Human Resources Business Partner Jobs in Washington, DC

Gridiron IT is looking to hire a HR Business Partner. The HRBP aligns the organization's people strategy with its business strategy. The position formulates partnerships across the HR function to deliver value-added service to management and employees reflecting the company culture. The HRBP is not only a people champion and administrative expert, but a change agent and strategic partner for the business. Together with Operations leadership, the HRBP works on setting priorities, driving values, and delivering business results. A successful candidate must be a team player with excellent communication, analytical and people skills. They must thrive while being flexible and responsive. To be successful, strong critical thinking is a must and solutioning a superpower for this role. The candidate should be able to work in an exciting and fast paced technical Government Contracting environment and be agile and adaptable to changing needs and priorities. Supports the HR Team by meeting with Portfolio and Program leadership to determine issues, identify opportunities for improvement, and/or provide resources and support Consults with Portfolio and Program management, providing HR guidance and assistance regarding employee relations issues, performance improvement plans, terminations, retention strategy, talent planning, training and development, conflict resolution, complaint investigations, terminations, etc. Incorporates the HR body of knowledge into daily operations and business solutions Consults with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues. Analyzes Sector and Program metrics and trends, in partnership with management and the HR team, to assist in developing and executing systemic solutions to turnover/retention, diversity & inclusion initiatives, and policies/procedures to enable further team success Fosters engagement with employees and suports a high trust environment that embodies the company's culture and values Maintains current and in-depth knowledge of federal, state, and local legal requirements related to day-to-day management of employees in a Government Contracting environment, reducing legal risks and ensuring regulatory compliance Manages and resolves complex employee issues to ensure compliance of local, state, and federal legal requirements (i.e., FMLA, ADA accommodations, leave, etc.) Provides coaching and guidance directly with employees as needed on the following: career development plans, work relationships, engagement, culture, management concerns, benefit issue, etc. Provides HR policy and procedure guidance and interpretation to Portfolio and Program management and employees Assists Program management and employees with new hire integration, career path development, promotions, transfers, etc. Manages or conducts organizational training for programs Performs other duties as assigned Qualifications 5-8 years' experience 3+ years' as an HRBP role for a Government Contractor Bachelor's degree in HR, Business Management, or related discipline PHR or SHRM-CP Certification ADP Workforce Now experience Well versed in the total body of Human Resources knowledge and experienced with practical application. Well-honed business acumen skills and experienced in meeting the business's needs by providing Human Resources solutions. Responsible for the creation and delivery of Human Resources special projects and related analysis. Demonstrated knowledge of federal, state(s), and local labor and employment laws Proven exceptional internal customer service focus and collaborative interpersonal skills Demonstrated ability to work effectively in a fast paced, dynamic growth environment Excellent verbal and written communication skills Strong organizational and time management skillswith proven ability to effectively manage multiple projects with quality results Demonstrated data/metric analytical and problem-solving skills Confident public speaking and presenting skills Exceptional history of ethical conduct and confidentiality Proficient with Microsoft Office Suite Will require to come to the office 2-3 days per week Clearance Applicants selected will be subject to a security investigation and may need to meet eligibility requirements for access to classified information. Compensation and Benefits Salary Range: $50-55 hourly (Compensation is determined by various factors, including but not limited to location, work experience, skills, education, certifications, seniority, and business needs. This range may be modified in the future.) Benefits: Gridiron offers a comprehensive benefits package including medical, dental, vision insurance, HSA, FSA, 401(k), disability & ADD insurance, life and pet insurance to eligible employees. Full-time and part-time employees working at least 30 hours per week on a regular basis are eligible to participate in Gridiron's benefits programs. Gridiron IT Solutions is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status or disability status. Gridiron IT is a Women Owned Small Business (WOSB) headquartered in the Washington, D.C. area that supports our clients' missions throughout the United States. Gridiron IT specializes in providing comprehensive IT services tailored to meet the needs of federal agencies. Our capabilities include IT Infrastructure & Cloud Services, Cyber Security, Software Integration & Development, Data Solution & AI, and Enterprise Applications. These capabilities are backed by Gridiron IT's experienced workforce and our commitment to ensuring we meet and exceed our clients' expectations.

MyStudio is a software-as-a-service suite of products that gives fitness, martial arts, and other membership-based business studio owners the freedom that comes from automating and simplifying how customers buy from them - making them more money at all hours of the day, saving them money, and granting them more time. We're seeking a fun and effective People Operations Lead to join our team! As the People Operations Lead, you will play a pivotal role in shaping the culture and success of our organization. You will be responsible for overseeing all aspects of recruiting, human resources, and many parts of employee development, ensuring that we attract, retain, and empower top talent to drive our company's mission forward. Key Responsibilities: Recruitment and Talent Acquisition: Develop and implement effective recruitment strategies to attract top-tier talent. Manage our recruitment efforts, with a team involved with sourcing and interviewing to offer negotiation and onboarding. Collaborate with department heads to understand hiring needs and ensure a seamless recruitment experience. Employee Onboarding and Orientation, and Offboarding: Design and execute comprehensive onboarding programs to integrate new hires into the company culture. Facilitate orientation sessions to provide new employees with an understanding of our values, policies, and expectations. Offboard team members in a professional manner. Human Resources Management: Oversee all HR functions, including but not limited to employee relations, team coaching, performance management, and policy implementation. Act as a resource for employees, addressing concerns, resolving conflicts, and ensuring a positive work environment. Keep abreast of industry trends and best practices to continuously enhance HR policies and processes. Professional Development: Design and implement initiatives to support ongoing professional development for employees. Collaborate with managers to identify training needs and create targeted programs to enhance team skills. Culture and Engagement: Foster a positive and inclusive company culture that aligns with our values and promotes employee engagement. Plan and execute team-building activities, events, and recognition programs. Data Analysis and Reporting: Utilize HR metrics and analytics to assess the effectiveness of HR programs and inform decision-making. Prepare regular reports on key HR performance indicators for leadership. Effectiveness in this role will be measured by key performance indicators such as: Recruitment/onboarding experience satisfaction Employee satisfaction Retention of talent Education and training programs completed by team members Cost per hire Role Requirements: Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or HR certification is a plus. 3- 5 years of proven experience in HR and recruiting, preferably in the tech industry. Excellent interpersonal and communication skills 😀 Demonstrated ability to lead and inspire a team. Excellent attention to detail A love for creating systems, organizing, and data! A positive, friendly demeanor - we work hard, but we also have fun :) Understanding of the laws, regulations, and best practices in people operations, and being ready to roll up their sleeves and apply them in this role Comfort with change - we are rapidly scaling as a company, and things are dynamic and exciting - are you okay with that? Really great at problem-solving, coming up with solutions, and working across teams (you will be working with members of multiple teams in your role) Please note this job description is not designed to cover a comprehensive listing of activities, duties, or responsibilities that are required of the team member for this job. Duties, responsibilities, and activities are subject to change. Work Environment In-office position based in Fairfax, VA, a suburb of Washington, DC. Any applicant who lives outside commuting distance of Fairfax will not be considered, sorry! We are a technology company, so we use a lot of software. You will be using programs such as Hubspot, Slack, Google Workspace, Breezy, Gusto, and video meetings. Working Hours: Monday - Friday, 8:30AM - 5:30PM EST. This schedule is subject to adjustments as needed, with discussion with the team member and the needs of the team. The total hours would be 45 hours per week: 40 working hours and 5 hours of unpaid lunch breaks. Why Work For MyStudio? The chance to get in on the “ground floor” of a tech company with startup energy The ability to make a difference from day one The power to make a positive difference in fitness, children's education, and other membership-based industries doing admirable work A competitive salary, bonus program, and benefits, commensurate with your experience Health insurance, 401K, paid time off, and sick leave for full-time team members Interested? Please read this posting carefully, visit our website (***************** learn about us, and then apply. We are excited to grow our team, so if you're a good fit, expect this process to move quickly. Pre-Employment Background Checks All offers of employment are contingent upon clear results of a thorough background check

Sunrise Senior Living was again certified as a Great Place to Work by Activated Insights. This is the 7th time Sunrise has received this top culture and workplace designation, highlighting the special place Sunrise is to be a part of. COMMUNITY NAME Community Support Office Job ID 2024-220364 JOB OVERVIEW The Senior Program Manager for Sunrise Senior Living works with Human Resources (HR) functional areas and external vendors to manage the execution of HR initiatives. This role will partner with change management and Communications to drive the successful implementations of process and technology enhancements. This role develops and manages all procedures and processes related to Employee Employment Practices including but not limited to pre-employment screening and compliance with all labor laws, leave of absences, corrective action, Equal Employment Opportunity Commission (EEOC) and Title VII, Americans with Disability Act (ADA), Affirmative Action Plan (AAP), unemployment claims, and separations. RESPONSIBILITIES & QUALIFICATIONS Responsibilities: As a part of the Sunrise team, supporting our Mission, Principles of Service and Core Values is a fundamental part of this job. Our foundational belief is the sacred value of human life. The unique responsibilities for this role include but are not limited to the essential functions listed as follows: • Meet regularly with the Vice Presidents of Legal, Compliance and HR Operations to understand the HR needs of the community operations team. • Monitor and evaluate the effectiveness of HR processes and systems, identifying areas for improvement and implementing corrective actions as needed. • Escalate risks, issues, and decisions needed to leadership. • Collaborate with senior leadership and key stakeholders to identify opportunities for process improvement and efficiency gains. • Oversee the implementation of HR process improvement initiatives, ensuring alignment with organizational goals and objectives. • Drive the adoption of best practices and industry standards in HR process optimization, leveraging technology and data analytics to drive informed decision-making. • Serve as a subject matter expert on HR process optimization and best practices, providing guidance and support to HR staff and leadership. • Manage programs total costs and advises on recommended modifications to programs. • Select and manage vendors in support of designated programs. • Partner with the Corporate Support Office (CSO) HR Analytics team to develop and analyze core HR Operations metrics and determine the responsive strategies and tactics to address the gaps identified. • Monitor adherence to policy and procedure for the programs owned. • Seek to continually adopt new best in class tactics implemented with and across industries. • Communicate project status effectively as well as risks and issues and decisions needed to executive teams. • Maintain compliance in assigned required training and all training required by state/province or other regulating authorities as applicable to this role to ensure that Sunrise standards are always met. • Perform other duties as assigned. Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed throughout this job description are representative of the knowledge, skills, and abilities required. • Bachelor's degree in business administration or related field; Master's degree in business administration or related field preferred • 5-7 years of Human Resource Experience • Expert user of Microsoft (MS) Excel, MS PowerPoint, and MS Suite with the ability to learn new or updated software • Can quickly gain a clear and comprehensive understanding of Human Resource strategies, priorities, and initiatives and represent them to various constituencies • Thorough understanding of, or ability to quickly learn, the office equipment, recordkeeping systems, management information systems, and related protocols used in the organization • Position may require both teleworking and in-office working conditions ABOUT SUNRISE Sunrise Senior Living has championed quality of life in senior care for more than 30 years. We believe team members are our greatest resource and are looking for people who share our commitment to provide quality care for seniors and their families. It's no surprise that many of the world's leading experts in Senior Living entrust their career to Sunrise. At Sunrise, you will... Make a Difference Every Day We are passionate about our mission - to champion quality of life for all seniors. We deliver high-quality care with a personal touch and encourage our residents to enjoy life to the fullest. Be Part of a Uniquely Supportive Community The care-focused environment we create for residents extends to our team members. We offer programs, rewards, and benefits to help you live your best. I gnite Your Potential We believe potential has no limits. We offer best-in-class leadership development programs designed to grow our leaders. We are committed to helping our team members achieve their career goals. We also offer benefits and other compensation that include: Medical, Dental, Vision, Life, and Disability Plans Retirement Savings Plans Employee Assistant Program / Discount Program Paid time off (PTO), sick time, and holiday pay Daily Pay offered to get paid within hours of a shift (offered in the U.S. only) Tuition Reimbursemen t In addition to base compensation, Sunrise may offer discretionary and/or non-discretionary bonuses. The eligibility to receive such a bonus will depend on the employee's position, plan/program offered by Sunrise at the time, and required performance pursuant to the plan/program. Some benefits have eligibility requirements Apply today to learn why Sunrise Senior Living is a certified Great Place to Work PRE-EMPLOYMENT REQUIREMENTS Sunrise considers the health and safety of its residents, family members, and team members to be one of its highest priorities. Employment with Sunrise is conditioned on completing and passing a drug test (which does not include marijuana), participating in testing requirements (e.g. Tuberculosis Test, Physical Evaluation). Covid-19 and Influenza vaccination is only required to the extent mandated by applicable federal, state, and local laws and authorities. COMPENSATION DISCLAIMER Selected candidates will be offered competitive compensation based on geographic location of community/office, skills, experience, qualifications, and certifications/licenses (where applicable).

Job Title: HR Business Partner Pay Rate: $35-$40 per hour (based on experience) Job Type: Temporary, Full-time ASAP NEED: Starting next week We are seeking a dedicated and detail-oriented Temporary HRBP to join our team in Ashburn, VA. This role is ideal for an individual with strong knowledge of HR best practices and a passion for supporting day-to-day HR operations. The person will be responsible for assisting with key HR functions including recruitment, employee relations, benefits administration, compliance, and more. This position offers a flexible yet fast-paced work environment and requires a hands-on professional with excellent communication and organizational skills. Key Responsibilities: Assist in recruitment processes, including posting job openings, screening resumes, conducting interviews, and onboarding new employees. Provide support with employee relations by addressing inquiries, managing conflict resolution, and fostering a positive work environment. Administer employee benefits programs and ensure accurate enrollment, updates, and compliance with relevant regulations. Manage HR documentation, including maintaining employee records, processing HR forms, and generating reports as needed. Ensure compliance with local, state, and federal employment laws and regulations. Assist with the development and implementation of HR policies and procedures. Support payroll processes as needed, ensuring timely and accurate submission of employee data. Conduct exit interviews and manage offboarding processes. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field (preferred). 2+ years of HR experience, preferably in a generalist role. Strong understanding of HR laws, regulations, and best practices. Proficient with Microsoft Office Suite and HRIS systems. Exceptional interpersonal and communication skills. Strong problem-solving abilities and attention to detail. Ability to work independently in a fast-paced environment and manage multiple priorities. Duration: This is a temporary role with an expected duration of 3-6 months, with potential for extension based on business needs.

Director, Human Resources - Nonprofit Arlington, VA - hybrid Lead and manage all HR functions within the organization. Develop and implement HR strategies, policies, and programs to support the organization's goals and objectives. Collaborate with executives, senior management, and others to ensure alignment between HR initiatives and the overall business strategy. Manage a team of two HR professionals including corporate culture, talent acquisition, continuous workforce improvement and planning, employee engagement/relations, change management, performance management, training and development, total rewards, inclusion and diversity, and policy development and compliance. What you'll do Strategic HR Planning: Develop and implement HR strategies aligned with the organization's objectives. Identify current and future HR needs and proposes solutions to enhance organizational effectiveness. Employee Relations: Handle employee relations issues including conflict resolution, disciplinary actions, and grievance procedures. Promote a positive work environment and foster employee engagement and morale. Unions and Collective Bargaining: Provide consulting and insights into contract negotiations/agreements. Serve as the HR point of contact for addressing labor relations, compensation, benefits, and talent management issues/inquiries related to union involvement (in partnership with WETA's legal team). Partner closely with union representatives as needed. Policy Development and Compliance: Establish HR policies and procedures to ensure compliance with legal and regulatory requirements. Provide guidance and support to management and employees on HR-related matters. Talent Acquisition and Management: Oversee the recruitment and selection process to attract and retain top talent. Develop workforce planning strategies to address current and future staffing needs. Oversee employee onboarding, orientation, and training programs. Performance Management: Develop and implement performance management systems to evaluate employee performance and productivity. Provide coaching and feedback to managers and employees to support professional development and goal attainment. Compensation and Benefits: Oversee the design and administration of compensation and benefits programs. Conduct salary surveys and analyze compensation trends to ensure competitive pay practices. HR Metrics and Reporting: Establish key HR metrics and analytics to measure the effectiveness of HR programs and initiatives. Prepare regular reports for senior management on HR metrics, trends, and outcomes. Employee Development: Design and implement employee development programs to enhance skills and competencies. Identify training needs and collaborate with managers to develop training plans. HR Technology and Systems: Evaluate and implements HR technology solutions to streamline HR processes and improve efficiency. Manage HRIS and ensure data accuracy and integrity. What you'll need to succeed (requirements) Bachelor's degree and demonstrated ability to lead and manage an HR team, provide direction, coaching, and mentoring to ensure effective performance. Strong employee relations skills including experience handling issues, investigations, conflict resolution, disciplinary actions, and fostering a positive work environment. Thorough understanding of employment laws and regulations to ensure the organization's HR practices comply with legal requirements. Proficiency using data and analytics to measure HR metrics such as turnover rates, employee engagement, and workforce productivity. Ability to manage organizational change effectively including restructuring, mergers/acquisitions, and culture transformation. Adherence to ethical standards and maintaining confidentiality with sensitive HR information. Excellent negotiation for HR-related agreements and resolving conflicts between employees or departments. Familiarity with HRIS for managing payroll, performance evaluations, applicant tracking, and other HR functions. Capacity to develop long-term HR plans aligned with organizational goals and adapt strategies to evolving business needs. Awareness and understanding of diversity, equity, and inclusion principles to foster a diverse and inclusive workplace. Knowledge of union rules and laws. Advanced proficiency in MS Office. SPHR preferred. We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable federal, state, or local law.

JDP is seeking a Human Resources Manager in Tysons Corner, VA, to oversee a manufacturing facility. ** Must have OSHA experience *** Responsibilities: Lead HR activities focusing on integration, talent management, recruitment, retention, and employee relations. Implement policies to enhance management-employee relations. Participate in the Plant Leadership team to represent HR initiatives. Oversee talent acquisition, onboarding, development, and departures. Manage HR-related changes and apply company policies consistently. Mentor staff for fair policy application. Resolve complex employee relations issues and conduct investigations. Guide performance management, coaching, and disciplinary actions. Foster strong work relationships, morale, and productivity. Hold regular meetings with management to address facility needs. Coordinate transportation for plant workers and monitor reports. Identify training needs and conduct bi-monthly training sessions. Plan and conduct new employee orientation. Support benefits administration and troubleshoot coverage issues. Ensure OSHA compliance and investigate workplace injuries. Address HR policy inquiries. Facilitate bonus payments, promotions, and payroll support. Qualifications: Education: Bachelor's Degree in Human Resources or related field preferred; Professional in Human Resources or SHRM Certified Professional preferred. Experience: Minimum 5 years of progressive HR experience; manufacturing experience preferred; familiarity with ADP Workforce Now is a plus; bilingual skills are a plus. Skills: Ability to thrive in a fast-paced environment while managing multiple priorities; strong commitment to confidentiality and professionalism; excellent interpersonal skills for fostering positive workplace relationships; solid understanding of HR practices and employment laws (OSHA, EEO regulations); experience with workers' compensation claims and investigations; ability to read and interpret safety regulations and operational procedures. Communication: Strong written and verbal communication skills; excellent organizational, analytical, and time management abilities. Technical: Proficient in Microsoft Word, Excel, PowerPoint, Outlook, and ADP; experience with SharePoint is a plus. Working Conditions: No travel required; exposure to hazardous chemicals, dust, excessive noise, fumes, extreme temperatures, and wet/dry conditions when entering plant areas; ability to work after hours/weekends (on-call schedule) as needed; primarily sedentary office work with some exposure to plant environments.

Chesapeake Search Partners is seeking a highly experienced and strategic Senior Human Resources Consultant to provide expert HR guidance, support, and solutions to organizations across various industries. As a senior consultant, you will be responsible for driving HR initiatives, advising leadership teams on best practices, and designing tailored HR strategies to meet the unique needs of our clients. The ideal candidate will have a deep understanding of HR policies, talent management, employee relations, organizational development, and regulatory compliance. Key Responsibilities: HR Strategy and Advisory: Partner with senior leadership and executives to develop and implement effective HR strategies aligned with organizational goals. Offer high-level guidance on talent management, organizational design, workforce planning, and HR best practices. Talent Management: Advise clients on talent acquisition strategies, succession planning, leadership development, and performance management. Guide the development of programs that nurture top talent and foster a high-performance culture. Employee Relations: Serve as a trusted advisor on employee relations matters, including conflict resolution, disciplinary actions, and grievance handling. Provide guidance on policies and procedures to ensure a positive and compliant workplace environment. Compliance and Risk Management: Ensure clients' HR practices are in full compliance with local, state, and federal regulations. Provide expert advice on labor law, compensation and benefits, diversity and inclusion, health and safety, and other regulatory concerns. Change Management: Lead organizational change initiatives, supporting clients through mergers, acquisitions, restructures, and workforce transitions. Develop change management strategies to ensure smooth transitions and minimize disruption. Leadership Coaching and Development: Work with managers and executives to build leadership capabilities. Provide coaching on team dynamics, communication, conflict resolution, and decision-making. HR Technology and Analytics: Evaluate and recommend HR technologies and systems to streamline HR processes. Leverage HR data analytics to provide insights into talent trends, employee engagement, and organizational performance. Training and Development: Design and facilitate HR-related training programs, workshops, and seminars to build HR competencies, leadership skills, and employee engagement. Client Relationship Management: Build and maintain strong relationships with clients, becoming a trusted partner in addressing HR challenges and opportunities. Act as the primary point of contact for HR-related inquiries and strategic guidance. Project Management: Lead and manage multiple HR projects, ensuring timely delivery, high-quality results, and client satisfaction. Work with cross-functional teams to achieve project objectives. Qualifications: Education: Bachelor's degree in Human Resources, Business Administration, Psychology, or related field; Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred. Experience: Minimum of 8-10 years of progressively responsible HR experience, including 5+ years in a senior or strategic consulting role. Experience working with diverse industries and client sizes is highly desirable. Expert Knowledge: Strong understanding of HR laws, regulations, and best practices. Expertise in talent management, employee relations, compensation and benefits, performance management, and organizational development. Leadership & Communication: Proven ability to influence and advise senior leaders and executives. Excellent interpersonal, communication, and presentation skills, with the ability to navigate complex organizational dynamics. Analytical Skills: Strong analytical and problem-solving skills, with experience using HR metrics and data to drive decision-making and improve organizational outcomes.

Human Resources Director - Hybrid in McLean, Virginia At Buchanan & Edward, Inc., we're not just another company-we're a movement. We push boundaries, break barriers, and redefine what's possible in the tech world. Our culture? We thrive on creativity, collaboration, and innovation without limits. Our team of visionaries and disruptors bring unique perspectives and bold ideas to the table, driving us to deliver exceptional results and shape the future of technology. With BE, you're not just filling a role; you're becoming part of a dynamic force that's obsessed with our mission, our clients, and our people. We cut through the noise and focus on what truly matters: making an impact with innovative solutions and fostering a culture of authenticity and respect. Join us to BE part of something bigger, BE bold, BE innovative, BE extraordinary. We invite you to apply to our recent career opening as Director of Human Resources (HR). This position will play a critical role in shaping and executing the human resources strategy for BE. The Director of HR will oversee and refine the framework and execution of talent acquisition, talent management, career development, workforce planning, compliance, and diversity while fostering a culture of engagement and high performance. The Director of HR will be a key member of the leadership team, driving initiatives that enhance our culture, employee engagement, organizational effectiveness, and overall performance. To keep breaking barriers and redefining what is possible, we are looking for candidates with the following exceptional capabilities: Strategic Planning: Collaborate with the CEO and executive team to establish a three to five-year workforce plan that aligns with business objectives. Workforce Analysis: Conduct a comprehensive analysis of current workforce capabilities, identifying strengths, weaknesses, and gaps in skills that align with future organizational needs. Talent Acquisition and Management: Oversee and refine the recruiting framework, identify areas of improvement, stay ahead of industry recruiting tools and trends, and further develop the talent acquisition specialists. Comprehensive Recruitment Strategy: Develop targeted recruitment campaigns to attract top talent, particularly focusing on roles that require specialized skills for federal projects. Employer Branding and Culture: Enhance the company's employer brand to highlight culture, values, and career opportunities, ensuring alignment with the federal consulting market. Learning and Development: Refine the Learning and Development Framework, including training plans for all levels of the organization using surveys and performance evaluations. Organizational Culture: Develop programs that promote teamwork, innovation, and employee well-being, such as wellness initiatives, team-building activities, and recognition programs. Regulatory Compliance: Stay updated on changes to federal employment regulations and ensure organizational compliance with all legal and contractual obligations. Compensation Structure: Review compensation framework and develop a strategy to maintain its competitiveness and accuracy. Conduct regular market analyses to ensure competitive salary structures, including benchmarking against industry standards and federal salary scales. Benefits Evaluation: Review and enhance employee benefits framework and offerings, including retirement plans, health insurance, and flexible work arrangements, to ensure alignment with employee needs and expectations. HR Metrics and Analytics: Refine the approach to HR metrics; Develop dashboards that tracks key performance indicators (KPIs) such as turnover rates, time to fill positions, employee engagement scores, and training effectiveness. Community Engagement: Partner with external organizations and community groups to promote diversity in hiring and create internship programs for underrepresented groups. Crisis Response Protocols: Establish protocols for addressing workforce crises, including health emergencies, layoffs, and compliance issues, ensuring timely communication and support. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree preferred. Cleared at Secret level or above preferred Professional HR certification of SHRM-SCP or SPHR. Experience: 10+ years of progressive HR leadership experience, including at least 5 years in a senior HR role within the federal consulting or government contracting sector. 5 years' experience managing complex HR functions (including recruiting) in a fast-paced, dynamic environment. 5 years' experience managing a recruiting team. 5 years' experience supporting the intelligence community and/or highly cleared employees. Experience participating in mergers and acquisitions (M&As) integrating newly acquired companies preferred. Skills: In-depth knowledge of federal employment laws, labor relations, and HR best practices, including OFCCP compliance. Advanced proficiency in HRIS and data analytics tools; experience with Paycom and Costpoint a plus. Leadership Qualities: Exceptional communication and interpersonal skills, with the ability to influence and engage employees across all levels. Strong analytical and problem-solving skills, with a strategic mindset and a focus on data-driven decision-making.

Korn Ferry has partnered with a healthcare PE owned growing company based out of Rockville, MD in their search for a Human Resources Director. This HR Director will report directly to the Head of Human Resources will help support the growing organization poised to triple in size over the next few years. Role Overview: Support HR operations for a growing staff of 1,000+ Manage a team of HR direct reports. Identify strategic talent needs of the organization to drive workforce planning and design, headcount planning process and talent acquisition. Create talent development initiatives to enrich employee skills and career growth. Manage any complex employee relations issues. Implement best practices to optimize the effectiveness of the human resources function. Support the development of an organization valuing employee engagement, organizational effectiveness, and shareholder value. Provide guidance and leadership to leadership on vital HR issues. Develop strategies to retain top talent and minimize turnover. Stay informed about relevant employment laws and regulations. Advocate for the organization's vision and mission, fostering a positive and inclusive workplace culture. Assist in the development and adoption of a new employee incentive program. Support post M&A integration efforts. Requirements: Bachelor's degree required. 5+ years of progressive human resources experience. 2+ years of direct people management experience. Healthcare industry experience. M&A experience is strongly preferred. Talent acquisition experience, particularly in companies experiencing growth. Experience directly managing and developing teams of HR direct reports. Employee relations experience. Must be willing to work on-site from this company's Rockville, MD office location 5 days a week. Salary Range: $120,000 - $140,000 Base + 10% bonus SE# 510698770

Human Capital Manager Hybrid/Remote - Calverton MD Internal Direct Hire 120k-130k/year Marathon TS is seeking a Human Capital Manager to be responsible for the management and execution of staffing policies, improve employee retention, and motivate staff through creative employee wellness initiatives. Job Responsibilities Responsibilities and areas of proficiencies include but are not limited to: Enhance the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices. Maintain the work structure by updating job requirements and job descriptions for all positions. Support organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; and recommending changes. Prepare employees for assignments by establishing and conducting orientation and training programs. Manage a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; and recommending, planning, and implementing pay structure revisions. Ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; and counseling employees and supervisors. Implement employee benefits programs and inform employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; and designing and conducting educational programs on benefit programs. Ensure legal compliance by monitoring and implementing applicable human resource federal and state requirements, conducting investigations, maintaining records, and representing the organization at hearings. Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures. Retains historical human resource records by designing a filing and retrieval system and keeping past and current records. Cultivates professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, and participating in professional societies. Completes human resource operational requirements by scheduling and assigning employees and following up on work results. Manage human resource staff by recruiting, selecting, orienting, and training employees. Advance human resource staff job results by counseling and disciplining employees; and planning, monitoring, and appraising job results. Contributes to team effort by accomplishing related results as needed. Attend executive level meetings (virtually and in-person) Required Qualifications Bachelor's degree in human resources, labor relations, organizational development, business or related area or equivalent work experience 10 years of human resources management experience within government contracting Knowledge of a broad range of human resource strategies and practices, including: organizational development compliance compensation benefits administration performance management safety hiring employee relations Experience with human resources information (HRIS) and applicant tracking (ATS) systems Experience analyzing data to guide strategic employment planning Must be able to commute to Calverton, MD office as needed. Preferred Qualifications Master's Degree in Bachelor's degree in human resources, labor relations, organizational development, business or related area Human Resource Certification (PHR or SPHR) preferred Experience with ADP WorkforceNow a plus Experience with Greenhouse Recruiting ATS a plus Ability to drive operational excellence within HR/Recruitment Operations. Excellent task management skills Ability to create a culture of diversity, inclusivity, collaboration and teamwork Effective verbal and written communication skills Exceptional leadership, communication, and interpersonal skills, with the ability to build rapport and credibility with internal stakeholders. Marathon TS is committed to the development of a creative, diverse and inclusive work environment. In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Marathon TS will be based on merit, qualifications, and abilities. Marathon TS does not discriminate against any person because of race, color, creed, religion, sex, national origin, disability, age or any other characteristic protected by law (referred to as "protected status ").

Join a dynamic and rapidly growing company recognized for its innovation and excellence in defense contracting and technology solutions. At Advanced Technology Systems Company (ATSC), we are dedicated to delivering state-of-the-art solutions to government and defense agencies worldwide, ensuring the security and effectiveness of critical systems. ATSC has an opportunity for an experienced Human Resources Manage on-site at our corporate headquarters in McLean, Virginia, to join our growing team! We are eager to find an HR Manager who easily connects with people and has an attentive mindset to manage the changing nature of the workforce. The majority of the functions performed will be to support the company with the daily, monthly, quarterly and yearly HR activities. In addition, you will serve as the front-line human resources generalist to employees and managers with general human resources support needs. You will routinely interface with contract management team leaders in the conduct of their duties. This position is full-time on-site. RESPONSIBILITIES: Administer the company's health and welfare benefits and retirement plans. Serve as subject matter expert on plans operations facilitates effective and accurate benefits delivery in accordance with plan contracts and provisions. Maintain benefits enrolment and participant systems. Lead set up of enrolment and administrative rules for benefit plans in accordance with terms of the benefit plans. Perform recurring data entry to maintain and update participant records in all benefit enrolment and benefit plan systems. Perform quarterly audits to ensure data accuracy and completeness. Manage vendors for all plans. Manage Performance Management Program - by planning, monitoring, and appraisal of employee work results, training managers to coach and discipline employees; hearing and resolving employee grievances; and overseeing employee disciplinary meetings, terminations, and investigations. Support Staffing and Onboarding Processes - by preparing offer letters, collecting required documentation, initiating benefits, defining job requirements, preparing s, conducting and analyzing exit interviews; and recommending changes. Manage Company Training and Development Programs - by creating learning and development programs and initiatives that provide internal development opportunities for employees and managing tuition reimbursements according to company policy. Oversee Regulatory Compliance -with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Manage Corporate Policies by enforcing management guidelines by preparing, updating, and recommending human resource policies and procedures. Ensure compliance and provide guidance on the Service Contract Act (SCA) to employees, managers and business leaders. Contribute to the team effort by communicating with other departments effectively and efficiently. REQUIREMENTS: Bachelor's degree in human resources or related field plus a minimum of 5 years relevant Human Resources experience or 10 years of relevant experience in lieu of a Bachelor's degree. Must be a US citizen with the ability to obtain a DoD Secret clearance. PHR or SHRM-CP preferred. Strong interpersonal skills to interface with all grade levels of employees and managers. Excellent written communication skills that include clear development of ideas, and excellent spelling, grammar and punctuation. Strong written editing skills to allow serving as editor of documents and communicating clearly with employees. Excellent attention to detail and communication skills. Ability to learn and implement compliance with labor laws and regulations in different states and overseas. Strong problem-solving skills, with demonstrated creativity and independence to address work challenges. Flexibility to work extra hours and to attend meetings and meet deadlines, as necessary. DESIRED KNOWLEDGE AND EXPERIENCE: Five or more (5+) years of experience in progressively responsible human resource roles. Benefits administration. Performance management. Compensation and wage structure. Supporting diversity. Classifying employees. Employment law. Laws against sexual harassment. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Experience performing in a Government Contracting environment. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Experience in Govt. contract environment desired. Former military experience is a plus. Physical Demands & Work Environment: Work is typically performed in an office setting. While performing the duties of this job, the employee is regularly required to stand, sit, demonstrate manual dexterity and climb stairs. Must have the ability to lift 15-25 pounds. Must be able to read, write and speak English. Travel overseas may be required. All job requirements in the provided indicate the minimum level of knowledge, skills, and/or abilities deemed necessary to perform the job competently. Job descriptions are an overview of the duties, responsibilities, and requirements of the position. Employees may be required to perform other job-related assignments as requested. ATSC is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. We invite resumes from all interested parties including women, minorities, veterans, and persons with disabilities. ATSC is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.

CURA Strategies, an award-winning health care communications and public affairs agency, is looking for a self-starting Government Relations Manager with experience in grassroots advocacy, congressional engagement and integrated communications to join our team. If you have a passion for working at the intersection of policy and communications, desire a highly visible position with lots of growth and leadership opportunities, and want to apply your skills to help transform health care, we want to talk to you. At CURA, our aim is to transform health care through meaningful client work. Working with clients in the areas of maternal health, opioid addiction, mental health, cardiology, kidney disease and transplantation, and more, we pride ourselves in creating lasting results for clients - and we are looking for someone who shares our passion and believes in our mission. RESPONSIBILITIES Support grassroots advocacy/public affairs initiatives and communications campaigns across multiple clients and work closely with the senior team to seamlessly execute client activities. Monitor news for legislative and regulatory developments to stay abreast of health care issues that are relevant to our clients. Develop and maintain mailing lists of key stakeholders, including congressional staffers, third-party stakeholders, patient advocates, etc. utilizing digital grassroots advocacy software such as Quorum or Phone2Action, along with standard Microsoft/Google spreadsheet tools. Draft statements, issue/policy briefs, talking points, fact sheets, legislative support letters, and other materials as necessary. Attend/support in-person and phone meetings, including meeting scheduling/logistics, developing agendas, taking notes and sending follow-up correspondence. Support the development of strategic communications plans that shape policy and corporate/brand awareness, such as conducting research, identifying key stakeholders and offering creative ideas. Develop relationships and coordinate correspondence with key external audiences: third party organizations, media, health care professionals, policymakers, etc. Support other communications activities as needed, such as drafting social media posts, drafting bylines and press releases, pitching reporters, etc. Assist with organizing activities that support the overall CURA culture. REQUIREMENTS Bachelor's Degree required. At least 3 years of government relations experience, including but not limited to positions at congressional or state legislative offices, at public affairs or lobbying agencies, within a federal agency, or in-house at a non-profit or for-profit health care organization. Strong knowledge and understanding of the legislative and regulatory processes with some expertise in health care policy. Enthusiasm for building and cultivating key policy and stakeholder relationships to help achieve client advocacy goals. Must have excellent writing and organizational skills, as well as a strong ability to multi-task. Must be a strong project manager with a proactive and positive attitude toward client service. Familiarity with digital advocacy tools (I.e. Quorum, Phone2Action, etc.) and social media engagement preferred. TRAITS WE ADMIRE A passion for improving health care and driving smart creative campaigns to achieve transformational change. Results-focused approach, and the ability to work closely with senior members of the team to execute a campaign to success. Have a proactive, positive attitude toward client service and team management. Responsive, dependable and accountable to team members and clients, and consistently gets the job done. Enthusiasm about the unlimited growth opportunities that come with being a team member at a fast-growing start-up firm and wants to stay for the long-term. Mission-minded and excited to join the CURA family, which works hard to do good work (and has fun doing it). Not shy in sharing bold opinions, but respectful of the bipartisan nature of our firm. ABOUT CURA CURA Strategies is an integrated strategic communications and public affairs agency exclusively focused on health care and wellness. Our name, CURA - Latin for care, concern, and attention to others - exemplifies our mission: to work with clients to transform the health care system and improve lives. Whether our client is a business, a non-profit or a government agency, we believe that taking transformative action to improve people's lives is always the winning strategy. Our culture is built on a love for transforming health care through integrated communications, a desire to proactively serve and contribute, and strong partnership with our clients to deliver results. We specialize in issue-based communications and coalition building. Our approach to advancing our clients' missions is to integrate advocacy, stakeholder engagement and traditional communications to build meaningful campaigns that change the way people understand and act on today's most pressing health care issues. Leveraging this unique approach, we've successfully launched 12 issue-based campaigns/coalitions since we started in 2016. Led by a bipartisan team of DC communications veterans, our approach has received considerable notice from industry peers. Since our launch in 2016, CURA has received numerous awards and recognition, including: PRWeek, Outstanding Boutique Agency of the Year, Finalist (2024) PRovoke Media, North American Boutique Agency of the Year (2023) PR News, Top Places to Work in PR (2020) PRovoke Media, Global and North American New Agency of the Year (2018)

Seeking: HR Manager Employment Type: Full-Time, Direct Hire Salary: Competitive and commensurate with experience - $70-85k Are you a strategic thinker with a passion for cultivating workplace excellence? Our client in Germantown, MD, is seeking an experienced Human Resources Manager to lead HR initiatives and foster a culture of growth, collaboration, and innovation. Key Responsibilities: HR Strategy & Leadership: Develop and implement HR strategies aligned with organizational goals. Recruitment & Talent Management: Oversee the full-cycle recruitment process, onboarding, and retention strategies to attract and maintain top talent. Employee Relations: Act as a trusted advisor to employees and management, addressing concerns and fostering a positive workplace environment. Compliance: Ensure compliance with federal, state, and local labor laws and maintain up-to-date HR policies and procedures. Performance Management: Implement and manage performance review processes to support employee development. Training & Development: Design and deliver training programs to enhance employee skills and engagement. Compensation & Benefits: Manage payroll processes, benefits administration, and ensure competitive compensation structures. HR Data & Reporting: Maintain accurate HR records and provide data-driven insights for decision-making. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred). 5+ years of progressive HR experience, with at least 2 years in a managerial role. Strong knowledge of employment laws and HR best practices. Excellent interpersonal and communication skills. Proficiency in HRIS systems and Microsoft Office Suite. Certification (e.g., PHR, SPHR, SHRM-CP, or SHRM-SCP) is a plus. All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, and Los Angeles County Fair Chance Ordinance. For unincorporated Los Angeles county, to the extent our customers require a background check for certain positions, the Company faces a significant risk to its business operations and business reputation unless a review of criminal history is conducted for those specific job positions.

Job Summary/Company: Sparks Group has partnered with a fast-growing multi-site behavioral health counseling company seeking an Human Resources Manager to join their Annapolis, MD Corporate Office. The HR Manager will handle the gamut of tasks within all functional areas of Human Resources. If you are an experienced HR professional, apply today! This position will be fully on site. Responsibilities: Manage all benefits and leave administration, including leading open enrollment Process and audit payroll activities, to include biweekly payroll Ensure HR policies and procedures are aligned with goals and objectives of the organization Responsible for all aspects of recruiting, interviewing, and hiring, ensuring compliance with best practices and legal regulations Ensure completion of pre-employment checklist including assessments, references, and background checks Maintain pipeline of talent, sourcing for passive and active candidates Responsible for the communication and support for employee onboarding as well as termination, offboarding, and unemployment claims Compile and update digital employee records Maintain all HR records, following established policies and state and federal regulations Participate in development of training materials and guides for HR users across the organization Coordinate continuing education and professional development for staff Prepare reports and communications for senior management Provide policy/technical guidance to HR staff in field and other agency components about how to interpret, use, and implement current policy information and other various sources (e.g., regulations and statuses) Develop and implement HR strategies to further growth and achieve business goals Consult on wage garnishments, conflict resolution, and other legal matters with outside counsel as required Assist with research and support HR initiatives, recurring ad hoc processes, and projects. Qualifications/Background profile: Bachelor's Degree, preferably in Business, HR, Labor Relations, or related field Extra plus for HR Certifications like SPHR and CCP 10+ years of human resources experience Proficient with ADP or other ATS Knowledge and understanding of HR Analytics Excellent verbal and written communication skills Outstanding internal and external client service skills Ability to manage multiple tasks with efficiency and accuracy

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

Job Description Director of Human Resources Operations Office: Office of Human Resources Employment Status: Regular/Full-Time/Exempt ABOUT LSC: Established by Congress in 1974, the Legal Services Corporation (LSC) is the country’s single largest funder of civil legal aid for low-income Americans. LSC currently funds 132 independent nonprofit legal aid organizations with more than 800 offices throughout the nation. LSC’s mission is to promote equal access to justice and provide grants for high-quality civil legal assistance to low-income Americans. This position will require working from an office in D.C. in accordance with LSC’s hybrid work model. The successful candidate must live in the Washington, D.C. metropolitan area. BASIC JOB FUNCTION: The Director of Human Resources Operations leads the design, implementation, and administration of operational processes used to deliver HR programs and projects. Collaborates with stakeholders to provide consultation, process design, and project management of HR program implementations and initiatives in compensation, performance management, and professional development. The position is responsible for developing scalable methodologies and tools to optimize HR operations and streamline core functions like recruitment, onboarding, retirements, performance managements, and others that make up the employment lifecycle. Ensures that the application of policies align with LSC’s short- and long-term organizational objectives. Supervises three employees. Reports to the Chief Human Resources Officer. PRINCIPAL DUTIES AND RESPONSIBILITIES: Ability to develop and maintain effective working partnerships and represent the organization in a professional manner. Strong Project Management skills including workflow analysis and design. Develops, evaluates, and implements human resource policies, procedures, and best practices. Offers thought leadership regarding organizational development and people-related strategy and execution. Identifies and tracks key metrics including best practice industry benchmarks to create and maintain a strategic HR analytics dashboard. Collaborates with members of the Executive team to identify and meet organizational information needs. Develops and implements a strong talent acquisition strategy with a lens towards equity, including recruiting and pipeline building, and positions LSC as a talent destination in our field. Ensures hiring managers and candidates are supported throughout the process. Ensures compliance with federal, state, and local employment laws and regulations and recommends best practices. Supports employee experience and growth through a dynamic onboarding program and cultivating professional development pathways for team members. Develops strong working relationships with LSC’s vendors/consultants and facilitates vendor selection/re-compete processes for HR vendors. Oversees the performance management process, ensuring timeliness, transparency, and equity, with a growth mindset. Revamps current process, including cadence and content of supervisor-direct report conversations, competencies, multi-directional feedback, and strategies for centering learning and growth. Supports development, implementation, and updates to the compensation philosophy, project manages compensation studies undertaken by independent consultants, supports alignment of compensation and performance frameworks, and supports implementation of equitable compensation processes and transparent communications. Supports senior leadership in overall strategy development, organizational transformation, and decision-making through HR analytics and strategy. As a change agent and champion, supports organizational diversity, equity, and inclusion (DEI) initiatives and embeds equity in organizational policies, processes, norms, and culture. COMPETENCIES REQUIRED: General : Excellent written communication skills. An ability to produce professional, clear, well-written work product that requires minimal editing. Excellent oral communication and interpersonal skills, including ability to reach different audiences and manage conflicts. Excellent project management skills and the ability and interest to own projects and create processes to improve the delivery of legal services to LSC’s internal clients. A strong commitment to public service and to LSC’s mission of providing legal services to low-income persons. Unimpeachable integrity and adherence to the highest standards of ethics and professionalism. Ability to function in a discreet, diplomatic, and confidential matter. Sound judgment, strong organizational skills, and ability to manage multiple priorities. Ability to work effectively both independently and in a team environment. Technical/Specialized : A bachelor’s degree and 7-10 years of human resources or relevant experience required; must have strong research and analytical skills. Capacity to identify, evaluate, and understand trends in the labor market and their impact on LSC. Strong knowledge of current human resources practices, pertinent state, and federal regulations, and compliance requirements that affect employment practices. Proficient in Microsoft Office with advanced knowledge of Excel and PowerPoint. SALARY AND BENEFITS: Director of Human Resources Operations: $153,602 - $159,808 LSC has a competitive market-based salary structure that establishes a specific salary range for this position which has 10 steps. A new hire is typically hired at Step 1 and receives a step increase annually. In special circumstances, LSC may authorize a new hire to start at a higher step based on a special business need or the significantly higher qualifications of the new employee. Employees hired after October 1st of any calendar year will receive their first step increase the January following their first full year of employment. This position is eligible to participate in LSC’s excellent employee benefits program, including medical, dental and vision plans, 403(b) thrift plan, paid leave, and other employee benefits. APPLICATION PROCESS: You must apply on our website. To have your application considered, you must answer all questions and provide all requested information. Incomplete applications will not be reviewed. Your application must include your résumé and a cover letter explaining why you are a good fit for this position. Apply at: ***************************** Note: If you need a reasonable accommodation in the application process, please notify OHR at ********************. DIVERSITY, EQUITY, AND INCLUSION STATEMENT: We are committed to diversity, equity and inclusion. Our differences fuel excellence, and we strive to create an environment where every individual is valued and feels empowered to bring their full, authentic self to work. We are building a community rooted in openness and trust where colleagues have the resources to grow, thrive and fully contribute to achieving equal access to justice. LSC is an equal opportunity employer.

General Job Information The position serves as Director of Human Resources for the D.C. Public Library (DCPL) and is located at the Martin Luther King Memorial Library. The mission of the DCPL is to provide environments that invite reading, learning and community discussion and to equip people with the resources they need to learn all their lives. The DC Public library is home to 500+ employees that reflect a wide range of socioeconomic, cultural and religious affiliations. Join the DC Public Library team to help build a dynamic, inclusive experience throughout the library system. The Director of Human Resources is responsible for developing and executing human resources strategy in support of the overall business plan and strategic direction of DCPL. The position partners with and provides collaborative organizational leadership with library leadership and department heads to offer strategic human capital, organization structure, creative recruitment and retention programs that create and foster an employee-oriented, high performance culture. The Director of Human Resources is a business-minded, dynamic HR professional who is results-oriented and partnership focused with an approach that is responsive and aligned with business strategies. The incumbent must be well versed in 21st century HR practices and plays a critical central role in developing, driving and effectively communicating the Library's comprehensive vision and strategies. Duties & Responsibilities * Define and execute the overall HR strategy to drive a culture of high employee engagement in alignment with the business strategy. * Continually assess the competitiveness and equity of all programs and practices across the DCPL locations/branches and against relevant industries, regions and markets anticipating and planning for long-term HR needs and trends in partnership with Library Managers and staff. * Develop strategic-focused recommendations for senior level staff or the head of DCPL on a wide range of human resources management policy, programs, and issues. * Interacts with the designated chief equity officer on developing diversity, equality and inclusion related initiatives that further DCPL's strategic plan and execution of objectives. * Translates the strategic and tactical business plans into HR strategic and operational plans. * Develop HR success metrics that advance business strategy (e.g. succession plan readiness). Utilize a data-oriented approach to drive decisions and measure success by interpreting/analyzing agency data. * Fosters change management to negotiate cultural change as well as identify perceived and actual barrier to change and operates as a valuable resource for all employees and Executive Leadership Team. * Supervise and lead a team of human resources professionals in areas of HR such as position management, performance management, employee benefits, employee relations, labor relations, pay compensation, policy development, position classification, employee training and development, leave/hours of work, HR personnel systems, and recruitment and staffing. * Define and monitor relevant HR metrics and Key Performance Indicators to proactively diagnose and address employment and operational related trends to improve HR operations and practices. * Oversees and directs the library's strategic recruitment and selection program that includes job analysis, advertising, interviewing, testing, hiring and processing of new employees; monitors all hiring to ensure legal requirements are met and that candidates will be successful and fit the library's culture. * Direct the DCPL compensation and performance evaluation programs, ensuring that the most highly qualified and high-performing current and future employees are recruited and retained * Collaborate with internal and external library stakeholders to assess the need for recommended trainings on cultural competency, gender differences, disability and sexual harassment and other concerns designed to increase awareness and support of equity and inclusion values. * Advise management and supervisory staff on disciplinary issues; directs staff who attend meetings; and conducts supervisory training in performance management. * Oversee and participates in the adjudication and processing of complaints; investigating internal claims and external charges and coordinating the issuance of employee discipline. * Ensure that the Library is in compliance with applicable State and Federal government laws; ensures compliance with established policies and procedures; and oversees regular HR audits. * Actively engages all staff to further behaviors, attitudes, and policies that supports diversity, equity and inclusion. * Work with the designated District of Columbia Diversity, Equity and Inclusion Officer to ensure that DCPL adheres and support any city-wide goals. * Ensure compliance with applicable federal and state laws, policies and procedures (including but not limited to: Affirmative Action, Equal Opportunity, Americans with Disability Act, Section 504 of the Rehabilitation Act, etc.). Qualifications A Bachelor's degree from an accredited college or university in Human Resources, Business Management, Business Administration or related plus a minimum of 10 years of experience with HR principles, concepts, and practices, as well as seasoned consultative skills sufficient to provide management consultative and operating HR service involving the full spectrum of HR functions. In addition, the following is required: * Leadership driven, verses task driven; focus at the strategic level and building relationships * Skill in the use of written and oral communication techniques sufficient to develop and deliver briefings to high-level officials. * Excellent interpersonal and collaborative skills and proven track record of success in working with cross-functional teams. * Ability to effectively present complex ideas and options to a wide range of audiences in order to tactfully and persuasively sell new or modified programs and controversial changes. * Ability to maintain strict confidentiality. * Considerable knowledge of collective bargaining philosophy. * Considerable knowledge of merit system philosophy and principles. * Ability to research and analyze complex information and develop valid conclusions, recommendations, and reports. * Ability to supervise, plan, and coordinate the work of diverse staff in order to accomplish library goals and objectives. * Ability to respond appropriately in emergency situations and complete assignments under pressure. * Skill in utilizing Microsoft Office, the Internet, e-mailing systems and relevant HRIS systems. * Demonstrated experience and passion for innovation, continuous improvement, and leading cultural change within HR and across the workplace. * Comfortable working in a culture of constant change and demonstrated track record of success in creative problem solving. Residency Requirement A person applying for a position in the Career Service, Educational Service, Management Supervisory Service, an attorney position in the Legal Service (series 905) other than the Senior Executive Attorney Service (SEAS), or an attorney position in the Excepted Service (series 950) who is a bona fide District resident AT THE TIME OF APPLICATION for the position, may be awarded a 10-point residency preference over non-District applicants, unless the person declines the preference points. If selected the person shall be required to present no less than 8 proofs of bona fide District residency and maintain such residency for 7 consecutive years from the effective date of the appointment. Failure to maintain bona fide District residency for the 7-year period will result in forfeiture of employment. If the position you are applying for is in the Career, Management Supervisory, or Educational Service, if you are selected for the position and your annual salary is one hundred fifty thousand dollars ($150,000) or more, you must establish residency in the District of Columbia within one hundred eighty (180) days of the effective date of the appointment and continue to maintain residency within the District of Columbia throughout the duration of the appointment. General Suitability Screening This position is subject to general suitability screening; verification of employment history, reference checks and degree/license, as applicable. The appointee to the position may be offered employment contingent upon receipt of a satisfactory general suitability screening. Enhanced Suitability Screening The position for which the individual is applying has been identified and designated as requiring enhanced suitability screening; If tentatively selected for the position, a criminal background check, traffic record check, consumer credit check, and mandatory drug and alcohol test will be conducted (as appropriate); and the appointee to the position may be offered employment contingent upon receipt of a satisfactory enhanced suitability screening. Employment Benefits Selectee will be eligible for health and life insurance, annual (vacation) and sick leave and will be covered under the District of Columbia government's retirement plan. However, if selectee was previously employed in the District of Columbia government under an appointment for which he/she was eligible for Civil Service Retirement (CSR), contributions to CSR will resume upon re-employment. Licenses and Certifications None Working Conditions/Environment The work is performed in an office setting. Other Significant Factors Duration of Appointment: Management Supervisory Service (MSS). MSS At-Will Statement: Positions in the Management Supervisory Service (MSS) serve at the pleasure of the appointing authority and may be terminated at any time with or without cause. Collective Bargaining Unit: This position is not covered under a collective bargaining agreement. Promotion Potential - None Must be authorized to work in the U.S. Equal Employment Opportunity The District of Columbia Government is an Equal Opportunity Employer: all qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, genetic information, disability. Sexual harassment is a form of sex discrimination, which is also prohibited. In addition, harassment based on any of the above-protected categories is prohibited. Click here to review additional Employment Disclosure & Information for Applicants.

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

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