessary. Commitment - to work with smart, interesting people with diverse backgrounds to solve the most significant challenges across private, public, and social sectors Curiosity - the ideal candidate exhibits an inquisitive nature and the ability to question the status quo among a community of people they enjoy and teams that work well together Humility - exhibits grace in success and failure while doing meaningful work where skills have impact and make a difference Willingness - to constantly learn, share, and grow and to view the world as their classroom ------------ ------------ ------------ BENEFITS AND HIGHLIGHTS ProSidian Employee Benefits and Highlights: Your good health and well-being are important to ProSidian Consulting. At ProSidian, we invest in our employees to help them stay healthy and achieve work-life balance. That's why we are also pleased to offer the Employee Benefits Program, designed to promote your health and personal welfare. Our growing list of benefits currently includes the following for Full-Time Employees: Competitive Compensation: The pay range begins in the competitive ranges with Group Health Benefits, Pre-tax Employee Benefits, and Performance Incentives. The Company contributes a fixed dollar amount each month towards the Plan you elect for medical and dental benefits. Contributions are deducted on a pre-tax basis. Group Medical Health Insurance Benefits: ProSidian partners with BC/BS to offer a range of medical plans, including high-deductible health plans or PPOs. ||| Group Dental Health Insurance Benefits: ProSidian dental carriers - Delta, Aetna, Guardian, and MetLife. Group Vision Health Insurance Benefits: ProSidian offers high/low vision plans through 2 carriers: Aetna and VSP. 401(k) Retirement Savings Plan: 401(k) Retirement Savings Plans help you save for your retirement for eligible employees. A range of investment options is available with a personal financial planner to assist you. The Plan is a pre-tax Safe Harbor 401(k) Retirement Savings Plan with a company match. Vacation and Paid Time-Off (PTO) Benefits: Eligible employees use PTO for vacation, a doctor's appointment, or any number of events in your life. Currently, these benefits include Vacation/Sick days - 2 weeks/3 days | Holidays - 10 ProSidian and Government Days are given. Pre-Tax Payment Programs: Pre-Tax Payment Programs currently exist in the form of a Premium Only Plan (POP). These Plans offer a full Flexible Spending Account (FSA) Plan and a tax benefit for eligible employees. Purchasing Discounts & Savings Plans: We want you to achieve financial success. Therefore, we offer a Purchasing Discounts & Savings Plan through The Corporate Perks Benefit Program. This provides special discounts for eligible employees on products and services you buy daily. Security Clearance: Due to the nature of our consulting engagements, there are Security Clearance requirements for Engagement Teams handling sensitive Engagements in the Federal Marketplace. A Security Clearance is a valued asset in your professional portfolio and adds to your credentials. ProSidian Employee & Contractor Referral Bonus Program: ProSidian Consulting will pay up to 5k for all referrals employed for 90 days for candidates submitted through our Referral Program. Performance Incentives: Due to the nature of our consulting engagements, there are performance incentives associated with each new client that each employee works to pursue and support. Flexible Spending Account: FSAs help you pay for eligible out-of-pocket health care and dependent daycare expenses on a pre-tax basis. You determine your projected costs for the Plan Year and then elect to set aside a portion of each paycheck into your FSA. Supplemental Life/Accidental Death and Dismemberment Insurance: If you want extra protection for yourself and your eligible dependents, you have the option to elect supplemental life insurance. D&D covers death or dismemberment from an accident only. Short- and Long-Term Disability Insurance: Disability insurance plans are designed to provide income protection while you recover from a disability. ----------- ------------ ------------ ADDITIONAL INFORMATION - See Below Instructions On The Best Way To Apply ProSidian Consulting is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, or Vietnam era, or another eligible veteran status, or any other protected factor. All your information will be kept confidential according to EEO guidelines. ProSidian Consulting has pledged to the Hiring Our Heroes Program of the U.S. Chamber of Commerce Foundation and the "I Hire Military" Initiative of The North Carolina Military Business Center (NCMBC) for the State of North Carolina. All applicants are encouraged to apply regardless of Veteran Status. Furthermore, we believe in "HONOR ABOVE ALL" - success while doing things the right way. The pride comes out of the challenge; the reward is excellence in the work. For Easy Application, Use Our Career Site Located On Http://Www.ProSidian.Com/ Or Send Your Resume's, Bios, And Salary Expectation / Rates To To *********************** & ************************* ONLY CANDIDATES WITH THE REQUIRED CRITERIA ARE CONSIDERED. Be sure to place the job reference code in the subject line of your email. Be sure to include your name, address, telephone number, total compensation package, employment history, and educational credentials. Risk Management | Compliance | Business Processes | IT Effectiveness | Engineering | Environmental | Sustainability | Human Capital

pure Integration is a technology consulting firm with 20+ years of experience servicing Fortune 100 clients headquartered in the DC area. We serve clients in the fastest growing industry of communications, media, and entertainment. Job Description pure Integration is seeking an experienced and strategic Director of Human Resources & Talent Acquisition to lead and manage all aspects of HR and recruiting. This role is responsible for designing and executing people strategies that support business growth, employee engagement, and operational excellence. The Director will partner closely with leadership and hiring managers to attract, develop, and retain top talent, while ensuring compliance with all HR policies, procedures, and employment regulations. The ideal candidate is a hands-on, collaborative leader with deep expertise in human resources and talent acquisition who can balance strategic initiatives with day-to-day execution. This is a full-time, on-site role. Human Resources Leadership Serve as a trusted advisor to executive leadership and managers on HR strategy, workforce planning, organizational development, and employee relations. Develop and maintain HR policies, programs, and processes that align with business goals and foster a positive, high-performance culture. Lead initiatives for employee engagement, retention, professional development, and performance management. Ensure compliance with all federal, state, and local employment laws and regulations. Oversee compensation, benefits, and HR systems; recommend enhancements to remain competitive in the market. Oversee the immigration process for identified employees, working in collaboration with legal advisors. Talent Acquisition & Workforce Planning Lead full-cycle recruitment efforts to attract, assess, and hire top consulting and corporate talent. Partner with business leaders to understand workforce needs and develop proactive hiring strategies. Implement effective employer branding, sourcing strategies, and recruitment marketing to enhance candidate pipelines and support a strong candidate experience. Monitor recruiting metrics and provide insights to optimize hiring efficiency and quality. Team & Process Leadership Manage, coach, and develop a small HR/Talent team, fostering professional growth and accountability. Drive process improvements across HR and recruiting functions to increase effectiveness and scalability. Actively participate in leadership meetings, contributing HR and talent perspectives to business decisions. Prepare, manage and track annual HR and Talent budgets. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification a plus). 10+ years of progressive HR experience, with at least 5 years in a leadership role covering both HR and talent acquisition. Strong knowledge of HR disciplines including employee relations, performance management, compensation, benefits, compliance, and talent development. Proven success leading recruiting strategies in a professional services or consulting environment preferred. Exceptional interpersonal, communication, and influencing skills; able to work assertively yet collaboratively with leaders and managers. Demonstrated ability to balance strategic leadership with hands-on execution. HR Certified preferred Additional Information pure Integration is an Equal Opportunity Employer (EOE), qualified applicants are considered for employment without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, or veteran status. All your information will be kept confidential according to EEO guidelines. Additionally, the Wage Transparency Omnibus Amendment Act of 2023 grants you rights regarding transparency in wage information. To learn more, please refer to this link. Disability Accommodation for Applicants to pure Integration pure Integration provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in job application procedures. For reasonable accommodation requests, please contact us by email at [email protected] or by mail to: pure Integration, Human Resources Department, 1801 Robert Fulton Dr, Suite 450, Reston, VA 20191. Please indicate the position you are applying for. Know Your Rights: Workplace Discrimination is Illegal (dol.gov) Right to Work (English and Spanish).pdf E-Verify Participation Notice (English and Spanish).pdf pure Integration would love to hear from you - your career journey starts here!

Full-Time Salary Range: $95,000 - $105,000 (commensurate with experience) Seeking an experienced Organizational Development Manager to design and implement development programs that enhance employee skills and drive a high-performance culture. The ideal candidate will also contribute to recruitment strategy, succession planning, and employee engagement across departments. Requirements: Bachelor's degree required Minimum 5 years in organizational development or a related field Strong HR knowledge and program development experience Experience in healthcare or senior living preferred Responsibilities: Design and execute talent development strategies across departments Implement succession planning and career mapping programs Support performance management and training initiatives Partner with leadership to align HR programs with business goals Oversee recruitment strategy and manage full-cycle hiring Evaluate organizational needs and develop customized training Track program metrics and recommend improvements Foster a culture of learning, engagement, and growth Benefits: Medical, Dental & Vision Company-paid STD/LTD & Life Insurance PTO + Holidays 401(k) with Match Training, Growth Opportunities & Certification (CPR, CDP) Access to fitness center and pool UKG Wallet (Daily Pay) Educational and US Citizenship Scholarship Opportunities Certified Dementia Practitioner Training * Well-Being Model Eligible Employees May Receive Annual Employee Recognition from Residents UKG Wallet (Daily Pay) Tickets to Work

About the Job The Director of Human Resources (HRD) is a strategic leader responsible for aligning HR strategies with business objectives across the system. This role leads through influence in a matrixed environment driving workforce strategy and ensuring operational excellence in HR service delivery. With a strong business acumen the HR Director partners closely with senior leadership in the entity and HR Centers of Expertise (COE) to shape organizational culture enhance talent capabilities and drive change management in alignment with the strategic organization operating plans. With strong executive communication skills the HRD enables effective decision-making champions change and ensures HR strategies are inclusive and embedded in operational execution. Primary Duties and Responsibilities * Strategic Business Partnership Act as a trusted advisor to senior leaders aligning workforce and organizational strategies with business objectives. Translate business needs into actionable HR strategies and initiatives that drive measurable outcomes. * Organizational Effectiveness & Design Partner with the OE COE to assess design and implement organizational structures that support strategic priorities. Lead entity-level change initiatives including M&A integration restructuring and workforce transitions. Use diagnostic tools and data to identify performance gaps and recommend structural or cultural interventions. * HRBP Team Development & Coaching Coach and mentor emerging HRBPs to build strategic capability and professional confidence. Foster a culture of continuous learning collaboration and shared best practices across the HRBP community. * Cross-Entity Collaboration & Efficiency Identify and lead cross-entity HR projects that enhance operational efficiency and elevate the HR function's impact. Promote consistency in HR service delivery and alignment with enterprise-wide goals. * Enterprise HR Integration Serve as the bridge between Business HR and COEs especially OE to ensure cohesive and scalable HR solutions. Provide business insights to COEs to shape relevant data-driven HR programs. * Execution Excellence Balance strategic thinking with hands-on execution of key HR initiatives. Ensure timely and effective implementation of HR programs policies and workforce solutions. * Change Leadership & Culture Enablement Lead change management efforts for organizational transformation and cultural alignment. Promote a culture of agility inclusion and innovation. * Governance & Compliance Ensure compliance with labor laws accreditation standards and MedStar policies. Represent HR in audits regulatory reviews and community engagements. * Participates in multidisciplinary quality and service improvement teams as appropriate. Participates in meetings serves on committees and represents the department and hospital/facility in community outreach efforts as appropriate. * 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. * Regularly participates in the development of System-wide plans goals and objectives as a member of the HR leadership team and membership on various entity specific and corporate committees. Interfaces coordinates activities and collaborates on decisions with key individuals within MedStar Health as needed. Minimal Qualifications Education * Bachelor's degree Human Resources Business Administration or related field. required or * Master's degree Human Resources Business Administration or related field. preferred Experience * 8-10 years in Human Resources in a large-scale multi-site matrixed organization required. Must have served in specialist roles such as HR Business Partner Generalist Employee Relations. required and * 5-7 years of management experience required * In-depth and up-to-date knowledge of talent acquisition talent management compensation benefits labor and associate relations law and HR technology. required * Proven track record of strategic HRBP leadership talent management and organizatio0nal development in similar sized organizations preferred Licenses and Certifications * SHRM-SCP preferred or * SHRM-CP preferred or * Senior Professional in Human Resources (SPHR)-HRCI preferred or * Professional in Human Resources (PHR)-HRCI preferred Knowledge Skills and Abilities * Demonstrated Excellence in HR Process Optimization: Proven ability to review streamline and implement high-quality HR processes with a consistent detail-oriented approach. Experienced in maintaining operational excellence across all HR functions driving efficiency and enhancing the overall employee experience at the organizational level. * Strategic Policy Interpretation and Organizational Development: Skilled in interpreting and applying company policies and organizational practices. Proactively identifies opportunities for improvement and recommends strategic changes that align with evolving business needs regulatory compliance and best practices in human resources management. * Effective Public Speaking and Stakeholder Engagement: Adept at developing and delivering impactful presentations on complex HR topics to executive leadership management teams and diverse employee groups. Able to communicate key initiatives policy changes and strategic HR objectives in a clear persuasive and engaging manner. * Leadership Coaching and Influence: Highly capable of influencing and coaching frontline managers and business unit leaders through a wide range of HR and business challenges. Fosters leadership development supports talent management initiatives and drives alignment with organizational objectives. * Strategic Planning and Execution: Experienced in translating organizational strategy and key initiatives into actionable plans for business units. Ensures seamless alignment between HR programs and company goals driving successful implementation and measurable outcomes at all levels of the organization. * Conflict Management and Negotiation: Demonstrated conflict management and negotiation skills; ability to effectively engage in collective bargaining activities. This position has a hiring range of USD $134,118.00 - USD $265,616.00 /Yr. General Summary of Position The Director of Human Resources (HRD) is a strategic leader responsible for aligning HR strategies with business objectives across the system. This role leads through influence in a matrixed environment driving workforce strategy and ensuring operational excellence in HR service delivery. With a strong business acumen the HR Director partners closely with senior leadership in the entity and HR Centers of Expertise (COE) to shape organizational culture enhance talent capabilities and drive change management in alignment with the strategic organization operating plans. With strong executive communication skills the HRD enables effective decision-making champions change and ensures HR strategies are inclusive and embedded in operational execution. Primary Duties and Responsibilities * Strategic Business Partnership Act as a trusted advisor to senior leaders aligning workforce and organizational strategies with business objectives. Translate business needs into actionable HR strategies and initiatives that drive measurable outcomes. * Organizational Effectiveness & Design Partner with the OE COE to assess design and implement organizational structures that support strategic priorities. Lead entity-level change initiatives including M&A integration restructuring and workforce transitions. Use diagnostic tools and data to identify performance gaps and recommend structural or cultural interventions. * HRBP Team Development & Coaching Coach and mentor emerging HRBPs to build strategic capability and professional confidence. Foster a culture of continuous learning collaboration and shared best practices across the HRBP community. * Cross-Entity Collaboration & Efficiency Identify and lead cross-entity HR projects that enhance operational efficiency and elevate the HR function's impact. Promote consistency in HR service delivery and alignment with enterprise-wide goals. * Enterprise HR Integration Serve as the bridge between Business HR and COEs especially OE to ensure cohesive and scalable HR solutions. Provide business insights to COEs to shape relevant data-driven HR programs. * Execution Excellence Balance strategic thinking with hands-on execution of key HR initiatives. Ensure timely and effective implementation of HR programs policies and workforce solutions. * Change Leadership & Culture Enablement Lead change management efforts for organizational transformation and cultural alignment. Promote a culture of agility inclusion and innovation. * Governance & Compliance Ensure compliance with labor laws accreditation standards and MedStar policies. Represent HR in audits regulatory reviews and community engagements. * Participates in multidisciplinary quality and service improvement teams as appropriate. Participates in meetings serves on committees and represents the department and hospital/facility in community outreach efforts as appropriate. * 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. * Regularly participates in the development of System-wide plans goals and objectives as a member of the HR leadership team and membership on various entity specific and corporate committees. Interfaces coordinates activities and collaborates on decisions with key individuals within MedStar Health as needed. Minimal Qualifications Education * Bachelor's degree Human Resources Business Administration or related field. required or * Master's degree Human Resources Business Administration or related field. preferred Experience * 8-10 years in Human Resources in a large-scale multi-site matrixed organization required. Must have served in specialist roles such as HR Business Partner Generalist Employee Relations. required and * 5-7 years of management experience required * In-depth and up-to-date knowledge of talent acquisition talent management compensation benefits labor and associate relations law and HR technology. required * Proven track record of strategic HRBP leadership talent management and organizatio0nal development in similar sized organizations preferred Licenses and Certifications * SHRM-SCP preferred or * SHRM-CP preferred or * Senior Professional in Human Resources (SPHR)-HRCI preferred or * Professional in Human Resources (PHR)-HRCI preferred Knowledge Skills and Abilities * Demonstrated Excellence in HR Process Optimization: Proven ability to review streamline and implement high-quality HR processes with a consistent detail-oriented approach. Experienced in maintaining operational excellence across all HR functions driving efficiency and enhancing the overall employee experience at the organizational level. * Strategic Policy Interpretation and Organizational Development: Skilled in interpreting and applying company policies and organizational practices. Proactively identifies opportunities for improvement and recommends strategic changes that align with evolving business needs regulatory compliance and best practices in human resources management. * Effective Public Speaking and Stakeholder Engagement: Adept at developing and delivering impactful presentations on complex HR topics to executive leadership management teams and diverse employee groups. Able to communicate key initiatives policy changes and strategic HR objectives in a clear persuasive and engaging manner. * Leadership Coaching and Influence: Highly capable of influencing and coaching frontline managers and business unit leaders through a wide range of HR and business challenges. Fosters leadership development supports talent management initiatives and drives alignment with organizational objectives. * Strategic Planning and Execution: Experienced in translating organizational strategy and key initiatives into actionable plans for business units. Ensures seamless alignment between HR programs and company goals driving successful implementation and measurable outcomes at all levels of the organization. * Conflict Management and Negotiation: Demonstrated conflict management and negotiation skills; ability to effectively engage in collective bargaining activities.

About the Job The Director of Human Resources (HRD) is a strategic leader responsible for aligning HR strategies with business objectives across the system. This role leads through influence in a matrixed environment driving workforce strategy and ensuring operational excellence in HR service delivery. With a strong business acumen the HR Director partners closely with senior leadership in the entity and HR Centers of Expertise (COE) to shape organizational culture enhance talent capabilities and drive change management in alignment with the strategic organization operating plans. With strong executive communication skills the HRD enables effective decision-making champions change and ensures HR strategies are inclusive and embedded in operational execution. Primary Duties and Responsibilities * Strategic Business Partnership Act as a trusted advisor to senior leaders aligning workforce and organizational strategies with business objectives. Translate business needs into actionable HR strategies and initiatives that drive measurable outcomes. * Organizational Effectiveness & Design Partner with the OE COE to assess design and implement organizational structures that support strategic priorities. Lead entity-level change initiatives including M&A integration restructuring and workforce transitions. Use diagnostic tools and data to identify performance gaps and recommend structural or cultural interventions. * HRBP Team Development & Coaching Coach and mentor emerging HRBPs to build strategic capability and professional confidence. Foster a culture of continuous learning collaboration and shared best practices across the HRBP community. * Cross-Entity Collaboration & Efficiency Identify and lead cross-entity HR projects that enhance operational efficiency and elevate the HR function's impact. Promote consistency in HR service delivery and alignment with enterprise-wide goals. * Enterprise HR Integration Serve as the bridge between Business HR and COEs especially OE to ensure cohesive and scalable HR solutions. Provide business insights to COEs to shape relevant data-driven HR programs. * Execution Excellence Balance strategic thinking with hands-on execution of key HR initiatives. Ensure timely and effective implementation of HR programs policies and workforce solutions. * Change Leadership & Culture Enablement Lead change management efforts for organizational transformation and cultural alignment. Promote a culture of agility inclusion and innovation. * Governance & Compliance Ensure compliance with labor laws accreditation standards and MedStar policies. Represent HR in audits regulatory reviews and community engagements. * Participates in multidisciplinary quality and service improvement teams as appropriate. Participates in meetings serves on committees and represents the department and hospital/facility in community outreach efforts as appropriate. * 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. * Regularly participates in the development of System-wide plans goals and objectives as a member of the HR leadership team and membership on various entity specific and corporate committees. Interfaces coordinates activities and collaborates on decisions with key individuals within MedStar Health as needed. Minimal Qualifications Education * Bachelor's degree Human Resources Business Administration or related field. required or * Master's degree Human Resources Business Administration or related field. preferred Experience * 8-10 years in Human Resources in a large-scale multi-site matrixed organization required. Must have served in specialist roles such as HR Business Partner Generalist Employee Relations. required and * 5-7 years of management experience required * In-depth and up-to-date knowledge of talent acquisition talent management compensation benefits labor and associate relations law and HR technology. required * Proven track record of strategic HRBP leadership talent management and organizatio0nal development in similar sized organizations preferred Licenses and Certifications * SHRM-SCP preferred or * SHRM-CP preferred or * Senior Professional in Human Resources (SPHR)-HRCI preferred or * Professional in Human Resources (PHR)-HRCI preferred Knowledge Skills and Abilities * Demonstrated Excellence in HR Process Optimization: Proven ability to review streamline and implement high-quality HR processes with a consistent detail-oriented approach. Experienced in maintaining operational excellence across all HR functions driving efficiency and enhancing the overall employee experience at the organizational level. * Strategic Policy Interpretation and Organizational Development: Skilled in interpreting and applying company policies and organizational practices. Proactively identifies opportunities for improvement and recommends strategic changes that align with evolving business needs regulatory compliance and best practices in human resources management. * Effective Public Speaking and Stakeholder Engagement: Adept at developing and delivering impactful presentations on complex HR topics to executive leadership management teams and diverse employee groups. Able to communicate key initiatives policy changes and strategic HR objectives in a clear persuasive and engaging manner. * Leadership Coaching and Influence: Highly capable of influencing and coaching frontline managers and business unit leaders through a wide range of HR and business challenges. Fosters leadership development supports talent management initiatives and drives alignment with organizational objectives. * Strategic Planning and Execution: Experienced in translating organizational strategy and key initiatives into actionable plans for business units. Ensures seamless alignment between HR programs and company goals driving successful implementation and measurable outcomes at all levels of the organization. * Conflict Management and Negotiation: Demonstrated conflict management and negotiation skills; ability to effectively engage in collective bargaining activities. This position has a hiring range of USD $134,118.00 - USD $265,616.00 /Yr.

Job Description Director of People Operations ???? ???? Status: Full-Time | Exempt Join Our Village At N Street Village, we believe in the power of community. We foster a culture of accountability, trust, and excellence-where collaboration, compassion, and inclusion are at the heart of everything we do. Together, we support one another so we can best serve the women who rely on us. N Street Village is a community of empowerment and recovery for women experiencing homelessness and low income in Washington, DC. Through a comprehensive suite of services-from emergency shelter to permanent supportive housing-we help women achieve stability and make meaningful progress in housing, health, employment, and recovery. We also provide affordable housing for low- and moderate-income individuals and families. Learn more about our mission at *********************** Position Overview We are seeking a Director of People Operations (DHR) to lead strategic initiatives that enhance staff experience and align with our mission. As a key member of the senior leadership team, the DHR will oversee day-to-day HR operations while driving innovation in compliance, culture, and organizational development. This is a unique opportunity to shape the future of a mission-driven organization and foster a workplace where people thrive. Key Responsibilities Lead and execute HR strategies aligned with organizational goals: workforce planning, retention, performance, training, and culture. Serve as a trusted advisor to senior leadership on organizational and management issues. Supervise and mentor 2-3 HR staff, supporting their professional growth. Develop and implement HR policies and ensure compliance with federal, state, and local regulations. Oversee HR operations: benefits, payroll (in partnership with Finance), employee relations, recruitment, and engagement. Collaborate with the CFO and CEO to design competitive and sustainable compensation and benefits programs. Ensure accurate and timely reporting, data integrity in ADP, and compliance with government contract requirements. Facilitate training programs including onboarding, compliance, and leadership development. Lead performance management processes tied to strategic goals. Conduct exit interviews and analyze turnover trends to inform retention strategies. Qualifications Bachelor's degree in HR, Business, or related field (MBA a plus) 8-10 years of progressive HR experience, including 3+ years in a leadership role HR Certification strongly preferred (PHR, SPHR, SHRM-CP, or SHRM-SCP) Proficiency in ADP Workforce Now and Microsoft Office Suite Proven ability to lead and inspire teams in a diverse, mission-driven environment Why Join N Street Village? At N Street Village, your work directly impacts the lives of women in need. We offer a supportive, inclusive environment where your growth is nurtured and your contributions are valued. If you're ready to bring your HR expertise to a purpose-driven organization, we'd love to hear from you. The Village Benefits Health & Wellness Medical, Dental, Vision Insurance Accident, Hospital, and Critical Illness Plans Employee Assistance Program Short-Term and Long-Term Disability Financial 403(b) Retirement Savings Plan Flexible Spending Accounts Smart Trip Pre-Tax Commuter Benefits Insurance Life Insurance Time Off Generous Annual Leave Sick Days Floating Holidays N Street Village is an equal opportunity employer. We are committed to creating a diverse and inclusive workplace and encourage applicants from all backgrounds to apply.

Overview of Easterseals Serving DC | MD | VA Who We Are Including Individuals. Empowering Families. Strengthening Communities.℠ Easterseals DC MD VA (************** is leading the way to full equity, inclusion, and access through direct and life-changing disability and community services. Since 1945, Easterseals DC MD VA has worked tirelessly to enhance quality of life and expand access to healthcare, education, and employment. And we won't rest until each one of us is valued, respected, and accepted. We take a holistic approach, providing comprehensive services to thousands of children and adults in our neighborhoods, no matter their disability, military status, income, race, or age: To help each child reach their full potential, we provide personalized child development and early intervention services. To improve health and reduce isolation in adults with disabilities, we offer engaging activities and expansive resources. To enable military families to integrate into the community, we provide a suite of services, including employment support and mental healthcare. And to sustain families and caregivers, we provide comprehensive services and support. Together with our partners, we're reducing poverty and homelessness and improving healthcare and employment by empowering people of all ages and abilities to be full and equal participants in their communities. Join us. As the Easterseals affiliate serving Washington, DC, Maryland, and Northern Virginia, (************** Easterseals DC MD VA works through public-private partnerships to provide community-based services in the most efficient manner possible. These traits were demonstrated in the opening our Harry & Jeanette Weinberg Inter-Generational Center, which has quickly become an international model of excellence for delivering superior outcomes, including creating meaningful connections between generations. It was opened through visionary partnership among local, state, and national governments, as well as private individual, corporate, and foundation investment. The shared resources created a maximum return on investment for the community. Through a variety of resources, Easterseals provides information and guidance about how to navigate changing needs within our communities. Easterseals DC MD VA, we know that creating a hopeful, inclusive community where all people realize their potential and live meaningful lives can be done only when we value our greatest asset - our staff. More than 200 employees across the greater Washington, DC area, from Hagerstown, Maryland, to Falls Church, Virginia, value the rewarding work that enables Easterseals to lead the way to 100% equity, inclusion, and access for people with disabilities, families, and communities. If you want to do well while doing good, Easterseals DC MD VA may be the place for you. Core Values Our entire staff shares our Core Values which are an integral component of the success of ESDCMDVA: Respect: We respect each other. We value the uniqueness and dignity of each individual and appreciate the strength of diversity and inclusion. Responsibility: We share a sense of responsibility for doing things right, being good stewards and being accountable for our actions. Integrity: We conduct business ethically with a commitment to moral integrity and we expect people to hold a high moral standard. We communicate openly, honestly and directly. Innovation: We embrace new ideas, take measured risks and find better ways to help more people. Care: We show compassion for others and continue to live our mission each day. Easterseals Job Description Job Title: Human Resources Director Department: Human resources Location: Silver Spring Reports to: Vice President of HR FLSA Classification: Exempt Human Resources Director Job Summary: The Human Resources Director position is responsible for aligning business objectives with employees and management in designated programs/departments. The Human Resources Director maintains an effective level of business literacy about the organization's financial position, plans, culture, and challenges. This position reports to the VP Human Resources. Supervisory Responsibilities: This position may have direct supervisory responsibilities and serves as a coach and mentor for other positions in the department. This position is responsible for managing the front desk security personnel at the corporate office. Duties/Responsibilities: Conducts regular meetings with assigned programs/departments. Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Partners with VP of HR on escalated employee relations issues. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with legal counsel as needed/required. Provides day-to-day performance management guidance for management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Provides guidance and input on program/department restructures and workforce planning. Identifies training needs for business units and individual executive coaching needs. Performs full cycle recruiting for all levels of positions. Assist, develops and executes organization-wide programs such as wellness campaigns, open enrollment, community events, job fairs etc. Performs other related duties as assigned. Attend and professionally represent the company at various community events, unemployment hearings etc. Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and critical thinking skills. Proficient with Microsoft Office Suite or related software. Must be able to travel to office locations within DC, MD, and VA on a consistent and daily basis. Education and Experience: Minimum of 7 years of experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Bachelor's degree preferred. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credentials strongly preferred. Physical Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift to fifteen pounds at times. Must be able to occasionally stand for prolonged periods of (job fairs, organizational events etc. Pay Range : $80,000 to $95,000 Annually #IND1

Qualifications: Must have or be eligible for Virginia licensure. Licensed as teacher or counselor in Virginia with a strong background in core content area (English, Math, Science or Social Studies) Dual endorsement in English as a Second Language and/or Special Education, or in any other content area, is preferred but not required. Experience: Strong knowledge of and experience with formative and summative assessment tool Five years classroom experience Experience in designing, facilitating and implementing professional learning activities related to inclusivity, diversity, equity, implicit bias and other barriers the education Knowledge of and practice in implementing culturally responsive strategies and techniques Experience and demonstrated success in working with small groups, collaborative settings, and diverse family populations Excellent communication skills, innovative and the ability to think systemically Responsibilities: The coordinator works collaboratively with designated staff to address the needs of culturally and linguistically diverse students. In addition, coordinators design and implement ongoing initiatives that support student success by focusing on academic development, social-emotional development and college and career preparedness. This includes: Supporting professional development focusing on the specific and unique needs of culturally diverse learners. Designing and implementing professional learning activities related to inclusive and equitable environments for all staff that meet the academic, social, and emotional needs of culturally diverse learners Supporting culturally relevant instruction in classrooms and culturally relevant interactions among stakeholders Collaborating with teachers to improve educational outcomes and learning through co-planning, co-teaching, conducting non-evaluative observations and coaching in the area of culturally responsive and equitable practices Working with students, staff, and families to help students transition from middle school to high school Meeting with teachers and other staff to support students' academic success Working regularly with students (individually and in small groups) Developing partnerships within and outside of the school system that support students' academic development, social emotional development, and college and career readiness; including but not limited to mentorship opportunities, award ceremonies, scholarships, community-based field trips, seminars, tutorial programs, and summer programs Monitoring and assist staff with interpreting quantitative and qualitative data to improve academic outcomes Providing submissions to DTL newsletters, APS publications, and social media outlets that engage all stakeholders Serve as a resource and provide guidance on issues related to inclusion, equity, social justice and diversity Working with families and staff to improve communications between home and schools Meeting regularly with parents (individually and in groups) Encouraging and preparing families to participate in all levels of school engagement, i.e. parenting academies, volunteering opportunities, and collaborating with community partners Serve as an advocate for historically marginalized students and families by attending meetings i.e., discipline, intervention, special education, team meetings, or parent/teacher conferences for culturally diverse students Other duties as assigned Salary: Salary will be based on the FY2025-26 salary schedule Other Information: If you would like to apply for a position please follow these steps. 1. Log in to your application and select the appropriate application (Current APS employees interested in transferring must select the Employee Transfer Application). If you are a new online application user, please regiser with the online system, then proceed to Step 2. 2. Login to your application, select the appropriate application, click the Start Application button at the bottom of the page. 3. Click the Continue/Save button at the bottom of the each web page until you reach the Employment Openings page of the application. 4. On the Employment Openings page, click the Add Job button. 5. Select the position you would like to apply for from the drop down list. 6. Click the Add Another button to add a different position to your application or if you have finished click the Continue button and proceed to Step 7. 7. Once you have finished selecting the job(s) click the Continue button at the bottom of each web page and submit the application. (You will need to complete the Applicant Testimony and Applicant's Authorization Statement every time you re-submit your application). 8. Click the Submit button on the left. 9. Click the Submit Application button to finish applying for an APS position(s). 10. Please do not contact the schools regarding job openings. Arlington Public Schools is an Equal Opportunity Employer It is the policy of the Arlington School Board, as stated in Policy G-2.30, Employee Relations - Equal Employment Opportunity - that “Employment opportunities shall not be restricted, abridged or otherwise adversely affected on the basis of race, national origin, creed, color, religion, gender, age, economic status, sexual orientation, national origin, marital status, genetic information, gender identity or expression, and/or disability.”

The HR Director System Office provides senior HR leadership partnership to Inova's corporate functions, including IT, Finance, Legal, Supply Chain and other system operational groups. This role ensures the consistent delivery of HR programs and services while supporting leaders through workforce planning, organizational change, talent development, and team member engagement initiatives. A core focus of this position is partnering closely with Information Technology leadership and the Organizational Development (OD) team to drive workforce upskilling and readiness - particularly in the areas of digital transformation, technology adoption, and artificial intelligence enablement. This leader will play a key role in building capability across the system to support Inova's evolving care delivery and business models. Key Responsibilities: Strategic Partnership & Workforce Leadership Serve as the primary HR partner to system office executives and shared services leaders, providing consultative support on workforce planning, organizational design, talent strategy, and leadership development. Lead HR initiatives that align with digital transformation, operational efficiency, and system growth. Support executive leadership teams through change management efforts, including restructures, new operating models, and large-scale functional transformation. IT & Digital Workforce Enablement Partner closely with IT leadership to support workforce strategies related to technology transformation, managed services partnerships, cybersecurity readiness, and next-generation clinical and business systems. Collaborate with Organizational Development to design and deploy workforce upskilling initiatives focused on: AI literacy and adoption Digital skill development Change leadership capability for technology transformation Manager and leader readiness for evolving work models HR Operations Leadership Provide operational oversight of HR Business Partners assigned to corporate departments. Ensure consistent delivery of HR programs including engagement strategy, employee relations, performance management, talent development, and workforce analytics. Guide and resolve complex employee relations matters and leader escalations. Ensure HR practices align with system policies, legal requirements, and organizational values. Change Management & Organizational Effectiveness Serve as a key change leader supporting cross-functional transformation initiatives. Partner with OD to support leadership effectiveness, team health, and collaboration across system functions. Drive culture-building initiatives that reinforce accountability, continuous improvement, and innovation. Leadership & Operational Expectations Model strong executive presence and partnership behavior. Act as a connector between site-based HR Operations teams and corporate leaders. Maintain consistent communication cadence with stakeholder groups. Minimum Requirements: Experience - 7 years of progressive HR leadership experience Education - Bachelor's degree required in HR, Business, or related field