human resources manager Jobs in Washington

human resources manager

hr manager

Aramark

Job Description As the Human Resources Manager, you will provide HR generalist support for your assigned account. This position is also responsible for providing management and administration of several imperative HR processes and will provide leadership and support to managers and employees throughout the organization. Will assist in identifying best practices and organizational efficiencies, as well as mentor and train line managers to accurately apply human resource policies and programs within the unit. COMPENSATION: The salary range for this position is $80,000 to $90,000. If both numbers are the same, that is the amount that Aramark expects to offer. This is Aramark?s good faith and reasonable estimate of the compensation for this position as of the time of posting.?? ?BENEFITS: Aramark offers comprehensive benefit programs and services for eligible employees including medical, dental, vision, and work/life resources. Additional benefits may include retirement savings plans like 401(k) and paid days off such as parental leave and disability coverage. Benefits vary by location and are subject to any legal requirements or limitations, employee eligibility status, and where the employee lives and/or works. For more information about Aramark benefits, click here Aramark Careers - Benefits & Compensation . ?? ?There is no predetermined application window for this position, the position will close once a qualified candidate is selected. Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law, including, but not limited to, the Los Angeles County Fair Chance Ordinance for Employers, the California Fair Chance Act, and the San Francisco Fair Chance Ordinance to the extent that those laws apply to the opportunity. Job Responsibilities <ul><li>Responsible for day-to-day HR functions including recruiting, staffing, hiring, training, development, coaching, incentives, and disciplinary procedures.</li><li>Issue resolution, follow up and recommendations for account employee relations issues including but not limited to: Hotline calls response, investigation and follow, Corrective action/performance management consulting, and Policy interpretation</li><li>Create and implement internal HR processes and procedures within ARAMARK guidelines.</li><li>Maintain compliance with all applicable employment laws and regulations.</li><li>Employee Engagement Initiatives ? Engagement Action Plan development and follow-up, corporate engagement and celebration activities point of contact/coordinator, </li><li>Develop and advise innovative employee motivation and morale programs.</li><li>Talent Acquisition ? corporate Accelerate to Leadership and Step up to Leadership point of contact</li><li>HR metrics reporting and analysis</li><li>Benefits and Payroll assistance as needed</li><li>On-boarding programs and initiatives</li><li>Union and labor relations</li><li>Lead interns and HR administrative office workers in continual improvement of HR Processes</li></ul> At Aramark, developing new skills and doing what it takes to get the job done make a positive impact for our employees and for our customers. In order to meet our commitments, job duties may change or new ones may be assigned without formal notice. Qualifications <ul><li>HR/SPHR certification preferred. Proficiency in all Microsoft Office applications is required.</li><li>Human Resources planning and organizational development experience desired.</li><li>Must have a minimum of 5-7 years of experience in Human Resources</li><li>Ideal candidates will possess a Bachelor's Degree in Business Administration, Human Resources or the equivalent</li><li>Employment relations experience including conducting investigations and resolution development required.</li><li>Proven ability to effectively interact, communicate and consult with multiple levels of management on a routine basis.</li><li>Strong analytical skills are required.</li><li>Ability to train and make presentations will also be required.</li><li>Proven ability to effectively interact, communicate and consult with multiple levels of management on a routine basis.</li><li>Solid understanding of financial and business objectives and analytical/problem solving skills.</li><li>Organized, with the ability to handle multiple tasks and set priorities in a fast-paced, high-pressure environment.</li><li>Must take initiative to improve processes as needed.</li><li>Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.</li><li>Bilingual (English/Spanish) required.</li><li>Previous experience working in a unionized environment is required.</li><li>Experience with Washington, D.C. labor and employment laws preferred.</li></ul> Education About Aramark Our MissionRooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet.At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law. About AramarkThe people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at or connect with us on Facebook , Instagram and Twitter .

HR Manager - Walter E. Washington Convention Center

Ford Agency

<div><div><div><h1 class="jobSectionHeader">Human Resources Manager</h1>
</div><div><h4 class="jobSectionHeader">Job Details</h4>
</div><div><div><div>Posted November 19, 2025
</div><div>Compensation $118,800 - $148,000 annually
</div><div>LocationWashington D.C.</div>
<div>Job Type Direct Hire
</div><div>Industry Legal
</div></div></div><div><h4 class="jobSectionHeader">Job Description</h4>
<div>The Ford Agency seeks a HR Manager to join a well-established DC law firm with a fantastic work culture. This role will work on all aspects of the attorney lifecycle, including the onboarding and orientation process, attorney evaluations, and offboarding processes. This is an excellent opportunity for someone who has experience working in a professional services environment who has a talent for streamlining and finding innovative solutions! 
 
Responsibilities Include:<ul><li>
Oversee the attorney onboarding and orientation process</li><li>
Manage the attorney evaluation process firmwide</li><li>
Manage the attorney off-boarding process</li><li>
Collaborate with outside counsel on visa and immigration matters</li><li>
Manage the foreign attorney program with the recruiting team and other teams</li></ul>
Qualifications Include:<ul><li>
Bachelor's degree required</li><li>
5+ years of legal personnel, HR, recruiting or similar functions</li><li>
2+ years of experience directly managing a team</li><li>
Law firm experience required</li></ul> 
Candidates for this position must be based in DC, MD, or VA area or have independent plans for relocation. 
 
The Ford Agency is a recruiting firm based in Washington, DC. We represent a broad range of organizations including: non-profits, associations, legal, consulting, and government relations firms. This position is an opening with one of our clients.</div></div></div></div>
 <div><div><div><h2 class="jobSectionHeader">We listen, ask key questions, and refine the process</h2> 
Our refined process has led our team to consistent success in recruiting for the area&rsquo;s discerning business market.
We ensure our clients&rsquo; priorities, role requirements, company culture, and objectives are taken into consideration for every search. We have an extensive pool of talent to quickly identify strong candidates for your open positions, taking the burden of time and energy off your shoulders.
We do the same for candidates, actively listening to career desires and goals during each interview, and presenting realistic options and timelines for employment.
Clients and candidates alike find our recruiting services refreshing and reliable.</div></div></div>

Human Resources Manager

Amtrak

<div>Your success is a train ride away!
As we move America&rsquo;s workforce toward the future, Amtrak connects businesses and communities across the country. We employ more than 20,000 diverse, energetic professionals in a variety of career fields throughout the United States. The safety of our passengers, our employees, the public and our operating environment is our priority, and the success of our railroad is due to our employees. 
Are you ready to join our team?
Our values of &lsquo;Do the Right Thing, Excel Together and Put Customers First&rsquo; are at the heart of what matters most to us, and our Core Capabilities, &lsquo;Building Trust, Accountability, Effective Communication, Customer Focus, and Proactive Safety &amp; Security&rsquo; are what every employee needs to know and do to be most impactful at Amtrak. By living the Amtrak values, focusing on our capabilities, and actively embracing and fostering diverse ideas, backgrounds, and perspectives, together we will honor our past and make Amtrak a company of the future. 
JOB SUMMARY: 
The Manager HR Business Partner (HRBP) acts as a partner to the assigned department/territory by embedding corporate HR strategy into the client&rsquo;s business objectives. The Manager Human Resources Business Partner will be responsible for providing both strategic and tactical support to both the business and the Sr. Director/ HR Business Partner for Ops or Corporate). The role will be responsible for providing HR support to front-line managers. This includes performance management, leadership coaching and training, employee engagement, and progressive coaching. The position will support, engage, and partner with the broader HR organization to support the execution of the strategy, including leveraging other HR functional expertise and resources. 
ESSENTIAL FUNCTIONS:<ul><li> 
Contribute to business strategy by advising leaders on organizational capabilities, structures, and processes. As well as, drives the integration of the performance management philosophy into strategic business goals/plans.</li><li>Forecast workforce needs, identify gaps, and implement development plans, succession planning, and retention initiatives that align with the strategic annual operating plan.</li><li>Foster a coaching culture, support managers in performance management, employee engagement, and ensuring leaders understand implications of business decisions.</li><li>Provide counsel on organizational design, restructuring, realignment.</li><li>Implement HR initiatives aligned with business priorities, including salary reviews and continuous improvement projects.</li><li>Serve as a trusted advisor, partner with cross-functional HR teams and managers on employee relations issues, support annual talent reviews and partner with leaders to develop individual development plans.</li></ul> 
ADDITIONAL RESPONSIBILITIES:<ul><li> 
Other duties as required or assigned</li></ul> 
MINIMUM QUALIFICATIONS:<ul><li> 
Bachelor&rsquo;s Degree or equivalent combination of education, training and/or relevant experience. Plus 7 years of relevant work experience.</li></ul> 
PREFERRED QUALIFICATIONS:<ul><li> 
Bachelor&rsquo;s Degree or equivalent combination of education, training and/or relevant experience. Plus 9 years of relevant work experience.</li><li>Bachelor&rsquo;s Degree in Human Resources.</li><li>S/PHR and/or SHRM S/CP Certification or comparable</li></ul> 
REQUIRED KNOWLEDGE, SKILLS and ABILITIES:<ul><li> 
Strategic thinker. Able to provide strategic advice, develop options, analyze risks, make good judgments, and solve problems.</li><li>Strong business acumen with the ability to connect and interpret business strategies to be viewed as a credible HR leader. Able to develop highly effective working relationships by building credibility, respect, and rapport with all levels of management and employees.</li><li>Ability to deliver results in a dynamic and oftentimes ambiguous or rapidly changing environment.</li><li>Demonstrated proactive style of operating with a strong sense of urgency.</li><li>Clear, comprehensive understanding of the link between talent and other HR initiatives that can be leveraged to enable the business growth plans.</li><li>Strong skills in organization development, managing/leading change, performance development, coaching, organizational design, talent assessment, and strategic workforce planning.</li><li>Demonstrated ability to negotiate, influence and persuade senior level executives. Able to engage, inspire, and influence others at all levels.</li><li>Exceptional collaboration skills: ability to bring cross-functional teams together to achieve better results.</li><li>Skilled and credible in advising others on empowering people management.</li><li>Ability to recognize trends and develop recommendations based on data analysis. Clear, concise, and influential verbal and written communication skills.</li><li>Strong executive presence with a high degree of interpersonal finesse to promote transformational change effectively across diverse groups.</li><li>Demonstrated success in driving people initiatives that enhance business performance.</li><li>Significant knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management policies and practices.</li></ul> 
The salary/hourly range is $113,200.00 &ndash; $146,664.00. Pay is based on several factors including but not limited to education, work experience, certifications, etc. Depending on an employee&rsquo;s assigned worksite or location, Amtrak may consider a geo-pay differential to be applied to the employee&rsquo;s base salary. Amtrak may offer additional incentive and pay programs to recognize and reward our employees, including a short-term incentive bonus based upon factors such as individual and company performance that is commensurate with the level of the position and/or long-term incentive plan compensation. In addition to your salary, Amtrak offers a comprehensive benefit package that includes health, dental, and vision plans; health savings accounts; wellness programs; flexible spending accounts; 401K retirement plan with employer match; life insurance; short and long term disability insurance; paid time off; back-up care; adoption assistance; surrogacy assistance; reimbursement of education expenses; Public Service Loan Forgiveness eligibility; Railroad Retirement sickness and retirement benefits; and rail pass privileges. Learn more about our benefits offerings here. 
Requisition ID:165615 
Work Arrangement:06-Onsite 4/5 Days Click here for more information about work arrangements at Amtrak.
 
Relocation Offered:No
 
Travel Requirements:Up to 25%
Recruiter Name:Teneshia Bridges
 
Recruiter Email: Teneshia.Bridges@amtrak.com
You power our progress through your performance.
We want your work at Amtrak to be more than a job. We want your career at Amtrak to be a fulfilling experience where you find challenging work, rewarding opportunities, respect among colleagues, and attractive compensation. Amtrak maintains a culture that values high performance and recognizes individual employee contributions. 
Amtrak is committed to a safe workplace free of drugs and alcohol. All Amtrak positions requires a pre-employment background check that includes prior employment verification, a criminal history check and a pre-employment drug screen.
Candidates who test positive for marijuana will be disqualified, regardless of any state or local statute, ordinance, regulation, or other law that legalizes or decriminalizes the use or possession of marijuana, whether for medical, recreational, or other use. Amtrak's pre-employment drug testing program is administered in accordance with DOT regulations and applicable law. 
In accordance with DOT regulations (49 CFR &sect; 40.25), Amtrak is required to obtain prior drug and alcohol testing records for applicants/employees intending to perform safety-sensitive duties for covered Department of Transportation positions. If an applicant/employee refuses to provide written consent for Amtrak to obtain these records, the individual will not be permitted to perform safety-sensitive functions. 
In accordance with federal law governing security checks of covered individuals for providers of public transportation (Title 6 U.S.C. &sect;1143), Amtrak is required to screen applicants for any permanent or interim disqualifying criminal offenses. 
Note that any education requirement listed above may be deemed satisfied if you have an equivalent combination of education, training and experience. 
Amtrak is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race/color, to include traits historically associated with race, including but not limited to, hair texture and hairstyles such as braids, locks and twists, religion, sex (including pregnancy, childbirth and related conditions, such as lactation), national origin/ethnicity, disability (intellectual, mental and physical), veteran status, marital status, ancestry, sexual orientation, gender identity and gender expression, genetic information, citizenship or any other personal characteristics protected by law.</div>

Mgr HR Business Partner - 90345919 - Washington

Optica

<div>
 The Senior Director of Human Resources serves as a strategic leader and operational manager, overseeing the full spectrum of HR functions including recruitment, talent development, performance management, benefits, employee relations, organizational design, compliance, and internal culture initiatives.
 
 
 This position partners closely with the Chief People, Community Engagement and Programs Officer to align HR practices with organizational goals, drive a culture of accountability, inclusion, and innovation, and ensure a best-in-class employee experience.
 
 
 
 Key Responsibilities
 
 
 
 <ul>
 <li>
 Recruitment &amp; Retention
 </li>
 <ul>
 <li>
 Oversees recruitment strategy efforts to attract top talent across all levels.
 </li>
 <li>
 Partners with hiring managers to implement equitable and effective hiring processes.
 </li>
 <li>
 Creates programs to improve retention, onboarding, and employee integration.
 </li>
 </ul>
 <li>
 Performance Management &amp; Learning
 </li>
 <ul>
 <li>
 Leads the design and administration of the performance review cycle, including goal setting, metrics tracking, and coaching resources.
 </li>
 <li>
 Oversees leadership development, training, and staff upskilling programs to foster continuous learning.
 </li>
 </ul>
 <li>
 Benefits
 </li>
 <ul>
 <li>
 Partners with Sr. HR Manager on the day-to-day benefits administration.
 </li>
 <li>
 Recommends program enhancements that promote equity, competitiveness, and wellness.
 </li>
 </ul>
 <li>
 Employee Relations &amp; Compliance
 </li>
 <ul>
 <li>
 Provides direct support and coaching to managers and employees on workplace issues.
 </li>
 <li>
 Ensures compliance with all employment laws in the countries that Optica employs staff.
 </li>
 <li>
 Updates HR policies and procedures in accordance with legal requirements and best practices.
 </li>
 <li>
 Provides Chief People, Community Engagement, and Programs Officer grievance reports and partners with any legal issues.
 </li>
 </ul>
 <li>
 Culture &amp; Staff Engagement
 </li>
 <ul>
 <li>
 Partners with Chief People, Community Engagement and Programs Officer on programs to strengthen employee connection, morale, and inclusion.
 </li>
 <li>
 Leads staff events and culture-building initiatives across departments.
 </li>
 </ul>
 <li>
 HR Operations &amp; Metrics
 </li>
 <ul>
 <li>
 Evaluates and improves HR systems and workflows for efficiency and employee self-service.
 </li>
 <li>
 Implements dashboards and metrics to track engagement, turnover, hiring, and development progress.
 </li>
 <li>
 Prepares and presents HR metrics reports to designated senior management..
 
 </li>
 </ul>
 </ul>
 
 Qualifications And Experience
 
 
 
 <ul>
 <li>
 Minimum 10 years of progressive HR experience; 4+ years at the senior leadership level in a nonprofit or association environment.
 </li>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field; Master&rsquo;s degree preferred.
 </li>
 <li>
 SPHR, SHRM-SCP, or other HR certification strongly preferred.
 </li>
 <li>
 Strong understanding of performance management, organizational development, and workforce planning.
 </li>
 <li>
 Expertise in HRIS and data analytics to guide decision-making.
 </li>
 <li>
 Knowledge of benefits design and vendor management.
 </li>
 <li>
 Excellent communication, coaching, and conflict resolution skills.
 </li>
 <li>
 High degree of integrity, confidentiality, and emotional intelligence.
 
 
 </li>
 </ul>
 Optica is an equal employment opportunity employer and will not discriminate against any employee or applicant on the basis of race, color, age, sex, national origin, disability, religion, marital status, veteran's status, personal appearance, political affiliation, sexual orientation, family responsibilities, matriculation, or any other basis prohibited by law.
</div>

Senior Director, Human Resources

C2 Technologies Inc

<div>Human Resources Specialist (Policy) 
LOCATION: Washington, DC 
POSITION TYPE: Onsite 
Summary:
The Human Resources Specialist (Policy) supports the development, analysis, and implementation of federal HR policies in Washington, DC. This position is responsible for ensuring that HR policies align with federal regulations and organizational goals. The ideal candidate will have 7-10 years of experience in federal HR policy development and implementation. DHS experience is preferred.
<h3 class="jobSectionHeader">Requirements:</h3>
<ul><li>7-10 years of experience in Federal HR Policy.
</li><li>Strong knowledge of federal HR regulations, policies, and compliance standards.
</li><li>Ability to develop, interpret, and implement federal HR policies and procedures.
</li><li>Excellent written and verbal communication skills.
</li><li>Strong organizational and analytical skills.
</li><li>Ability to work independently and manage multiple projects in a fast-paced environment.
</li></ul><h3 class="jobSectionHeader">Preferred Qualifications:</h3>
<ul><li>DHS experience is a plus.
</li><li>Familiarity with federal government HR systems and policy frameworks.
</li><li>Ability to collaborate effectively with stakeholders and senior leadership to influence policy direction.
</li><li>Strong problem-solving and critical thinking skills.
</li></ul>This is not necessarily an all-inclusive list of job-related responsibilities, duties, skills, efforts, requirements, or working conditions. Management reserves the right to revise the job or to require that other or different tasks be performed as assigned.
All job requirements are subject to possible revision to reflect changes in the position requirements or to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a threat or risk to the health and safety of themselves or other employees. This job description does not state or imply that these are the only duties required in this position. Employees will be required to follow other job-related duties as requested by their supervisor/manager (within guidelines and compliance with Federal and State Laws). Continued employment remains on an &ldquo;at-will&rdquo; basis.
C&sup2; Technologies, Inc. is committed to hiring and retaining a diverse workforce. We are proud to be an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, marital status, national origin, age, veteran status, disability, or any other class. U.S. Citizenship is required for most positions. EOE/M/F/Disabled/Veteran.</div>

Human Resources Specialist (Policy)

Events DC

<div>The ERP Systems &amp; Oracle HCM Analyst (HRIS Testing &amp; Integration Lead) serves as the technical and functional expert supporting Events DC&rsquo;s enterprise Human Resources systems primarily Oracle Fusion HCM and UKG with a focus on system configuration, test script development, validation, and data integrity.
Reporting to the Senior Manager, HR ERP &amp; Systems Integration, this role is responsible for ensuring that HR processes, integrations, and system enhancements operate effectively across the organization. The incumbent leads testing cycles, supports functional configuration, and collaborates with HRC Teams, TMD, and FMD to maintain seamless ERP and HRIS performance.
This position requires a strong blend of technical capability, functional HR knowledge, and hands-on ERP testing experience, as well as the ability to communicate effectively across business and technical teams</div>
 <div>RESPONSIBILITIES: System Testing &amp; Quality Assurance
<ul><li>Develop, maintain, and execute detailed test scripts and plans for Oracle HCM and related HR systems (including UKG, Payroll, and Finance integrations).
</li><li>Conduct unit, integration, regression, and user acceptance testing (UAT) to validate patches, upgrades, and new configurations.
</li><li>Document test results, track defects, and collaborate with TMD, vendors, and functional teams to ensure timely issue resolution.
</li><li>Maintain a centralized testing repository, release notes, and validation calendar for all HR system updates.
</li></ul>ERP Configuration &amp; Technical Support
<ul><li>Serve as the internal Oracle HCM functional expert, supporting module configuration, workflow updates, and data validation.
</li><li>Collaborate with developers and vendors to design, test, and implement system enhancements, reports, and data extracts.
</li><li>Support system integrations and data mapping between Oracle HCM, UKG, FMD, and Benefits systems.
</li><li>Perform data reconciliation to ensure accuracy and consistency across platforms.
</li></ul>Project Management &amp; Implementation Support
<ul><li>Coordinate ERP and HRIS system enhancement projects, including upgrades, new module rollouts, and integrations.
</li><li>Assist in gathering business and technical requirements, conducting fit-gap analysis, and maintaining detailed project documentation.
</li><li>Track milestones, maintain project dashboards, and ensure timely communication of system changes to stakeholders.
</li></ul>Business Process Documentation &amp; Change Support
<ul><li>Translate business requirements into functional specifications and technical documentation.
</li><li>Create process flows, test evidence, and compliance records for audit purposes.
</li><li>Develop and maintain user guides, SOPs, and training materials for HR system end-users.
</li></ul>Cross-Functional Collaboration
<ul><li>Act as liaison between HR, Payroll, Finance, and TMD to ensure data and process alignment.
</li><li>Work closely with external vendors and Oracle partners to troubleshoot issues and validate fixes.
</li><li>Participate in system governance, testing reviews, and cross-functional planning sessions.</li></ul></div>
 <div><ul><li>QUALIFICATIONS: Bachelor&rsquo;s degree in Information Systems, Computer Science, Human Resources, or a related field.
</li><li>Three (3) to five (5) years of experience with Oracle HCM or ERP systems, including hands-on testing and configuration.
</li><li>Demonstrated experience developing test scripts, managing QA cycles, and supporting system implementations.
</li><li>Experience with SQL, XML, or other data query tools preferred.
</li><li>PMP, CAPM, or Oracle Cloud certification desirable.
</li><li>Strong understanding of HR business processes and data management principles.</li></ul></div>

HRIS Systems Analyst (Casual)

Legal Aid Society Of DC

<div>Since 1932, Legal Aid has provided civil legal assistance to clients in individual cases and engaged in systemic reform. Currently, we provide individual representation in consumer law, domestic violence/family law, housing, immigration, public benefits, and appellate matters. We help individuals with the collateral consequences of their involvement with the criminal legal system. From the experiences of our clients, we identify opportunities for law reform, public policy advocacy, and systemic impact and appellate litigation. 


Legal Aid believes that meaningful pursuit of our anti-poverty mission requires an unwavering commitment to racial justice and equity. We aspire both to reflect the rich racial diversity of the communities we serve and to value, respect, and empower our staff and clients to be effective agents of change. For more information about Legal Aid please visit our website, www.LegalAidDC.org. 


We are looking for candidates who are interested in working closely with employees to provide great customer service and who are eager to collaborate with the rest of the People &amp; Culture team to continue to make Legal Aid DC a great place to work. This role is an opportunity to further develop and streamline processes and have influence on how we are fulfilling our benefits and payroll functions. This role will also be cross-trained in other department functions and expand the role's responsibilities as you gain tenure at the organization. 
 
We are looking for a candidate who can start in the role in January 2026. 

Responsibilities: 
<ul>
<li>
Compensation
<ul><li>Ensure accurate and on-time bi-weekly payroll processing 
</li>
<li>Implement, maintain, and review payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, taxes, and other deductions.</li>
<li>Ensure accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates and deductions. Ensure all required notices related to payroll go to employees.</li>
<li>Maintain an in-depth understanding of Legal Aid DC's salary scales and compensation structure</li>
<li>Facilitates accurate and timely delivery of employer contributions and employee payroll deductions to carriers, plan administrators, or other appropriate service providers.</li>
<li>Ensures compliance with federal, state, and local payroll, wage, and hour laws and best practices.
</li></ul></li></ul><ul><li>Benefits Administration
<ul><li>Administers all employee benefits, including health, life, and disability insurance programs, 401(1)k plan, leave, and any additional benefits that may be added.</li>
<li>Advises and informs employees about their benefits, works with insurance broker and outside vendors to troubleshoot any employee benefit issues</li>
<li>Informs employees of changes and developments related to benefits including eligibility, coverage, and provisions.</li>
<li>Assists with documentation required by federal, state, and provider rules, regulations, and policies.</li>
<li>Ensures employees receive all required notifications and updates.</li>
<li>Works closely with brokers to identify and recommend carriers and plans based on quotes, available benefits, and prior experience.</li>
<li>Ensures benefit plans are compliant with all relevant laws and employer requirements. 
</li>
</ul></li><li>Employee Leave 
<ul><li>Go-to resource for employees to understand their paid and unpaid leave policies.</li>
<li>Work with employees going on long-term leave including parental and FMLA leave to understand their leave options. 
</li>
<li>Understand and administer all parental leave supplemental programs, including short-term disability and DC Paid Family Leave 
</li>
</ul></li><li>Assist with other department functions 
<ul><li>Assist with any of these areas as needs arise: onboarding, training, and employee events.</li>
<li>Maintains working knowledge of our HRIS and troubleshoots issues as they arise.</li>
<li>Backfill other People &amp; Culture functions to ensure timely customer service to employees.</li>
</ul></li><li>Work in-office 2-3 days per week. 
</li>
<li>Performs other related duties as assigned.</li></ul> 


Qualifications: 


Even if you do not have the exact experience and skills listed, we still encourage you to apply if you have equivalent or related experience: 

<ul>
<li>Prior experience administering employee benefits and payroll.</li>
<li>Extensive knowledge of payroll, including preparation, balancing, internal control, and payroll taxes.</li>
<li>Experience with administering full suite of organizational benefits including health insurance, employee leave, 401(K), short &amp; long term disability, commuter benefits, and more.</li>
<li>Knowledge of COBRA, HIPAA, and ERISA requirements.</li>
<li>Familiarity with using an HRIS to administer benefits.</li>
<li>Proficient with Microsoft Office Suite or similar software.</li> 
</ul>
If you have any of the following experience, we strongly encourage you to apply: 

<ul>
<li>Familiarity with assisting employees with FMLA and/or DC Paid Family leave requests.</li>
<li>Experience setting up and maintaining an HRIS system.</li>
</ul><ul><li>Experience working with employees to help them understand their available benefits.</li>
<li>Experience analyzing benefits to identify modifications and additions to benefits that can be value added for employees.</li>
<li>Experience with Microsoft Excel 
</li>
<li>Experience at a nonprofit organization.</li>
<li>Experience at a unionized organization.</li></ul> 


Salary and Benefits: 


The Human Resources Manager will be paid in accordance with Legal Aid's policy based on years of full-time experience. Lateral hires will receive credit for years of relevant work experience as outlined in the policy. 

Starting salaries are as follows:
<ul>
<li>Manager with 5 years full-time work experience: starting at $71,054</li>
<li>Manager with 10 years full-time work experience: starting at $85,852</li>
<li>Manager with 15 years full-time work experience: starting at $93,437</li></ul> 


Legal Aid generally provides two salary increases per year, depending on funding availability: a cost-of-living increase at the beginning of the year and a step increase in July. 


Legal Aid offers a generous benefits package that includes fully paid health insurance for the employee, annual discretionary retirement match, 13 paid holidays, personal leave, and generous annual and sick leave allotments starting at 15 days each per year. 

This position is not included in the bargaining unit represented by the National Organization of Legal Services Workers, UAW Local 2320 and is categorized as a confidential employee. New hires start with a 4-day in-person schedule for the first two months of employment, then move to a 2-3 day a week hybrid schedule. 
To Apply: 


Legal Aid values an inclusive, diverse workplace and encourages applications from interested persons from diverse backgrounds of any race, color, religion, sex, national origin, age, physical or mental disability, veteran status, sexual orientation, gender identity or expression, marital status, personal appearance, family responsibilities, matriculation, political affiliation, genetic information, or any other legally protected status. We strongly encourage applications from people with personal experience with the criminal justice system and/or with lived experiences in the communities we serve. Interested persons are encouraged to apply immediately and should submit a letter of interest and resume here. Applications will be reviewed as they are submitted. This application has a deadline of 5:00 pm on November 21, 2025.</div>

Explore 136+ Hr manager in Washington this November. Find roles across top companies and apply now to boost your career.

136 hr manager jobs IN Washington

HR Manager - Walter E. Washington Convention Center

Human Resources Manager

Mgr HR Business Partner - 90345919 - Washington

Senior Director, Human Resources

Human Resources Specialist (Policy)

HRIS Systems Analyst (Casual)

Human Resources Manager