Senior Human Resources Specialist jobs at State of West Virginia

Human Resources Human Resources Director Paygrade 31 $112,049.60 - $179,233.60 annual salary ** Internal candidates should apply via Polk One- Me Section ** Employee Benefits Direct Deposit, Bi-Weekly Pay Checks Medical, Dental, Vision Life Insurance FRS Retirement 10 Paid Holidays Paid Time Off Tuition Reimbursement Education Incentives Deferred Compensation Plan Wellness Incentives Employee Assistance Program (EAP) Free Employee Gym Free Employee Health Clinic This position is exempt from appeals procedures. The successful applicant works at the pleasure of the County Manager. Must possess the physical, developmental and mental ability to perform job tasks, responsibilities and duties of the job illustrated below: MAJOR FUNCTION Provides executive leadership and organizational strategy for all Human Resources (HR) functions countywide. This executive-level role is responsible for workforce planning, recruitment, compensation and classification, benefits and health administration, labor relations, employee engagement, Florida Retirement System (FRS) administration, training, development, and compliance. Collaborates with Risk Management and Clerk of Courts through the Benefits and Retirement Manager to ensure integration and administration of comprehensive benefits and wellness programs for employees of the Board of County Commissioners and Constitutional Officers. ILLUSTRATIVE DUTIES Leadership & Administration Oversees the planning, development, implementation, and evaluation of all Human Resources programs, policies, and operations. Provides strategic guidance to County leadership regarding personnel policies, organizational planning, labor relations, and compliance. Develops and enforces Human Resources policies, procedures, and the County's Personnel Rules and Regulations. Reviews and updates the Division's Strategic Plan and ensures alignment with broader County goals. Reviews and approves the departmental budget, in collaboration with the Fiscal Analyst and HR Managers, and monitors expenditures and funding requests. Supervision & Staff Development Directly supervises professional and administrative staff; provides direction, performance management, and developmental support. Conducts performance evaluations, manages disciplinary actions, recommends salary adjustments, and ensures staff are effectively assigned and supported in their roles. Ensures Division staff receive adequate training and development to maintain operational excellence. Recruitment, Compensation & Benefits Oversees recruitment and selection processes to ensure fair hiring practices and regulatory compliance. Directs classification and compensation programs; makes recommendations for adjustments to County leadership. Oversees and monitors employee benefits programs including insurance, FRS retirement plans, and leave programs. Partners with Risk Management to analyze trends and coordinate wellness initiatives. Labor Relations & Compliance Serves as the lead or a key participant, in collective bargaining negotiations, contract administration, grievance resolution, and arbitration. Oversees proactive labor-management relations, supports a culture of collaboration, and leads contract strategy in coordination with Legal and senior management. Maintains up-to-date knowledge of, and ensures operational compliance with applicable federal, state, and local employment laws, including but not limited EEO, FMLA, ADA, FLSA. Cultivates partnerships with educational institutions, workforce development agencies, and civic organizations to support recruitment pipelines and training collaborations. Coordinates with Legal and external agencies regarding personnel investigations and policy violations. Engagement, Communication & Reporting Acts as a liaison between County Management, employees, labor unions, and external stakeholders. Presents personnel policy and HR matters to the County Manager, Deputy County Managers, County Attorney, Division Directors. Oversees employee engagement diagnostics, including climate surveys, turnover analysis, and workforce experience metrics to inform strategic decision-making. Leads digital transformation initiatives with HR, including process automation, employee self-service solutions, and AI-powered recruitment tools, to enhance operational efficiency and service delivery. Develops and implements leadership development, mentoring, and internal mobility programs to cultivate future county leaders and reduce vacancy risk in critical positions. Develops and submits required reports to County leadership and local, state, and federal agencies. Establishes and maintains HR business continuity and emergency staffing protocols, including in remote work systems and essential role designations during unexpected disruptions or emergencies. Reviews and approves division documentation including RFPs, policies, contracts, evaluations, agendas, and correspondence. Other Responsibilities Oversees software and technology needs related to HR operations. Participates in succession planning initiatives in coordination with the Organizational Training & Development (OTD) Manager. Ensures the accuracy and confidentiality of personnel records and data systems. Attend Commission and leadership meetings as required. Performs other related duties as assigned. KNOWLEDGE, ABILITIES AND SKILLS Strategic & Organizational Acumen Deep understanding of modern human resources practices, labor relations, workforce development, and organizational design. Ability to develop and implement long-term strategies that align HR initiatives with organizational goals. Knowledge of public administration practices, governmental regulations, and compliance in a public-sector environment. Leadership & Interpersonal Effectiveness Proven leadership capabilities, including the ability to lead complex teams and influence stakeholders at all levels. Skilled in mentoring, coaching, and developing staff within a high-performance culture. Ability to maintain professionalism and objectivity when handling sensitive personnel matters or conflict resolution. Legal & Regulatory Expertise In-depth knowledge of employment laws and regulations, including FLSA, FMLA, ADA, Title VII, and state/local labor laws. Experience interpreting and applying legal and policy frameworks to ensure consistent, fair outcomes. Analytical & Decision-Making Skills Leads the development of HR dashboards and analytics tools to monitor workforce trends, track metrics, and inform data-driven decision-making across the County. Strong analytical thinking, with the ability to interpret complex data and translate insights into actionable plans. Exercises sound judgment in decision-making, especially in politically sensitive or high-impact situations. Communication & Engagement Exceptional verbal and written communication skills, with the ability to present to executive leadership and governing bodies. Experience fostering employee engagement and managing labor relations in unionized environments. Technology & Innovation Demonstrates familiarity with data governance principles as applied to Human Resources Information Systems (HRIS), including data quality, privacy, access control, and compliance requirements, and applies this knowledge across modern HR technologies such as Applicant Tracking Systems (ATS), Performance Management Systems (PMS), Learning Management Systems (LMS), Talent Management Systems (TMS) and AI-driven tools. Ability to drive innovation in HR service delivery through automation, analytics, and intuitive employee self-service platforms. MINIMUM QUALIFICATIONS Graduate of an accredited four (4) year college or university with a bachelor's degree in human resources, Public Administration, Business Administration, Organizational Leadership, Management, or a related field. Seven (7) years of progressively responsible executive or senior management experience directing programs, operations, or organizational systems in the public or private sector. Demonstrated experience preparing reports, analyzing data, and presenting to executive leadership. A valid driver's license is required; a Florida driver's license must be obtained upon employment. The employee must maintain a clean driving record to operate an assigned county vehicle. Equivalent executive leadership experience may substitute for direct human resources experience when the applicant demonstrates the ability to provide strategic oversight of HR subject-matter experts and complex regulatory systems. PREFERRED QUALIFICATIONS Master's or Doctoral degree in Human Resources, Public Administration, Business Administration, Organizational Leadership, Management, or a related field. Professional certifications such as SHRM-SCP, HRCI-SPHR, CPM, or equivalent. Experience in human capital management or organizational development. Experience managing recruitment and retention programs, including online application platforms. Experience administering employee benefits, including FRS retirement plans. Experience handling labor relations or employee relations in a unionized environment. Experience leading organizational training and development initiatives. Experience implementing and managing Human Resources Information Systems (HRIS). SPECIAL REQUIREMENTS All employees will be required to work before, during, or after an emergency. During an emergency, employees may temporarily be assigned to work and perform duties outside the normal scope of their position, location and work schedule to fit the needs of the county and its residents.

When a Soldier has a question about benefits, policy, or needs help with a sensitive issue, the Army National Guard's Human Resources Specialist is the primary go-to person. As an HR Specialist, you will help Soldiers develop their Guard careers and provide personnel support and assistance to all divisions within the Guard. Specific responsibilities of the HR Specialist may include: organizing, maintaining, and reviewing personnel records; data entry and retrieval; processing recommendations; arranging awards ceremonies; preparing, updating, and coordinating requests for evaluations; preparing and monitoring Soldier requests for ID cards and tags, leaves of absence, and passes; ordering and maintaining office supplies; and maintaining filing systems. Job Duties * Assist on all human resource support matters * Oversight of all strength management and strength distribution actions * Responsible for the readiness, health, and welfare of all Soldiers * Postal and personnel accountability support * Maintain emergency notification data Helpful Skills * Aptitude for business administration * Able to follow detailed orders * Sound people skills Plus, you'll be building a better future. In civilian life, an HR Specialist could work in any business that requires personnel or human resources experience. The payroll, timekeeping, and human resources departments of most companies require the kinds of skills acquired as an HR Specialist in the National Guard. Earn While You Learn Instead of paying to learn these skills, get paid to train. In the Army National Guard, you will learn these valuable job skills while earning a regular paycheck and qualifying for tuition assistance. Job training requires 10 weeks of Basic Training, where you'll learn basic Soldiering skills, and 9 weeks of Advanced Individual Training and on-the-job instruction, where you will learn basic typing skills, how to prepare Army correspondence and forms, how to manage personnel records, and computer update and retrieval procedures.

Salary Range: $93,622.00 - 149,726.00 Annually Starting Pay: $93,622.00 Annually Get to Know Us Welcome to the City of Baltimore! Experience the reward of a fulfilling career and enjoy the added element of excitement in a vibrant, diverse atmosphere. The City of Baltimore offers limitless opportunities to help drive social impact, both on the job and in the community, while serving its citizens. Join us in making Baltimore a great place to live and work. In the City of Baltimore, we hire great people and provide them with the skills and opportunities to grow toward their career aspirations. If you are looking for a career change or are interested in learning more, explore our opportunities and benefits programs. We are excited to have you as a part of the City of Baltimore Team! The city offers medical, prescription drug, dental, vision, optional life, AD&D, and FSA plans. This office also supplies wellness programs, support groups, and workshops. You can learn about our benefits here: ************************************************************** Job Summary The Baltimore City Fire Department ("Department" or "BCFD") is seeking a dynamic, proactive, and experienced Human Resources professional to lead, direct, and oversee all programs and activities within the Department's Human Resources Section. The Human Resources Director is responsible for the administration, coordination, and evaluation of the full HR function, including, but not limited to: labor and employee relations; compensation and benefits; employee health and wellness; policy development and implementation; legal compliance; leave administration; Equal Employment Opportunity (EEO) and diversity programs; employee training; recruitment; employee data and records management; and performance management. Essential Functions The Human Resources Director provides leadership and supervision for BCFD's Human Resources Section and serves as a trusted partner and advisor to the Department's leadership team and staff across the organization. Key responsibilities include, but are not limited to: * Managing the daily operations of the HR Section and providing expert HR guidance to an agency of approximately 1,700 public safety and civilian personnel. * Leading strategic HR planning and implementing programs across all functional HR areas, including labor and employee relations; succession and workforce planning; leadership development; compensation; benefits; leave administration; EEO and diversity; ADA accommodations; employee health and wellness; policy and procedure administration; legal compliance; training; recruitment; and performance management. * Partnering with BCFD leadership, the City of Baltimore Department of Human Resources, and other City agencies to deliver proactive, solution-oriented HR services aligned with Departmental strategy. * Developing and managing programs, procedures, and processes to ensure operational efficiency, legal compliance, and alignment with HR best practices. * Conducting investigations and preparing responses to complaints, including matters involving Title VII, ADA, and other Federal, State, and local employment laws. Responsibilities include data collection, analysis, report writing, and maintaining confidential records in accordance with governing law. * Providing leadership guidance to ensure consistent interpretation, application, and compliance with HR policies, laws, and regulations. * Advising leadership, managers, and supervisors on complex personnel matters. * Maintaining effective leave management programs, including FMLA, workers' compensation, and military leave for both uniformed and civilian employees. * Developing and implementing recruitment strategies and programs to fill vacancies, apprenticeship pipelines, and high school engagement pathways. * Maintaining effective and secure employee data and recordkeeping systems. * Performing other related duties assigned. Minimum Qualifications Education: Have a bachelor's degree in business administration, Public Administration, Management, or a related field from an accredited institution. Professional of Human Resources (PHR) or Senior Professional of Human Resources (SPHR) certification is required, unless the candidate possesses a Juris Doctor (JD) with practice experience in labor and employment law. AND Experience: Have ten (10) years of progressively responsible HR experience, including at least 4 years in a supervisory role. Experience in human resources administration within a public safety environment is highly desirable. OR Equivalency Notes: Have an equivalent combination of education and experience. Knowledge, Skills, and Abilities * Demonstrated proficiency in Workday, including navigating modules related to recruitment, position management, candidate tracking, and reporting. * Ability to manage and enhance HR workflows within Workday, ensuring accurate data entry, seamless workflow execution, and system-driven compliance across recruitment, performance management, and personnel actions. * Expert knowledge of management principles and HR best practices, with strong competency across all HR functional areas. * Expert knowledge of local, state, and federal employment laws. * Strong conflict resolution and mediation skills. * Ability to develop, implement, and evaluate HR policies, procedures, and programs aligned with organizational goals. * Exceptional oral and written communication skills, including the ability to deliver effective presentations and training to diverse audiences. * Ability to build trust, influence decisions, and maintain strong collaborative relationships at all levels of City government. * Ability to manage multiple priorities and work independently in a fast-paced, flexible environment. * Demonstrated leadership capabilities and experience developing HR staff * High level of personal integrity, discretion, and sound professional judgment. * Ability to maintain strict confidentiality and demonstrate sensitivity in handling complex or sensitive matters. Additional Information Background Check Eligible candidates under final consideration for appointment to positions identified as positions of trust will be required to complete authorization for a Criminal Background Check and/or Fingerprint screening, and must be successfully completed. Probation All persons, including current City employees, selected for this position must complete a 6-month mandatory probation. Financial Disclosure This position is required to complete a Financial Disclosure pursuant to Sections 7-7, 7-8, and 7-9 of the City Ethics Law. The initial financial disclosure must be submitted within 30 days of hire. Baltimore City Government is an Equal Employment Opportunity Employer, and we are committed to a workplace that values diversity, equity, and inclusion. The City of Baltimore prohibits discrimination on the basis of race, color, religion, age, sex, ancestry, creed, national origin, disability status, genetics, marital status, military service, sexual orientation, gender identity/expression, or any other characteristic protected by federal, state, or local laws. Applicants requiring accommodation during the hiring process should contact the Department of Human Resources directly. Requests for accommodation should not be attached to the application. BALTIMORE CITY IS AN EQUAL OPPORTUNITY EMPLOYER

AVAILABLE Human Resources Generalist Reports to: Human Resources Supervisor on or after January 12, 2026 Position Type: Full-time, Non-bargaining Starting Salary: $50,420 annually Hours: Mon. - Fri., 8:30 a.m. to 4:30 p.m. Vaccine Policy: All new hires will need to meet vaccination requirements or request an exemption and submit a TB Baseline as outlined in the CCBH Vaccination Policy. Minimum Requirements: Bachelor's degree in human resources, business administration or related field plus two years of HR experience, OR an Associate's degree plus four years of HR experience, OR a Master's degree plus one year of HR experience. Ability to efficiently multi-task on a daily basis. Strong knowledge of HR laws, practices and policies. Strong knowledge of benefits, payroll, Ohio Revised Code and unions. Proficiency with use of PC hardware & basic software (i.e. Microsoft office), email, and office equipment (i.e., copier, fax, scanner, telephone, etc.). Strong customer service, verbal & written communication, and presentation skills. Strong interpersonal relationship skills including cultural sensitivity & competence. Proficiency with creating and maintaining databases/spreadsheets, reports and tables. Ability to interpret policy, procedures and employment law. Strong attention to detail and accuracy. Ability to maintain confidentiality. A valid Ohio driver's license with ongoing proof of auto insurance. Responsibilities: Conducts full-cycle recruiting activities for all levels of CCBH job vacancies. Assists with employee and labor relations activities. Assists in the implementation and monitoring of initiatives and/or programs that promote diversity within the agency. Provides feedback and guidance to leaders and staff regarding policies, procedures, collective bargaining agreements, and employment laws & regulations. Coordinates classification and compensation activities. Conducts performance management activities including coaching & feedback discussions, performance evaluation meetings and formal documentation. Leads benefit administration, reviews and reconciles statements (i.e. dental, life, FSA, health, etc.). Facilitates completion of open enrollment and educates CCBH staff on benefit options. Processes transactions affiliated with personnel actions (i.e. leaves of absence, accommodations, promotions, workers compensation, etc.). Participates in agency committees, work groups or special projects related to equity, diversity and inclusion. Assists Supervisor with reviewing and developing HR policies and procedures. Collaborates with other Cuyahoga County departments for unemployment and workers' compensation administration. Maintains and updates HR documents and employee files. Gathers and organizes documents to satisfy public records requests or other reporting obligations. Performs other duties as requested and/or assigned by Supervisor or Director. Participates as requested or needed in the event of any public health emergency. Please complete the online application on our website, ***************** All applicants are required to upload a resume and include a cover letter with their application. Deadline to Apply: Posted Until Filled Bilingual Applicants Welcome Employees hired for a position that is funded in whole or in part by a designated funding source may be laid off when the funding source is reduced or eliminated. THIS AGENCY IS AN EQUAL PROVIDER OF SERVICES AND AN EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER CIVIL RIGHTS ACT 1964 THIS EMPLOYER PARTICIPATES IN E-VERIFY All employees hired for a position must be legally authorized to work in the United States without requiring sponsorship for employment visa status now or in the future. Benefits offered at CCBH (for employees working at least 40 hours per pay period/Bi-weekly): Medical (full time employees responsible for 10% of premium) Dental (full time employees responsible for 10% of premium) Vision Public Employee Retirement System (PERS) Deferred Compensation FSA Health and Dependent Care Tuition Reimbursement Holidays (14 paid per year) Vacation Time (13 paid days per year for new service PERS members*) Sick Time (15 paid days per year*) Personal Days (up to 3 paid per year) Agency paid Life Insurance Additional Voluntary Life Insurance Voluntary Identity Theft Protection Voluntary Critical Illness Voluntary Accident Insurance Employee Assistance Program Free Parking Onsite Remote work from home available up to two days per week with approval after the completion of a minimum of 60 days of employment. Alternate work schedule or changes in work schedule available after initial training period with approval. Core work hours of 10am to 2pm required of all staff. *Benefit is prorated based on start date

When a Soldier has a question about benefits, policy, or needs help with a sensitive issue, the Army National Guard's Human Resources Specialist is the primary go-to person. As an HR Specialist, you will help Soldiers develop their Guard careers and provide personnel support and assistance to all divisions within the Guard. Specific responsibilities of the HR Specialist may include: organizing, maintaining, and reviewing personnel records; data entry and retrieval; processing recommendations; arranging awards ceremonies; preparing, updating, and coordinating requests for evaluations; preparing and monitoring Soldier requests for ID cards and tags, leaves of absence, and passes; ordering and maintaining office supplies; and maintaining filing systems. Job Duties * Assist on all human resource support matters * Oversight of all strength management and strength distribution actions * Responsible for the readiness, health, and welfare of all Soldiers * Postal and personnel accountability support * Maintain emergency notification data Helpful Skills * Aptitude for business administration * Able to follow detailed orders * Sound people skills Plus, you'll be building a better future. In civilian life, an HR Specialist could work in any business that requires personnel or human resources experience. The payroll, timekeeping, and human resources departments of most companies require the kinds of skills acquired as an HR Specialist in the National Guard. Earn While You Learn Instead of paying to learn these skills, get paid to train. In the Army National Guard, you will learn these valuable job skills while earning a regular paycheck and qualifying for tuition assistance. Job training requires 10 weeks of Basic Training, where you'll learn basic Soldiering skills, and 9 weeks of Advanced Individual Training and on-the-job instruction, where you will learn basic typing skills, how to prepare Army correspondence and forms, how to manage personnel records, and computer update and retrieval procedures.

Salary: $62,100 - $65,000 annually Hillsborough County is committed to supporting the health and wellbeing of the people who serve our community. The Human Resource Wellness Coordinator (Nutrition-Focused) plays a key role in that mission by designing and delivering engaging wellness programs that help employees eat well, feel better, and prevent chronic disease. In this role, you'll blend your expertise in nutrition with corporate wellness program management to create budget-friendly cooking classes, evidence-based education, and creative wellness initiatives that support the County's Well4Life programs. You'll help employees make informed choices about their health while supporting a culture of wellbeing across the organization. How You'll Make an Impact Wellness Program Management Develop, plan, and implement wellness initiatives that support the County's overall HR and benefits strategy. Monitor, evaluate, and report on wellness metrics, including employee participation and health outcomes. Partner with the County's health plan (e.g., Cigna) and other vendors to enhance preventive health and lifestyle management programs. Research best practices and trends in workplace wellness and recommend new ideas. Assist the Wellness Manager with policies, procedures, and incentive programs that encourage healthy behaviors. Nutrition Education & Programming Design and deliver nutrition-focused programs to support employees managing or preventing conditions such as diabetes, high blood pressure, and high cholesterol. Create interactive workshops, seminars, and digital content on topics like healthy eating, meal planning, label reading, and portion control. Plan and lead budget-friendly healthy cooking demonstrations and classes aligned with wellness themes (e.g., heart health, stress management, mindful eating). Develop and share practical educational materials (for example: “Fuel for Energy,” “Eat Smart on a Budget,” “Healthy Lunches at Work”). Collaborate with local chefs, vendors, and community partners to expand nutrition and cooking offerings. Collaboration & Communication Serve as the subject matter expert in nutrition and wellness for HR and County departments. Lead internal communications for nutrition and wellness campaigns (e.g., Meal Prep Mondays, Tasty Tuesdays, Eat Well-Work Well content on COIN). Work closely with HR Benefits, Communications, and other departments to ensure programs align with County goals and employee needs. Coordinate and support the Wellness Influencers network with resources, education, and friendly wellness challenges. Help support, monitor, and promote the use of on-site wellness and fitness spaces. Evaluation & Reporting Track participation and outcomes for wellness and nutrition initiatives using data and analytics. Prepare clear, professional reports and presentations for leadership to demonstrate progress toward wellness goals. Recommend program improvements based on trends, outcomes, and employee feedback. Ideal Candidate Profile Passionate about public service and improving the health of a diverse workforce. Strong background in nutrition, dietetics, or public health, with an understanding of how nutrition affects chronic disease and preventive health. Comfortable presenting to groups, engaging different audiences, and making complex health concepts easy to understand. Collaborative, relationship-focused, and able to work across departments and with external partners. Data-informed and comfortable using metrics to evaluate program success and make recommendations. Minimum Qualifications Education: Bachelor's degree in Nutrition, Dietetics, Public Health, or a related field; OR Credentialed as a Registered Dietitian (RD/RDN) or Certified Nutrition Specialist (CNS). Experience: At least two (2) years of experience in health promotion, nutrition education, or corporate/employee wellness programming. Licenses/Requirements: Possession of a valid Florida Driver's License. Reliable transportation to travel to various County worksites and field locations as needed. Preferred Qualifications Experience working in a corporate or employee wellness setting. Experience designing and delivering cooking demonstrations or hands-on nutrition programs. Familiarity with wellness technology platforms and digital engagement tools. Knowledge, Skills & Abilities Strong knowledge of nutrition, dietetics, and wellness promotion practices. Understanding of the relationship between nutrition, chronic disease management, and prevention. Familiarity with federal and state regulations impacting wellness programs (e.g., HIPAA, EEOC, GINA, ADA). Excellent presentation, public speaking, and group facilitation skills. Ability to research, analyze data, and evaluate program effectiveness. Strong interpersonal skills and the ability to build partnerships inside and outside the organization. Proficiency with Microsoft Office and comfort using wellness and digital engagement platforms. Physical & Work Conditions Regularly required to talk, hear, stand, walk, and use hands to handle or reach. Occasionally required to sit, climb, or kneel; must be able to lift up to 50 pounds (e.g., program materials, equipment). Classified as Medium Work - exerting up to 50 pounds occasionally and/or 20 pounds frequently to move objects. Emergency Management Responsibilities In the event of an emergency or disaster, an employee may be required to respond promptly to duties and responsibilities as assigned by the employee's department, the County's Office of Emergency Management, or County Administration. Such assignments may be for before, during or after the emergency/disaster. When you join Hillsborough County, you join a team dedicated to public service and making a difference in the community we serve. In addition to meaningful work, eligible employees enjoy a comprehensive benefits package that may include: Generous paid time off and holiday schedule Multiple health insurance plan options Dental and vision coverage Health Savings and Flexible Spending Accounts Life insurance and disability coverage Employee Assistance Program (EAP) Retirement plans and deferred compensation options Tuition reimbursement and professional development opportunities

When a Soldier has a question about benefits, policy, or needs help with a sensitive issue, the Army National Guard's Human Resources Specialist is the primary go-to person. As an HR Specialist, you will help Soldiers develop their Guard careers and provide personnel support and assistance to all divisions within the Guard. Specific responsibilities of the HR Specialist may include: organizing, maintaining, and reviewing personnel records; data entry and retrieval; processing recommendations; arranging awards ceremonies; preparing, updating, and coordinating requests for evaluations; preparing and monitoring Soldier requests for ID cards and tags, leaves of absence, and passes; ordering and maintaining office supplies; and maintaining filing systems. Job Duties * Assist on all human resource support matters * Oversight of all strength management and strength distribution actions * Responsible for the readiness, health, and welfare of all Soldiers * Postal and personnel accountability support * Maintain emergency notification data Helpful Skills * Aptitude for business administration * Able to follow detailed orders * Sound people skills Plus, you'll be building a better future. In civilian life, an HR Specialist could work in any business that requires personnel or human resources experience. The payroll, timekeeping, and human resources departments of most companies require the kinds of skills acquired as an HR Specialist in the National Guard. Earn While You Learn Instead of paying to learn these skills, get paid to train. In the Army National Guard, you will learn these valuable job skills while earning a regular paycheck and qualifying for tuition assistance. Job training requires 10 weeks of Basic Training, where you'll learn basic Soldiering skills, and 9 weeks of Advanced Individual Training and on-the-job instruction, where you will learn basic typing skills, how to prepare Army correspondence and forms, how to manage personnel records, and computer update and retrieval procedures.

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.

Introduction The Maryland Lottery and Gaming Control Agency (MLGCA) serves as one of the largest revenue sources for the State of Maryland, supporting important state programs and services including education, public health and safety, human resources and the environment. In addition to generating revenue from the sale of lottery products, the MLGCA is also responsible for the oversight of the state's casino gaming program, providing direction and guidance to its casino partners on financial, security, regulatory and licensing procedures for the facilities. The Agency also regulates Sports Wagering, Daily Fantasy Sports and Electronic Bingo, as well as Instant Ticket Lottery Machines, which are located at almost 90 Veteran's posts. Gaming in Maryland is a dynamic and growing business that operates around the clock, 365 days of the year. The candidates selected for interviews will be asked to complete a writing sample. GRADE 15 LOCATION OF POSITION Maryland Lottery and Gaming Control Agency Montgomery Business Park 1800 Washington Blvd Baltimore, MD 21230 POSITION DUTIES This position functions as the Employer/Employee Relations Officer within the Office of Human Resource for the Maryland Lottery Gaming and Control Agency. The incumbent in this position will be responsible for assuring fair equitable treatment of all employees. As a Human Resources (HR) Officer I is responsible for interpreting and implementing personnel policies and procedures based on the State Personnel and Pensions (SPP) Article, Code of Maryland Regulations (COMAR), and Collective Bargaining Memorandum of Understanding (MOU). As a Human Resources Officer/Employee Relations will handle a wide range of tasks and are regarded as technical experts within their respective area of responsibility. Reviews requests for disciplinary actions. Conduct fact-finding investigations into employee related misconduct. Represents management at formal grievances, appeals, & settlement conferences Issue disciplinary action, if warranted. Interprets and applies HR related laws, regulations, policies and procedures relevant to the SPMS. Explains and defends HR related actions and recommendations to supervisory, managerial staff, and agency executives by testifying in official proceedings such as administrative conferences and hearings, legislative hearings and in a court of law. Provides advice and guidance to employees, supervisors, program managers, agency executives and other public officials regarding HR related matters when needed. Recommends new or changes to existing HR related processes, policies and procedures. Participate as representative in Labor Management Committee (LMC) meetings involving union. Discuss labor related issues involving unions; MPEC, AFSCME & AFSCME (UNIT S). Writing first, & second step, appeal & grievance decisions on behalf of the Appointing Authority (Agency Director). Helping management and supervisors with employee related concerns. Responsible for receiving, reviewing, and entering MID-CYCLE, (END-CYCLE) Performance Evaluation Program (PEPs) ratings in SPMS Workday. Review PEPs for accuracy of detailed information. Assist management with guidance on Performance Improvement Plan (PIP). Reviewing and providing guidance to supervisors/managers on Probationary evaluation form. MINIMUM QUALIFICATIONS Applicants must meet all minimum (and selective) qualifications to be considered, and to appear on the list of people eligible for hire. Please read all requirements before applying. Experience: Six years of experience, two years of professional HR experience involving recruitment and employment services, classification and compensation, employee relations, test development and validation, job analysis, job evaluation, salary administration, HR program evaluation, or HR policy formulation and an additional four years of professional HR management work experience in the areas of recruitment and selection, classification, salary administration, employer relations, test development and validation or as a generalist. Notes: 1. Candidates may substitute paraprofessional personnel work experience on a year-for-year basis for up to four years of the required experience. Paraprofessional personnel work is defined as work involving the application of public sector personnel procedures, policies, rules and regulations to specific employment actions. Appropriate paraprofessional personnel experience includes responsibility for activities such as: preparing and maintaining employment records, calculating salaries, applying personnel related rules and policies, preparing personnel-related reports, conducting employee orientation and counseling employees regarding benefits and obligations and responding to inquiries concerning employment procedures. 2. Candidates may substitute the possession of a Bachelor's degree from an accredited college or university and two years of professional HR experience involving recruitment and employment services, classification and compensation, employee relations, test development and validation, job analysis, job evaluation, salary administration, HR program evaluation, or HR policy formulation for the required experience. 3. Candidates may substitute the possession of thirty graduate credit hours from an accredited college or university in the fields of HR/personnel administration, human resources management, business administration, public administration, statistics, tests and measurements, psychology or a related field for the required experience. 4. Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in human resources management classifications or human resources management specialty codes in the human resources management field of work on a year-for-year basis for the required experience. SELECTIVE QUALIFICATIONS Applicants must meet the selective qualification(s) to be considered. Include clear and specific information on your application regarding your qualifications. This position is limited to current State employees only. DESIRED OR PREFERRED QUALIFICATIONS Preference will be given to applicants who possess the following preferred qualification(s). Include clear and specific information on your application regarding your qualifications. 1. Experience and knowledge in applying, interpreting Maryland's official collection of administrative rules, laws, through the Code of Maryland Regulations (COMAR) and State Personnel & Pensions (SPP). 2. Experience in conducting a fair and thorough workplace investigations that involves an objective and unbiased process to ascertain facts of a case. 3. Experience working with Unions, understanding and interpreting Memorandum of Understanding (MOU), ensuring compliance with collective bargaining agreements and ability to engage in professional communication at Labor Management Committees (LMC). 4. Experience in Employee Relations, problem solving skills, & conflict resolution. 5. Experience using Workday, Jobaps, and/or similar HRIS Systems. 6. Experience utilizing Microsoft Office: Excel, Word, PowerPoint, Google Workspace, presenting presentations, & organizational skills. LIMITATIONS ON SELECTION This position is limited to current State employees only. LICENSES, REGISTRATIONS AND CERTIFICATIONS 1. Employees in this classification are required to obtain certification in State Personnel Management System policies and procedures and in the functionality of the Statewide Personnel System from the Office of Personnel Services and Benefits, Maryland Department of Budget and Management within six months from the time of appointment to the position. Employees are also required to obtain recertification every six months thereafter. 2. Employees in this classification may be assigned duties which require the operation of a motor vehicle. Employees assigned such duties will be required to possess a motor vehicle operator's license valid in the State of Maryland. SELECTION PROCESS Please make sure that you provide sufficient information on your application to show that you meet the qualifications for this recruitment. All information concerning your qualifications must be submitted by the closing date. We will not consider information submitted after this date. Successful candidates will be ranked as Best Qualified, Better Qualified, or Qualified and placed on the eligible (employment) list for at least one year. EXAMINATION PROCESS The assessment may consist of a rating of your education, training, and experience related to the requirements of the position. It is important that you provide complete and accurate information on your application. Please report all experience and education that is related to this position. BENEFITS STATE OF MARYLAND BENEFITS FURTHER INSTRUCTIONS Please make sure that you provide sufficient information on your application to show that you meet the qualifications of this recruitment. Resumes will not be accepted in lieu of completing an application. All information concerning your qualifications must be submitted by the closing date. We will not consider information submitted after this date. Applicants will be rated based on their description of job duties and responsibilities. Applicants should be thorough in completing this requirement. The online application process is strongly advised. If the online process is not available to you, you may complete and submit a paper application or direct any questions to: Maryland Lottery Human Resources 1800 Washington Blvd., Ste. 330 Baltimore, MD 21230 ************************* TTY Users: call via Maryland Relay As an equal opportunity employer, Maryland is committed to recruiting, retaining and promoting employees who are reflective of the State's diversity. People with disabilities and bilingual candidates are encouraged to apply. We Thank our Veterans for their service to our country.

Job DescriptionDescription: The Human Resources Generalist performs human resources related duties at the professional level and serves as a partner to the management team to ensure all Company initiatives and projects align with the Company's goals and cultural environment. The HR Generalist carries out responsibilities in the following areas but not limited to: employee relations, training, benefits, compensation, recruitment/selection, development and implementation of policies and procedures under the mission, core values, and purposes of the Company. Requirements: Essential Functions: Assist with the development, management and maintenance of human resources related policies, including, but not limited to, Employee Handbook, dress code and other Company policies. Provide and promote a positive work environment. Ensure employees comply with the Company policies and procedures and assist with any necessary coaching and discipline when necessary. Give guidance and assistance to employees when they have policy or benefits related questions or concerns. Assists with the recruitment process, including, but not limited to, writing and posting job ads, attending job fairs, developing recruitment strategies in conjunction with hiring managers, candidate screening and interviewing, processing pre-employment checks, including reference, background, credit and drug screens to ensure eligibility of the candidate in accordance with Company guidelines/standards. Provide support with the facilitation of the on-boarding process, including, but not limited to, employee file maintenance, ensuring completion of pre-employment requirements, completion of new hire paperwork, creation of offer letter and offer extension to candidates, entering of new hire into the HRIS and any necessary coordination with the hiring manager for start date readiness and new hire orientation Answer questions regarding employee leave of absences, such as FMLA, disability, worker's comp, etc. Responsible for entering and maintaining all information entered into the HRIS. May be a back-up for processing payroll in the absence of the payroll processor. Maintains employee files, ensuring proper documentation is maintained and state and federal compliance standards are met. Job Qualifications: A Bachelor's degree in human resource management, organizational development, business or related field of study is preferred, but will consider work history as a substitute. A minimum of two years of experience in a human resources coordinator capacity required. Knowledge of employment law, benefits administration, compliance and design, state and federal guidelines, employee relations, recruitment and compensation administration required. Ability to multi-task in a fast-paced changing environment exhibiting the ability to meet required deadlines. Strong computer skills with working knowledge of Microsoft Office products, including Excel, Outlook, Word and PowerPoint. Must also have the ability to use the Internet for reference and research purposes. Must have experience working with and using HRIS system; ability to self-teach helpful. Ability to be self-directed, working independently, and as well as part of a team while demonstrating a proactive approach exhibiting strong follow through and follow up skills. Job Requirements: · Must have the ability to be flexible with respect to work schedule in order to meet and accommodate the needs of the owner and the organization. · Must have access to reliable transportation. Working Conditions: While performing the duties of this job, the employee is regularly required to sit, talk, and listen. The employee is regularly required to stand; walk; use hands, reach with hands and arms; and stoop, kneel, or crouch. The employee will generally lift up to 20 pounds, and must occasionally lift and move up to 30 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. The noise level in the work environment is usually moderate.

Introduction The Maryland State Department of Education is dedicated to supporting a world-class educational system that prepares all students for college and career success in the 21st century. With excellent stewardship from our divisions, we oversee State and federal programs that support the needs of a diverse population - students, teachers, principals, and other educators throughout Maryland. GRADE 19 LOCATION OF POSITION Nancy S. Grasmick Education Building 200 West Baltimore Street Baltimore, MD 21201 POSITION DUTIES This position serves as the Employee Relations (ER) Administrator for the Human Resources Branch in the Maryland State Department of Education (MSDE). Under the direction of the, Employee Relations Manager, the incumbent will support the overall mission of MSDE by assisting with employee relations strategies consistently and equitably. The incumbent will perform various complex professional and administrative work related to employee/labor relations and recommend appropriate actions to the director. The incumbent will partner with leaders to provide guidance and training with respect to performance management, discipline, and other ER-related functions. Duties Include: Employee Investigations and Grievance Preparation Duties As the ER Administrator, serves as first point of contact to review disciplinary requests from supervisors throughout MSDE. Investigates employee and management complaints related to labor and employment issues. Summarizes investigation findings and prepares reports using best investigatory practices. Interprets policies and procedures related to employee discipline, recommends appropriate actions supported under the Code of Maryland Regulations and Maryland Code - State Personnel and Pensions article. Advises the Director of Employee Relations and Services on decisions and outcomes based on the results of investigations Leads Employee Relations staff on ER transactional matters, investigations, and documentation. Performs oversight and quality control for the ER case database. Assists with drafting documents for employee grievance process. Prepares for step one grievance conferences as needed. Recommends a course of action to both management and employees to avoid or reduce conflict in the workplace. When necessary, mediate solutions and resolve disputes. Employee Performance Standards Provides leadership and review, as requested, of the Performance Evaluation Process (PEP) documents prior to supervisors submit to employees at MSDE. Reviews all proposed Unsatisfactory PEPs and draft Performance Improvement Plans (PIPs). Prepares training materials for the PEP process for supervisors and employees. Employee Relations training and Employee onboarding and offboarding Prepares orientation materials for the New Employee Orientation (NEO) process. Presents NEO at the start of each pay period. Provides support and preparation of training exercises for all ER training platforms and NEO updates. MINIMUM QUALIFICATIONS Experience: Eight years of experience, four years of professional HR experience involving recruitment and employment services, classification and compensation, employee relations, test development and validation, job analysis, job evaluation, salary administration, HR program evaluation, or HR policy formulation and an additional four years of professional experience in HR management work in the areas of recruitment and selection, classification, salary administration, employee relations, test development and validation or as a generalist. Notes: 1. Candidates may substitute paraprofessional personnel work experience on a year-for-year basis for up to four years of the required experience. Paraprofessional personnel work is defined as work involving the application of public sector personnel procedures, policies, rules and regulations to specific employment actions. Appropriate paraprofessional personnel experience includes responsibility for activities such as: preparing and maintaining employment records, calculating salaries, applying personnel-related rules and policies, preparing personnel-related reports, conducting employee orientation and counseling employees regarding benefits and obligations and responding to inquiries concerning employment procedures. 2. Candidates may substitute the possession of a Bachelor's degree from an accredited college or university and four years of professional HR experience involving recruitment and employment services, classification and compensation, employee relations, test development and validation, job analysis, job evaluation, salary administration, HR program evaluation, or HR policy formulation for the required experience. 3. Candidates may substitute the possession of thirty graduate credit hours from an accredited college or university in the fields of HR/personnel administration, business administration, public administration, statistics, tests and measurements, psychology or a related field for up to six years of the required experience. 4. Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in human resources management classifications or human resources management specialty codes in the human resources management field of work on a year-for-year basis for the required experience. SELECTIVE QUALIFICATIONS Applicants must meet the selective qualification(s) to be considered. Include clear and specific information on your application regarding your qualifications. Candidates must have two years of experience conducting confidential investigations for workplace matters in an employee/employer relations role DESIRED OR PREFERRED QUALIFICATIONS Preference will be given to applicants who possess the following preferred qualification(s). Include clear and specific information on your application regarding your qualifications. Experience writing investigative reports and drafting disciplinary actions. Experience advising supervisors and employees on the rules, regulations and laws pertaining to progressive discipline and the investigative process. Experience conducting New Employee Orientations Experience using Microsoft Suite (Word, Excel) and Google Workspace (Gmail, Calendar, Docs, Sheets, Meet) Bachelor's degree preferred LICENSES, REGISTRATIONS AND CERTIFICATIONS 1. Employees in this classification are required to obtain certification in State Personnel Management System policies and procedures and in the functionality of the Statewide Personnel System from the Office of Personnel Services and Benefits, Maryland Department of Budget and Management within six months from the time of appointment to the position. Employees are also required to obtain recertification every six months thereafter. 2. Employees in this classification may be assigned duties which require the operation of a motor vehicle. Employees assigned such duties will be required to possess a motor vehicle operator's license valid in the State of Maryland. SPECIAL REQUIREMENTS Candidates must consent to a State Police Investigation (fingerprinting) as a routine procedure for all employees with this Agency. SELECTION PROCESS Please make sure that you provide sufficient information on your application to show that you meet the qualifications for this recruitment. All information concerning your qualifications must be submitted by the closing date. We will not consider information submitted after this date. Successful candidates will be ranked as Best Qualified, Better Qualified, or Qualified and placed on the eligible (employment) list for at least one year. For education obtained outside the U.S., a copy of the equivalent American education as determined by a foreign credential evaluation service must be provided prior to hire. BENEFITS STATE OF MARYLAND BENEFITS FURTHER INSTRUCTIONS It is preferred that applicants complete the MD State Government online application for employment. The application must clearly demonstrate that the applicant meets the minimum qualifications for the position. If you are unable to apply online, paper applications can be obtained from the link below and be faxed to ************ or mailed to MSDE Human Resources Branch, 200 W. Baltimore Street, Baltimore, MD 21201. If there is a supplemental questionnaire, this must be completed and sent in with your paper application, if you are unable to apply online. All application materials must be received in our office by the closing date. Postmarks will not be accepted. Applications must be complete to be considered including all related job duties, even if those are also listed on an attached resume. Additional required materials may be uploaded with the online application, submitted to the fax number, or mailed to the Human Resources address listed above. Inquiries can be made to ************, TDD ************. Appropriate accommodations can be made for individuals with disabilities. If you have difficulty with your user account or have general questions about this online application system, please contact the MD Department of Budget and Management, Recruitment and Examination Division at ************. TTY Users: Call via Maryland Relay. Proof of eligibility to work is required in compliance with the Immigration Reform and Control Act. Any misrepresentation of academic or experience requirements for this position may result in non-selection or termination of employment. As an equal opportunity employer, Maryland is committed to recruiting, retaining and promoting employees who are reflective of the State's diversity. People with disabilities and bilingual candidates are encouraged to apply. We thank our Veterans for their service to our country.

SCI Team Member Expectations: All SCI team members are expected to: Ensure services provided follow the organization's mission statement, core operating values and policies and procedures. follow HIPAA, confidentiality and security procedures and principles; collaborate with peers, leadership, and support areas of the organization; actively participate in and contribute to leadership and other staff meetings and trainings; maintains compliance with federal, state, and local employment laws and regulations; follow self-direction and person-centered planning procedures and philosophy; and to foster a culture that values diversity. Essential Duties: Partner with TME Manager(s) and SCI leaders at multiple levels and their teams to execute People and Culture strategies and activities that foster growth, innovation, and organizational effectiveness. This includes assisting and collaborating on the design and implementation of programs, processes, and tools to help set managers and team members up for success Assist TME Manager with partnering and coaching leaders and Team Members on ensuring advocacy and fairness Work closely with all Team Members to drive and sustain culture initiatives that focus on engaged Team Members, positive work environment, increased productivity, and retention. Assist TME Manager with coaching leadership in handling conversations regarding career growth, performance management, compensation, and equity Serve as support with the onboarding process and PCN processing Assist in updating and distributing SCI's People and Culture policies and Assist Team Members and leadership to answer questions or concerns regarding company policies, practices, and regulations Review and modify the Team Member handbook where appropriate Under the direction of the TME Manager, successfully coach and counsel leaders on maintaining positive Team Memberrelations Collaborate with People and Culture team to champion an environment where we can inspire and develop all people to do their best work Assist the TME Manager in developing and delivering along with the SCI leadership disciplinary actions and performance improvement plan (PIP), as required Proactively identify opportunities and assess improvements to the Team Member's experience and collaboratively develop and implement innovative and effective solutions Under the direction of the TME Manager, assist on staffing, compensation, training, performance management, manager capability, and compliance concerns Supervisory Duties: This role does not have supervisory duties. Education: Bachelor's degree in Human Resources, Psychology or Business Administration/Management or relevant experience SHRM or PHR/SPHR certification preferred Experience: Minimum 3 years of experience in various facets of People and Culture (employee relations, performance management, onboarding, offboarding, compliance, compensation, benefits, etc.) Solid knowledge of local labor laws and compliance requirements Experience interpreting data, diagnosing issues, and making business recommendations SCI Value Related Competencies: People Come First (Customer Focus): Thinks and acts with people we support in mind when making decisions. Dedicated to meeting the expectations and requirements of internal and external shareholders, uses information and feedback to improve services. Building Relationships and Connections: Interpersonal savvy. Relates to all kinds of people. Builds appropriate rapport, uses diplomacy and tact, diffuses high-tension situations comfortably. Establishes and maintains meaningful connections within the community and the organization (internal and external stakeholders) Education (Informing Others): Quickly finds common ground to solve problems. Is seen as a cooperative team player. Provides coaching and mentoring to team members. Consistent communicator, provides team members with the tools they need to perform their jobs in a timely manner. Explores all available options to make the best decision for internal and external holders Diversity: Values, appreciates and honors the ways in which cultural differences can create value in organizations. Is service oriented: Demonstrates a commitment to the philosophies for services and the goal of independence for the people we serve. Raises awareness in communities to appreciate the similarities and unique gifts of each person. Interacts with all kinds of team members equitably, deals effectively with all races, nationalities, cultures, disabilities, ages, and genders, supports equal and fair treatment and opportunity for all. Driving Solutions (Perseverance): Pursues all initiatives with energy, drive, and the goal to succeed. Job-Specific Competencies: Problem solving: Using a solution-based approach, identify options and workable solutions Learning Strategies: Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things Judgment and Decision Making: Considering the relative costs and benefits of potential actions to choose the most appropriate one Speaking: Talking to others to convey information effectively Active Learning: Understanding the implications of new information for both current and future problem-solving and decision-making Achievement: Striving to accomplish high goals or standards Time Management: Identifying and establishing priorities Initiative: Taking action without being told to do so Trustworthiness: Securing the confidence of others through consistent words and actions Respect for others: Working to understand and empathize with the position of others Interpersonal communication: Interacting effectively with others to convey thoughts and ideas Building Relationships: Establishing and maintaining positive rapport with others Service Orientation: Responding to others in a timely manner to satisfy their needs Teamwork: Working cooperatively with others to accomplish goals or objectives Dependability: Reliably following through on commitments made to others Flexibility: Willingness to take alternative actions given appropriate justification Detail Orientation: Attending to all steps and follow-ups necessary to accomplish a task Professionalism: Conducting oneself with high standards and integrity, maintaining confidential information Planning: Looking forward in addressing tasks to anticipate steps and contingencies Stress Tolerance: Maintaining stable performance under the pressures of work or life Work Attitude: Approaching work with a positive “can do" mindset Physical Demands: Generally, presents standard office environment. Must be able to remain in a stationary position >95% of the time. Continually operates a computer, keyboard and mouse, and other office productivity machinery, such as a calculator, copy machine, printer, and mobile Smartphone device. Constantly positions self to comfortably maintain computer equipment. May occasionally be required to move about in an office setting or position office equipment weighing between 10-25 pounds. Vision abilities required by this job include close vision. Ability to operate a motor vehicle. The person in this position frequently communicates with other people. Must be able to exchange accurate information in these situations. IT Roles must be able to position self to maintain computers and equipment, including under desks and in server room(s). Frequently moves equipment weighing up to 50 pounds. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this job. This job description is subject to change at any time. #SCIIH #INDSCIO

Are you passionate about helping others grow and develop? Join the Human Resources Learning & Development team for the City of Chesapeake , where you'll play a key role in supporting training initiatives, talent development programs, and organizational learning strategies-all while serving a community that values its employees and residents. As an intern, you will gain hands-on experience in designing and delivering training materials, coordinating learning events, analyzing employee feedback, and supporting various HR development projects. This is a great opportunity to enhance your skills in instructional design, facilitation, and talent development while contributing to a workplace culture that embodies “The City that Cares.” Ideal candidates are proactive, detail-oriented, and eager to learn. Strong communication and organizational skills are a plus! Be part of a team that invests in people and helps shape the future of our local government workforce. Apply today! Required Qualifications Must be a college student in good academic standing who is majoring in, or a recent college graduate (i.e., within one year of graduation), in Human Resources, Organizational Development, Adult Learning, Public Administration, or Business. Required knowledge, skills, and abilities: Excellent writing skills with the ability to convey complex information in simple language that is clear and concise. Effective research, analytical, and problem-solving skills. Ability to organize and plan work to meet deadlines and work independently as well as in a team environment. Proficient with Microsoft Office suite. Students participating in the Internship Program will be responsible for the following: Providing their own transportation to and from work, Arriving at the work site at the time designated by the worksite supervisor. Performing the tasks assigned by the vocational instructor/coordinator and the worksite supervisor in an efficient manner. Demonstrating honesty, punctuality, courtesy, a cooperative attitude, appropriate dress, and a willingness to learn. Conforming to the guidelines of the internship worksite. Preferred Qualifications The ideal candidate is a junior, senior, or graduate student who is enrolled in an accredited college or university, or recently graduated (within one year of graduation). Work Schedule Flexible hours between 8:00 a.m. - 5:00 p.m., Monday - Friday.

The City of Chesapeake's Human Resources Department is seeking a motivated Talent Acquisition Intern to join our team for the summer of 2025. This internship is a great opportunity for students or recent graduates interested in gaining hands-on experience in recruitment, hiring processes, and public sector HR functions. Key Responsibilities Assist in job posting creation and recruitment marketing Source job seekers and screen resumes Conduct research on talent acquisition best practices Maintain and update applicant tracking system data Assist with career fairs and outreach efforts Perform administrative tasks related to hiring and HR projects Qualifications Currently pursuing, or recently completed, a degree in Human Resources, Business Administration, or a related field Strong organizational and communication skills Attention to detail and ability to handle confidential information Proficiency in Microsoft Office (Word, Excel, Outlook) Interest in learning about recruitment and public sector HR Why Join Us? Gain real-world experience in HR and talent acquisition Network with professionals in the public sector Develop skills that will enhance your career in HR or related fields Required Qualifications Must be a college student in good academic standing, or a recent college graduate (i.e., within one year of graduation), who is majoring in Human Resources. Required knowledge, skills, and abilities: Excellent writing skills with the ability to convey complex information in simple language that is clear and concise. Effective research, analytical, and problem-solving skills. Ability to organize and plan work to meet deadlines and work independently as well as in a team environment. Proficient with Microsoft Office suite. Students participating in the Internship Program will be responsible for the following: Providing their own transportation to and from work. Arriving at the work site at the time designated by the worksite supervisor. Performing the tasks assigned by the vocational instructor/coordinator and the worksite supervisor in an efficient manner. Demonstrating honesty, punctuality, courtesy, a cooperative attitude, appropriate dress, and a willingness to learn. Conforming to the guidelines of the internship worksite. Preferred Qualifications The ideal candidate is a junior, senior, or graduate student who is enrolled in an accredited college or university, or recently graduated (within one year of graduation). Work Schedule Flexible hours between 8:00 a.m. - 5:00 p.m., Monday - Friday.

Job Description Are you ready to shape the future of HR at Ardmore? Join us as our next Human Resources Manager and become a strategic partner to the Chief People Officer and our leadership team. In this pivotal role, you'll champion HR initiatives that advance Ardmore's mission and 3-year strategic plan, while building a collaborative, high-performing workplace. What You'll Do Lead with Purpose: Collaborate with the CPO and leaders to drive HR strategies and organizational change. Grow the Team: Mentor and develop HR staff, and lead innovative recruiting efforts to build a diverse, talented workforce. Empower Employees: Manage employee relations, foster engagement, and create a positive, inclusive culture. Deliver Results: Oversee performance management, compensation, benefits, and compliance reporting. Be a Trusted Advisor: Provide expert guidance on HR topics like employment law, training, investigations, and policy interpretation. Leverage Data: Optimize HRIS/UKG systems and deliver actionable HR analytics to leadership. ESSENTIAL DUTIES AND RESPONSIBILITIES: Strategic Partnership & Change Leadership Collaborate with the CPO to implement HR initiatives aligned with the strategic plan. Lead change management efforts to support organizational transformation and growth. Champion HR programs and practices that reinforce key organizational priorities. Provide leadership and mentorship to the HR team to advance departmental effectiveness and impact Workforce Planning, Recruiting & Talent Management Directly support full cycle recruiting to fill select vacancies, including sourcing, interviewing, selection, and onboarding. Build relationships with external recruiting sources to enhance the organization's talent pipeline. Ensure recruitment and onboarding processes are inclusive, efficient, innovative, and aligned with organizational values. Partner with department leaders to identify workforce needs and succession plans. Develop and execute workforce plans to meet future talent needs. Drives the performance management processes to strengthen accountability, leadership and feedback effectiveness which drive organizational performance. Design and deliver training, leadership development, and employee engagement programs aligned with strategic priorities. Employee Relations & Engagement Serve as the primary resource for employee relations matters, providing guidance and support for workplace issues. Conduct investigations, conflict resolution, and mediation as needed, ensuring fair and consistent application of policies. Foster a positive, inclusive, and high-performing workplace culture. Support the development and implementation of employee engagement and recognition programs. HRIS/Reporting/Data Analysis Support HRIS/UKG system optimization to support data-driven decision-making. Support UKG system implementation and learning for managers and staff in collaboration with the HRIS Administrator Support the review and improvement of HR workflows such as onboarding, offboarding, benefits, enrollment, and performance reviews Prepare managerial reports and analysis, if required Provide strategic HR metrics and analytics to inform leadership decisions. Monitor progress against strategic HR goals and report outcomes to the CPO and executive team. Other Duties Manage benefits, compensation, and employee relations with a focus on equity and transparency. Ensure all HR actions comply with organizational policies, federal/state/local laws, and regulatory requirements. Build strong relationships with internal and external stakeholders to advance strategic initiatives. Collaborates with payroll and accounting on matters relating to employee compensation Represent the organization at industry events, community functions, and strategic meetings. Stay current on HR trends, best practices, and legal requirements. Perform other duties as assigned. Required Qualifications Bachelor's Degree in Human Resources, Business Administration, or related field, (Master's preferred). SHRM or HRCI certification strongly preferred. Proficiency using UKGPro and/or UKG Ready operations and data analytics is required. 5+ years of progressive HR experience in to include recruiting and employee relations, in Maryland 3-5 years' experience partnering with organizational leaders (CPO/CHRO, CEO, COO-level) executing HR strategies and delivering measurable business impact Recent experience completing regulatory and voluntary state and agency reporting HR experience working with an IDD workforce is a plus! Demonstrated ability to lead organizational change and drive strategic outcomes. Exceptional communication, collaboration, and problem-solving skills. High integrity, discretion, and commitment to organizational values.

When a Soldier has a question about benefits, policy, or needs help with a sensitive issue, the Army National Guard's Human Resources Specialist is the primary go-to person. As an HR Specialist, you will help Soldiers develop their Guard careers and provide personnel support and assistance to all divisions within the Guard. Specific responsibilities of the HR Specialist may include: organizing, maintaining, and reviewing personnel records; data entry and retrieval; processing recommendations; arranging awards ceremonies; preparing, updating, and coordinating requests for evaluations; preparing and monitoring Soldier requests for ID cards and tags, leaves of absence, and passes; ordering and maintaining office supplies; and maintaining filing systems. Job Duties * Assist on all human resource support matters * Oversight of all strength management and strength distribution actions * Responsible for the readiness, health, and welfare of all Soldiers * Postal and personnel accountability support * Maintain emergency notification data Helpful Skills * Aptitude for business administration * Able to follow detailed orders * Sound people skills Plus, you'll be building a better future. In civilian life, an HR Specialist could work in any business that requires personnel or human resources experience. The payroll, timekeeping, and human resources departments of most companies require the kinds of skills acquired as an HR Specialist in the National Guard. Earn While You Learn Instead of paying to learn these skills, get paid to train. In the Army National Guard, you will learn these valuable job skills while earning a regular paycheck and qualifying for tuition assistance. Job training requires 10 weeks of Basic Training, where you'll learn basic Soldiering skills, and 9 weeks of Advanced Individual Training and on-the-job instruction, where you will learn basic typing skills, how to prepare Army correspondence and forms, how to manage personnel records, and computer update and retrieval procedures.

Full-time Description YWCA is the oldest and largest multicultural women's organization in the world. YWCA South Hampton Roads (YWCA SHR) is dedicated to the fullness of its mission to eliminate racism, empower women and promote peace, justice, freedom and dignity for all. Serving approximately 8,000 individuals each year, YWCA SHR is a source of strength, courage and empowerment for women and families facing crisis. We are a community catalyst for meaningful change and the advocate for shaping vital impact through quality services responding to the critical needs of survivors of sexual violence and domestic violence. YWCA SHR works across racial, gender, religious and social lines with organizations-partners in all sectors to educate about disparities, advocate for change and provide resources and tools to dismantle oppressive systems.? YWCA SHR is in the midst of a rapid transformation from a well-established direct service provider for women and families facing crisis to an organization working at the intersection of eliminating racism, empowering women and standing up for social justice, helping families and strengthening our community.? About the Position Under the general supervision of the Chief Executive Officer (CEO), the Director of Human Resources will partner with the Executive Leadership Team to align human resources strategy with the organization's mission and growth goals. The Director of Human Resources is a strategic and hands-on leader responsible for all aspects of the HR lifecycle, including leadership development, employee engagement, staff development, compliance, compensation, benefits, training, and organizational culture. ESSENTIAL DUTIES The essential functions include, but are not limited to the following:? Leadership Serve as a trusted advisor to the CEO and Executive Leadership Team on HR strategy, workforce planning, and organizational culture Develop and implement HR strategies that promote equity, staff well-being, and organizational excellence Champion YWCA SHR's mission and values by embedding equity and empowerment principles into all HR functions Conducts research and analysis of organizational trends including review of reports and metrics from the organization's Human Resource Management System (HRMS) ????? Human Resources Management Oversee all human resources operations to ensure the effective management of talent, organizational policies, and HR systems Ensure consistent policy application, equitable treatment, and strong employee support. Maintain accurate and confidential employee records in accordance with legal and organizational standards Partner with Finance to manage HR systems, data integrity, and reporting Training and Development Create and lead a comprehensive staff development and training strategy that builds leadership capacity, professional skills, and cultural competency across all levels of the organization Assess organizational training needs and design development programs that align with YWCA SHR's mission, values, and strategic objectives Implement leadership development programs and succession planning initiatives that prepare employees for advancement Partner with managers to identify skill gaps and create individualized learning plans Promote a culture of continuous learning and improvement through ongoing feedback, coaching, and knowledge sharing Organizational Change and Development Lead HR initiatives that support organizational transformation and culture change Use performance data and staff feedback to evaluate the impact of development and change initiatives Build an inclusive workplace culture that values transparency, accountability, and empowerment Compliance and Risk Management Ensure compliance with federal, state, and local employment laws and regulations Oversee policy updates, documentation, and completion of all required training Manage employee relations cases, unemployment, workers' compensation, and risk management matters Stay informed of emerging HR legislation, best practices, and compliance trends Ensure all YWCA SHR leadership adheres to legal and operational compliance requirements affecting team members Compensation and Benefits Design and manage competitive salary structures and benefits programs Conduct compensation analyses and make recommendations for pay equity and retention Manage benefit plan communication, enrollment, and vendor relationships Ensure compliance with COBRA, FMLA, and other leave regulations Employee Relations and Talent Management Lead equitable recruitment and onboarding processes that promote diversity and inclusion Support recruitment and onboarding for volunteers and interns Support managers in addressing performance issues and facilitating growth opportunities Develop and implement employee engagement, recognition, and retention strategies Additional Duties Adhere to all YWCA SHR policies and procedures Perform other duties as assigned QUALIFICATIONS? We will consider exceptional candidates who demonstrate a strong combination of the specific qualifications and skills described below. Minimum Requirements Education and Experience Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). Minimum of 5 years of progressive HR experience, including at least 2 years in a leadership role. Proven experience in staff development, training design, and organizational change management. Strong knowledge of federal and state employment laws and HR best practices. Experience with HR systems (HRMS/HRIS) and HR analytics. SHRM-CP, SHRM-SCP, or PHR/SPHR certification preferred. Previous experience with Paylocity HRMS is preferred The ability to work in a multi-location environment Other Requirements Must be 18 years of age Must complete the training programs of YWCA SHR Must complete a successful background check Must have an excellent driving record and have a valid driver's license; certificate of insurance from an insurance carrier licensed in the State of Virginia Travel is required and access to reliable transportation is essential Skills and Competencies Demonstrated commitment to YWCA SHR's mission and cultural competency/humility and respect for diversity? Thorough knowledge of human resources compliance governing 60+-employee organizations in Virginia, including relevant laws? Excellent judgment, with the ability to handle difficult issues and conversations with great composure, sensitivity, tact, and compassion? Highly organized with strong abilities in developing and maintaining efficient systems for managing information. Skilled in proactive planning, managing multiple projects simultaneously, and meeting tight deadlines while maintaining quality and attention to detail Solid facilitation skills including reflective listening and conflict management ????? Impeccable discretion and track record of keeping privileged and sensitive information confidential Excellent written and verbal communication and public speaking skills with ability to research field-related, intersectional topics, and develop/deliver written reports and presentations Self-directed; team player and must have a positive attitude? Ability to collaborate with groups and individuals from diverse backgrounds? Good technical aptitude, with the ability to quickly learn new technologies and applications Flexibility and adaptability to changing priorities and organizational needs Proficient in the use of Microsoft Applications, including Outlook, Word, PowerPoint, Teams, and Excel and social media platforms CORE VALUES The Director of Human Resources is expected to model YWCA SHR Core Values: Compassion Honesty Integrity Ownership Responsibility Empowerment WORKING CONDITIONS: Work is performed in a typical office environment with a high standard of confidentiality. PHYSICAL DEMANDS AND WORK ENVIRONMENT: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential duties and responsibilities of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions.? Ability to travel in varying weather conditions Must have the use of sensory skills in order to effectively communicate and interact with other employees and the public through the use of the telephone and personal contact as normally defined by the ability to see, read, talk, hear, handle or feel objects and controls While performing the duties of this job, the employee is required to:? Frequently walk, use hands to finger, handle or feel objects, tools or controls and talks or hears Often required to stand and sit; reach with hands and arms; and stoop, kneel, crouch, bend, squat or crawl Ability to lift and carry up to 25 pounds Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and the ability to adjust focus The noise level in the work environment is moderately loud Physical capability to effectively use and operate various items of office related equipment, such as but not limited to, a personal computer, calculator, copier and fax machine? COMPENSATION: This position offers a hiring range of $65,000 - $68,000 that is based on experience and a full benefits packet to include health, vision, and dental insurance, 17 paid holidays, vacation, sick leave, retirement and other benefits. We actively welcome all candidates from a wide range of backgrounds who have the skills to fulfill this role - regardless of compensation history. This is a full-time, exempt position. START TIMEFRAME:?Position will be open until filled. Interested applicants are requested to submit an online application at?ywca-shr.org?to include a cover letter, and resume.? EQUAL EMPLOYMENT OPPORTUNITY (EEO) DISCLOSURE: We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to age, color, creed, disability, gender identity, national origin, protected veteran status, race, religion, sex, sexual orientation and any other status protected by applicable local, state or federal law. AMERICANS WITH DISABILITIES ACT (ADA) REQUIREMENTS: ADA requires YWCA SHR to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations by contacting Human Resources at?HR@ywca-shr.org?or ************. SUBSTANCE USE AND WORKPLACE SAFETY POLICY: It is the policy of YWCA South Hampton Roads to maintain a safe and healthy workplace that is free of the effects of alcohol and drug abuse. Employees, volunteers, and interns of YWCA South Hampton Roads are prohibited from the use, sale, dispensing, distribution, possession, manufacture, or being under the influence of drugs that are illegal under any federal, state or local law. Salary Description $65,000 - $68,000

The Sheriff's Office is looking for a team player with payroll experience in a fast paced environment. Do you enjoy helping people and providing excellent customer service? Gathers and maintains personal information and prepares related correspondence. Verifies and submits employee information such as insurance paperwork, tax withholding documents, etc. Processes payroll including verification of time card data and distribution of checks. Creates, maintains and audits various reports and records such as overtime and leave summaries. Calculates amounts for personnel payments and balancing reports. Assists personnel with various payroll and human resources-related questions. Performs other related duties as assigned. Required Qualifications VOCATIONAL / EDUCATIONAL REQUIREMENT : Requires a high school diploma or GED and any combination of education and experience equivalent to the satisfactory completion of one year of college education in accounting or a closely related field. EXPERIENCE REQUIREMENT : In addition to satisfying the vocational/educational standard, this class requires a minimum of one year of related, full-time equivalent experience. SPECIAL CERTIFICATIONS AND LICENSES : Depending on operational needs, may require a valid driver's license and a driving record that is in compliance with the City's Driving Standards . SPECIAL REQUIREMENTS : Employees may be expected to work hours in excess of their normally scheduled hours in response to short-term department needs and/or City-wide emergencies. Preferred Qualifications Accounting or experience with payroll is required. Human Resources knowledge is preferred as well. Work Schedule Monday -Friday 8:00 am to 5:00 pm

Human Resources Transactions Specialist maintains employee records within the university human resources system for a employees. Responsibilities include, but are not limited to: Processing complex personnel actions accurately and within established timelines (including pay calculations) | Working effectively with a broad range of employee classifications within diverse employee population | Ensuring compliance with policy, procedure, applicable state and federal laws and regulations | Maintaining records and compiling statistical data for effective reporting and tracking | Analyzing complex information to identify and solve problems | Conducting audits and reviews of transactions and data to monitor, report and resolve any potential compliance issues | Ongoing evaluation of procedures as well as recommending operational business improvements | Maintaining the highest level of confidentiality Required Qualifications * Bachelor's degree in human resources, accounting, management or related field or equivalent level of related training and/or experience * Working knowledge of human resources regulations and practices with the ability to interpret, apply and provide guidance to a diverse group of constituents * Experience utilizing various computer software applications such as MS Office / Google Docs, and relational databases * Experience working with confidential information * Must be able to manage priorities resulting in successful outcomes within set deadlines * Excellent interpersonal and communication skills * Ability to process transactions efficiently, accurately and develop effective solutions to ensure accuracy in a fast-paced, high volume environment within established deadlines * Effective oral and written communication skills and high level analytical abilities Preferred Qualifications * Significant experience processing human resources and/or payroll transactions * Experience interpreting human resource payroll policies and procedures within a university or public setting * Experience utilizing Banner or similar database * Evaluation of position descriptions (including FLSA classification) * Knowledge of employment eligibility requirements Pay Band 4 Overtime Status Non-Exempt: Eligible for overtime Appointment Type Regular Salary Information Commensurate with experience up to $52,000 Hours per week 40 Review Date January 5, 2026 Additional Information This position may be prominently onsite during the training/onboarding period then may be eligible for a hybrid work arrangement of 3 days on site, 2 days remote. The successful candidate will be required to have a criminal conviction check. About Virginia Tech Dedicated to its motto, Ut Prosim (That I May Serve), Virginia Tech pushes the boundaries of knowledge by taking a hands-on, transdisciplinary approach to preparing scholars to be leaders and problem-solvers. A comprehensive land-grant institution that enhances the quality of life in Virginia and throughout the world, Virginia Tech is an inclusive community dedicated to knowledge, discovery, and creativity. The university offers more than 280 majors to a diverse enrollment of more than 36,000 undergraduate, graduate, and professional students in eight undergraduate colleges, a school of medicine, a veterinary medicine college, Graduate School, and Honors College. The university has a significant presence across Virginia, including Blacksburg, the greater Washington, D.C. area, the Health Sciences and Technology Campus in Roanoke, sites in Newport News and Richmond, and numerous Extension offices and research institutes. A leading global research institution, Virginia Tech conducts more than $650 million in research annually. Virginia Tech endorses and encourages participation in professional development opportunities and university shared governance. These valuable contributions to university shared governance provide important representation and perspective, along with opportunities for unique and impactful professional development. Virginia Tech does not discriminate against employees, students, or applicants on the basis of age, color, disability, sex (including pregnancy), gender, gender identity, gender expression, genetic information, ethnicity or national origin, political affiliation, race, religion, sexual orientation, or military status, or otherwise discriminate against employees or applicants who inquire about, discuss, or disclose their compensation or the compensation of other employees or applicants, or on any other basis protected by law. If you are an individual with a disability and desire an accommodation, please contact Marisela Garza at ************** during regular business hours at least 10 business days prior to the event.