Human resources manager jobs in District of Columbia

Join one of the most influential, most quoted and most trusted think tanks! The Brookings Institution is a nonprofit public policy organization based in Washington, DC. Our mission is to conduct in-depth research that leads to new ideas for solving problems facing society at the local, national and global level. We bring together leading experts in government and academia from all over the world, rooted in open-minded inquiry and representing diverse points of view, who provide the highest quality research, policy recommendations, and analysis. Research topics cover a full range of public policy issues in economics, foreign policy, development, governance and metropolitan policy. With fair and transparent business practices, clear communication, mutual respect, and a collaborative atmosphere that offers both professional and personal development opportunities, Brookings offers an inclusive and welcoming workplace that values the efforts of all contributors. Brookings' Human Resources (HR) department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition, and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 17, including Employment, Benefits, Compensation & HR Systems, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way. Position Location: This position is hybrid. Hybrid positions combine regular in-person presence at our Washington, DC office with the option of two days of remote work each week. Responsibilities Ready to contribute to Brookings success? The Director, HR Systems, oversees all aspects of HR systems and is responsible for delivering best-in-class HR systems support to the Institution's research programs and business units. They lead the HR systems team and play a key role in the stewardship of Brookings' enterprise systems landscape, which is anchored by Workday. The Director oversees a team of two staff. Reporting to the Deputy Chief Human Resources Officer (DCHRO), this position works in close partnership with colleagues across the Institution to maintain and enhance HR systems that support Brookings' strategic objectives. This includes identifying opportunities for improvement, solving operational challenges, and leveraging technology to simplify and standardize HR processes. The Director is responsible for the day-to-day operations of HR systems (including Workday Human Capital Management or HCM, and related tools) and cross-functional support of related systems (including Workday Payroll, Absence, and Time-Tracking or PATT), encompassing system administration, feature adoption, incident resolution, release planning, and overall systems governance. They will set HR systems roadmap in alignment with institutional priorities and will build internal capacity to support and enhance Brookings' HR systems environment over time. HR Systems Oversight, Administration, and Analytics (40%) * Lead the administration and governance of HR systems - including Workday (Core HR, Benefits, Absence, and Learning Management), ICIMS (Recruiting), and SharePoint (Workflows) and provide cross-functional support for related systems - including Workday (Payroll and Time tracking) and third party integrations- to ensure reliable performance, data integrity, and alignment with institutional needs. Oversee system operations such as configuration, troubleshooting, incident, request and change management, release planning, and vendor coordination. * Serve as a subject matter expert and partner to internal stakeholders to maintain and optimize HR systems and integrations. * Champion user adoption by developing and promoting effective training, documentation, and system communications. * Lead the development of HR analytics capabilities by delivering consistent, accurate, and actionable reports, dashboards, and executive summaries that inform decision-making. * Ensure compliance with relevant HR laws and data governance protocols through appropriate system design and reporting practices. Systems Strategy, Improvement, and Project Leadership (40%) * Define and lead the HR systems and data strategy in alignment with institutional goals and evolving needs. * Guide full project lifecycles for new system initiatives - including scoping, requirements gathering, vendor selection, testing, and change management. * Manage the HR systems project pipeline and participate in cross-functional governance efforts to align priorities across HR, Finance, and Technology. * Propose, Evaluate and Redesign core HR processes to improve efficiency, user experience, and strategic alignment. * Stay abreast of emerging HR technologies and trends to ensure Brookings remains responsive and forward-looking. * Ensure a smooth transition of implemented solutions to operational support. Team Leadership and Cross-Functional Collaboration (20%) * Supervise and support HR Systems staff, including performance management, coaching, and workload oversight. * Foster a collaborative, high-performing team culture grounded in continuous improvement and accountability. * Establish long-term priorities and annual goals for the HR systems function in partnership with the DCHRO and HR Management Team. * Build strong relationships across HR, Finance, Technology, and program areas to support system effectiveness and strategic alignment. * Contribute to broader HR planning efforts and support cross-functional projects as needed. Qualifications Ready to make an impact? In this role, you will support Brookings values of collegiality, respect, inclusion, diversity and community, and bring the following qualifications: Education/Experience Requirements Bachelor's degree with a minimum of ten years progressing responsible experience in HCM system (Workday, Oracle, PeopleSoft) administration and data management. Minimum five years of management/supervisory experience. Minimum three years of Workday experience required. Strong preference for candidates with previous large enterprise Workday implementation or administration experience; Workday, CCP, CEBS, or other relevant certifications preferred. Must be authorized to work for any employer in the U.S. Knowledge/Skill Requirements Ability to lead efforts to ensure optimization of HR technology platforms. Expert proficiency in Microsoft Office Suite (Excel, Word, PowerPoint). Excellent project management skills and ability to meet deadlines. Must be able to thrive in a demanding, change-oriented, fast-paced environment. Ability to think strategically about problems and possesses skill in tactical execution. Demonstrated ability to audit data and identify, analyze, and develop solutions. High degree of executive presence and professionalism with the ability to engage with all levels of an organization and maintain confidentiality. Well organized and confident, team player and team leader with excellent communication and presentation skills. Working knowledge of regulatory and governing standards for compensation, payroll, health and welfare benefits, retirement plans, FMLA, workers' compensation and disability. Additional Information What can we offer you? Brookings provides a generous benefit package that is comprehensive and includes both traditional benefits and unique offerings. Our comprehensive benefits package includes medical, dental, and vision benefits, generous time off, and workplace flexibility. For more information, please visit Brookings Benefits. Brookings requires that all applicants submit a cover letter and resume. Please attach your cover letter and resume as one document when you apply. Please note: if you have applied to more than one Brookings job opening you should add a position-specific cover letter as a separate attachment. Successful completion of a background investigation is required for employment at Brookings. Brookings welcomes and celebrates diversity in all its forms, including diversity of experience, thought, and personal background. We welcome applications that reflect a variety of backgrounds based on ideology, race, ethnicity, religion, national origin, gender, sexual orientation, gender identity or expression, disability, veteran status, first generation college goers, and other factors protected by law. Brookings is proud to be an equal-opportunity employer that is committed to promoting a diverse and inclusive workplace. All selection decisions are based upon merit, skills, abilities and experience.

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You'll find an environment that inspires and empowers you to thrive both personally and professionally. There's no one like you and that's why there's nowhere like RSM. Are you driven by the opportunity to lead transformative change in how organizations manage and optimize their workforce? The Human Capital Advisory team at RSM is seeking a Manager with deep experience in large-scale HR, organizational, and Human Capital Management (HCM) transformations. This role offers the chance to work with middle-market clients across North America, helping them navigate complex human capital challenges and drive strategic outcomes across the employee lifecycle. As a Manager, you will lead high-impact engagements focused on HR strategy, operating model redesign, organizational design, technology enablement, and workforce optimization. You'll collaborate with senior leaders, guide project teams, and contribute to the growth of our rapidly expanding practice. Key Responsibilities: Lead and manage large-scale HR and organizational transformation projects, including HR operating model redesign, HRIS implementation, and workforce strategy Partner with clients to assess current-state HR capabilities and design future-state solutions that align with business strategy Develop and deliver strategic recommendations across HR functions such as talent management, organizational design, change management, and employee experience Manage cross-functional project teams, ensuring timely delivery, quality outcomes, and client satisfaction Facilitate stakeholder workshops to gather requirements, identify pain points, and co-create solutions Develop tools, frameworks, and methodologies to address evolving human capital needs Develop and deliver polished client ready deliverables and materials that clearly communicate insights, recommendations, and solutions Support business development efforts through proposal development, client presentations, and relationship building Mentor junior consultants and contribute to their professional development Provide thought leadership through industry insights, white papers, and speaking engagements. Collaborate with other RSM service lines to deliver integrated solutions Qualifications: 8+ years of experience in human capital consulting, with a focus on large-scale HR, organizational, or HCM transformations Prior experience in a professional services or consulting environment, preferably with middle-market or enterprise clients Deep understanding of HR functions, including strategy, processes, technology, and compliance. Proven experience in at least two of the following areas: HR technology strategy, selection and implementation with leading solutions Organizational design and change management Strategic workforce planning and talent optimization HR shared services and outsourcing Employee experience and engagement Mergers & acquisitions and post-merger integration Strong analytical, communication, and stakeholder management skills. Proficiency in Microsoft Office Suite (Word, PowerPoint, Excel, Project, Visio). Bachelor's degree in Human Resources, Organizational Development, Business, or related field; advanced degree or certifications (e.g., SHRM-SCP, SPHR, PMP) preferred. Willingness to travel up to 50% across the U.S. and Canada At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life's demands, while also maintaining your ability to serve clients. Learn more about our total rewards at ************************************************** All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at ************ or send us an email at *****************. RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate. RSM will consider for employment qualified applicants with arrest or conviction records in accordance with the requirements of applicable law, including but not limited to, the California Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the San Francisco Fair Chance Ordinance. For additional information regarding RSM's background check process, including information about job duties that necessitate the use of one or more types of background checks, click here. At RSM, an employee's pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range. Compensation Range: $107,000 - $214,500 Individuals selected for this role will be eligible for a discretionary bonus based on firm and individual performance.

General Job Information If you like to stay busy and immersed in cultural activities, then Washington, DC is the place to be! Museums, restaurants, great climate, green space and job opportunities are among the many positives of living in the Nation's Capital. Not to mention the residents of the District of Columbia are highly educated and the region has some of the best schools in the country. Each day the District of Columbia continues to be ranked in the top 10 of thriving city indicators where you can live, work and play. Introduction This position is located in the DC Department on Disability Services (DDS), Office of the Chief of Staff, Human Capital Administration (HCA). The incumbent in this position directs the human resources activities of DDS consulting with senior managers on the most effective alignment of HR systems and processes to support the strategic goals and objectives and produce the results that accomplish the agency mission. MAJOR DUTIES AND RESPONSIBILITIES * Serves as the Human Capital Administrator by managing and providing oversight over human resources, human capital management strategies, workforce planning, training and development, labor-management relations activities, labor relations, and drug and alcohol testing for the DDS. Provides leadership and direction to subordinate staff and is fully responsible for directing and coordinating the activities, operations and issues, which result from the responsibilities of DDS. * Provides oversight for human resources support and advisory services to agency management on all personnel, labor relations, and payroll matters. Oversees the development and submission of grievances and appeals, performance evaluations, hours of duty, leave and pay administration, and other human resources matters related to Benefits, Compensation, Training, and Employee/Labor Relations. Ensures these human resource matters are consistent with the District Personnel Manual (DPM). Ensures that new employee orientations are conducted and that all support mechanisms (i.e. seating, phones, computers, mail, etc.) are available and in place for new employees and contractors. * Confers regularly with the Director and Chief of Staff to keep apprised of new or changing policies, positions, requirements and special priority matters. Frequently deals with the Director and administrators and as required addresses the D.C. Council, and other departments and agencies of the District Government, Federal Government agencies, and community organizations. * Oversees manpower projections and staffing requirements. Provides authoritative advice to senior staff on position management aspects of the organization including the distribution of work among positions and the appropriate staffing levels and skill combinations necessary for the agency to fulfill its obligations. Coordinates position control with agency's Chief Financial Officer. * Oversee an employee performance management plan that establishes managerial and individual performance expectations, evaluates results, holds people accountable, and gives performance recognition. This includes planning, designing, and reviewing all performance standards, goals, and evaluations and incentive award requests for adherence to District government rules and regulations. Monitors the timely and meaningful completion of all performance evaluations and performance contract obligations. * Manages a direct outreach program to employees and managers. This includes the planning, designing and development of training workshops and outreach materials that educate the workforce on new and ongoing issues; benefits options, employee relations, training opportunities, and new or amended human resource policies to all administrations. * Oversees where applicable the training and development of agency workforce, including the planning designing and development of training plans for agency personnel in conjunction with the Center for Workforce Development, compliance with Management Supervisory Service curriculum, and all appropriate occupational licenses and certificates for all employees who are required to have them. * Plans, writes and implements relevant agency human resource policies consistent with the DPM. Obtains input from agency General Counsel and labor liaison as appropriate. * Represents DDS in labor management partnership regarding critical activities and attends meetings as required. * Oversees the planning, designing, and development programs for mandatory testing and other programs consistent with Federal and local regulations, such as drug and alcohol testing, background investigation. * Coordinates agency human resource management information systems (HRIS) requirements with functional managers, Department consultants, other District agencies, and vendors. Participates in the review and evaluation of computer programs, equipment and data/information requirements of the Department's human resources operations. Communicate to agency new HRIS systems and subsequent process changes. * Utilizes electronic data systems to effectively manage human resource information and ensure privacy and accuracy. Monitors relevant data on the agency workforce and produces regular and special reports, including statistical analyses, position vacancy status, and personnel performance measures. * Performs other related duties as assigned. Collective Bargaining Unit This position is not in a collective bargaining unit. Management Supervisory Services AT-Will. Qualifications Applicant must have one (1) year of Specialized Experience at the next lower-grade level. Four (4) years of related work experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to applying human resources' rules and regulations to manage human resources activities for a district government agency. Licensures, Certifications and other requirements N/A Education Minimum requirement: 3 full years of progressively higher-level graduate education leading to such a degree. An equivalent combination of education and experience is required. Work Experience/Knowledge Mastery of Strategic planning, direction and management control of human resources, human capital management, special assignment and human resource information system activities in order to meet the organizational goals and objectives of DDS. Ability to manage, provide oversight and monitor the highly complex daily operations carried out by the human resources staff throughout the agency. Ability to develop and direct, and administer policies relating to all phases of human resources and human capital management programs is required. Authoritative knowledge of District and federal laws, policies, procedures, regulations, and programs in order to develop, implement, manage, and evaluate effectively all facets of human resources, human capital, special assignments, and DDS information systems. Ability and demonstrated experience in communicating both orally and in writing to top management officials and other individuals, as well as with representatives from DDS organizational components and other district and federal agencies. Expert knowledge of program management principles to accurately estimate level of effort and resources required achieving multiple and concurrent projects in a timely manner. Ability to manage and supervise, and provide leadership is required. Additional information Once applications are submitted, applicants will not be able to change their responses to the online questions. The position for which the individual is applying has been identified and designated as requiring enhanced suitability screening. If tentatively selected for the position, a criminal background check, traffic record check, consumer credit check, and mandatory drug and alcohol test will be conducted (as appropriate); and The appointee to the position may be offered employment contingent upon receipt of a satisfactory enhanced suitability screening. Work Schedule This position requires 4 days a week in the office. How You Will Be Evaluated You will be evaluated for this job based on how well you meet the qualifications above.Your application includes your resume, responses to the online questions, and required supporting documents. Please be sure that your resume includes detailed information to support your qualifications for this position; failure to provide sufficient evidence in your resume will result in a "not qualified" determination. EEO Statement The District of Columbia Government is an Equal Opportunity Employer. All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.

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

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

KJM Staffing Solutions has a great opportunity for an experienced law firm Human Resources Manager in our top ranked large law firm client's DC office. This opportunity offers a high base, bonus and excellent growth potential in a major law firm. Responsibilities: HR Planning and Execution: Develops, aligns and executes HR programs and initiatives in support of business plans; manages, measures progress and drives projects to successful completion. Translates geographic and functional strategy and business and operational priorities into a people strategy. Consults on goals and goal alignment for assigned businesses. Ensures consistency and alignment of HR initiatives. Local point of contact for HR related questions or concerns, partnering with HR Operations and Benefits and the DC Office leaders as needed. Organizational Development and Design: Supports the development and execution of programs for the assigned business. Coaches leaders to examine and organize teams to produce the best and most efficient and cost-effective work. Advises and coaches leaders and managers on the HR implications of business decisions, providing an objective perspective and appropriately challenging business decisions. P Partners with the assigned business to integrate existing workforce plans and staffing strategy when considering openings. Coaching: Coaches leaders at all levels on manager effectiveness. Performance Management: Advises and coaches leaders on sensitive performance and compensation related matters. Prepares Officers to present results of Performance Management Cycle to Chief Operating Officer. Succession Planning & Talent Review: Interviews and engages with leaders to identify top talent in their organizations, as well as critical positions, successors and single points of failure. Develops recommendations and plans accordingly. Prepares Officers to present results to Chief Operating Officer. Employee Relations: Investigates, manages, and reports on employee relations issues for the assigned business and/or local office. Presents findings and recommendations to Chief Talent Officer. Compensation & Benefits: Supports the transactional elements of compensation projects. Partners with Compensation to review trends, surface issues and resource problems. Works with Compensation and the business on job evaluations, determining the appropriate course of action and understanding and communicating the business perspective. Change Management: Supports change management project deliverables and engages in implementation of resulting interventions. May implement/integrate change initiatives across offices. Supports the communication of related changes. Data & Analytics: Utilizes supporting data and analytics when making key talent and workforce decisions (compensation cycles, talent reviews, leader and associate retention, succession, etc.) Talent Acquisition: Partners with the Talent Acquisition team to strategize in finding top talent for assigned business units; consults on compensation recommendations Qualifications: A or BS required; MA or MS in OD, HR, I/O Psychology, or MBA preferred. SHRM or HRCI certification preferred. At least 3 years of manager-level HR experience required. Experience as an HR Business Partner in a law firm or professional services organization preferred. Uses a data-driven approach to HR; ability to guide leaders using data and analytics. Demonstrated success in partnering with business managers in developing, aligning and executing HR programs and initiatives that support business unit plans. Success in coaching managers and leaders at different levels of experience. Understands the tools, processes and strategy needed to execute a performance management process. Excellent judgment and strategic thinker with strong project management and process implementation skills. Superior communication skills, including strong writing skills, with particular attention to detail. Ability to effectively present HR-related topics to various audiences. Ability to work under pressure while maintaining a sense of humor. ****************************

JOB TITLE:Human Resources Manager REPORTS TO:Director of Human Resources & Administration JOB STATUS:Full-Time CLASSIFICATION:Exempt / Salaried SALARY RANGE: $70,000-$79,999 APPLICATION DEADLINE:December 19, 2025 STARTING:January 2026 LOCATION:Washington, DC HYBRID SCHEDULE:Three in-office days and two remote days, Monday through Friday, 9:00 a.m. to 5:00 p.m., with occasional special events outside regular hours. ABOUT GENERATION HOPE Generation Hope is a nonprofit organization committed to ensuring all student parents have the opportunity to succeed and achieve economic mobility. We drive systemic change by partnering with education and policy leaders while offering direct, two-generation support to teen parents in college and their children. To date, weve provided over $1.5 million in tuition assistance, supported more than 500 teen parents in college, celebrated more than 200 degrees earned through our program, and partnered with over 30 two- and four-year institutions nationwide. Our team culture is rooted in excellence, respect, and inclusion. Named "one of the best nonprofits" by Spur Local, we embrace diversity in all its formsbackground, thought, and experiences. If our mission and culture resonate with you, we invite you to consider joining our team. For more information, visit*********************** Position Summary The Human Resources Manager supports all HR functions at Generation Hope, including recruitment, employee relations, compliance, performance management, training, benefits, race equity work, and administrative support. This role is pivotal in ensuring HR processes are efficient, compliant, and aligned with organizational goals while fostering a positive and inclusive work culture. Additionally, the Human Resources Manager will support organization-wide initiatives, such as Think Forward Day and the Annual Staff Retreat, and lead the Morale Committee, contributing to team engagement and organizational culture. This role also requires supporting staff across multiple locations, including Washington, DC, New Orleans, and Dallas. This position does not include direct supervisory responsibilities but is a critical managerial resource for HR operations, including policy management, file maintenance, HRIS administration, and office support. Key Responsibilities Policy & Compliance Management Develop, update, and enforce HR policies and procedures in compliance with federal and state regulations. Conduct regular HR file audits, maintain records, and implement efficient document management systems. Stay current on changing federal, state, and local employment-related policies and regulations to ensure ongoing compliance. Benefits Administration Support with employee benefits, including plan selection, implementation, and compliance with regulations like ACA, COBRA, FMLA, and HIPAA. In partnership with the Director of Human Resources & Administration, liaise with benefit plan administrators and educate employees on benefits programs. Manage multi-state benefits to ensure compliance with varying state policies. Onboarding & Offboarding Lead the talent acquisition process, including job postings, candidate screening, and interview coordination. Manage new employee onboarding to create a seamless and engaging new hire experience, including drafting offer letters, conducting reference checks, and scheduling and facilitating training. Oversee offboarding, including exit interviews, benefits termination, and equipment retrieval, while supporting managers with transition plans. Employee Engagement & Development In partnership with the Director of Human Resources & Administration, facilitate the annual and mid-term employee appraisal processes and recommend improvements. Mediate workplace conflicts and develop actionable solutions to foster positive employee relations. Conduct staff surveys to assess and enhance the employee experience, share data results with leadership, propose recommendations, and present findings to staff through organization-wide initiatives. Race Equity Work In partnership with the Director of Human Resources & Administration, design and facilitate equity training sessions and workshops for staff and leadership. Review HR policies and procedures to identify and eliminate systemic inequities. Establish metrics to track the organizations progress in meeting race equity goals, providing regular reports to leadership. Administrative & Organizational Support Maintain accurate employee records and ensure HR files are up to date and accessible. Prepare HR reports, presentations, and documentation for leadership as needed. Lead the Intern Program, acting as the Point of Contact (POC) for all coordination, onboarding, and administrative support. Manage vendor relationships and contracts related to HR services. Provide logistical support for Think Forward Day, including planning, coordination, and execution. Lead the Morale Committee to enhance staff engagement and morale across all locations. In partnership with the Events Manager, plan and organize the annual Staff Retreat, ensuring a cohesive and impactful experience for all team members. Multi-Site Support Support staff across Washington, DC, New Orleans, LA, and Dallas, TX, ensuring equitable access to HR resources, training, and benefits. Coordinate with managers and staff in these sites to address unique needs and compliance requirements. Travel to these locations to foster relationships, provide on-site support, and ensure alignment with organizational goals, as needed. Perform other tasks as assigned to support Generation Hopes mission. Required Skills & Qualifications Education: A bachelors degree in human resources, business administration, or a related field or equivalent work experience is required. Experience: 3+ years in HR roles with increasing responsibility, including 1+ years in Labor and Employee Relations. 1+ years experience leading and executing race equity initiatives. Certifications: SHRM certification preferred. Technical Proficiency: Experience with HRIS (e.g., BambooHR), project management tools (e.g., Monday.com), and Google Workspace; Canva experience is a plus. Core Skills Exceptional written and verbal communication skills. Personal and professional commitment to understanding and dismantling systemic and institutional racism Strong interpersonal, negotiation, and conflict-resolution abilities. Ability to manage multiple priorities effectively in a fast-paced environment. Detail-oriented with strong analytical and problem-solving skills. Proven ability to coach employees and management through complex and sensitive issues. Familiarity with remote work technologies and multi-site team management. Experience with event planning and execution for organizational initiatives (e.g., retreats and recognition events). Ability to identify and implement process improvements for efficiency and scalability. Proven track record of fostering a positive and inclusive organizational culture. Strong project management and time management capabilities. Physical Demands: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 25 pounds at times. Work Environment: Normal office environment. Some work will take place off-site during special events. Travel: This position requires national, overnight travel approximately 10% of the time for activities such as meetings and events in and out of the DC Metro area. Must be able to travel (via plane, train, or car). CANDIDATES MUST BE ABLE TO MEET THE ONSITE WORK SCHEDULE BY THE START DATE. Benefits: Generation Hope provides full benefits, including 403(b), health, dental, and paid time off. More information on benefits can be found atgenerationhope.org/careers. EEO STATEMENT Generation Hope is an equal opportunity employer. Generation Hope will not discriminate on any basis prohibited by law, including marital status, personal appearance, sexual orientation, gender identity or expression, family responsibility, matriculation, political affiliation, race, color, religion, sex (including pregnancy, childbirth, related medical conditions, breastfeeding, or reproductive health decisions), age, national origin, genetic information, veteran status, and disability.

Every day, our team members do amazing things in pursuit of our shared purpose to build trust with our clients, partners, subcontractors, and teammates. No matter your background, education, or career path, if you share our vision to create extraordinary experiences, you belong at HITT. HR ManagerJob Description: We are seeking a highly motivated and detail-oriented HR Manager to join our team. In this role, you will lead key HR data and reporting projects, providing insights that drive decision-making and support compliance across HR programs. You will oversee critical HR data initiatives, compensation analytics, and regulatory processes while ensuring our policies, systems, and programs remain accurate, compliant, and effective. The HR Manager will also lead and develop the HR Generalist (Associate, Human Resources), providing guidance, coaching, and oversight to ensure best-in-class support for our team members. This is a hands-on role that combines project ownership, HR reporting leadership, and people management to deliver excellence across the HR department. HITT Contracting is headquartered in the Washington, DC area (Falls Church, VA) with 13 regional office locations across the nation. Our company has a strong, nearly 90-year history of success in the commercial construction market nationwide and offers a positive, and inclusive team-oriented work environment. Year-over-year, we are ranked as a Top Workplace in the large company category by the Washington Post and other publications coast-to-coast. This is an onsite role at HQ. Responsibilities Data Projects & Reporting Lead mid-year and year-end Board reporting, serving as project/content lead to deliver accurate, high-quality insights. Lead HR data and reporting projects, providing insights on headcount, demographic data, and FLSA status to support business decisions. Partner with leaders to manage ad hoc data requests, ensuring timely delivery and actionable analysis. Conduct and oversee compensation studies, including market benchmarking and salary band validation every two years. Compliance & Policy Management Manage and maintain HR policies, collaborating with functional owners to ensure policies are accurate, relevant, and compliant. Stay abreast of local, state, and federal employment laws and regulations, translating changes into actionable updates for HR policies, procedures, and programs. Oversee the annual employee handbook review, coordinating with outside counsel on regulatory updates and appendices. Provide change management and communications expertise to ensure successful rollout of HR initiatives, particularly compliance-related campaigns within Workday. Lead I-9 oversight and escalations, including reverification processes, digitization efforts, and audit readiness. Oversee compliance with labor law posting requirements, ensuring all federal, state, and local posters are accurate and up to date. Support acquisition-related HR actions as needed, including policy and compliance integration. Program Leadership Serve as program lead for HITT's Global Alliance Exchange program, overseeing logistics, reporting, and stakeholder engagement. Collaborate with HITT's Facilities team on fleet vehicle administration, including allowance tracking, MVR monitoring, and communication of driver status changes. Oversee EcoVadis program responsibilities, ensuring accurate preparation and reporting during cyclical reviews. Workday & HR Operations Maintain accurate Workday data, ensuring integrity in posting rate calculations and compliance-related reporting. Issue and track repayment plans related to traffic violations. Support background check screening and documentation needs for project teams, ensuring timely access provisioning and compliance. Manage the organization, version control, and best practices for HR documents and records on SharePoint to ensure accessibility, accuracy, and audit readiness. Leadership & Oversight Directly manage and mentor the HR Generalist, ensuring high-quality support on HR processes, reporting, and day-to-day team member inquiries. Provide training, feedback, and professional development to build functional expertise and service excellence within the generalist role and the development of a shared services model at HITT. Partner with HR leadership to align team priorities and resource allocation across compliance, HR projects, and team member experience initiatives. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree or HR certification preferred. 6+ years of progressive HR experience with strong exposure to compliance, reporting, and program management. Strong understanding of employment law, HR policy development, and regulatory reporting requirements. Proficiency in HRIS platforms (Workday preferred) and compensation tools (Payfactors a plus). Exceptional analytical, organizational, and communication skills with a high attention to detail. Ability to manage multiple priorities in a fast-paced environment and collaborate effectively across functions. HITT Contracting is an equal opportunity employer. We are committed to hiring and developing the most qualified individuals based on job-related experience, skills, and merit. All employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected characteristic. We value a respectful, inclusive workplace where everyone has the opportunity to succeed. HITT Contracting maintains a drug-free workplace, consistent with applicable local, state, and federal laws.

Build your big career with the firm that does Big Law, Better. McDermott Will & Schulte is a leading global law firm that brings together more than 1,750 lawyers and 3,200 business professionals. We celebrate excellence, collaboration, and community and have been recognized as a top workplace by USA Today, Fortune , The American Lawyer, Vault and others. We are also certified by Great Place to Work. At McDermott, we don't just invest in your future, we accelerate your career - wherever it may lead. That includes supporting you both in and outside of the office. With us, you'll find: A firm where everyone belongs: Our award-winning culture prioritizes warmth and authenticity - we encourage you to be yourself! Enthusiasm for all perspectives: We're smarter and stronger when everyone has a voice and a seat at the table. We welcome unique viewpoints and ideas, and we make opportunities for you and your career to thrive. Support to feel your best and do your best: Wellness is integral to building a successful career and a rich life. That's why our benefits program supports your physical, emotional, mental, and financial health, with an emphasis on work-life balance. Real rewards for real work: We offer generous compensation packages that recognize hard work and excellence. Job Description: Position Summary: The Human Resources Manager, Legal Practice Groups serves as a trusted advisor to leaders and managers in their aligned departments and practice groups, providing proactive guidance and support on a broad range of people-related matters. This role ensures successful execution of HR initiatives and annual/ongoing processes, while maintaining a responsive and practical approach to operational HR needs. The Human Resources Manager ensures consistent, high-impact service delivery in their aligned departments and practice groups through strong interpersonal, problem-solving, and analytical skills. As Human Resources Manager, Legal Practice Groups you will: - Provide trusted and reliable guidance to managers and leaders on employee relations, performance management, organizational design, and talent development - Interpret and apply Firm policies, ensuring alignment with legal and regulatory standards and best practices - Collaborate with HR Leadership and the General Counsel's Office to ensure all employment policies and practices comply with federal, state, and local law and effectively manage employment-related risk - Facilitate and guide annual performance and compensation review processes in collaboration with Attorney and Business Professional Development and Firm leadership - Provide tailored and nuanced input into workforce planning, headcount optimization, and team structure in partnership with business leadership and the functional/operational HR teams - Partner with leadership to identify, assess, and develop high-potential talent and support succession planning - Analyze HR metrics and trends to inform decision-making and proactively address workforce challenges - Ensure consistency of HR service delivery across locations while adapting to local nuances when needed - Support culture-building efforts and change management initiatives related to organizational growth, engagement, and continuous improvement Job Specifications: - Bachelor's degree or equivalent work experience - At least five years of progressive experience working in law firms or professional services organizations - Advanced knowledge of employment law, employee relations, and talent development practices - Knowledge of law firm industry concepts and practices - Strong business acumen and leadership coaching skills - Strong communication, influence, and stakeholder management skills - Ability to navigate difficult conversations and complex interpersonal situations - Ability to assess risk and escalate concerns when appropriate - Ability to convey a variety of HR concepts in a practical and straightforward manner - Ability to handle and maintain confidential information #LI-JL1 #LI-Hybrid #LegalHR #AmLaw100 Successful candidates will be provided with outstanding career opportunities and will receive a competitive total rewards package with the opportunity to earn performance-based bonuses. Target Hiring Range $138,000 - $194,000 Please note that quoted salary ranges are not guarantees of what final salary offers may be. Base pay is based on market location and may vary depending on job-related knowledge, skills, experience, and geographic location. Base pay is only one part of the Total Rewards that MWE provides to compensate and recognize our staff professionals for their work. Full time positions are eligible for a discretionary bonus and a comprehensive benefits package. As part of our ongoing commitment to be #AlwaysBetter for our people, clients and communities, we have created a culture of belonging that champions your individuality as both a person and a professional. From our competitive compensation, top benefits and award-winning professional development programs to industry-leading wellness initiatives, we support you through every stage of your life and career. With McDermott, you can live a life you love both in and outside of the office. Physical Demands and Work Environment: The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical Demands: While performing the duties of this job, the employee is required to sit, use hands, reach with hands and arms, stoop, talk and hear Employee must occasionally lift up to twenty (20) pounds Work Environment: Typical indoor office environment Disclaimer: The above statements are intended to describe the general nature and level of the work being performed by people within this classification. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of employees assigned to this job.

Sexual Harassment Training Services offers Sexual Harassment education, training, and support to professional clients for the purpose of prevention of sexual harassment. We offer professional Sexual Harassment Prevention training throughout the United States and Canada. With such a broad reach, we are currently searching for experienced, professional training consultants in regions throughout the United States. Job Description Our training consultants will deliver professional training programs to a wide-range of clients in workplaces, schools, and government agencies. Consultants will: Ensure professional training is delivered to clients Travel on-site to client locations to deliver training Deliver training virtually via webinar and online learning Thoroughly review training materials prior to facilitation Develop agenda and schedule training Provide excellent customer service to clients and training participants Ensure customer satisfaction during training visit Prepare post-training summary report at the conclusion of training Participate in required training meetings/conference calls as needed Qualifications Bachelor of Human Resources Management or equivalent experience Previous Human Resources experience Prior training experience Strong knowledge of workplace harassment laws Excellent oral communication skills Excellent customer service skills Flexibility to travel on-site to client locations Ability to deliver training virtually to clients Ability to work autonomously without direct supervision Ability to provide classroom training for up to 8 hours per day PHR a plus Additional Information Visit our website: ***********************************************

Job DescriptionSteeped in rich history and surrounded by the most iconic institutions of our nation, The Hay-Adams is the downtown Washington, D.C. hotel for discerning guests. Enveloped by views of the White House, St. John's Church, and the scenic Lafayette Park, the 5-star accommodations at The Hay-Adams are the embodiment of refined residence. Marked by Washington, D.C.'s most accommodating amenities and dedicated services, The Hay-Adams is the boutique hotel of choice for the modern luxury traveler. The Hay-Adams offers an exceptional guest experience that goes beyond a good night's sleep. Do you have a passion for hospitality? We are currently seeking a phenomenal leader to become our Director of Human Resources for The Hay-Adams! With 5-star accommodations, including 124 refined guest rooms and 21 deluxe suites, The Hay-Adams is a luxury Downtown DC hotel unlike any other. The ideal candidate will possess an unmatched dedication to making a difference for our internal guests and our team members. As the Director of Human Resources, you will be responsible for completing the following responsibilities while displaying a high degree of business acumen, analytical capability and an ability to adapt to continuous change. You will develop strategies to attract and retain top talent that will exceed our guest expectations and support B. F. Saul Company Hospitality Group's One Team philosophy. If you enjoy being an integral member of a cohesive team, have a winning personality, and a strong HR professional background, this opportunity was created with you in mind. B. F. Saul Company Hospitality Group invites you to take your career to the next level! As a leading Owner and Management Company in the Hospitality Industry, our commitment to our team is in our “One Team!” values. Our integrated approach in obtaining top talent ensures key players who are committed to their professional and personal development represent our hotels, have a sound understanding of the industry, and possess significant attributes to enhance our culture. Joining our team says you are committed to guest satisfaction and promise to uphold the highest level of integrity.Responsibilities: Develop, maintain and coordinate hotel training programs that provide for specific skills training and management/supervisory development for a high-end luxury hotel, including anti-harassment and anti-discrimination training. Direct and coordinate human resources activities to hire, train, develop, empower, coach, and counsel. Direct the administration of performance appraisals in all departments. Maintain hotel's human resources information system so as to provide accurate service professional records that comply with all applicable federal, state and local laws. Monitor hotel's compliance with all applicable federal, state and local laws. Manage and administer all health insurance and benefits plans, working closing with our VP of Human Resources. Maintain working knowledge and remain up to date on law changes and regulations relating to PPACA, ADA, FMLA, OSHA, COBRA, DOL, HIPPA, and ERISA. Oversee and investigate all employee relations and labor-related matters as they relate to federal, state and local employment and civil rights laws, including, but not limited to, Title VII, ADA, ADEA, FMLA, FLSA, Equal Pay Act, Pregnancy Discrimination Act, workers' compensation and comparable state and local laws, and general human and civil rights. Maintain and administer employment, wage and salary, benefit, OSHA, ERISA, ADA and incentive programs (where applicable). Participate in the budget process as it relates to staffing, productivity, benefit costs, and employee relations costs. Provide guidelines, direction and support in the administration of the disciplinary process. Maintains relationship with area hotels and conducts regular wage surveys to ensure competitive wages. Works with B. F. Saul Company Hospitality Group's HR/Payroll department to ensure timely processing of team member increases. Monitors and administers compensation/benefits for both hourly and salaried team members. Manages the recruitment and retention process for the property for both hourly and salaried team members. Ensures fair hiring practices including consistent completion of all new-hire paperwork. Implements and maintains recognition programs that reward and motivate team members, and plays key role in administering and following up with Team Member Satisfaction Survey. Conduct team member investigations and maintain confidentiality. Provides leadership support in maintaining union free status. Responsible for ensuring fair and consistent application of federal, state and local laws. Plays a key role in ensuring effective team member relations, and serves as a resource for performance management with hourly and salaried team members. Manages expenses to exceed company/hotel profitability. Assists department managers in effectively managing labor costs through efficient use of Kronos and UltiPro. Follows B. F. Saul Company Hospitality Group procurement guidelines and applies good business judgment. Assists in identifying cost strategies between departments/hotels to capitalize on efficiencies. Analyzes quality issues, identifies training needs and ensures implementation to improve results. Assists in the administration and delivery of all training and development programs. Utilizes available resources and adheres to B. F. Saul Company Hospitality Group training policies. Manages the workers' compensation program and assists in providing a clean and safe work environment. Responsible for effective self/workload management. Demonstrates clear communication. Promotes collaboration and positive, professional work environment. Adheres to B. F. Saul Company Hospitality Group Standard Operating Procedures. Required Skills and Experience: Bachelor's Degree required along with three to five years of Human Resource Director experience and two years at the luxury level. Hospitality experience required. Certificates/Licenses: SHRM-CP, SHRM-SCP, PHR or SPHR preferred. Union experience required** Must be able to speak, read, write and understand the primary language(s) used in the workplace. Bilingual preferred. Must be able to read and write to facilitate the communication process. Requires good communication skills, both verbal and written. Most tasks are performed independently or in a team environment with the employee acting as a team leader. There is minimal direct supervision. Must possess basic computational ability. Ability to access, input, analyze and retrieve information from computers. Knowledge of computer accounting programs, math skills as well as budgetary analysis capabilities required. Thorough knowledge of federal, state and local laws governing equal employment opportunity and civil rights, occupational safety and health, workers' compensation, wage and hour issues, and labor relations, including, but not limited to the following statutes and their state and local analogues (where applicable): Title VII, ADEA, Equal Pay Act, Pregnancy Discrimination Act, FLSA, ADA, OSHA, FMLA, ERISA, and NLRA. Thorough knowledge of wage and salary, employment and benefits administration and payroll. Strong preference for experience in a hospitality or service industry. Physical Requirements: Ability to lift, push, and pull up to 20 pounds on an occasional basis. The Hay-Adams is proud to be an equal opportunity workplace dedicated to pursuing and hiring diverse professionals. Equal Opportunity Employer/Veterans/Disabled We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Sol Systems is seeking a full-time Senior Director of Human Resources to join our team. This is a critical leadership role that integrates strategic vision with operational execution to align talent, performance, and business objectives across the organization. Sol Systems is a national clean energy firm focused on building domestic energy that benefits local communities. The Company is operating, building, and managing over 7 GW of projects across 38 States for Fortune 500 companies, municipalities, utilities, schools, and more than 40,000 customers across the United States. Sol Systems works with institutional clients, corporate partners, and foundations to create an energy future we can all believe in. The company was founded in 2008 and is led by its founder. Key Responsibilities: * Identify and implement development programs for leadership, employees, and key talent. * Oversee succession planning and workforce planning to ensure long-term organizational resilience. * Oversee payroll processing operations to ensure accuracy, timeliness, and compliance. * Manage and lead the annual compensation cycle, including salary adjustments, promotions, and implementation of related compensation policies. * Ensure HR policies and practices comply with local, state, and federal employment laws and reflect company values. * Lead workers' compensation administration, including conducting the annual audit, managing claims disputes, and maintaining compliance and strategic relationships with state authorities. * Oversee the stock options program, including administration of grants, tracking and reporting of vesting schedules, coordination of grant cycles and approvals, etc. * Monitor changes in employment regulations and proactively advise leadership on risk mitigation strategies. * Partner with Employee Resource Groups (ERGs) and business leaders to shape an inclusive employee experience. * Leverage data insights to influence people strategy and report results to executive leadership and board-level stakeholders. * Provide confidential counsel on sensitive personnel issues, organizational dynamics, and leadership transitions. * Oversee evaluation of benefits offerings to ensure competitiveness with market benchmarks and alignment with evolving employee needs and expectations. * Oversee and manage the HR budget. * Manage 401K plan administration. * Assist in the development and implementation of personnel policies and procedures; prepare and maintain the employee handbook. * Coordinate onsite professional development and training sessions. Manage professional development requests. * Lead efforts to plan companywide events that foster employee engagement and cultivate an inclusive, connected workplace culture. * Other responsibilities may be assigned, including support for evolving business needs, special projects, and cross-functional initiatives aligned with the company's strategic priorities. A successful candidate will possess the following skills and attributes: * Bachelor's Degree in Human Resources, Psychology or related field.Master's Degree in Human Resources is a plus. * 10+ years of related experience in Human Resources with increased responsibilities and growth * Demonstrated experience with the fundamentals of HR - benefits & compliance, recruitment * Demonstrated expertise in total rewards management, including compensation strategy, salary planning, and equity/stock options administration * Proven experience managing payroll operations, with a deep understanding of compliance requirements * Strong knowledge of federal and state employment laws, including experience working directly with agencies such as Washington State Labor & Industries on workers' compensation matters. * Experience leading cultural and engagement programs, including internal events, and cross-functional employee initiatives. * Experience evaluating, designing, and implementing employee benefits programs * Strong leadership and interpersonal skills, with the ability to influence and partner with executives and managers across departments. * Experience in data analytics * Ability to hold sensitive information with the utmost confidentiality * Self-starter willing to take a hands-on role * Strong collaboration and relationship skills * SHRM certification preferred Location & Hours: This is a full-time role and will be based in our Washington, DC office. Commitment & Compensation: Commitment & Compensation: The base salary for this role is between $150,000 and $180,000 annually, depending on the candidate's experience, qualifications, and overall fit for the position. In addition, Sol Systems provides health insurance, retirement benefits, partial gym reimbursement, transportation benefits, education benefits, paid vacation and federal holidays, plus the opportunity to work in an entrepreneurial environment. To Apply: Please submit a resume, cover letter and salary requirements. Deadline: We hope to hire for these positions immediately and will review applicants on a rolling basis. Sol Systems is an equal-opportunity employer, and does not discriminate based on gender, race, ethnicity, orientation, creed, or other traits. Sol Systems supports and encourages candidates of all backgrounds to apply.

Director of People Operations 📍 🕒 Status: Full-Time | Exempt

**Why UKG:** At UKG, the work you do matters. The code you ship, the decisions you make, and the care you show a customer all add up to real impact. Today, tens of millions of workers start and end their days with our workforce operating platform. Helping people get paid, grow in their careers, and shape the future of their industries. That's what we do. We never stop learning. We never stop challenging the norm. We push for better, and we celebrate the wins along the way. Here, you'll get flexibility that's real, benefits you can count on, and a team that succeeds together. Because at UKG, your work matters-and so do you. **About the Role:** The Sr HR Technology Coordinator will be responsible for leading efforts to maintain, support, and optimize our HR technology solutions. This role will lead day to day operations to ensure the system runs smoothly, technical issues are resolved timely, while providing support to COE stakeholders and employees. The Sr HR Technology Coordinator collaborates with COE stakeholders, HR Technologists and IT to ensure accurate data management, reporting, and continuous system improvements. **Key Responsibilities:** + Oversight of HRIS Support Specialist(s) day to day work, providing guidance on HR system functionality, resolution efforts, escalations in addition to the creation of administration user manuals, training materials, etc. + Provide day to day case management support; analyze and troubleshoot technical issues to provide prompt remediation + Ensure daily audits are conducted within HR Technology and updates are applied as needed + Responsible for the administration, performance, and maintenance for applications within the HR Technology portfolio + Assist HR technologists in configuring and maintaining system features within our HRMS, payroll, benefits, performance management, recruitment modules, etc. + Manage and maintain system security, ensuring proper access levels for HR users and other employees + Coordinate the implementation of system upgrades and enhancements, ensuring smooth transition and minimal disruption + Design and execute testing strategies and plans, including the creation of detailed test scripts for QA & Regression testing + Create and maintain reports for COEs using Cognos Business Intelligence while having a proficient aptitude of data analytics and ability to work with multiple data sources + Assist in various HR projects and continuous improvement initiatives + Develop and maintain high-quality technical documentation such as SOWs, SOPs, System User Guides, etc. + Maintain data integrity in systems through creation of appropriate configuration controls, standards and processes, as well as regular audits of data + Maintain awareness of new HR system features, best practices, and industry trends to continuously improve system use and effectiveness + Engage and collaborate effectively with key stakeholders to maintain ongoing partnership with continuous improvement and innovative mindset, working to apply knowledge and strategies to meet demands + Assist with intake and translation of business requirements into processes and systems that drive efficient and consistent execution + Regularly analyze work process design and flow to drive improvement in system functionality and user experience; create forms and workflows as necessary + Coordinate support during audits or compliance checks, ensuring that all HR systems data and processes align with legal and regulatory requirements + Act as a liaison between the HR department and IT or software vendors to address system-related issues + Participate in other projects or tasks as assigned **Basic Qualifications:** + Fluent in English + Bachelor's degree in computer science or information technology preferred, or equivalent experience + 3-6+ years' experience working with information technologies and systems analysis utilizing an enterprise-wide HR system or multiple systems + Ability to support multiple complex programs with solid understanding of HR processes and functions (payroll, recruitment, benefits, etc.) + Solid understanding of UKG Products preferred (or other similar HCM/Payroll/Timekeeping/LMS systems) + Ability to troubleshoot and resolve technical issues independently + Proficient MS Excel Skills, including formulas, pivot tables and v-lookups **Preferred Qualifications:** + Effective verbal and written communication skills + Self-starter, requiring minimal supervision + Strong documentation, presentation, customer service, and problem-solving skills + Strong data gathering and data processing skills + Organized, detail oriented and able to multi-task in fast paced environment + Ability to lead day to day operations and mentor team members for skill development + Experience with system integrations and troubleshooting + Cognos Business Intelligence experience preferred (or similar report writing tools) **Company Overview:** UKG is the Workforce Operating Platform that puts workforce understanding to work. With the world's largest collection of workforce insights, and people-first AI, our ability to reveal unseen ways to build trust, amplify productivity, and empower talent, is unmatched. It's this expertise that equips our customers with the intelligence to solve any challenge in any industry - because great organizations know their workforce is their competitive edge. Learn more at ukg.com. Equal Opportunity Employer UKG is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, disability, religion, sex, age, national origin, veteran status, genetic information, and other legally protected categories. View The EEO Know Your Rights poster (************************************************************************************************** UKG participates in E-Verify. View the E-Verify posters here (******************************************************************************************** . It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Disability Accommodation in the Application and Interview Process For individuals with disabilities that need additional assistance at any point in the application and interview process, please email ****************** . The pay range for this position is $51,600.00 to $74,200.00, however, base pay offered may vary depending on skills, experience, job-related knowledge and location. This position is also eligible for a short-term incentive and a long-term incentive as part of total compensation. Information about UKG's comprehensive benefits can be reviewed on our careers site at ********************************************* It is the policy of Ultimate Software to promote and assure equal employment opportunity for all current and prospective Peeps without regard to race, color, religion, sex, age, disability, marital status, familial status, sexual orientation, pregnancy, genetic information, gender identity, gender expression, national origin, ancestry, citizenship status, veteran status, and any other legally protected status entitled to protection under federal, state, or local anti-discrimination laws. This policy governs all matters related to recruitment, advertising, and initial selection of employment. It shall also apply to all other aspects of employment, including, but not limited to, compensation, promotion, demotion, transfer, lay-offs, terminations, leave of absence, and training opportunities.

ProSidian is a Management and Operations Consulting Services Firm focusing on providing value to clients through tailored solutions based on industry leading practices. ProSidian services focus on the broad spectrum of Risk Management, Compliance, Business Process, IT Effectiveness, Energy & Sustainability, and Talent Management. We help forward thinking clients solve problems and improve operations. Launched by former Big 4 Management Consultants; our multidisciplinary teams bring together the talents of nearly 190 professionals nationally to complete a wide variety of engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes. Our Services are deployed across the enterprise, target drivers of economic profit (growth, margin and efficiency), and are aligned at the intersections of assets, processes, policies and people delivering value. ProSidian clients represent a broad spectrum of industries to include but are not limited to Energy, Manufacturing, Chemical, Retail, Healthcare, Telecommunications, Hospitality, Pharmaceuticals, Banking & Financial Services, Transportation, Federal and State Government Agencies. Learn More About ProSidian Consulting at ****************** Job Description ProSidian Consulting seeks a Human Resources and Management Services Consultant to support and participate in a project supporting The Department of Labor, Office of the Assistant Secretary for Administration and Management, Human Resource Center. The Human Resources and Management Services Consultant plays an integral role by effectively participating in day to day operations and by offering quality service and excellence in the administration provided for the OASAM. The duties of this position include providing Federal HR consulting and advisory services and assistance in the areas of HR Management and Operations, drafting policies and guidelines, for review by Agency official, to be used by HR professionals in providing advice and serving as a liaison between Human Resources and other departments to facilitate achievement of business objectives. Responsibilities may include employee relations, performance management, compensation and staffing, research and analysis, budget and finance, and organizational development. This role supports the management, to include relationships and important deliverables and helps support others on the project through a positive attitude and effective communication with appropriate stakeholders. This project provides human resources and management contracting support services for the Department of Labor, Office of the Assistant Secretary for Administration and Management, Human Resource Center. This project will include budget and finance, program development, analysis, evaluation, information technology, general project administration and curriculum development and training. This Office (OASAM) is responsible for the development of policies, standards, procedures, systems and materials, related to the resource and administrative management of the Department. The Human Resources Center (HRC) is responsible for providing leadership, guidance and expertise in all areas related to management of the Department's human resources, including recruitment and development of staff, management of personnel systems, leadership in labor management partnership and improving and supporting work and family life. • Provide Federal HR consulting and advisory services and assistance in the areas of HR Management and Operations. • Draft policies and guidelines, for review by Agency official, to be used by HR professionals in providing advice. • Serve as a liaison between Human Resources and other departments to facilitate achievement of business objectives. Responsibilities may include employee relations, performance management, compensation and staffing, research and analysis, budget and finance, and organizational development. • Assist DOL officials who represent the HR community on committees and task forces; attend meetings, conferences, conference calls, video-teleconferences; and assist Agency officials who interact, develop and build relationships with the HR internal and external communities within the Federal government as applicable. • May conduct Quality Control audits. • Provide recommendations on the path to achieve the Agency vision, mission, and expected results. • Consulting on setting award levels. • Respond to Request for Information and provide analytical findings/recommendations. • Provide support for operational methodology aimed at realizing inefficiencies, cost savings, increasing productivity, classification, employee relations and training. • Perform other Federal HR consulting and advisory services as required. Qualifications • Master's Degree in Human Resources Management or a field of expertise related to the issues to be analyzed and/or studied • Minimum three (3) years' experience working with senior-level officials • Experience providing consulting services to senior-level officials and managers. • Knowledge of complex Federal HR practices and principles • Knowledge of the concepts, principles, processes and practices related to described job duties • Knowledge of Federal Civil Service laws, rules and regulations • Experience in leading, planning and carrying out major projects related to HR policy and implementation procedures • Experience in measuring program effectiveness • Excellent oral and written presentation and communication skills • Experience with Microsoft Office Suite Additional Information CORE COMPETENCIES Teamwork - ability to foster teamwork collaboratively as a participant, and effectively as a team leader Leadership - ability to guide and lead colleagues on projects and initiatives Business Acumen - understanding and insight into how organizations perform, including business processes, data, systems, and people Communication - ability to effectively communicate to stakeholders of all levels orally and in writing Motivation - persistent in pursuit of quality and optimal client and company solutions Agility - ability to quickly understand and transition between different projects, concepts, initiatives, or work streams Judgment - exercises prudence and insight in decision-making process while mindful of other stakeholders and long-term ramifications Organization - ability to manage projects and activity, and prioritize tasks ------------ ------------ ------------ OTHER REQUIREMENTS Business Tools - understanding and proficiency with business tools and technology, including Microsoft Office. The ideal candidate is advanced with Excel, Outlook, PowerPoint and Word, and proficient with Adobe Acrobat, data analytic tools, and Visio with the ability to quickly learn other tools as necessary. Commitment - to work with smart, interesting people with diverse backgrounds to solve the biggest challenges across private, public and social sectors Curiosity - the ideal candidate exhibits an inquisitive nature and the ability to question the status quo among a community of people they enjoy and teams that work well together Humility - exhibits grace in success and failure while doing meaningful work where skills have impact and make a difference Willingness - to constantly learn, share, and grow and to view the world as their classroom ------------ ------------ ------------ BENEFITS AND HIGHLIGHTS At ProSidian, we invest in our employees to help them stay healthy and achieve work-life balance. Our full time team members receive a comprehensive benefits package that includes Competitive Compensation, Group Health Insurance Health Benefits, 401(k) Retirement Savings Plan Contributions, Vacation and Paid Time off (PTO) Benefits, Pre-Tax Payment Programs, Purchasing Discounts & Savings Plans, a ProSidian Employee & Contractor Referral Bonus Program, Performance Incentives, etc. Our comprehensive benefits package includes a medical, dental and vision plan. Our growing list of benefits currently include the following for internships: Competitive Compensation: ProSidian provides an opportunity to gain college credit through requirements set and approved by your university as well as a stipend granted by ProSidian Consulting when all requirements for such are met at the termination of the internship. ProSidian will work with your university to meet any and all requirements which will allow you to achieve your goals in this position and obtain college credit transferable to your school. Purchasing Discounts & Savings Plans: We want you to achieve financial success. We offer a Purchasing Discounts & Savings Plan through The ProSidian Corporate Perks Benefit Program - Helping You Do More With Less: ************************************* This provides special discounts for eligible employees on products and services you buy on a daily basis. Security Clearance: Due to the nature of our management and operations consulting engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes; oftentimes there are Security Clearance requirements for Engagement Teams handling sensitive Engagements in the Federal Marketplace. A Security Clearance is a valued asset in your professional portfolio and adds to your credentials based on past, present, and future work. Leverageable Experience and Thought Leadership: By collaborating with firm leadership, other members of the team, as well as Fellows and collaborating partners in what is a flat organization, you'll make valuable professional connections, interact with clients daily, gain leverageable Experience, and contribute to Thought Leadership while you build a basket of marketable experiences. ProSidian Employee & Contractor Referral Bonus Program: ProSidian Consulting will pay up to $5k for all referrals (payments made after new hire has been employed for 90 days) for candidates submitted through our Employee Referral Program. Performance Incentives: Due to the nature of our management and operations consulting engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes there are performance incentives associated with each new client that each employee works to pursue and support. ------------ ------------ ------------ ADDITIONAL INFORMATION - See Below Instructions On The Best Way To Apply ProSidian Consulting is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, or Vietnam era, or other eligible veteran status, or any other protected factor. All your information will be kept confidential according to EEO guidelines. ProSidian Consulting has made a pledge to the Hiring Our Heroes Program of the U.S. Chamber of Commerce Foundation and the “I Hire Military” Initiative of The North Carolina Military Business Center (NCMBC) for the State of North Carolina. All applicants are encouraged to apply regardless of Veteran Status. Furthermore, we believe in "HONOR ABOVE ALL" - be successful while doing things with the right way. The pride comes out of the challenge; the reward is excellence in the work. FOR EASY APPLICATION USE OUR CAREER SITE LOCATED ON ************************* OR SEND YOUR RESUME'S, BIOS, AND SALARY EXPECTATION / RATES TO ***********************. ONLY CANDIDATES WITH REQUIRED CRITERIA ARE CONSIDERED. Be sure to place the job reference code in the subject line of your email. Be sure to include your name, address, telephone number, total compensation package, employment history, and educational credentials.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Working America is the community affiliate of the AFL-CIO. With four million members, Working America recruits and mobilizes people who do not have a union on the job in support of working families' issues. The Human Resources Associate is responsible for implementing the human resource programs and policies of Working America. The position also supports employee records management and legal and Collective Bargaining Agreement compliance. The Human Resources Associate is a Confidential position. The position is fixed-term with an expected end date on or before February 27,2027. Reports to : Human Resources Administrator Duties: Implements Working America's human resources policies and procedures for all employees at headquarters and across field offices; Supports the enrollment and disenrollment of benefit programs for Working America employees including but not limited to health insurance, life insurance, 401(k) plans, etc.; Supports personnel transactions such as new hire setup, terminations, payroll deductions, garnishments, etc., as needed; Maintains employee records; Helps communicates benefit information to employees including but not limited to employee status changes and benefits enrollments; Assists in administering Working America's health and safety measures; Reviews and assists with employee background and motor vehicle record checks, logs results in staff databases; Provides administrative support for personnel-related compensation and bargaining unit matters (e.g. benefit banks, investigatory meetings; grievances); Supports compliance with applicable labor laws or regulations; Other duties as assigned. Qualifications: 1-2 years of experience in human resources and / or benefits administration; Exhibit ethical conduct and maintain confidentiality regarding all aspects of work at all times; Dependable, consistently at work and on time, strictly follow instructions and policy; Ability to prioritize, plan and organize work activities, and consistently use time efficiently; Strong interpersonal skills; Good judgment; Effective oral and written communication skills; Computer efficiency in Microsoft and / or Google Workspace products; Ability to work irregular hours; Ability to travel. Location: Washington, DC Position Type: Full-time/Regular FLSA Classification: Non-Exempt Salary for this position starts at $53,863. Includes medical insurance and 401(k) with employer contribution. Working America is an equal opportunity employer. Working America is committed to building a diverse workforce and strongly encourages applications from women, people of color, LGBTQIA and other non-conforming individuals, and individuals with disabilities. To apply, please visit ****************************

Job Description Resource Mobilization and Partnerships Advisor - Arab Gulf Region About SAMS SAMS Foundation's mission is dedicated to delivering life-saving services, revitalizing health systems during crisis, and promoting medical education via a network of humanitarians in Syria, the US, and beyond. SAMS began in 1998 as a medical society that bridged knowledge between Syria and the US, transitioning into a humanitarian response organization in 2011 amidst the Syrian uprising. Aside from the US and Syria, SAMS has registered branch offices or local affiliate entities in Egypt, Iraq, Jordan, Lebanon, Greece, Turkiye, Ukraine, and the occupied Palestinian territories. In 2024, SAMS provided some 4.4 million medical services for 1.46 million people, through a network of over 100 health facilities and more than 2,400 health workers in northern Syria, southern Turkey, the Attica region of Greece, Iraq, Jordan, Lebanon, Gaza, Morocco, Libya, and Ukraine. Position Summary The Resource Mobilization & Partnerships Advisor, located in Doha or Riyadh, will play a key role in building the SAMS profile and fundraising capacity within Gulf Cooperation Council (GCC) countries. The Advisor will focus on cultivating relationships with both institutional donors, philanthropic foundations, corporations, and high-net-worth individuals that are based in the region, building SAMS' profile as a trusted and effective partner to deliver health and mental health programs in Syria and neighboring countries. This is a part-time consultancy role. Please note that candidates must be based in Qatar or Saudi Arabia and have the ability to travel to other countries within the GCC. The consultant will work with SAMS based on a deliverables-based contract. Key Responsibilities Positioning, Relationship Building, and Cultivation Identify, map, and prioritize high-potential individual and institutional donors in GCC countries (e.g., Saudi Arabia, UAE, Kuwait, Qatar, Bahrain, Oman). Support the development of tailored engagement strategies for high-net-worth individuals, family offices, and foundations. Develop and maintain strong relationships with prospective donors, philanthropic advisors, and regional social media influencers in the GCC. Represent SAMS in person at donor meetings, briefings, charitable events, conferences and coordination meetings, as needed. Convene high level meetings for SAMS leadership with prospective donors Facilitate registration of SAMS on GCC donor platforms. Strategy and Market Intelligence Provide insights on philanthropic trends, preferences, and giving mechanisms in the Gulf region, with emphasis on Islamic philanthropy, zakat, and waqf practices. Advise senior leadership on strategic positioning to attract Gulf-based support for humanitarian and development health programs Proposal Development Collaborate with Headquarters and Regional Programs counterparts to develop customized proposals, donor materials, and stewardship content for Gulf audiences. Ensure alignment with donor interests, cultural expectations, and regional philanthropic practices. Determine and document prospective donors' eligibility, vetting, partnership capacity assessments, or other processes needed for SAMS to become eligible for funds. Internal Coordination and Reporting Maintain accurate records of donor interactions and prospects in coordination with the Business Development team. Produce monthly Gulf Philanthropy Insights Briefs in addition to delivering tailored orientations to HQ and field teams on GCC donor requirements, Arabic proposal styles, and zakat/waqf compliance Support the transition of cultivated prospects to long-term stewardship by relevant team members. Qualifications and Experience Essential Minimum 7-10 years of experience in donor relations, fundraising, or philanthropy engagement, with a focus on GCC countries. Demonstrated success in building relationships with institutional donors, philanthropic foundations, and corporations in the Gulf region. Existing relationships with Gulf-based donor institutions or influential networks. Deep cultural fluency and professional networks within at least one GCC country. Strong communication and relationship management skills, with the ability to engage senior stakeholders credibly and diplomatically. Excellent written and verbal communication skills in English and Arabic. Experience with Google Suite (Drive, Sheets, Documents) or similar tools. Experience with CRMs an advan Desirable Familiarity with Islamic charitable giving models Experience working in the health, humanitarian, or development sectors. Experience working on Syria issues. ***Successful candidates must sign a conflict-of-interest declaration and must not be engaged as a fundraiser for other non-profit entities while contracted with SAMS. To apply, candidates should submit a CV and a brief cover letter, explaining how they would approach the requirements outlined in the TOR. ********************

Employee Relations/Training Development Specialist - Human Resources We are seeking a confident, approachable person who is comfortable engaging in candid, respectful conversations with individuals at all levels of the organization to help connect our people strategy to organizational outcomes. Through collaboration, unbiased decision-making, and customized and impactful employee and leadership development, you will help sustain the best possible workforce to support our initiatives today and into the future. Reports to: Director - Human Resources Category: Exempt, Full-Time Location: Hybrid; must be able to travel to locations as needed Hours: Mon - Fri, 9:00 - 5:00; including flexing for some evening and weekend hours as needed - must be able to schedule meetings with employees on variable work days, shifts, and site locations. Our Core Values: Friendship Place is a Person-First Organization that promotes transparency and ethical practices among our team and those we serve. All individuals in our organization are expected to perform their job duties in a manner consistent with our core values. These include the following: Excellence and Innovation, Finding Ways to Say "Yes," Caring at the Core, Agents of Change, Support, Empowerment and Development, Building Relationships, Integrity, and Accountability. Summary: The Employee Relations/Training Development Specialist plays a key role in fostering a positive, productive workplace culture by supporting fair and consistent employee relations practices and driving staff development initiatives. This position serves as a trusted resource for employees and management, guiding employee relations, conflict resolution, performance management and improvement, and policy interpretation. In addition to managing employee relations cases, the Specialist designs, coordinates, and delivers engaging training and professional development programs that enhance employee skills, leadership capacity, and organizational effectiveness. This role partners closely with HR colleagues and leadership to promote a culture of respect, accountability, and continuous learning across the organization. Essential Position Requirements and Competencies Employee Relations & Support * Serve as a primary point of contact for employees seeking guidance or resolution on workplace issues, concerns, or conflicts. * Conduct confidential investigations into employee complaints and grievances, ensuring timely, fair, and thorough outcomes. * Applies sound judgment, neutrality, and problem-solving skills to resolve workplace issues constructively and collaboratively * Provide coaching and guidance to managers and employees on performance, conduct, policy interpretation, and disciplinary action. * Partner with leadership to ensure a safe, inclusive, and respectful workplace aligned with organizational values and mission. Policy, Compliance & Documentation * Ensure compliance with all applicable federal, state, and local employment laws and nonprofit workplace regulations. * Support the development, communication, and implementation of HR policies and procedures. * Maintains strict discretion in handling employee and organizational information. * Assist in reviewing and updating employee handbooks, procedures, and internal communications related to HR and workplace standards. Employee Engagement & Culture * Collaborate with HR leadership to develop and implement initiatives that promote employee engagement, recognition, and retention. * Gather feedback through surveys, focus groups, and exit interviews to identify areas for organizational improvement. * Coordinate staff development sessions and wellness initiatives to enhance morale and team cohesion. Training, Performance & Development * Oversee the planning, coordination, and implementation of staff training and professional development programs to enhance employee skills, performance, and career growth. * Assess organizational training needs through collaboration with supervisors and leadership to identify skill gaps and development priorities. * Coordinate internal and external training opportunities, including workshops, webinars, and certifications, ensuring alignment with organizational goals and compliance requirements. * Track participation, evaluate training effectiveness, and recommend improvements to support continuous learning and professional advancement * Support supervisors in managing performance issues constructively and consistently. * Partner on employee development plans and performance improvement strategies. * Customizes and oversees the performance evaluation and management program, aligning it with development initiatives. Requirements Minimum Qualifications: * Bachelor's degree in Human Resources, Organizational Development, or related field; equivalent, relevant long-term experience in lieu of degree may be considered. * 7-9 years of progressive experience in employee relations, human resources, mediation, or a closely related field required. * Minimum of 5 years of leadership experience is strongly preferred, including advising, coaching, or influencing leaders. * Experience in training development, career development, or leadership development preferred. * Certification in Conflict Resolution, Mediation, Workplace Investigation, or a related discipline is a plus. * Experience in conducting workplace investigations preferred * Experience in a mission-based or social services environment, particularly with programs serving unhoused populations or veterans, is strongly preferred. * Must have or be able to obtain a First Aid/CPR/AED certification that includes a hands-on skills testing module. Friendship Place will provide First Aid/CPR/AED training. * Valid driver's license with proof of insurance required. Skills and Competencies * Strong intra- and interpersonal communication skills, with the ability to express ideas clearly in both verbal and written form; skilled in respectful colleague and supervisor interactions, as well as accurate, professional, and timely documentation * Strong understanding of HR best practices and employment law. * Ability to work effectively across diverse teams and build trust at all levels of the organization. * Compassionate and trauma-informed approach to employee interactions. * Strong organizational and analytical skills with attention to detail. * Able to demonstrate professionalism across all levels of the organization at work and at any organization-sponsored event * Excellent time management, detail-oriented, organized, capable of maintaining confidentiality, and able to work independently with minimal supervision * Must be able to demonstrate active listening, emotional awareness, and the ability to adapt their communication style to different individuals and situations and to navigate difficult conversations with confidence, objectivity, and empathy * Strong commitment to the organization's mission, vision, and values Physical and Environmental Requirements * Hybrid, remote; required to travel to sites to meet with employees. The position requires split time between an office setting and traveling to office sites via car or public transportation. * Employees must be able to sit for extended periods while performing repetitive tasks and maintaining positions. The employee must be able to operate a motorized vehicle. Some lifting may be required (up to 20-25 lbs.) * Some evening or weekend hours may be required. Background checks: The selected candidate will be required to pass a criminal history background check, CFSA, NSO, Employment and Education Verification, personal and professional references, and a Department of Motor Vehicles clearance. Other Details: Application Deadline: This job is open until filled or until the hiring manager determines they can no longer accept applications. Compensation: The starting pay range is $80,000-$85,000. The starting annual salary is based on a step system. A candidate's starting pay is determined based on meeting the basic position requirements and current completed education, credentials, and work experience. Please note: The step system is set and not open to pay negotiation. Benefits: We offer an excellent benefits package including low-cost health insurance, health reimbursement, flexible spending accounts, employer-paid dental, vision, short and long-term disability, life insurance, 403B defined contribution plan matching, employee assistance programs, professional development, employee resource groups, 14 paid holidays, 15 days of vacation and 10 days of sick leave during 1st year of employment, and much more! (Benefits are pro-rated for part-time employees). COVID-19: All Friendship Place employees, regardless of their vaccination status, must continue to take precautions against the spread of COVID-19, in accordance with the agency's COVID-19 protocols and applicable law and guidance. This includes but is not limited to, wearing masks in congregated settings, washing their hands or using hand sanitizer often, monitoring their daily health, and staying home if they are exhibiting COVID-19 symptoms (or if they are otherwise prohibited from reporting to work by health provider pursuant to CDC, state and local guidance). Since the public health and legal landscapes regarding this policy are subject to frequent changes, Friendship Place reserves the right to amend or cancel this policy at any time at its sole discretion, consistent with applicable law, consistent with CDC guidelines and the DC Department of Health. Interview Process: Phone screening, panel-style interview, investigative writing sample, and final interview. Website: *********************** Equal Opportunity Statement: We support all qualified individuals within our workforce without regard to race, color, religion, gender, sexual orientation, gender identity, age, national origin, marital status, citizenship, disability, veteran status, personal appearance, familial status, family responsibilities, political affiliations, matriculation, credit, and any other characteristic protected by applicable law. Reasonable Accommodation Statement: Friendship Place is committed to providing access and reasonable accommodations for individuals with disabilities in its employment, services, programs, and activities. To request reasonable accommodation, contact human resources at ********************************** How to Apply: Interested applicants should apply via the organizational website. All of our current career openings can be found by visiting ***********************