Human resources generalist jobs in Gaithersburg, MD - 662 jobs

Our client, a high-growth construction firm based in Dulles, VA is seeking a Director of HR and Talent to lead and scale their entire HR function. Reporting to the COO, this is a high-impact, executive-track role designed for an ambitious leader ready to build the operational infrastructure necessary to support multi-state expansion. Own the Function: Design, implement, and manage a scalable HR infrastructure, including talent acquisition, compensation, benefits, and compliance. Strategic Growth: Partner directly with the COO to align HR strategy with aggressive business goals as the company expands into new regional markets. Path to CHRO: This role is explicitly structured with an accelerated progression path to the Chief Human Resources Officer (CHRO) role within the next five years. Lead Talent Strategy: Serve as the engine for the company's success by attracting, developing, and retaining top talent across all departments. Requirements: Deep expertise in recruiting and HR operations within a high-growth environment. Proven experience building and institutionalizing HR functions from the ground up. Ability to thrive in a fast-paced, entrepreneurial, and execution-focused culture. Must be able to work 100% (5 days/week) on-site and travel up to 10%. Strong executive presence with the ability to serve as a pivotal business partner. 10% Travel Compensation: Competitive base salary in the $200K's + Performance Bonus. Clear trajectory for executive leadership and professional growth.

Who We Are Great Minds is a high-growth, mission-driven organization founded by educators in 2007. As a for-profit, Public Benefit Corporation, we believe all students deserve access to meaningful, challenging content-and all teachers deserve tools that are intuitive, effective, and built for the realities of today's classrooms. We develop high-quality, knowledge-rich math, science and ELA curricula grounded in research and designed in collaboration with educators. Our materials reflect real classroom needs and are built to drive lasting student outcomes. We are committed to usability, coherence, and practical implementation-supporting teachers not just through curriculum, but with professional learning, purposeful technology, and responsive service that enable strong adoption and impact. What We Build Our products-Eureka Math and Eureka Math², Wit & Wisdom, PhD Science, Geodes, and the newly launched Arts & Letters ELA-are trusted by thousands of schools and districts nationwide. Eureka Math is the most widely used math curriculum in the U.S., and is focused on balancing conceptual understanding, procedural fluency, and application. Wit & Wisdom and Arts & Letters ELA™ anchor our reading strategy with content-rich, grade-level instruction that integrates literature, history, and the arts, grounded in the science of reading. Geodes complements our reading suite with decodable texts that pair phonics with meaningful content to support early literacy. PhD Science is a hands-on K‑5 Science program that sparks curiosity as students build enduring knowledge of how the scientific world works. These programs reflect a shared belief in high expectations, joyful rigor, and deep respect for educators and students. Where We're Headed Great Minds is entering a new stage of growth and product maturity. We are focused on building more connected, customer-informed experiences across the full educator journey-from curriculum to professional learning to platform and support. Our long-term vision is to become a true partner in impact-not just delivering curriculum, but supporting educators in achieving outcomes at scale. Job Purpose As the Director, HR Business Partnering you will lead a lean team of HR Business Partners and generalists, while also serving as a strategic HR Business Partner (HRBP) to critical business units. You will be accountable for the overall effectiveness, consistency, and quality of HR Business Partnering across the organization to include setting direction, building capability, and driving disciplined execution of core people processes. You will act as a trusted advisor to senior leaders, guiding organizational effectiveness, talent planning, change enablement, and culture building, while providing hands‑on leadership, coaching, and prioritization for the HRBP team. This role also provides oversight of core people policies and HRBP‑owned processes, ensuring they are applied consistently, evolve with the business, and balance employee experience with risk management. Responsibilities Team Leadership Lead, coach, and develop a team of HR Business Partners and Generalists, setting clear expectations for strategic impact, consultative effectiveness, and execution excellence. Establish and reinforce standards for HRBP delivery, including consulting approach, documentation, communication quality, and stakeholder management. Allocate HRBP capacity across the business, balancing strategic initiatives, leader support, and operational needs. Act as the primary escalation point for complex, high‑risk, or enterprise‑impacting people matters, partnering closely with Legal and HR COEs to manage risk and evolve policies and practices. Monitor trends and risks emerging from employee relations cases, engagement data, and leader feedback; recommend proactive interventions or policy updates. Drive continuous improvement of workflows and processes to reduce friction, clarify ownership, and improve leader and employee experience. Strategic Partnership & Business Alignment Personally serve as HR Business Partner to designated business units, modeling the expected HRBP approach while balancing enterprise leadership responsibilities. Serve as a consultative thought partner to senior leaders on workforce planning, organizational structure, and change readiness. Translate business objectives into people strategies that drive performance, engagement, and growth. Influence early planning processes and decisions with HR insights and talent implications. Balance the needs of assigned business units with enterprise priorities, ensuring HRBP decisions and investments align to overall organizational impact. Leadership Development & Capability Building Coach leaders to elevate effectiveness, navigate complexity, and build high‑performing teams. Equip managers with tools, frameworks, and guidance to solve challenges independently and develop their teams. Facilitate capability‑building sessions that reinforce leadership and managerial growth. Organizational Effectiveness & Change Enablement Serve as a sounding board for navigating team dynamics, restructuring, and transitions. Diagnose structural and capability gaps and lead cross‑functional change solutions with leaders, HR COEs, and internal and external partners to ensure adoption and cultural alignment. Model the use of repeatable tools and systems, to frame decisions, streamline conversations, and increase strategic capacity. Engagement & Employee Experience Help business leaders understand and act on employee engagement and sentiment data to strengthen team culture and performance. Collaborate across HR to align performance and recognition systems with values and business impact. Talent Planning & Succession Management Enable robust talent planning processes focused on critical roles, succession readiness, and pipeline development. Bring insights and recommendations based on data and workforce trends to influence planning and investment. Requirements 7+ years of experience in a strategic HRBP, organizational effectiveness, or similar internal consulting/advisory role. 5+ years supervisory/management experience with direct responsibility for hiring, onboarding, motivating, and managing the goals and performance of a team. Demonstrated experience setting and scaling standards, operating models, or practices across an HR or consulting function. Proven expertise in coaching, change leadership, talent strategy, and organizational design and effectiveness. Business acumen and systems thinking skills with the ability to connect people and strategy. Demonstrated ability to build strong relationships, coach senior leaders, and influence across all levels of the organization-bringing the confidence, resilience, and consultative presence needed to challenge assumptions and guide toward better outcomes. Experience providing policy development, interpretation, governance, and risk‑mitigation in partnership with Legal or Compliance. Strong analytical and problem‑solving skills with experience translating data into actionable insights. Comfort with ambiguity and change with demonstrated success in a fast‑moving, evolving environment. Adept at advocating for and leveraging modern technology-including HR systems, productivity platforms, and emerging tools like AI-to streamline work, scale impact, and drive innovation. Required Education Bachelor's degree Status Full‑time Location Remote The expected base salary range for this position is $163,000‑$179,000, however the offered salary may be higher or lower than the above range dependent on numerous factors including, but not limited to location, work experience, skills and internal equity considerations. The base salary is not inclusive of benefits or other incentives. A cover letter and resume are required to be considered for this position. New employees will be required to successfully complete a background check. Any communication to applicants relating to the Great Minds hiring process will only come from email addresses with the domains greatminds.org or greatminds.recruitee.com. If in the course of the application or hiring process with Great Minds you are contacted through another domain, are requested to provide banking or other sensitive information, or you note any other suspicious activity, please contact ***********************. Great Minds is an equal opportunity employer. We will extend equal opportunity to all individuals without regard to race, religion, color, sex (including pregnancy, sexual orientation, and gender identity), national origin, disability, age, genetic information, or any other status protected under applicable federal, state, or local laws. Our policy reflects and affirms the organization's commitment to the principles of fair employment and the elimination of all discriminatory practices. #LI‑Remote #J-18808-Ljbffr

A nonprofit organization located in Washington is seeking a Senior Director of Human Resources. This role requires extensive HR experience and the ability to lead talent acquisition, performance management, and employee relations functions. The ideal candidate will have a strong background in organizational development and data analytics. This position emphasizes building an inclusive culture and aligning HR practices with the broader organizational goals. Competitive salary and comprehensive benefits package offered. #J-18808-Ljbffr

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

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

Korn Ferry has partnered with our client on their search for HR Director Human Resources Director Confidential Healthcare Services Organization The Opportunity A rapidly growing healthcare services organization is seeking a Human Resources Director to lead strategic HR initiatives and oversee day-to-day operations in a dynamic, mission-driven environment. This role is pivotal in shaping a positive workplace culture, driving employee engagement, and supporting organizational growth through effective talent strategies. Reporting to senior leadership, the HR Director will manage a team of HR professionals and collaborate across departments to ensure compliance, optimize processes, and foster a high-performance culture. This is an exceptional opportunity for a seasoned HR leader to make a significant impact during a period of expansion and transformation. Key Responsibilities Develop and implement HR strategies aligned with organizational goals. Lead integration efforts for acquisitions, ensuring consistency in policies and practices. Oversee employee relations, engagement programs, and retention strategies. Manage performance management processes and career development initiatives. Ensure compliance with employment laws and regulations. Optimize HR operations, including systems and workflows, for efficiency and scalability. Recruit, mentor, and develop HR team members to support organizational objectives. Ideal Candidate Profile Minimum 5 years of HR management experience, including leadership roles. Proven ability to partner with senior leadership on strategic HR initiatives. Strong knowledge of employment laws and HR best practices. Experience within healthcare HR strongly preferred. Background working in a private equity-owned company highly desirable. M&A integration experience required. Experience with HR systems (Workday preferred). Advanced degree and/or SHRM certification preferred. Personal Attributes Strategic thinker with strong business acumen. Exceptional communication and interpersonal skills. Flexible, adaptable, and able to thrive in a fast-paced environment. Collaborative leader who fosters team development and engagement. Location: On-site 5 days/week in Montgomery County, MD. Compensation: Base salary range $130k - $145K + 10% bonus Why This Role? This is a unique opportunity to join a high-growth organization committed to delivering exceptional care and building a culture of excellence. The HR Director will play a critical role in shaping the future of the company and its people.

We are seeking an experienced Human Resource Specialist to provide critical human resources and manpower support to the F-35 Lightning II Joint Program Office (JPO). This role supports one of the Department of Defense's most advanced and strategically important programs, delivering integrated personnel and manpower management services across civilian, military, international partner, and contractor workforces. (This is a part of a proposal support.) Key Responsibilities Provide integrated support for personnel and manpower management activities supporting and sustaining the F-35 program Develop, implement, and maintain a formalized resource management process for civilian and military personnel Perform continuous analysis of manpower plans and resource requirements; provide recommendations to leadership for efficient utilization of personnel resources Administer and maintain the F-35 Defense Ready (DR) manpower database, including reporting, permissions, and data integrity Coordinate with USAF, USN, and USMC stakeholders on manpower requirements, staffing, and personnel data accuracy Support personnel in-processing and out-processing for civilians, military members, international partners, and contractors Maintain organizational charts, recall rosters, phone lists, and manpower reports Draft and maintain standard operating procedures (SOPs), reports, metrics, and trend analyses Communicate and coordinate with senior leadership and cross-functional stakeholders across the JPO Required Qualifications Education: Bachelor's degree (BA/BS) in Human Resources, Business Administration, or a related discipline Experience: Minimum of 5 years performing human resource and manpower management duties Security Clearance: Active Secret clearance Desired Qualifications Experience supporting federal HR and/or manpower programs Familiarity with federal HR, manpower, and acquisition workforce regulations Experience working in DoD or large joint-service organizations Why Join Us Support a high-visibility, mission-critical DoD program Collaborate with joint-service and international partners Apply your HR expertise in a complex, strategic environment 📩 Apply today to be part of the team supporting the future of air dominance.

Director of Human Resources Industry: Healthcare / Senior Living We are partnering with a healthcare-focused organization to identify a Director of Human Resources to provide strategic, hands-on HR leadership during a period of significant growth and transformation. This role is ideal for an experienced, people-first HR leader who can strengthen systems, rebuild trust, and serve as a true partner to leadership and staff. The organization is preparing for a large-scale, multi-year construction and expansion initiative and is seeking someone who can hit the ground running, assess current HR practices, and implement improvements quickly while supporting long-term strategy. Key Responsibilities Strategic HR Leadership Serve as a strategic partner to senior leadership, directors, and department heads. Provide guidance on organizational design, workforce planning, retention, and talent strategy. Lead HR initiatives that support growth, change management, and culture improvement. Act as a trusted advisor on sensitive employee relations and compliance matters. Recruitment, Retention & Talent Development Oversee end-to-end recruitment strategies, ensuring compliance with all federal and state regulations. Establish and track recruitment metrics and KPIs to measure success and drive accountability. Partner with leadership to improve employee retention and engagement. Develop and deliver training programs for managers to strengthen leadership capability and consistency. Lead onboarding and orientation programs to support employee integration and engagement. Employee Relations & Culture Foster a people-first HR function where employees feel safe and comfortable raising concerns. Strengthen employee relations practices and rebuild trust in HR. Investigate and manage employee complaints, including harassment and discrimination claims. Serve as EEO officer and oversee documentation and resolution processes. Benefits & Compensation Lead benefits strategy and administration, including medical, dental, vision, retirement, PTO, and wellness programs. Evaluate current benefits offerings and recommend enhancements to ensure competitiveness and employee satisfaction. Manage broker and vendor relationships and oversee open enrollment and plan changes. Oversee compensation strategy, job evaluations, and pay equity analysis to ensure compliance and market competitiveness. Compliance & Risk Management Ensure compliance with all applicable healthcare, employment, and labor regulations. Stay current on regulatory changes and implement policy and program updates as needed. Lead workers' compensation, unemployment, and related claims processes. Serve as a key contributor to organizational risk management and culture-of-safety initiatives. HR Operations & Systems Oversee HRIS and electronic personnel records. Improve HR processes, documentation, and reporting. Support the transition to outsourced payroll as applicable. Leverage data and reporting to support decision-making and workforce planning. Team Leadership Lead, develop, and supervise the HR team. Provide coaching, mentorship, and performance management to ensure high-quality service delivery. Support HR staff with complex issues and special projects. Required Qualifications Bachelor's degree in Human Resources or a related field. SHRM certification required (SHRM-CP or SHRM-SCP). Healthcare HR experience required, with strong knowledge of regulatory and compliance requirements. Minimum of 10 years of progressive HR experience, including at least 5 years in an HR leadership role. Strong expertise in benefits strategy and administration. Demonstrated success in building recruitment metrics, KPIs, and accountability frameworks. Proven ability to improve employee relations and organizational culture. Experience leading through change, growth, or large-scale initiatives. Strong communication, leadership, and relationship-building skills. Why This Role? High-impact leadership role during a transformational period Opportunity to rebuild and strengthen HR systems and culture Direct partnership with senior leadership Meaningful work in a healthcare-focused, mission-driven environment

Job Announcement This position carries out a wide range of professional, full-performance human resources functions. Responsibilities include recruitment and retention, payroll coordination, administration of FMLA, ADA, and Workers' Compensation, employee relations investigations, workforce planning, performance management, and the interpretation and implementation of HR policies and procedures. The role also involves conducting training and addressing various HR-related matters. Contributes to departmental goals and may serve on department and county-wide committees or workgroups as needed. Works under the supervision of the human resources manager. Primary responsibilities Include (but not limited to): Collaborates with hiring managers to review and refine position descriptions, interview questions, supplemental questions, and job advertisements to ensure accuracy, alignment, and optimal recruitment results. Oversees departmental recruitment efforts, utilizing the NEOGOV system to post job announcements, monitor applicant status, and manage requisition closures. Advises managers and staff on the County's recruitment and selection policies, procedures, and regulatory requirements. Partners with the HR Manager and senior leadership to align recruitment strategies with departmental goals. Recommends improvements to enhance hiring outcomes, including market analysis reviews, reclassifications, and updates to classification specifications. Serves as the FMLA and ADA coordinator for designated program areas; manages all related documentation, correspondence, and tracking to ensure compliance with applicable laws and county policies. Ensures timely completion of employee performance evaluations in accordance with county policy, monitors submission timelines, and escalates delays to appropriate leadership. Reviews and approves personnel actions-such as new hires, promotions, demotions, acting assignments, data changes, and transfers-via the county's FOCUS/SAP system. Maintains awareness of deadlines and ensures timely, accurate processing of all related documentation. Provides support for employee relations matters, including confidential issues and investigations. Assists in developing, updating, and maintaining internal HR policies and procedures in coordination with the supervisor. Interprets and applies personnel regulations related to disciplinary actions, offering guidance to supervisors and managers. Consults with staff and leadership to provide HR-related guidance, making referrals to resources such as the Employee Assistance Program (EAP), Alternative Dispute Resolution (ADR), and others as appropriate. Prepares a wide range of written materials, including reports, correspondence, presentations, and statistical/narrative documents, some incorporating graphics. Reviews and authorizes position maintenance actions such as creating, delimiting, or modifying positions in accordance with established policies. Drafts justification memos and supporting documents for proposed position changes or maintenance actions. Approves informational changes to positions using the county's FOCUS HCM system and ensures compliance with procedural requirements. Schedule: For special assignments/deadlines, alternate flex schedule or comp time may be required. Illustrative Duties (The illustrative duties listed in this specification are representative of the class but are not an all-inclusive list. A complete list of position duties and unique physical requirements can be found in the position description.) Provides managers with guidance on employment, employee relations and other HR issues;Makes recommendations and revisions to departmental HR policies & procedures;Gathers, tracks and analyzes HR metrics, reports, and plans;Manages on-boarding, exit interviews, and other HR-related departmental programs;May supervise clerical and/or paraprofessional personnel in HR-related matters. Required Knowledge Skills and Abilities ( The knowledge, skills and abilities listed in this specification are representative of the class but are not an all-inclusive list.) Knowledge of human resources administration and management principles and practices;Ability to perform a variety of increasingly complex work in human resources;Ability to communicate effectively orally and in writing;Ability to use word processing, spreadsheet, and presentation software to prepare documents and store, manipulate, analyze and present information;Ability to train and supervise staff. Employment Standards MINIMUM QUALIFICATIONS: Any combination of education, experience, and training equivalent to the following: (Click on the aforementioned link to learn how Fairfax County interprets equivalencies for "Any combination, experience, and training equivalent to") Graduation from an accredited four year college or university with a bachelor's degree in human resource management, public administration, or a related field; plus two years of professional-level human resources experience. NECESSARY SPECIAL REQUIREMENTS: The appointee to this position will be required to complete a criminal background check and a Child Protective Services Registry check to the satisfaction of the employer. Additional Work Schedule Requirements: For special assignments/deadlines, alternate/flex schedule or comp time may be required PREFERRED QUALIFICATIONS: Bachelor's degree in in human resource management, public administration, or a related field. Demonstrated experience managing end-to-end recruitment processes, including job analysis, posting development, applicant screening, interview coordination, and offer processing. Experience advising hiring managers through all phases of the selection process, including minimum qualification determinations, interview strategy, and selection justification. Knowledge of federal, state and local HR laws and regulations. Experience administering Family and Medical Leave Act, Americans with Disabilities Act, and Worker's Compensation. HR certification (PHR, SHRM - CP). Advanced skills in Microsoft Office, Excel, Word and Outlook. Experience with human resources information systems. Experience communicating effectively with employees at all levels. Attention to detail, problem solving skills and ability to simultaneously manage multiple tasks in a fast-paced environment. PHYSICAL REQUIREMENTS: Work is generally sedentary in nature. Ability to do some standing, walking, bending and carrying of items up to 25 pounds. Ability to communicate verbally and in writing and operate keyboard-driven equipment. Sufficiently mobile to attend meetings at various locations and make presentations to county staff and community. All duties performed with or without reasonable accommodations. SELECTION PROCEDURE: Panel interview and may include exercise. Fairfax County is home to a highly diverse population, with a significant number of residents speaking languages other than English at home - including Spanish, Asian/Pacific Islander, Indo-European, and many others. We encourage candidates who are bilingual in English and another language to apply for this opportunity. Fairfax County Government prohibits discrimination on the basis of race, color, religion, national origin, sex, pregnancy, childbirth or related medical conditions, age, marital status, disability, sexual orientation, gender identity, genetics, political affiliation, or military status in the recruitment, selection, and hiring of its workforce. Reasonable accommodations are available to persons with disabilities during application and/or interview processes per the Americans with Disabilities Act. TTY . EEO/AA/TTY. #LI-LD1

To provide guidance to management and employees on performance concerns, conflict resolution, organizational changes, HR policies and procedures, employment/labor laws, EEO, and adverse employment actions to promote a fair and equitable work environment. Assess and address employee engagement, manager education, employee and manager counseling, performance improvement efforts, investigations, policy interpretation and resolution of employee grievances/charges. Responsibilities Evaluate employee inquiries and problems to determine best course of action; provide advice and guidance Lead thorough and timely workplace investigations and make recommendations on appropriate course of action including formal levels of disciplinary action (e.g., reprimand, suspension, reassignment/reduction or termination) to minimize legal risk Create chronological history of relevant issues; ensure the accuracy of the content and that the document is legally defensible/sound Resolve issues involving discipline, performance, employee concerns, attendance, personnel actions, and employment policies/procedures and laws (e.g., EEO, AAP, FMLA, ADEA, ADA) Apply knowledge of theories, principles, and practices of human resource management; research and evaluate employment practices and make recommendations Analyze exit survey, turnover and other employee data to produce metrics outlining the current state and provide recommendations to internal customers Maintain working knowledge of regulatory requirements and practices including changes and new legislation Research Navy Federal policies, procedures and past practices to ensure consistency in all adverse employment actions Review performance appraisals as needed; evaluate the content of the appraisal to ensure fairness, consistency, accuracy and legal compliance Confer and consult with Office of the General Counsel (OGC) and external law offices on litigation cases; provides detailed case analysis and documentation as needed Apply knowledge of federal, international and state employment laws to provide advice, guidance, and counseling to employees and management Represent Navy Federal in unemployment hearings and appeals, as necessary Assist in composing internal and external communications Lead and/or provides support for projects and initiatives within the business unit and/or across the organization Research, compile, review and analyze reports Participate in training and mentor initiatives with new Employee Relations team members Perform other duties as assigned Qualifications Significant knowledge in local, state and federal employment regulations Advanced knowledge of federal and state leave and disability laws related to benefits, HIPPA, FMLA, ADA and substance abuse Significant experience in managing multiple priorities independently and/or in a team environment to achieve goals Ability to maintain confidentiality and demonstrate integrity Advanced skill applying local, state and federal employment regulations Advanced research, analytical and problem solving skills Advanced verbal and written communication skills Advanced skill to influence, negotiate and persuade to reach agreeable exchange and positive outcomes Advanced skill presenting findings, conclusions, alternatives and information clearly and concisely Advanced organizational, planning, and time management skills Advanced skill working with diverse internal and external contacts Advanced skill building effective relationships through rapport, trust, diplomacy and tact Advanced skill navigating multiple screens and PC applications and adapting to new technologies Bachelor's Degree in Human Resources, Business Administration, or the equivalent combination of training, education, and experience Desired Qualifications Basic knowledge of Navy Federal Human Resources policies, procedures, and programs Basic knowledge of Navy Federal's functions, philosophy, operations and organizational objectives PHR/SHRM-CP or SPHR/SHRM-SCP Certification Hours: Monday - Friday, 8:00AM - 4:30PM Locations: 820 Follin Lane, Vienna, VA 22180 | 5510 Heritage Oaks Drive, Pensacola, FL 32526 | 141 Security Drive, Winchester, VA 22602 | 9999 Willow Creek Road, San Diego, CA 92131 About Us Navy Federal provides much more than a job. We provide a meaningful career experience, including a culture that is energized, engaged and committed; and fierce appreciation for our teams, who are rewarded with highly competitive pay and generous benefits and perks. Our approach to careers is simple yet powerful: Make our mission your passion.* Fortune 100 Best Companies to Work For 2025* Yello and WayUp Top 100 Internship Programs* Computerworld Best Places to Work in IT* Newsweek Most Loved Workplaces* 2025 PEOPLE Companies That Care* Newsweek Most Trustworthy Companies in America* Military Times 2025 Best for Vets Employers* Best Companies for Latinos to Work for 2024* Forbes 2025 America's Best Large Employers* Forbes 2025 America's Best Employers for New Grads* Forbes 2025 America's Best Employers for Tech Workers* 2025 RippleMatch Campus Forward Award Winner for Overall Excellence* Military.com Top Military Spouse Employers 2025* 2025 Handshake Early Talent AwardFrom Fortune . 2025 Fortune Media IP Limited. All rights reserved. Used under license. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of, Navy Federal Credit Union.Equal Employment Opportunity: All qualified applicants will receive consideration for employment without regard to age, race, sex, color, religion, national origin, disability, veteran status, pregnancy, sexual orientation, genetic information, gender identity or any other basis protected by applicable law.Disclaimers: Navy Federal reserves the right to fill this role at a higher/lower grade level based on business need. An assessment may be required to compete for this position. Job postings are subject to close early or extend out longer than the anticipated closing date at the hiring team's discretion based on qualified applicant volume. Navy Federal Credit Union assesses market data to establish salary ranges that enable us to remain competitive. You are paid within the salary range, based on your experience, location and market position. For additional details regarding compensation and benefits, review the Benefits page of the Navy Federal Career Site.Protect Yourself from Job Scams: Navy Federal Credit Union jobs are posted on our career site, jobs.navyfederal.org and reputable job boards (e.g., LinkedIn, Indeed). We do not post jobs on social media marketplaces, messaging apps or unverified websites. We will never ask candidates for payment, bank details or personal financial information during the hiring process.Bank Secrecy Act: Remains cognizant of and adheres to Navy Federal policies and procedures, and regulations pertaining to the Bank Secrecy Act.

Job ID 2025-0043 # Positions 1 Experience (Years) 5 Category Engineering & Air Safety - Human Factors Specialist External Description Human Factors Speicalist The Air Line Pilots Association, International (ALPA), the largest airline pilot union in the world and the largest non-governmental aviation safety organization in the world (representing over 80,000 pilots at 42 U.S. and Canadian airlines) seeks an experienced Human Factors Specialist for our Tysons (McLean), Virginia office. As an integral member of the Engineering & Air Safety (E&AS) department, the Human Factors Specialist is the primary staff point of contact and Subject Matter Expert (SME) on promoting safety through the integration of human factors principles throughout aircraft design and certification, standard operating procedures, and airline operations. The Human Factors Specialist advances ALPA's safety objectives by ensuring that human factors considerations are systematically integrated into the design, certification, operation of aircraft, standard operating procedures, and airline training systems. This role supports the evaluation of regulatory proposals, operational concepts, and emerging technologies, including advancements in automation, to identify human factors issues and promote pilot-centered solutions. The position applies human factors engineering and Human Systems Integration (HSI) principles to assess aviation systems, operations, training programs, and regulations that affect pilot workload, flight deck interface design, and operational safety. Additionally, the position will analyze aviation safety, operations, and research data to identify human factors trends and/or patterns and recommend potential human factors interventions, mitigations, and tradeoffs. The Specialist also contributes human factors expertise to the development and harmonization of domestic and international standards, collaborating closely with ALPA pilot volunteers in the Air Safety Organization and its associated technical groups (Accident Analysis & Prevention, Aircraft Design & Operations, Airport & Ground Environment, Air Traffic Services, Human Factors & Training, and Safety Management Systems). This position reinforces the link between human factors and safety, ensuring that system design, aircraft design and certification, standard operating procedures, and pilot training reflect operational realities, manage workload effectively, and enhance resilience across the aviation system. Travel: Up to 20%; sporadically, travel, local and national, could be as much as 25% of the time. ALPA is an equal opportunity employer that is committed to diversity and inclusion in a safe workplace. We prohibit discrimination, harassment and harmful behavior of any kind based on race, color, sex, religion, sexual orientation, national origin, gender identity, caste, disability, genetic information, pregnancy, or other protected characteristics as outlined in federal or provincial laws. We highly value everyone and all are encouraged to apply, including minorities, veterans, and people with disabilities. This position is covered by a collective bargaining agreement. ALPA is a member-driven, staff supported, union with two internal professional unions. Minimum Requirements: Master's degree in aviation human factors or a related field from an accredited institution; or an equivalent combination of education and relevant experience. Five (5) or more years of direct work (post education) experience in aviation human factors related to pilot performance, flight deck design, standard operating procedures, workload management, and/or other human factors studies and functions. In-depth knowledge of Federal Aviation Regulations (FARs). Knowledge of Canadian Aviation Regulations (CARs) as they apply to aviation human factors also desirable. Prior work experience with airlines, the FAA, Transport Canada, or related aviation organizations in human factors is highly desirable. Pilot's license with instrument rating preferred Demonstrated expertise in the design, implementation, and evaluation of standard operating procedures, emphasizing application of human-centered principles. Exceptional written and verbal communication skills for effective interaction with pilots, regulators, airline representatives, and technical experts. Strong organizational skills, with the ability to manage multiple priorities in a dynamic regulatory and industry environment. Ability to learn quickly and seamlessly adapt to changing demands is extremely important. Able to work independently and to be proactive in identifying and responding to issues and problems. Proficiency using Microsoft Office including Teams, Word, Outlook, PowerPoint, and Excel. Able to work flexible schedule on short notice as needed. Physical Demands: Note: The physical demands described herein are characteristic of those that must be met to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals to perform the essential physical activities of this position described below. Constantly operates a computer/smartphone/tablet. Regularly required to maintain a stationary position; move about the office and the local metropolitan area; determine what others have said or written; and, converse with others and exchange accurate information. Regularly required to sit, stand, bend, reach, and move about the office and travel (locally, nationally, and internationally). May also include occasional bending, stooping, squatting, and/or pushing and pulling or moving, e.g., to pack, unpack, and/or move cases. Occasionally required to move, raise, reach, and/or retrieve binders, books, boxes, and files up to ten (10) pounds (lbs.). While on travel, could be responsible to move, raise, reach, and/or retrieve luggage weighing as much as 50 lbs. (Assistance may not always be available.) ALPA offers competitive salaries with terrific benefits, including: 401k Plan with Non-Elective Employer Contribution of 12% plus 2% contribution into a Market-Based Cash Balance Plan (MBCBP) after 180 days of employment. No employee contribution required! Employees can choose to make pre-tax, Roth, and after-tax contributions to the 401(k). The plan permits in-plan Roth conversions and has a 4-year vesting schedule. The MBCBP has a 3-year cliff vesting period; Generous health care benefits on day one - Aetna PPO Plan, Aetna High Deductible Health Plan, and a Kaiser HMO Plan (where available), which includes coverage for medical, dental, and vision benefits for the employee, their spouse, and/or dependent children. Employees do not have to pay premiums if they enroll in the Aetna High Deductible Health Plan or the Kaiser HMO Plan; 15 days paid vacation and 13 holidays per year plus 2 volunteer days per year; Generous sick and bereavement leave; Competitive parental leave; Company-paid coverage for long term disability, life insurance, and accidental death & dismemberment; Flexible Spending and Health Savings accounts; Retiree health plan and a retiree health account (retiree HRA). Funds in the retiree health account can be used to pay for eligible medical expenses in retirement; Education Assistance Program that reimburses 100% of eligible expenses; Optional benefits include a legal plan, supplemental life insurance, college 529 plan, pet insurance, long term care insurance, and qualified transportation fringe benefits (where available); and, Partial remote work opportunities are available after six months of service. PROJECTED ANNUAL SALARY RANGE: $ 96,027.00 - $ 137,179.00 Relocation not provided. Sponsorship not available for this position.

Job ID 2025-13142 # of Openings 1 Category Human Resources Benefit Type Salaried High Fringe/Full-Time LMI is seeking a Human Capital Specialist at a consultant level to support the United States Postal Inspection Service (USPIS). We are seeking a Human Capital Specialist to support workforce planning, talent management, and organizational transformation initiatives for the U.S. Postal Inspection Service (USPIS) and other federal law enforcement clients. The Human Capital Specialist will apply GAO, OMB, and OPM workforce planning frameworks to guide the development of staffing models, competency assessments, and succession strategies. The position requires experience in federal human capital programs, strong stakeholder engagement skills, and the ability to translate complex workforce challenges into actionable recommendations for agency leadership. LMI is a new breed of digital solutions provider dedicated to accelerating government impact with innovation and speed. Investing in technology and prototypes ahead of need, LMI brings commercial-grade platforms and mission-ready AI to federal agencies at commercial speed. Leveraging our mission-ready technology and solutions, proven expertise in federal deployment, and strategic relationships, we enhance outcomes for the government, efficiently and effectively. With a focus on agility and collaboration, LMI serves the defense, space, healthcare, and energy sectors-helping agencies navigate complexity and outpace change. Headquartered in Tysons, Virginia, LMI is committed to delivering impactful results that strengthen missions and drive lasting value. Responsibilities Responsibilities will include: Design and facilitate workshops with federal law enforcement leadership and staff to validate workforce assumptions and ensure buy-in for new approaches. Benchmark human capital practices and policies against peer law enforcement agencies and translate lessons learned into actionable recommendations. Research workforce drivers and validate with law enforcement SMEs and USPIS leadership. Collaborate with analysts, data scientists, and policy specialists to ensure workforce models incorporate human capital considerations such as skills, competencies, and succession planning. Lead the integration of GAO and OMB strategic workforce planning principles into client workforce strategies, ensuring compliance with federal best practices. Conduct skills gap and competency assessments to align the current workforce with future mission requirements. Support succession planning by identifying mission-critical roles, analyzing attrition risks, and recommending career development pipelines. Recommend and help refine human capital policies, procedures, and workforce allocation processes in line with OIG and GAO recommendations. Advise on training and development strategies to strengthen agency workforce readiness and retention. Qualifications Minimum Requirements Education: Bachelor's degree in Public Policy, Human Capital Management, Industrial/Organizational Psychology, Business Analytics, or related field. Experience: 3-5 years of professional experience in workforce analytics, human capital consulting, or related field within a federal or consulting environment. Technical Skills: Strong understanding of GAO/OMB/OPM workforce planning frameworks and federal HR policies, including but not limited to, training and development, performance management, and/or hiring and recruitment. Demonstrated ability to conduct skills gap assessments and design workforce development strategies. Familiarity with performance measurement and succession planning in federal agencies. Other Requirements: Exceptional communication and facilitation skills, with experience briefing senior leaders. Ability to manage multiple projects and deadlines in a fast-paced consulting environment. Ability to obtain and maintain a USPS Public Trust clearance. Desired Skills Master's degree in Industrial/Organizational Psychology, Human Capital Management, or Public Policy. Professional certifications such as SHRM-SCP, HRCI SPHR, or ATD Certified Professional in Talent Development. Experience advising law enforcement or public safety agencies on workforce planning or human capital programs. Familiarity with federal IT and cybersecurity workforce standards (NICE framework, Clinger-Cohen Act). Knowledge of data visualization and analytics tools (e.g., Power BI, Tableau) to support human capital analysis. Experience developing or responding to GAO, OIG, or OPM human capital assessments. Target salary range: $74892.39 - $128044.59 Disclaimer: The salary range displayed represents the typical salary range for this position and is not a guarantee of compensation. Individual salaries are determined by various factors including, but not limited to location, internal equity, business considerations, client contract requirements, and candidate qualifications, such as education, experience, skills, and security clearances. Final compensation will be determined by a variety of factors including but not limited to your skills, experience, education, and/or certifications. LMI is an Equal Opportunity Employer. LMI is committed to the fair treatment of all and to our policy of providing applicants and employees with equal employment opportunities. LMI recruits, hires, trains, and promotes people without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, disability, age, protected veteran status, citizenship status, genetic information, or any other characteristic protected by applicable federal, state, or local law. If you are a person with a disability needing assistance with the application process, please contact Colorado Residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information. Need help finding the right job? We can recommend jobs specifically for you! Click here to get started.

General Job Information This role is part of the District Department of Transportation (DDOT), Human Resources Division, Employee Relations Branch. The Employee Relations Specialist serves as a trusted advisor and subject matter expert on workplace relations, ensuring a positive, productive, and legally compliant work environment. The position provides guidance and consultation to management and employees on a wide range of employee relations issues, including grievances, corrective and adverse actions, appeals, performance management, and employee conduct. The specialist plays a critical role in fostering fairness, consistency, and transparency across the organization. A key responsibility of this role is conducting impartial investigations into allegations of harassment (including sexual harassment), discrimination/EEO complaints, misconduct, policy violations, and other sensitive matters. This includes developing investigation plans, conducting interviews, reviewing documentation, and preparing objective, well-supported reports. The work ensures compliance with local and federal laws and promotes equitable outcomes that uphold DDOT's commitment to integrity, respect, and inclusivity in the workplace. Duties and Responsibilities The incumbent provides advice on employee and management rights and obligations, discipline, appeal and/or grievance rights, office conduct, leave, absenteeism, reassignments, promotions, and labor relations. The incumbent will review grievances and disciplinary actions for adherence to correct regulations and procedures. The successful candidate will also research and analyze facts to arrive at valid conclusions and prepares written recommendations. Provides guidance to managers and supervisors in resolving work-related and/or personal problems, which adversely affect morale and/or job performance. The incumbent will also coordinate with representatives from the Office of the General Counsel to assist managers and employees with personnel policy interpretations and in mediating disputes. The successful candidate will assure all disciplinary actions conform to regulations, procedures, and collective bargaining agreements. Provides guidance to departmental officials regarding problem employees and interpretation of regulations. The incumbent will also assist in the development of training materials concerning employee relations policies, practices and procedures. Also conducts a variety of studies and projects relevant to employee relations and prepares reports of the findings and recommendations. Qualifications and Education: Individual must have one (1) year of specialized experience which is equivalent to the CS-12 grade level. Specialized experience which is directly related to the work of the position and has equipped the individual with the particular knowledge, skills, and abilities to successfully perform the duties of the position such as but are not limited to the review, interpretation, and application of complex personnel policies, assessment and implementation of disciplinary and performance management actions, conducting research and investigations, performing critical analysis and report writing, and providing counseling and guidance. Preferred Qualifications: * Human Resources Certification and/or Bachelor's degree or higher in Human Resources or a related field. * Minimum of 3-5 years of experience in employee relations conducting investigations, drafting written reports, and implementing discipline and other corrective measures. * Experience handling EEO complaints and sexual harassment investigations. * Knowledge of federal and local employment laws, including Title VII, ADEA, ADA, EPA, GINA, FMLA, and DC-specific regulations including DCFMLA, DCHRA, PPFWA, UADA, FCRSA, and DC Parental Leave Act. Working Conditions/Environment The work is performed in the office and in a conference, meeting and training rooms, and as appropriate at the employee's work site. Licenses and Certifications: None Other Significant Facts Tour of Duty: Varies Pay Plan, Series, and Grade: CS-0201-13 Duration of appointment: Career Service- Term Appointment Promotion Potential: No known promotional potential Collective Bargaining Union (Non-Union): This position is not in a collective bargaining union. Essential Designation: This position has been designated as an essential employee position under the provisions of District Personnel Manual, Chapter 12. As such, your services may be required in emergency situations to perform crucial duties, i.e., snow removal, debris removal, transportation, shelter operation, food distribution, and communications. These duties may be performed when the government is closed or when most employees are dismissed early. Employees are required to work rotating shifts, to include evenings, nights, weekends, holidays, and in on-call situations. Employees are considered emergency personnel and are subject to call-in 24 hours a day and will be required to provide the employing agency with a telephone number where they can be reached. Position Designations: The position has been deemed security-sensitive. Accordingly, the incumbent will be subject to pre-employment checks (criminal background checks, consumer credit checks, traffic record checks, if applicable) as a condition of employment, and will be subject to periodic criminal background checks for the duration of your tenure. Employee Benefits May Include: Health and life insurance benefits and retirement benefits (More information about these benefits is available on the D.C. Department of Human Resources (DCHR) website at ***************** * Complimentary Capital BikeShare Membership * Continued professional development, and professional growth through d.University, the in-house training available for all DDOT employees * Flexible work schedule (team and role dependent) * Employer-assisted housing loan program, providing payment and/or closing cost financing for first-time home buyers (restrictions apply). EEO Statement: The District of Columbia Government is an Equal Opportunity Employer. All qualified candidates will receive consideration without regard race, color, sex, religion, national origin, age, disability, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, matriculation, political affiliation, credit information, homeless status, and/or victims or family members of victims of domestic violence, sexual offense or stalking.

Job Description Summary of Role: HR Specialists in Benefits and Payroll administer federal benefits programs and provide counseling on retirement, health coverage, life insurance, and leave programs, while coordinating payroll-related actions. Responsibilities: Advise employees on FEHB, FEGLI, FERS, TSP, and leave policies. Process benefits elections and payroll adjustments. Coordinate retirement packages. Resolve employee benefit inquiries. Ensure compliance with DHS and OPM benefits regulations. Benefits Administration Administer employee benefits programs, including health, dental, vision, life, disability, FSA/HSA, retirement, and leave programs. Manage open enrollment, employee eligibility, and benefit plan changes throughout the year. Serve as the primary point of contact for benefits-related inquiries and issue resolution. Collaborate with insurance brokers and benefit vendors to ensure smooth operations and service delivery. Coordinate benefits education sessions and communications to enhance employee understanding and engagement. Stay abreast of industry trends and best practices in human resources management and make recommendations for continuous improvement. Audit and maintain accurate benefit use and accruals. Facilitate audits by providing records and documentation to auditors. Reconcile benefits invoices and payroll deductions monthly, including COBRA enrollments and terminations, 403b contributions, FSA accounts and others. Payroll Management Manage and process bi-weekly payroll for all employees, ensuring accuracy, timeliness, and compliance with federal, state and local laws. Maintain payroll records, deductions (for benefits, retirement, garnishments), and tax withholdings in accordance with legal requirements. Reconcile payroll accounts and collaborate with Finance on reporting, audits, and budgeting. Administer wage adjustments, retroactive pay, and off-cycle payments as needed. Ensure compliance with FLSA, IRS regulations, and other applicable wage and hour laws. Liaison with payroll vendors to ensure payroll tax returns are filed timely and maintain accurate payroll tax records. Review and update payroll-related policies and procedures for clarity and compliance. Assist People & Culture with onboarding/entry of the open enrollment processes for new employee benefits and payroll. Special projects and tasks as assigned. Compliance and Reporting Ensure all payroll and benefits programs comply with applicable laws (ACA, ERISA, COBRA, HIPAA, FMLA, etc.). Prepare and file required reports such as ACA filings, 403(b) or 401(k) contributions, and benefits audits. Requirements: 5+ years of experience Ability to successfully complete a DHS Public Trust background check. Preferred Qualifications: Bachelor's degree or higher in Accounting, Finance or Business Administration. A deep understanding of various employee benefits, including health, retirement, and insurance. Intermediate/expert skills in Excel required. Excellent communication, interpersonal, and negotiation skills. Proven ability to build and maintain effective working relationships at all levels across the organization. Monitors own work to ensure professional quality and punctuality. Ability to handle sensitive and confidential information with discretion. Strong analytical and problem-solving skills Certified Benefits Professional (CBP) is highly preferred.

Job Description About Komline As a pioneering leader in advanced separation technologies, Komline has established a global reputation for engineering excellence. Through our combination of innovative design, cutting-edge manufacturing capabilities, and decades of industry experience, we consistently deliver the highest quality equipment from our integrated manufacturing facilities. Serving our core markets of Water & Process, Agricultural & Renewables, and Industrials, we pride ourselves on providing comprehensive separation solutions precisely tailored to our clients' requirements. With a strong track record of strategic growth and acquisitions, Komline continues to expand its solution portfolio and technical capabilities while maintaining our commitment to innovation and customer satisfaction. This Opportunity The Human Resources (HR) Specialist II will serve as a strategic partner for our Industrial Coolant and Filtration business segment, a dynamic manufacturing environment where innovation meets industrial excellence. The HR Specialist II will balance operational HR functions with strategic workforce initiatives by working closely with plant leadership, manufacturing teams, and corporate HR to drive employee engagement, ensure regulatory compliance, and support the talent needs of this growing division. Roles and Responsibilities Serve as the primary point of contact for employee inquiries regarding HR policies, benefits, compensation, and workplace concerns Conduct thorough investigations while recommending appropriate solutions to resolve employee relations issues Implement employee engagement initiatives to improve morale, retention, and workplace culture Provide onboarding for new hires and conduct exit interviews to analyze data trends and recommend retention strategies Maintain HRIS data integrity through regular audits, updates, and documentation Analyze workforce trends and provide insights to leadership on turnover, absenteeism, and other key indicators to support data driven decision making Support performance management processes, including review cycles and performance improvement plans Administer employee benefits programs, including health insurance, retirement plans, and leave management Process and coordinate leave of absence requests (FMLA, medical, personal) Support annual compensation reviews and merit increase processes Ensure compliance with federal and state employment laws, including OSHA, FLSA, FMLA, ADA, and EEO regulations Partner with Safety and Operations teams to support workplace safety initiatives and training programs. Maintain training records and completions of programs Maintain accurate employee records and HR documentation in accordance with legal requirements to support workers' compensation claims and return-to-work Provide support for the Talent Acquisition team when needed Required Qualifications Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or related field 3-5 years of progressive HR experience, with at least 2 years in a manufacturing, industrial, or production environment Understanding of federal and state employment laws and HR best practices Experience with full-cycle recruitment and employee relations case management Proficiency with HRIS systems (experience with Workday, ADP, or similar platforms preferred) Strong working knowledge of Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) Preferred Qualifications Professional HR certification (PHR, SHRM-CP) Experience in a multi-site manufacturing organization Background in industrial, automotive, aerospace, or engineered products industries Experience with union or non-union manufacturing environments Knowledge of OSHA regulations and workplace safety standards Familiarity with Lean Manufacturing or Six Sigma principles Equal Opportunity Statement: Komline is an EEO employer - M/F/Vets/Disabled

Bookmark this Posting Print Preview | Apply for this Job Details Information About Us Howard Community College (HCC) is an exciting place to work, learn, and grow! We are proud to have received the Great Colleges to Work For honor for 12 consecutive years, 2009-2020. Howard Community College values diversity among its faculty, staff and student population. We are an innovative institution that is committed to responding to the ever-changing needs and interests of a diverse and dynamic community. No matter where you want to go in your career, you can get there from here! Health Insurance * Multiple medical options with no annual deductible and low co‑pays; prescription drugs covered through mail‑order or retail pharmacies. * Vision coverage includes an annual eye exam and a generous frame allowance. * Dental plans offer low deductibles and reasonable annual maximums. Paid Time Off & Leave * 20days of vacation per year for full‑time staff (capped at 30 days), with additional accrual tiers for other employee groups. * Spring break and winter break each add one extra week of paid vacation. * 4days of personal leave per year (rolls into sick leave if unused). * 12days of sick leave per year, unlimited carry‑forward. * Additional leave options include bereavement, organ‑donor, sabbatical (faculty & staff), and an emergency‑leave bank. Tuition Waiver * Full‑time budgeted employees receive a tuition waiver for Howard Community College courses taken during non‑working hours (subject to space availability and prior approval). On‑Site Amenities * Fitness center accessible to all staff. * Library with research resources and bestseller collection. Café offering a variety of food options and a quick‑service kiosk as well as free parking on campus. Position Title Enterprise Resource Planning Trainer FLSA Exempt FT/PT Full Time Hours Per Week 37.5 Work Schedule Monday-Friday Grade 16 Compensation Range $73,172 Summary The Enterprise Resource Planning (ERP) Trainer is responsible for designing, delivering, and assessing training programs for faculty and staff at the Howard Community College to effectively utilize the college's ERP system. This position works within the Information Technology department to help functional area end-users understand system functionality, features, and best practices, enabling them to perform their roles efficiently and accurately. Essential Role Responsibilities Training Development and Delivery * Design, develop, and update training materials, including manuals, guides, videos, and presentations, tailored to the needs of various user groups. * Conduct in-person and virtual training sessions for faculty and staff on ERP system modules (e.g., student information, HR, finance, etc.). * Facilitate hands-on workshops to enhance end-user familiarity with the system. * Manage ERP training module access through partnership with user Director of AIS and department leadership * Development and maintain user learning plans by department and role through collaboration with user department leadership. Needs Assessment * Collaborate with college departments to identify training needs and customize programs accordingly. * Conduct skill gap analyses to align training materials with users' knowledge levels. Technical Support * Serve as a subject matter expert (SME) on the ERP system to answer user inquiries and troubleshoot system-related issues. * Partner with the Technology Service Center to resolve user challenges during and after training. Communicate planned and unplanned changes with Technology Service Center. System Updates and Communication * Stay updated on ERP system changes and upgrades, ensuring training materials reflect the latest functionality. Attend regional and national conferences to maintain this currency. * Communicate system updates, tips, and best practices to end-users regularly. Develop and maintain online materials for this communciation. Documentation and Reporting * Maintain comprehensive training records, including attendance, progress, and feedback. Work closely with Human Resources to develop these trainings within the college's Professional Development program. * Provide reports to IT leadership on training effectiveness and user proficiency levels. Collaboration * Work closely with the ERP vendor to understand system functionality and incorporate best practices into training. * Collaborate with other IT staff and college stakeholders for seamless system implementation of new software and infrastructure. Minimum Education Required Bachelor's degree Experience Required 2 Preferred Experience * Bachelor's degree in technical or a related field with 2-3 years of experience. * Well versed in Ellucian Colleague, CRM Advise, and CRM Recruit. * Demonstrates a knowledge of computing, telecommunications, networking, security and information technology. * Demonstrated ability to manage training program in alignment with organizational goals while delivering measurable results. * Ability to manage multiple priorities and work collaboratively with diverse stakeholders. * Experience in higher education preferred. OTHER REQUIREMENTS * In-depth knowledge of enterprise resource planning systems, including implementation, upgrades, and integrations. * Demonstrates the ability to work effectively within a large diverse organization of professionals and customers. * Has the ability and experience with managing complex technology systems and applications. * Has excellent organizational and interpersonal skills. * Demonstrates the ability to communicate at a very effective level, both verbally and in writing. * Has the ability to maintain strict confidentiality. * Regular attendance is a requirement of this job. * Performs all duties while considering the impact of any actions on the college's sustainability initiatives in the areas of environmental stewardship, social responsibility, and economic prosperity. Physical Demand Summary Fast-paced, deadline-driven, office working environment. Concurrent management of numerous tasks, some with conflicting priorities. Flexibility required. Supervisory Position? No Division Information Technology Department Administrative Info. Systems Posting Detail Information Posting Number B559P Number of Vacancies 1 Best Consideration Date 11/14/2025 Job Open Date 10/31/2025 Job Close Date Continuous Recruitment? No Job Category Staff Benefits Summary Howard Community College offers competitive salaries, excellent medical and dental selections, tuition reimbursement and paid leave programs. As a participating member of the Maryland Retirement and Pension System, HCC offers two retirement options: The Pension, which requires a 7% employee contribution and The ORP, a 403(b) with a 7.25% employer contribution only. Employees in positions that do not require a bachelor's degree must participate in The Pension. Employees that possess a bachelor's degree and hold professional positions that require a bachelor's degree may choose to participate in either The Pension or The ORP. Applicant Instructions * Pre-employment criminal background investigation is a condition of employment. HCC is interested in all qualified applicants who are eligible to work in the United States. However, HCC will generally not sponsor applicants for work visas. Due to HCC policy, only employees living in states contiguous to Maryland are eligible for work at HCC and include Virginia, West Virginia, Washington DC, Pennsylvania. Candidates must live in the commutable area or willing to relocate at their own expense if offered the position because HCC does not offer relocation benefits. Please complete the entire HCC Employment Application (Candidates will be evaluated on completing the college's application in full). Quick Link for Internal Postings ********************************************** EEO Statement Howard Community College (HCC) is an Equal Employment Opportunity & Affirmative Action employer & values diversity within its faculty, staff & student population. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, gender, sexual orientation, gender identity, genetic information, disability or protected veteran status. HCC understands that persons with specific disabilities may need assistance with the job application process and/or with the interview process. For confidential assistance with the job application process, please contact the Office of Human Resources at ************. Reference Collection References Minimum Requests 3 Maximum Requests 3 Cut-off Date Special Instructions to Reference Provider Supplemental Questions Required fields are indicated with an asterisk (*). * * Do you have a bachelor's degree or higher? * Yes * No * * Please describe your experience training or teaching others how to use Colleague or another Student Information System (SIS). This experience can be formal or informal. (Open Ended Question) Documents Needed to Apply Required Documents * Resume * Cover Letter Optional Documents

Job Title: Director of Human Resources Department: HR Reports To: CFO Job Type: Full-Time We are seeking an experienced and strategic Director of Human Resources to lead our HR team and serve as a trusted partner to the leadership team. In this role, you will be responsible for the developing and executing people strategies that support our business goals, foster a high-performing culture, and ensure compliance with employment laws and best practices. You will oversee all aspects of HR including talent acquisition, employee relations, performance management, payroll, compensation, benefits and insurance, training and development. Key Responsibilities Strategic Leadership Partner with executive leadership to design and implement HR strategies that align with business objectives and growth plans. Serve as a trusted advisor to senior leaders on organizational development and design, workforce planning, and talent management. Champion diversity, equity, inclusion, and belonging initiatives. Talent Acquisition & Management Lead the recruitment strategy to attract, hire, and retain top talent across all functions. Oversee onboarding processes to ensure a positive and seamless employee experience. Develop and implement career development, succession planning, and internal mobility initiatives. Employee Engagement & Culture Build and sustain a strong organizational culture aligned with company values. Design and deliver employee engagement strategies and programs to improve retention and morale. Oversee employee recognition and feedback programs. HR Operations & Compliance Ensure compliance with labor laws, health and safety regulations, and internal policies. Oversee compensation, benefits, and payroll in partnership with Finance. Maintain and enhance HR systems and data analytics to support decision-making. Learning & Development Establish training and professional development programs to support employee growth. Coach managers on leadership skills, performance management, and conflict resolution. Qualifications Master's Degree in Human Resources, Business Administration, or related field 8-12 years of progressive HR leadership experience, with at least 3-5 years in a senior HR role. Demonstrated ability to design and execute HR strategies in a growing organization (200-500 employees preferred). Strong knowledge of employment law, HR best practices, and HR technologies. Excellent interpersonal, communication, and leadership skills. Proven track record of building strong relationships and influencing at all levels of an organization.

Our client, a higher education institution, is seeking an experienced Human Resources Associate II in Baltimore, MD to serve as the face of their HR department. This critical role combines front-office reception with comprehensive HR support, requiring a professional who can balance excellent customer service with discretion, multitasking abilities, and solid HR knowledge. Compensation: $24.00/hour (Depending on Experience) Schedule: Monday - Friday, 40 hours, Full-time, 100% on-site in Baltimore, MD (Availability to start ASAP) Why This Role Matters As the first point of contact for the HR office, you'll be the gatekeeper who ensures smooth operations for the entire department. Your ability to handle confidential matters professionally, understand HR terminology, and multitask effectively will be crucial to supporting both employees and HR leadership. Key Responsibilities Front Office & Administrative Support: Serve as the primary receptionist for the HR office, greeting visitors, answering phones, and managing mail Act as first point of contact for employee inquiries, directing matters appropriately Prepare correspondence, reports, and maintain organized filing systems Assist employees in completing HR forms and transactions HR Operations Support: Support day-to-day HR functions including recruitment, benefits administration, and employee relations Assist HR Managers in responding to routine and complex HR inquiries Maintain employee files with proper documentation and ensure policy compliance Coordinate HR activities such as new employee orientation, benefits fairs, meetings, and special events Data & Reporting: Gather and consolidate data for benchmark reports following established guidelines Assist in preparation of HR reports and presentations Maintain accuracy and attention to detail in all documentation Confidentiality & Compliance: Handle sensitive and confidential information with complete discretion Ensure compliance with HR policies, procedures, and processes Support enforcement of human resource policies across the organization Required Qualifications Education: High school diploma or GED required Bachelor's degree preferred (may qualify for title/compensation adjustment) Experience: Minimum 4 years of professional experience At least 3 years of experience applying HR policies and procedures Higher education environment experience is a plus Essential Skills & Competencies Proficiency with Microsoft Office Suite (Excel, Word, Outlook, PowerPoint) Working knowledge of general HR programs and systems Excellent customer service and presentation abilities Strong organizational and problem-solving skills Exceptional interpersonal, oral, and written communication Ability to prioritize and balance multiple tasks simultaneously Mature judgment and total discretion with confidential information Meticulous attention to detail with commitment to accuracy Flexibility and adaptability to changing priorities Team-oriented mindset with ability to work collaboratively Reliable and dependable with excellent attendance Professional demeanor appropriate for front-facing role What Makes a Great Candidate The ideal candidate is a mature, experienced HR professional who: Understands HR terminology and can navigate various HR functions confidently Thrives in a fast-paced environment where they're pulled in multiple directions Maintains composure and professionalism when handling sensitive matters Takes pride in being the welcoming face of the department Is committed to reliable attendance (this role is disruptive to operations when vacant) Sees this as an opportunity to grow within HR, with interest in generalist or specialist tracks Growth Opportunities This position offers clear pathways for professional development, including: Training to become an HR Generalist Specialization in recruitment, benefits, employee relations, or other HR functions Increased responsibility commensurate with performance and skill development About the Organization Our client is a higher education institution committed to supporting their employees, students and community in a positive and productive manner. The HR team plays a vital role in this mission, and this position is central to their success. To Apply: Please submit your resume. Qualified candidates will be contacted for an initial screening. If you experience difficulties utilizing the online application system or you require reasonable accommodations during any part of the pre-employment process, please contact Human Resources at ************************** The Michelle Martin Group is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

Apply Human Resource Specialist (Employee Benefits & Compensation) Department of Health and Human Services Centers for Medicare & Medicaid Services Office of Human Capital (OHC) Apply Print Share * * * * Save * This job is open to * Requirements * How you will be evaluated * Required documents * How to apply Summary This position is located in the Department of Health & Human Services (HHS), Centers for Medicare & Medicaid Services (CMS), Office of Human Capital, Division of Pay and Benefits (DPB), Benefits Branch. As a Human Resource Specialist (Employee Benefits & Compensation), GS-0201-13, you will serve as a principal advisor and recognized HR center authority on a variety of HR issues pertaining to client employee benefits and entitlements. Summary This position is located in the Department of Health & Human Services (HHS), Centers for Medicare & Medicaid Services (CMS), Office of Human Capital, Division of Pay and Benefits (DPB), Benefits Branch. As a Human Resource Specialist (Employee Benefits & Compensation), GS-0201-13, you will serve as a principal advisor and recognized HR center authority on a variety of HR issues pertaining to client employee benefits and entitlements. Overview Help Accepting applications Open & closing dates 01/12/2026 to 01/16/2026 Salary $121,785 to - $158,322 per year Pay scale & grade GS 13 Location 1 vacancy in the following location: Woodlawn, MD Remote job No Telework eligible Yes-as determined by the agency policy. Travel Required Occasional travel - You may be expected to travel up to 5% for this position. Relocation expenses reimbursed No Appointment type Permanent Work schedule Full-time Service Competitive Promotion potential 13 Job family (Series) * 0201 Human Resources Management Supervisory status No Security clearance Not Required Drug test No Position sensitivity and risk Moderate Risk (MR) Trust determination process * Credentialing * Suitability/Fitness Financial disclosure No Bargaining unit status No Announcement number CMS-OHC-26-12862271-DE Control number 854028900 This job is open to Help The public U.S. Citizens, Nationals or those who owe allegiance to the U.S. Career transition (CTAP, ICTAP, RPL) Federal employees whose job, agency or department was eliminated and are eligible for priority over other applicants. Videos Duties Help * Provide managers and employees with information and interpretations of the agency's employee benefits administration, procedures, practices, policies, and guidelines. * Present at New Employee Orientation, hosts benefits seminars and facilitates benefits webinars. * Counsel employees who have qualified for retirement benefits to include but not limited to FERS/CSRS/CSRS Offset. * Provide information necessary to help employees of the organization make irrevocable decisions and to garner the maximum gains from the available benefits. Requirements Help Conditions of employment * You must be a U.S. Citizen or National to apply for this position. * You will be subject to a background and suitability investigation. Qualifications ALL QUALIFICATION REQUIREMENTS MUST BE MET WITHIN 30 DAYS OF THE CLOSING DATE OF THIS ANNOUNCEMENT. Your resume (limited to no more than 2 pages) must include detailed information as it relates to the responsibilities and specialized experience for this position. Evidence of copying and pasting directly from the vacancy announcement without clearly documenting supplemental information to describe your experience will result in an ineligible rating. This will prevent you from being considered further. In order to qualify for the GS-13 , you must meet the following: You must demonstrate in your resume at least one year (52 weeks) of qualifying specialized experience equivalent to the GS-12 grade level in the Federal government, obtained in either the private or public sector, to include: 1) Experience managing employee retirement processes (i.e., determining eligibility, calculating service credit, reviewing retirement records for accuracy, and coordinating retirement actions to ensure timely and compliant processing); AND 2) Experience providing guidance to employees on benefits eligibility and enrollment (i.e., explaining plan options, processing enrollment changes, resolving benefits issues, and ensuring documentation is accurate and complete). Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional, philanthropic, religious, spiritual, community, student, social). Volunteer work helps build critical competencies, knowledge, and skills, and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Time-in-Grade: To be eligible, current or former Federal employees and current or former Federal employees applying under the VEOA eligibility who hold or have held a permanent General Schedule position in the previous year must have served at least 52 weeks (one year) at the next lower grade level from the position/grade level(s) to which they are applying. Click the following link to view the occupational questionnaire: ******************************************************** Education This job does not have an education qualification requirement. Additional information Bargaining Unit Position: No Tour of Duty: Flexible Recruitment Incentive: Not Authorized Relocation Incentive: Not Authorized Financial Disclosure: Not Required Workplace Flexibility at CMS: This position has a regular and recurring reporting requirement to the CMS office listed in this announcement. CMS offers flexible working arrangements and allows employees the opportunity to participate in alternative work schedules at the manager's discretion. The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced federal employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit the required documentation and be rated well-qualified for this vacancy. Click here for a detailed description of the required supporting documents. A well-qualified applicant is one whose knowledge, skills and abilities clearly exceed the minimum qualification requirements of the position. Additional information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at ****************************************************** Expand Hide additional information Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Benefits Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits. Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. How you will be evaluated You will be evaluated for this job based on how well you meet the qualifications above. You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), the responses you provide on the application questionnaire, and the results of the online assessments required for this position. A Subject Matter Expert may assist in the resume review process to help determine whether you meet the minimum job qualifications. Please follow all instructions carefully. Errors or omissions may affect your rating. You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics): * Accountability * Attention to Detail * Customer Service * Decision Making * Flexibility * Influencing/Negotiating * Integrity/Honesty * Interpersonal Skills * Learning * Reading Comprehension * Reasoning * Self-Management * Stress Tolerance * Teamwork In order to be considered for this position, you must complete all required steps in the process. In addition to the application and application questionnaire, this position requires an online assessment. The online assessment measures critical general competencies required to perform the job. The assessment includes a cut score based on the minimum level of required proficiency in these critical general competencies. You must meet or exceed the cut score to be considered. You will not be considered for the position if you score below the cut score or fail to complete the assessment. Overstating your qualifications and/or experience in your application materials or application questionnaire may result in your removal from consideration. Cheating on the online assessment may also result in your removal from consideration. Benefits Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits. Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. Required documents Required Documents Help To apply for this position, you must submit a complete Application Package which includes: 1. Resume showing relevant experience; cover letter optional. NOTE: As of September 27, 2025, federal agencies will only accept resumes that are two pages or less in length.Your resume must indicate your citizenship and whether you are registered with the Selective Service if you are a male born after December 31, 1959. Your resume must also list your work experience and education (if applicable), including the start and end dates (mm/yyyy) of each employment, along with the number of hours worked per week. For work in the Federal service, you must include the series and grade level for the position(s). For resume and application tips, visit: ************************************************************************** IN DESCRIBING YOUR WORK EXPERIENCE AND/OR EDUCATION, PLEASE BE CLEAR AND SPECIFIC REGARDING YOUR EXPERIENCE OR EDUCATION. We strongly encourage applicants to utilize the USAJOBS resume builder in the creation of resumes. Determining length of general or specialized experience is dependent on the below information and failure to provide ALL information WILL result in a finding of ineligible. * Official Position Title (include series and grade if Federal job) * Duties (be specific in describing your duties) * Employer's name and address * Supervisor name and phone number * Start and end dates in the month and year format (e.g. June 2007 to April 2008) * Full-time or part-time status (include hours worked per week) * Salary 2. CMS Required Documents (e.g., SF-50, DD-214, SF-15, etc.). Required documents may be necessary to be considered for this vacancy announcement. Click here for a detailed description of the required documents. Failure to provide the required documentation WILL result in an ineligible rating OR non-consideration. 3. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended, that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency-Based Assessments and appropriate supporting documentation for RA must be received prior to commencing the USA Hire Competency-Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency-Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency-Based Assessments if you received the link after the close of the announcement. To determine if you need a RA, please click here to review the Procedures for Requesting a Reasonable Accommodation for Online Assessments. How to Apply Help Please read the entire announcement and all the instructions before you begin an application. To apply and be considered for this position, you must complete all required questionnaires, assessments and submit all required documentation as specified in the How to Apply and Required Documents sections. The complete application package must be submitted by 11:59 PM (ET) on 01/16/2026. The application process is as follows: * Click the Apply button. * Answer the questions presented in the application and attach all necessary supporting documentation. * Click the Submit Application button prior to 11:59 PM (ET) on 01/16/2026. * If you are required to complete any USA Hire Assessments, you will be notified after submitting your application. The notification will be provided in your application submission screen and via email. The notification will include your unique assessment access link to the USA Hire system and the completion deadline. Additionally, in USAJOBS you can click "Track this application" to return to your assessment completion notice. * Access USA Hire using your unique assessment link. Access is granted through your USAJOBS login credentials. * Review all instructions prior to beginning your assessments. You will have the opportunity to request a testing accommodation before beginning the assessments should you have a disability covered under the Rehabilitation Act of 1973 as amended. * Set aside at least 3 hours to take the USA Hire Assessments; however, most applicants complete the assessments in less time. If you need to stop the assessments and continue later, you can re-use your unique assessment link. * Your responses to the USA Hire Assessments will be reused for one year (in most cases) from the date you complete an assessment. If future applications you submit require completion of the same assessments, your responses will be automatically reused. Visit the USA Hire Applicant Resource Center for practice assessments and assessment preparation resources at ***************************************** To update your application, including supporting documentation: During the announcement open period, return to your USAJOBS account, find your application record, and click Edit my application. This option will no longer be available once the announcement has closed. To view the announcement status or your application status: Visit *************************************************** Your application status page is where you can view your application status, USA Hire assessment completion status, and review your notifications sent by the hiring agency regarding your application. Commissioned Corps Officers (including Commissioned Corps professionally boarded applicants) who are interested in applying to this position must send their 1-page cover letter and 2-page ONLY professional resume (not PHS Curriculum Vitae) to ************************ in lieu of applying through this announcement. The resume should specifically explain how you are qualified for this position and draw specific attention to your skills and experiences that demonstrate these qualifications. Also, send any transcripts, licenses, or certifications as requested in this announcement. Please send all documents in 1 PDF file. In the subject line of your e-mail, include only the Job Announcement Number. In the body of your e-mail, include your current rank name and serial number. Failure to provide this information may impact your consideration for this position. Additional selections may be made for similar positions across the Department of Health and Human Services (HHS) within the local commuting area(s) of the location identified in this announcement. By applying, you agree to have your application shared with interested selecting official(s) at HHS. Clearance of CTAP/ICTAP will be applied for similar positions across HHS. Agency contact information CMS HR Inquiries Email *********************** Address Office of Human Capital 7500 Security Blvd Woodlawn, MD 21244 US Next steps Based on your application and your responses to the application questionnaire, you may be presented with instructions on how to access the USA Hire system to complete the online assessments. The online assessments must be completed within 48 hours following the close of this announcement. You will have the opportunity to request a testing accommodation for the assessment should you have a disability covered under the Americans with Disabilities Act (ADA).Your assessment results will be kept on record for one year and used toward future positions for which you might apply that require the same assessments. To be considered for the position, you must meet all qualifications, including meeting or exceeding the cut score on the required assessments. Within 30 business days of the closing date, 01/16/2026, you may check your status online by logging into your USAJOBS account (************************************ We will update your status after each key stage in the application process has been completed. Fair and transparent The Federal hiring process is set up to be fair and transparent. Please read the following guidance. Criminal history inquiries Equal Employment Opportunity (EEO) Policy Financial suitability New employee probationary period Privacy Act Reasonable accommodation policy Selective Service Signature and false statements Social security number request Required Documents Help To apply for this position, you must submit a complete Application Package which includes: 1. Resume showing relevant experience; cover letter optional. NOTE: As of September 27, 2025, federal agencies will only accept resumes that are two pages or less in length.Your resume must indicate your citizenship and whether you are registered with the Selective Service if you are a male born after December 31, 1959. Your resume must also list your work experience and education (if applicable), including the start and end dates (mm/yyyy) of each employment, along with the number of hours worked per week. For work in the Federal service, you must include the series and grade level for the position(s). For resume and application tips, visit: ************************************************************************** IN DESCRIBING YOUR WORK EXPERIENCE AND/OR EDUCATION, PLEASE BE CLEAR AND SPECIFIC REGARDING YOUR EXPERIENCE OR EDUCATION. We strongly encourage applicants to utilize the USAJOBS resume builder in the creation of resumes. Determining length of general or specialized experience is dependent on the below information and failure to provide ALL information WILL result in a finding of ineligible. * Official Position Title (include series and grade if Federal job) * Duties (be specific in describing your duties) * Employer's name and address * Supervisor name and phone number * Start and end dates in the month and year format (e.g. June 2007 to April 2008) * Full-time or part-time status (include hours worked per week) * Salary 2. CMS Required Documents (e.g., SF-50, DD-214, SF-15, etc.). Required documents may be necessary to be considered for this vacancy announcement. Click here for a detailed description of the required documents. Failure to provide the required documentation WILL result in an ineligible rating OR non-consideration. 3. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended, that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency-Based Assessments and appropriate supporting documentation for RA must be received prior to commencing the USA Hire Competency-Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency-Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency-Based Assessments if you received the link after the close of the announcement. To determine if you need a RA, please click here to review the Procedures for Requesting a Reasonable Accommodation for Online Assessments.