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hr coordinator/ shared services Jobs in Washington

hr coordinator/ shared services

hr director

human resources manager (operations) Jobs in Washington

human resources manager (operations)

hr manager

SMOOT CONSTRUCTION

<div><p><b>Position Title:</b> Sr HR Generalist</p><p><b>
Position Summary</b>: The Sr HR Generalist is responsible for performing a wide range of human resources functions, including recruitment, onboarding, employee relations, performance management, benefits administration, and policy development, aligning HR initiatives with overall business goals and fostering a positive work environment. This role will serve as a key point of contact for employees and managers, provide expert guidance across various HR areas, and ensure compliance with labor laws and company policies.</p><p><b>
Primary Duties and Responsibilities:</b> Duties generally include, but are not limited to:</p><ul><li>
Develop and execute HR procedures and policies, providing guidance and interpretation for business operations.</li><li>
Develop training for Managers and staff.</li><li>
Administer benefits, compensation, and employee performance programs.</li><li>
Suggest new procedures and policies to continually improve efficiency of the organization as a whole, and to improve employee experience.</li><li>
Ensure legal compliance of HR state and federal regulations and applicable employment laws, and update policies and/or procedures as required.</li><li>
Prepare paperwork, schedule, and facilitate smooth new hire onboarding process, coordinating with cross-functional departments to deliver an exceptional first-day experience.</li><li>
Handle some administrative tasks for onboarding, new hire orientation, and exit interviews, including entering data into HR information systems and auditing for accuracy and compliance.</li><li>
Provide an effective and dedicated HR advisory service to employees in relation to absence and health issues, conduct and capability, grievance matters, organizational change, and all other employee-relations matters.</li><li>
Assist in the communication, interpretation, and upkeep of employee handbook, employee directory, and organizational chart, and contribute to the development of policies.</li><li>
Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.</li><li>
Recruit, interview, and facilitate the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.</li><li>
Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; review policies and practices to maintain compliance.</li><li>
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.</li><li>
Successfully perform other duties as assigned.</li></ul><p><b>
Required Skills, Certifications, and Experience:</b></p><ul><li>
Bachelors degree in Human Resources, Business Administration, or related field preferred.</li><li>
At least 5 years of human resource management experience required.</li><li>
Certifications are a plus.</li><li>
Excellent verbal and written communication skills.</li><li>
Excellent interpersonal, negotiation, and conflict resolution skills.</li><li>
Excellent organizational skills and attention to detail.</li><li>
Excellent time management skills with a proven ability to meet deadlines.</li><li>
Strong analytical and problem-solving skills.</li><li>
Ability to prioritize tasks and to delegate them when appropriate.</li><li>
Ability to act with integrity, professionalism, and confidentiality.</li><li>
Thorough knowledge of employment-related laws and regulations.</li><li>
Proficient with Microsoft Office Suite or related software.</li><li>
Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems (ADP Workforce Now experience ideal).</li></ul><p><b>
Physical Demands and Working Conditions: </b>At Smoot Construction, we value the health and safety of all our team members. Below are working requirements and environment for this role:</p><ul><li>
Able to bend, stretch, reach, lift, carry, push, pull, and be otherwise physically active.</li><li>
Able to communicate, receive, and understand information and ideas with diverse groups of people in a comprehensible and reasonable method.</li><li>
Able to use and learn standard office equipment and technology with proficiency.</li><li>
Able to commute to the job site with or without accommodation.</li><li>
Ability to travel to offsite locations when needed to support business needs.</li></ul><p><i>
Smoot Construction is an Equal Employment Opportunity employer and provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in job application and job performance procedures.</i></p></div>

Sr HR Generalist

Ford Agency

<div></div><div><div><div><h4 class="jobSectionHeader"><b>Job Details</b></h4>
</div><div><div><div>Posted September 29, 2025
</div><div>Compensation Starting at $200,000 annually
</div><div>LocationWashington D.C.</div>
<div>Job Type Direct Hire
</div><div>Industry Legal
</div></div></div><div><h4 class="jobSectionHeader"><b>Job Description</b></h4>
<div>The Ford Agency is searching for an experienced Director of Human Resources for a busy DC law firm. The Director will work closely with leadership and oversee HR functions including compliance, talent acquisition, benefits administration, and employee relations. This role will also develop and implement procedures and policies following industry best practices with a focus on fitting the firm culture and growth objectives.<br>
<br>
This is a rare opportunity for an experienced legal HR Director looking for a firm where you can have a true voice with leadership and continue to develop and evolve an HR program that is integral to the firm culture.<br>
<br>
Responsibilities Include:
<ul><li>Build and maintain relationships with senior leadership and staff</li>
<li>Collaborate with professional development and other departments to ensure strategic planning</li>
<li>Establish and maintain HR procedures and policies in line with firm culture and goals</li>
<li>Collaborate with the Manager of attorney recruiting and professional development to support attorney recruiting, summer associate programs, and attorney development programs</li>
<li>Coordinate with practice group heads on recruiting and PD needs</li>
<li>Ensure compliance with EEO, ADA, FMLA, FLSA, worker's compensation, OSHA, other regulations and applicable state and Federal laws</li>
<li>Review, analyze, and update compensation and performance evaluation programs</li>
<li>Manage the benefits programs, including health insurance, retirement, leave, etc.</li>
<li>Manage all employee relations matters and serve as a consultant to leadership as needed</li>
</ul>
<br>
Qualifications Include:
<ul><li>A Bachelor's Degree</li>
<li>SHRM-CP or PHR preferred</li>
<li>Thorough knowledge of employment laws and regulations</li>
<li>8+ years of Legal HR experience
<ul><li>Leadership experience required</li>
<li>Law firm experience required</li>
</ul></li><li>Experience in talent acquisition and employee development</li>
<li>Strong knowledge of employment laws</li>
<li>Excellent interpersonal and communication skills</li>
<li>Strong project management and organizational skills</li>
<li>Professional communication skills</li>
</ul>
<br>
<b>Candidates for this position must be based in DC, MD, or VA area or have independent plans for relocation.</b><br>
<br>
<i>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.</i></div></div></div></div>
<br><div><div><div><h2 class="jobSectionHeader"><b>We </b><b>listen, ask </b><b>key questions, and </b><b>refine</b><b> the process</b></h2><p><br>
Our refined process has led our team to consistent success in recruiting for the area&rsquo;s discerning business market.</p><p>
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.
</p><p>We do the same for candidates, actively listening to career desires and goals during each interview, and presenting realistic options and timelines for employment.</p><p>
Clients and candidates alike find our recruiting services refreshing and reliable.</p></div></div></div>

Director of Human Resources

The German Marshall Fund of the United States

<div><p>The Human Resources work stream (HR) develops and leads GMF&rsquo;s People Strategy and serves as strategic advisor and partner to GMF managers and leadership on all employee matters. HR recommends, develops and oversees the implementation of all employment practices that cultivate and support employee productivity, engagement and rewards.</p>
<p>At GMF, the HR team is about:</p>
<p>Strategy&hellip; proactively examining and identifying how to increase employee effectiveness</p>
<p>Employee Champion&hellip; nurturing a culture of knowledge sharing, skills development, engagement and accountability</p>
<p>Change Agent&hellip; seeking new and creative solutions that aid productivity and enhance the organization&rsquo;s ability to thrive and adapt.</p>
<p>Subject Matter Expert&hellip; possessing the skills and knowledge to create and implement organizational structures, systems and tools, and safeguard the organization from undue risk.</p>
<p><b>Job Summary:</b></p>
<p>The HR Business Partner will manage employee lifecycle activities for U.S.-based staff (recruitment, onboarding, payroll, benefits administration, offboarding), ensuring compliance with federal and state regulations. Most importantly, the role is especially focused on process improvement and HR analytics to drive decision making. This role requires a proactive and detail-oriented individual with an HR generalist background including process improvement and data analytics.</p>
<p><b>Essential Duties/Responsibilities:</b></p>
<p><b>HR systems, tools, policies and practices:</b></p>
<ul><li>Work closely with IT to trouble shoot and make changes and system enhancements to platforms as needed</li>
<li>Maintain data in HRIS and maintain all HR documentation and manage systems/tools for all HR data and records</li>
<li>Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law</li>
<li>Perform periodic system audit for Paylocity, WEX, CIGNA Employer Portal, Mutual of Omaha, Perform Yard and Clear Company to verify and confirm new hires, termination and any other changes are recorded correctly</li>
</ul>
<p><b>Reporting:</b></p>
<ul><li>Identify relevant HR metrics for analysis and reporting; develop plans for collecting data and schedule for reporting; prepare reports in a format that readily conveys trends and highlights areas for improvement as well as successes</li>
<li>Provide reporting and materials to support compensation and other employment matter decisions</li>
<li>Respond to the EEOC, DC government and other relevant entities to provide relevant reports</li>
<li>Provide data and prepare compensation and benefits surveys</li>
<li>Ensure survey reports are saved and available to the HR team for analysis</li>
<li>Liaise with Finance to support payroll and provide reports for payroll processing</li>
</ul>
<p><b>HR Operations &amp; Compliance:</b></p>
<ul><li>Serve as the primary designer and point of contact for the HR team on process improvements to enhance efficiency, capacity and accuracy within HR and also to produce user-friendly tools, resources and protocols for GMF staff</li>
<li>Ensure compliance with federal and state employment laws, including EEOC and FMLA requirements</li>
<li>Oversee HR audits and maintain all GMF personnel records</li>
<li>Provide recommendations for HR resource sharing that supports staff self-service access; serve as team lead in creating and implementing suitable measures</li>
</ul>
<p><b>Benefits Administration:</b></p>
<ul><li>Manage the administration of contracts with HR vendors (e.g. SIG, Orenda, Hub International, WEX, One Village, and Principal); monitor Retirement accounts and liaise with Principal and Hub International as needed</li>
<li>Make updates in HRIS related to benefits: rates, benefit offerings, employee cost sharing, etc.; conduct post-open enrollment audit</li>
<li>Manage benefits enrollment, changes, and terminations</li>
<li>Oversee utilization and recordkeeping of employee leave programs such as vacation, sick leave, leave of absence; ensure compliance with federal and state regulations</li>
</ul>
<p><b>Recruitment &amp; Onboarding, Offboarding:</b></p>
<ul><li>Coordinate pre-employment processes, including background checks and reference verifications</li>
<li>Conduct regular (quarterly) recruitment data analysis and metrics</li>
<li>Lead onboarding sessions, ensuring smooth transitions for new hires; evaluate effectiveness and make design enhancements when needed.</li>
<li>Conduct final pay offboarding meeting with employees</li>
<li>Process severance payments for US based staff</li>
<li>Review and execute employee appointment letters</li>
</ul>
<p><b>Employee Relations &amp; Development:</b></p>
<ul><li>Serve as a resource to staff for employee inquiries, policies, and compliance.</li>
<li>Assist with implementation of skills development initiative; and maintain staff skills development records.</li>
<li>Conduct 30-60-90 day check-in with new staff and hiring managers; prepare periodic reports of results and provide to HR Director for review and decision making</li>
</ul>
<p><b>HR Administration:</b></p>
<ul><li>Process vendor invoices, ensuring timely payments.</li>
</ul>
<p><b>Knowledge and Skills Needed:</b></p>
<ul><li>Minimum 5 years of HR experience in the U.S.</li></ul>
<ul><li>Knowledge of US employment law, payroll, benefits administration, and recruitment.</li></ul>
<ul><li>Proficiency with HR platforms, especially HRMs such as Paylocity, Clear Company, and benefits platforms.</li></ul>
<ul><li>Excellent organizational skills and attention to detail.</li></ul>
<ul><li>Excellent communication skills &ndash; written and verbal, and impeccable track record of scrupulous confidentiality.</li></ul>
<p><b>Education:</b></p>
<p>Bachelor&rsquo;s degree in HR, Business Administration, or related field.</p>
<p><b>Salary: </b>$70,200 - $87,800</p>
<p>We highly encourage individuals of all backgrounds and identities to apply. Don&rsquo;t meet every single requirement? At GMF we are dedicated to building a diverse, inclusive, and innovative workplace, so if you are excited about this role, but your experience does not align perfectly, we encourage you to apply. You may just be the right candidate for this or other roles at GMF.</p>
<p><i>If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiry to </i><i>hr@gmfus.org</i></p></div>

HR Business Partner

call your mother

<div></div><div><p>At Call Your Mother we believe that great food is made even better with amazing service and having fun together. CYM is a neighborhood bagel shop and deli with locations in the DC area and Denver, CO. <b>We're looking for new team members with positive attitudes and an eagerness to learn who are as excited about good food &amp; GOOD VIBES.</b></p><p><b>
We&rsquo;re hiring a Human Resources Director based in Washington, DC.!</b></p><p>
The HR Director is responsible for managing the Human Resources department for all Call Your Mother locations and overseeing all aspects of the department including compliance, benefits administration, employee relations, and any other HR related tasks. This position reports to the Chief People and Culture Officer and will manage HR Managers based in several US markets.</p><p><b>
Your core responsibilities will be::</b></p><ul><li>
Accountable for day-to-day functioning of the HR department, including but not limited to employee lifecycle processes, compliance, policy development and enforcement, performance and talent management, disputes and investigations, occupational health and safety, compensation, benefits, and leave management.</li><li>
Support strategic initiatives to drive company growth in partnership with the Chief People and Culture Officer and leadership team.</li><li>
Advise leaders on employee relations, compliance, management, and strategic matters</li><li>
Oversees the workload, development, and performance of Human Resources Managers and other HR support staff, providing mentorship through real-time learning opportunities.</li><li>
Promote a positive work culture and fosters retention by continuing to develop and expand employee recognition programs, employee feedback and survey processes, career development resources, leadership training, total rewards, and other initiatives.</li><li>
Conduct regular training on HR topics in partnership with executive leadership and the Learning and Development team.</li><li>
Maintain a visible presence across all locations.</li><li>
Lead the development, implementation, and ongoing management of HR policies, handbooks, procedures, job descriptions, and SOPs.</li><li>
Oversee and continuously improve the performance management process.</li><li>
Field employee complaints in a tactful, patient, and confidential manner, providing guidance to managers on corrective actions, performance deficiencies, and other personnel issues. Leads complex employee relations investigations when required.</li><li>
Oversee and manage all benefits administration and processes, which includes management of FMLA, PFL, Workers Compensation, Disability, Retirement Plan, Open Enrollment, ACA Reporting, and other leave programs.</li><li>
Serve as the lead administrator for the HRIS, ensuring accurate set-up, data quality, training, and utilization</li><li>
Responsible for HR budget for related expenses including, but not limited to, fridge benefits, staff gifts, and recruiting efforts.</li><li>
Creates an approachable, welcoming work environment rooted in CYM&rsquo;s core values &ldquo;VIBES.&rdquo;</li><li>
Liaises with third-party service providers to vet and implement solutions, ensure appropriate support levels, negotiate contracts, and resolve issues.</li><li>
Oversees CYM&rsquo;s compliance program by monitoring and ensuring adherence to city, state, and federal employment laws and regulations, conducting regular audits, and keeping leadership informed of required policy or practice updates. Ensures all new hire paperwork is compliant prior to payroll and onboarding.</li></ul><p><b>
You&rsquo;ll be a great addition to the CYM team if you:</b></p><ul><li>
Have 6+ years of experience in human resources, including 2+ years as an HR director or department head, within hospitality at a similar scale</li><li>
Have a bachelor&rsquo;s degree in human resources, business administration, or related field preferred</li><li>
Experienced in operations management, team management, and team development</li><li>
Are proficient in HRIS (e.g., ADP), Microsoft Office, and Google Suite.</li><li>
Exude excellence in hospitality both for internally and externally</li><li>
Possess excellent strategic planning skills, with an emphasis on delivering, executing and assessing action plans</li><li>
Demonstrate excellent time management, organizational and problem-solving skills</li><li>
Possess the ability to adapt and lead change; the ability to thrive in a fast-paced, entrepreneurial environment</li><li>
Proven ability to turn complex concepts into approachable, impactful communications, tools and processes for a growing, diverse, and fast-paced workforce</li><li>
Proven ability to lead, inspire and influence team members</li><li>
Demonstrate strong communication and interpersonal skills, with the ability to effectively collaborate with cross-functional teams</li><li>
Operate with integrity, professionalism, and handle confidential information with care</li><li>
Demonstrate the ability to manage multiple projects and priorities in a fast-paced environment</li><li>
Are proactive, self-motivated, and driven by continuous improvement</li><li>
Have exceptional verbal and written communication skills to execute flawless executive-level deliverables</li><li>
Are able to be flexible with their schedule as per the needs of the business, which could include nights, weekends and holidays</li></ul><p><b>
You&rsquo;ll love working at CYM because:</b></p><ul><li>
Starting salary: $125,000 and 10% annual bonus opportunity</li><li>
Exciting opportunities for growth and development! With CYM&rsquo;s continued expansion, this role offers a strong foundation to grow your leadership skills and take the next step in your career.</li><li>
Great people, real support, and incredible VIBES. We&rsquo;re focused on a positive, people-first culture where everyone feels they belong and they&rsquo;re supported. You&rsquo;ll find a team that&rsquo;s welcoming, celebrates wins together, and most importantly, keeps things fun every day!</li><li>
Great benefits (our team agrees!) Health, dental, and vision insurance (for full-time staff averaging 30+ hours/week), 4% employer match 401k, paid vacation, and paid parental leave, Employee Assistance Program, free Call Your Mother staff meals, free fitness and wellness classes, free English/Spanish classes and DuoLingo reimbursement, team building activities, and more.</li></ul><p><i>
We provide equal opportunities to everyone who works for us and every applicant. We consider applicants for all positions without regard to sex or gender, gender identity, gender expression, age, race, religious creed, color, national origin, ancestry, pregnancy, physical or mental disability, medical condition, genetic information, marital status, sexual orientation, military or veteran status, or any other legally protected status. We enthusiastically celebrate the diversity of our team and believe that talent, passion, and experience are the only relevant criteria for considering new team members</i></p><p>
</p><p>QDqpdUDTjo</p></div>

HR Director

Devereux

<div>Description:
<p><b>
Pay:</b></p><ul><li>
Pay range $74250- $84645</li><li>
$1,560 annual increase for Master degree</li></ul><div><b>
Benefits &amp; Rewards:</b></div><ul><li>
24 vacation days (increases with years of service)</li><li>
8 sick days</li><li>
Quality low cost benefits (you can view our plans by visiting https://benefits.devereux.org)</li><li>
403(b) plan with employer match/contribution</li><li>
Employee Assistance Program</li><li>
Career accelerator program (ASCEND). This program includes 100% of tuition covered (up to $15k reimbursed annually for undergraduate and $25k reimbursed annually for graduate) and student loan repayment! Learn more here</li></ul><div></div><div><b><br>
The Glenholme School:</b></div><div></div><p><br>
Are you interested in making a life-saving difference for children and adolescents? Would you enjoy being part of a team working to change the world for the better?</p><p>
If you answered YES, then consider joining our Devereux Advanced Behavioral Health team!</p><p>
For over 50 years - The Glenholme School, part of Devereux Advanced Behavioral Health, has provided a comprehensive residential program and services for children with learning differences and special needs. Located in picturesque Washington, CT the People Operations Manager position will be part of a cohesive, passionate and dynamic team. The selected candidate will foster Devereux&rsquo;s mission and values of quality care as well as providing top-notch and individualized therapeutic care for our students.</p><p><b>
Position:</b></p><p>
We are seeking a People Operation Manager who has experience with the student population and is passionate about making a difference in the lives of children with learning differences and mental health/behavioral challenges. If this describes you, then look no further!</p><p><b>
Schedule:</b></p><div>
Monday- Friday 9am-5pm</div><div></div><ul><li><br>
Utilize your experience and expertise in this &ldquo;hands-on&rdquo; role to perform daily implementation and management of all PO department functions and activities for over 110 employees.</li><li>Contribute to the design and implementation of change management initiatives.</li></ul>
- Connect and collaborate with Center management, and other PO Professionals within the Devereux&rsquo;s national network - truly a supportive environment!<div></div><div><br>
The People Operations Manager will be responsible for implementing and administering human resources functions for all center employees to include; recruitment, employee relations, policy implementation, development and implementation of HR procedures, performance management, retention initiatives and statistical reporting. This role reports to the Director of People Operations and will supervise a PO Specialist.</div><div></div><div><br>
The Glenholme School is an independent, co-educational special needs boarding and day school for young people, ages ten to adult in middle school, high school, postgraduate, transitional living for career development. The positive atmosphere provides guidance for students with special needs to achieve competent social and academic levels. Our comprehensive learning environment supports the success of students with Asperger&rsquo;s, ASD, ADHD, OCD, Tourette&rsquo;s, depression, anxiety and various learning differences. Learn more at www.theglenholmeschool.org.</div><div></div><div><i><br>
#sponsored</i></div>
Qualifications:
<div><div>
Minimum Qualifications:</div><ul><li>
Bachelor&rsquo;s degree in Human Resources or Business required or other relevant field. Master degree and/or SHRM Certification preferred.</li><li>
5 years&rsquo; experience as an HR Generalist, preferably in an educational, behavioral health/healthcare or non-profit setting</li><li>
Must have demonstrated knowledge of Federal/State laws and regulary requirements in areas of FMLA, ADA, Worker's Compensation and OSHA</li><li>
Proficiency with HRIS/Payroll Information System</li></ul><div>
Devereux has a zero-tolerance policy for abuse and maintains policies and procedures to systematically reduce the risk of abuse to occur in our organization. Devereux fosters a culture of reporting abuse, and will cooperate with the authorities to the fullest extent possible.</div></div><div><br>
</div>
Company Overview:
<div><b>
Company Overview</b></div><div>
Devereux is one of the nation&rsquo;s largest nonprofit organizations, providing services, insight and leadership in the evolving field of behavioral healthcare. Founded in 1912, Devereux operates a comprehensive national network of clinical, therapeutic, educational and employment programs that positively impact the lives of 10,000+ children, adults &ndash; and their families &ndash; every year.</div><div></div><div><b><br>
Our Mission: </b>Devereux changes lives &ndash; by unlocking and nurturing human potential for people living with emotional, behavioral or cognitive differences.</div><div>
With nearly 6,500 employees working in programs across the country, Devereux is a trusted partner for families, schools and communities, serving individuals in the areas of autism, intellectual and developmental disabilities, specialty mental health, education and foster care.</div><div></div><div><b><br>
Our Culture, Our Expectations</b></div><div>
At Devereux, Servant Leadership is embedded throughout our culture and every aspect of our organizational framework. Our mission-driven, people-first mindset is at the heart of the compassionate and high-quality programming we provide &ndash; every day &ndash; for the individuals and families we serve, and other key stakeholders. Devereux offers challenging and exciting work, and our team environment creates an empowering, positive and rewarding atmosphere. To be successful at Devereux, you will: put the needs of others first, feel called to serve and called to lead. As a member of our team, you will be a significant part of our commitment to providing a welcoming and supportive work environment across all programs and services, and within all policies and employee practices.</div><div></div><div><br>
We believe a workplace rooted in inclusivity &ndash; offering a sense of belonging to all those who walk through our doors &ndash; is fundamental to delivering the highest quality healthcare services. Through open dialogue and the creation of brave spaces, we will engage in work that gives each of us a chance to change the world &ndash; one person, one family, one community at a time.</div><div></div><div><b><br>
What Devereux Offers You</b></div><div>
In addition to a competitive salary, Devereux provides a comprehensive health and welfare program to eligible full-time employees, family members and domestic partners. Eligible employees are eligible to start benefits after <b>30 days</b> of employment. In addition, we offer;</div><br>
<div></div><ul><li>
Medical (including telemedicine via phone, web, app), dental, prescription drug, preventative care, and mental health services.</li><li>
Student loan debt assistance, tuition reimbursement and continuing education assistance.</li><li>
Generous time-off (start accruing 1st day), 403(b) retirement plan with matching benefit, and voluntary/employee paid supplemental life and accident coverage.</li><li>
Employee assistance / work-life balance program.</li></ul><div><b>
Visit </b><b>www.mydevereuxbenefits.org</b><b> to see why Devereux is a great place to work!</b></div><div></div><div><i><br>
Devereux is a drug-free workplace, drug screening required. EOE</i></div></div>

Human Resources Manager (People Operations)

PEMCO

<div><p><b>Who We Are:
</b></p><p>At PEMCO we&rsquo;re all about people &ndash; our customers, our employees, and the community. We&rsquo;re a mutual insurance company owned by our Northwest policyholders. We provide auto, home, renters, and boat coverage. <b>Recognized by Forbes as one of America&rsquo;s Best Insurance Companies in both Auto and Home for 2025 based on customer survey feedback and by Newsweek as one of America&rsquo;s Greatest Midsize Workplaces 2025 </b>. We are consistently recognized for our outstanding customer service, employee expertise, community partnerships, and social impact programs. All of which makes PEMCO a great place to work!
</p><p>Our social impact programs motivate high achievement by youth in education; build stronger and greener communities; and increase safety at home, on the road, and at play. We&rsquo;re committed to diversity, equity, inclusion, and belonging, and to fostering an inspiring and inclusive workplace. These efforts create and cultivate an environment that builds fairness and understanding, encourages collaboration and flexibility, and celebrates all the ways in which we&rsquo;re different and the same &ndash; enabling all individuals to achieve their full potential.
</p><p><b>Why We Need You:
</b></p><p>PEMCO has a dynamic and challenging opportunity for a <b>HR Business Partner </b>to join our community. The HR Business Partner (HRBP) is a strategic role that acts as a trusted advisor and consultant to leaders and employees. The HRBP will provide comprehensive HR support across all talent and people processes, ensuring alignment with organizational objectives.
</p><p>This role will drive a high-performance culture and strengthen leadership capability by closely partnering with business leaders to achieve results, reduce organizational risk, and enhance employee experience.
</p><p>The HRBP will work in close partnership with HR Centers of Excellence (COEs) and key business stakeholders to deliver end-to-end HR support, while also serving as a catalyst for change and organizational effectiveness.
</p><p><b>What You&rsquo;ll Be Doing:
</b></p><ul><li>Act as a strategic partner to business leaders and build strong and influential relationships with business leaders to understand their goals, challenges, and talent needs.
</li><li>Serve as a voice of the employee and a steward of company values and culture, leveraging insights to inform people of strategies that drive engagement, capability, and business success.
</li><li>Deliver comprehensive HR support from day-to-day operations to high-level strategic initiatives including but not limited to talent management and succession planning, employee relations, performance management, workforce planning, compensation administration, and compliance.
</li><li>Partner with internal HR Centers of Excellence to design, implement, and optimize HR programs, policies, and processes. Ensure seamless integration of COE services to meet business needs.
</li><li>Serve as a liaison to stakeholders outside of HR, including Organizational Performance. Work closely with teams responsible for organizational change management, learning and organizational effectiveness to champion transformational initiatives and continuous improvement.
</li><li>Lead and support business change initiatives, fostering an agile and resilient culture. Develop communications, training, and support mechanisms to ensure successful adoption and sustainability.
</li><li>Leverage data and analytics to measure HR program effectiveness, identify trends, assess risks, and generate insights for continuous improvement.
</li><li>Conduct investigations and support employee relations matters to ensure compliance with company policies and employment laws while fostering an inclusive and ethical work environment.
</li><li>Work with cross-functional teams to assess organizational health, diagnose opportunities for improvement, and implement solutions that enhance effectiveness and drive results.
</li><li>Demonstrate behaviors consistent with PEMCO's policies, values, code of ethics and business conduct.
</li><li>Ensure full compliance with all local, state, and federal employment regulations, as well as internal policies and procedures.
</li><li>Authentically support the PEMCO Brand and constantly are on the lookout for top talent to join us to achieve our Mission to Worry Less and Live More.
</li><li>Other duties as assigned.
</li></ul><p><b>What You'll Bring:
</b></p><ul><li>B.A. or B.S. degree or equivalent work experience (Business, Human Resources, or related field) is required
</li><li>6+ years of HR Business partnering experience, preferably in a matrixed or complex organizational environment required.
</li><li>Demonstrated knowledge of employment law to ensure compliance with legal standards and support fair and equitable workplace practices.
</li><li>Proven knowledge of HR industry practice
</li><li>Senior Professional in Human Resources (SPHR), Professional in Human Resources (PHR), or SHRM Senior Certified Professional (SHRM-SCP) designation preferred
</li><li><b>MS Office </b>: Skilled proficiency in Excel, Word, PowerPoint, Outlook is required
</li><li><b>Leadership &amp; Managing Others </b>: Establishes and communicates a compelling and inspiring vision, creates winning strategies and plans, ensures team goals are aligned with company goals; develops both self and others is required
</li><li>Extensive knowledge and understanding of HR regulations
</li><li><b>Organizational Savvy </b>: Interfaces cross-functionally with both technical depth and business savvy. Understands company goals and objectives; thinks critically about business challenges and resolutions. Demonstrates keen listening and observation skills is required
</li><li><b>Highly Analytical </b>: Is passionate about working with disparate datasets bringing data together to answer business questions. Collaborates to create, manage, and translate data to meaningful insights. Can work with external vendors to integrate data for analysis; knows how to build efficient and scalable infrastructure and data models is required
</li><li><b>Confidentiality </b>: A high degree of integrity and the ability to exercise discretion in confidential situations is required
</li><li><b>Presenter </b>: Organizes data visually and speaks clearly and persuasively in group presentations and meetings with multiple peer groups and senior management
</li><li><b>Project Management </b>: Has a proven track record of driving and motivating cross-functional team members to successfully implement technology or business projects
</li></ul><p><b>Compensation:
</b></p><p>The pay range for this role is shown below. Compensation decisions are determined based on an individual&rsquo;s qualifications, job-related knowledge, skills, and experience.
</p><ul><li>Greater Seattle area target pay range: $136,669-$167,039. The full pay range is $113,890-$189,817.
</li><li>Outside greater Seattle area target pay range: $120,613-$147,415. The full pay range is $100,510-$167,517.
</li></ul><p>Greater Seattle Area is defined as working within approximately 100 miles of Seattle.
</p><p>Outside Greater Seattle is defined as working approximately 100 miles or more from Seattle.
</p><p><b>Benefits:
</b></p><p>Regular part-time PEMCO employees working at least 24 hours per week and regular full-time PEMCO employees are eligible to elect coverage under medical, dental, and vision plans for themselves and their eligible family members with generous employer premium cost shares. In addition, as a benefits-eligible employee, you are:
</p><ul><li>covered by employer-paid basic life and accidental death &amp; dismemberment insurance policies as well as long- and short-term disability benefit coverages.
</li><li>eligible to participate in PEMCO&rsquo;s 401(k) plan which includes a generous employer match (2 for 1 on the first 6% employee pre-tax and/or Roth deferral, up to federal maximums).
</li></ul><p>PEMCO provides the following paid leave programs for benefits-eligible employees in their first year of PEMCO employment:
</p><ul><li>Vacation accrues at a rate of 10 days for new hires and increases based on a schedule to a maximum annual accrual of 25 days based on tenure.
</li><li>Granted four (4) personal days immediately upon hire.
</li><li>Paid holidays for the eight (8) holidays observed by PEMCO throughout the calendar year.
</li><li>Granted up to ten (10) days of sick leave immediately upon hire (pro-rated based on hire date and full-time/part-time status), which is approximately 28 hours more per year than the Washington state-required accrual.
</li><li>In addition, PEMCO provides paid time off for bereavement, jury duty, and employee volunteering in the community.
</li></ul><p>Other miscellaneous benefit programs offered by PEMCO include:
</p><ul><li>Flexible Spending Accounts.
</li><li>Education Assistance Program after one year of service.
</li><li>Scholarship program for children of PEMCO employees after one year of service.
</li><li>Employee Assistance Program.
</li><li>Well-being program.
</li><li>Discretionary taxable gifts and gift cards.
</li><li>And other Perks &amp; Benefits including discounts on computer software and hardware, cell phone plans, and rental cars.
</li></ul><p>Other compensation depending on role, contributions, and performance may include:
</p><ul><li>Discretionary bonuses.
</li><li>Tiered sales commissions and/or incentives (from 5-25% of employee&rsquo;s monthly sales).
</li><li>Employee referral bonuses.
</li><li>Shift differential pay.
</li></ul><p><b>Equal Employment Opportunity:
</b></p><p>At PEMCO, we celebrate and support our differences. We know employing a team rich in diverse thoughts, experiences, and opinions allows our employees, our products, and our community to flourish. PEMCO is honored to be an equal opportunity workplace. We are dedicated to equal employment opportunities regardless of race, color, ancestry, religion, sex, national orientation, age, citizenship, marital status, disability, gender identity, sexual orientation, or veteran status.
</p><p><b>Applicants have rights under Federal Employment Laws:
</b></p><ul><li>Family and Medical Leave Act (FMLA)
</li><li>Equal Employment Opportunity (EEO)
</li><li>Employee Polygraph Protection Act (EPPA)</li></ul></div>

A P Ventures LLC

<div><p><b>Title: Sr. HR Specialist | </b><b>Employee and Labor Relations
</b></p><p><b>Location: </b>Washington, DC &ndash; Onsite/Hybrid<br>
</p><p></p><p><br>
<b>Company Background
</b></p><p>APV is an innovative Woman-Owned Small Business (WOSB) providing services to Government customers at the federal and state levels in three key focus areas: High-End IT Consulting, Emerging Technology and Training Solutions, and Human Capital Services. Established in 2007, APV has completed 70+ prime contracts and currently oversees 25+ task orders, consistently achieving high client satisfaction, CPARS, and customer accolades. Our success is fueled by our skilled and motivated workforce, reflected in our impressive employee retention rate exceeding 90%. APV has a wide portfolio of contracts and &ldquo;Best-in-Class&rdquo; contract vehicles, including GSA MAS, OASIS Small Business, and 8(A) Pool 1, CIO-SP3 SB &amp; 8(a) across all functional areas, HCaTS, and several other industry-specific BPA and IDIQs.<br>
<br>
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</p><p>APV is a mature company dedicated to quality and exceptional delivery to meet its clients&rsquo; missions. We understand personnel are an essential part of this. We hire the best and take care of the people who come to work for us. We continue to maintain employee satisfaction and have a high retention rate, well above the industry average fo our small business peers. We do this through our corporate practice that emphasizes on employee satisfaction through the three &ldquo;C&rsquo;s&rdquo; &ndash; Culture, Compensation, and Career Development.<br>
<br>
<br>
</p><p><b>Role:
</b></p><p>APV is seeking a dynamic Senior HR Specialist supporting the <b>Employee and Labor Relations </b>at Department of Homeland Security (DHS) with demonstrated experience in a Federal Government capacity and handling workplace issues, grievances, disciplinary actions, and labor-management relations.<br>
<br>
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</p><p><b>Duties:
</b></p><p>&middot; Serve as principal advisor to executives, managers, and supervisors on all aspects of employee and labor relations.
</p><p>&middot; Provide guidance on sensitive workplace matters including conduct, performance, workplace disputes, leave abuse, and policy interpretation.
</p><p>&middot; Counsel management on appropriate disciplinary or corrective actions to mitigate legal exposure while maintaining organizational fairness.
</p><p>&middot; Oversee the preparation of case files for disciplinary and adverse actions (e.g., removals, suspensions, reprimands).
</p><p>&middot; Draft and review technical documentation including proposals, decision letters, settlement agreements, and grievance responses.
</p><p>&middot; Ensure case files are legally sufficient, well-documented, and audit-ready for MSPB, EEOC, FLRA, or arbitration proceedings.
</p><p>&middot; Track case progress and outcomes, maintaining a database to identify trends and improve future response strategies.
</p><p>&middot; Lead and conduct investigations into allegations of misconduct, workplace harassment, prohibited personnel practices, and other employee relations matters.
</p><p>&middot; Interview witnesses, gather evidence, analyze findings, and prepare investigative reports.
</p><p>&middot; Coordinate with legal counsel and senior HR officials to ensure investigations meet evidentiary and procedural requirements.
</p><p>&middot; Interpret and apply provisions of collective bargaining agreements to ensure consistent implementation across the organization.
</p><p>&middot; Serve as management&rsquo;s representative during grievance meetings, arbitrations, and mid-term bargaining sessions.
</p><p>&middot; Develop negotiation strategies, prepare management proposals, and draft counter offers.
</p><p>&middot; Build collaborative relationships with union officials to resolve issues informally and minimize escalation.
</p><p>&middot; Design and deliver training sessions for managers and supervisors on topics such as performance management, disciplinary procedures, workplace investigations, and union contract interpretation.
</p><p>&middot; Develop toolkits, guidance documents, and FAQs to standardize ER/LR practices across the agency.
</p><p>&middot; Mentor junior HR staff in employee relations and labor relations best practices, case handling, and compliance.
</p><p>&middot; Draft, review, and update agency policies and procedures related to conduct, discipline, grievance handling, and labor-management relations.
</p><p>&middot; Ensure agency practices comply with Title 5, federal labor laws, EEOC guidelines, and OPM regulations.
</p><p>&middot; Monitor legal and regulatory changes to advise leadership on implications for agency employee relations programs.
</p><p>&middot; Facilitate mediation and alternative dispute resolution (ADR) processes to resolve conflicts before they escalate.
</p><p>&middot; Act as a neutral third party in disputes, fostering constructive dialogue and mutually agreeable outcomes.
</p><p>&middot; Analyze ER/LR data to identify systemic workplace issues and recommend corrective actions.
</p><p>&middot; Provide input into workforce planning initiatives, ensuring ER/LR considerations are integrated into organizational change efforts.
</p><p>&middot; Advice on risk mitigation strategies during reorganizations, reductions-in-force, and other workforce adjustments.
</p><p>&middot; Collaborate with agency counsel, OPM, MSPB, EEOC, FLRA, and other oversight bodies to coordinate responses to legal challenges.
</p><p>&middot; Represent the organization in external forums, hearings, and meetings as the lead ER/LR authority.<br>
<br>
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</p><p><b>Education:
</b></p><p>&middot; BS degree in Human Resources or Business Administration or equivalent degree<br>
<br>
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</p><p><b>Required Skills:
</b></p><p>&middot; <b>7 years of experience or 5 years&rsquo; experience with a master&rsquo;s degree
</b></p><p>&middot; <b>Federal HR and Labor Law Expertise: </b>In-depth knowledge of Title 5, CFR, OPM regulations, collective bargaining agreements, MSPB/EEOC/FLRA case law, and federal employee relations practices; skilled in applying legal standards to complex workplace issues.
</p><ul><li><b>Case Management and Investigative Skills </b>: Demonstrated ability to conduct fact-finding and workplace investigations, prepare legally sufficient documentation (disciplinary actions, grievance responses, arbitration briefs), and manage multiple ER/LR cases simultaneously.
</li><li><b>Negotiation, Mediation, and Communication: </b>Strong conflict resolution, collective bargaining, and alternative dispute resolution skills; exceptional written and oral communication abilities to brief executives, represent management in hearings, and foster effective labor-management relationships.
</li><li><b>Leadership, Policy Development, and Confidentiality: </b>Proven capacity to mentor HR staff, train supervisors, and develop ER/LR policies; adept at analyzing program data for organizational improvements while handling sensitive personnel matters with integrity and discretion.<br>
</li></ul><p></p><p><b>About APV
</b></p><p>APV is an Equal Employment Opportunity employer. All qualified applicants are considered without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, or marital status. Minorities/Females/Veterans/Disability candidates are encouraged to apply. Qualified military veterans are encouraged to apply.</p></div>

Sr. HR Specialist _ Employee and Labor Relations

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