Human Resources Business Partner Jobs in Alexandria, VA

Job Summary: The HR Sr. Supervisor position is responsible for the daily supervision and developmental support of all HR personnel. This role ensures that all duties are being fulfilled and Team Member interaction is conducted in a helpful and efficient manner. Essential Duties and Responsibilities: Oversee all functions of the Team Six Office Operation. Conduct frequent audits of all ATS systems and communicating any concerns to the team to monitor and fix. Ensures all applicants are being moved forward in an efficient manner. Continually train, evaluate and coach/counsel all Team Six Office personnel. Foster an environment of teamwork, professionalism and resourcefulness Create and post the employee schedule in Optim8 Ensuring minor labor monitoring and compliance throughout all departments Monitor all office supplies and responsible for placing orders when necessary. Enforcement of all company attendance policies/procedures, including any applicable warnings and/or counseling sessions Prepare and communicate to all necessary personnel any time we are expecting associates from external agencies Assist in conducting international arrival check in/check out procedures including housing assignments, collecting deposits & signatures for housing contracts Assist the international supervisor with tasks as assigned including cleaning of units, collecting mail, reporting of housing work orders, execution of housing events etc. Maintaining communication with the departments to ensure proper staffing needs are being met. Assist in the screening, hiring and onboarding of all applicants for Seasonal Employment Optimize the use of all available staff to ensure the right amount of personnel is present for the volume of Team Members Job Requirements: Must be at least 18 years of age Must possess above average communication skills Must possess advanced computer literacy, including Microsoft Office Outgoing and friendly demeanor Able to work efficiently in a fast-paced environment Must have strong leadership development and organization skills Available to work flexible hours including nights, weekends, holidays, and extended hours Must be able to stand/walk for up to 6 hours at a times and as many as 14 hours a day. Must be able to occasionally lift at least 25 lbs consistently and carry 25lbs over various surfaces in all types of weather conditions. Skills & Qualifications Must be professional, energetic, self-motivated, able to motivate others, and have a positive attitude. Must possess above average communication skills Must possess advanced computer skills including Microsoft Word, Excel, Access, OneNote, Publisher, Outlook Experience designing and creating invitations and flyers preferred Must be able to read, write, understand and speak English. Must possess strong organizational skills and be able to multitask. Must communicate well with others in a polite and courteous manner. Must be able to maintain the confidentiality of Human Resource documents and other personal information. Six Flags Entertainment Corporation is North Americas largest regional amusement-resort operator with 27 amusement parks, 15 water parks and nine resort properties across 17 states in the U.S., Canada and Mexico. Focused on its purpose of making people happy, Six Flags provides fun, immersive and memorable experiences to millions of guests every year with world-class coasters, themed rides, thrilling water parks, resorts and a portfolio of beloved intellectual property such as Looney Tunes, DC Comics and PEANUTS. What's In It For You? Exclusive Employee Events Free food on Memorial Day, Fourth of the July & Labor Day Growth Opportunities Professional Development Opportunities Free admission into all Six Flags theme parks Complimentary admission tickets to share with friends and family An Experience of a Lifetime!

Job DetailsJob Location Capitol Hill LTAC - Washington, DCPosition Type Full TimeEducation Level 4 Year DegreeJob Shift DayJob Category Leadership Description Director of Human Resources BridgePoint+ Healthcare At BridgePoint, whether you work with patients every day or support those who do, you are making a difference that matters. We know the path to recovery doesn't happen alone. As a team, we work cohesively to meet each patient's unique needs. We are a team-driven environment and we care about our own! Our employees form the foundation of everything we do - optimizing patient healing and wellness, and creating a warm and welcoming environment. It is because of the dedication of our employees that we can live out our mission, vision, and company values every day. It is at BridgePoint where care, community, and careers happen. HUMAN RESOURCES DIRECTOR JOB SUMMARY: Here at BridgePoint, the HR Director participates in planning, organizing and direction over all aspects of the Human Resources function of the Hospital and Nursing Center in conjunction with the VP, Human Resources. Manages all Human Resources Department operations and functions at assigned site; this includes establishing and administering the hospital personnel program including recruiting, selection/retention, salary administration, job descriptions and evaluation of competencies, personnel policies, governmental regulations/law and labor relations, and special projects. The Human Resources Director serves as resource for Department Managers regarding staff development, progressive discipline and compliance with current employment laws. The Director of HR assists with the administration of all employee benefits programs (i.e., medical plans, disability, workers' compensation, retirement savings plans, etc.). HR Director, HRD, Human Resources Director, Hospital HR, Hospital HR Director, Healthcare HR Director Qualifications Education: Bachelor's Degree in Human Resources Management, Business, Behavioral Science or related field.Licenses/Certification: PHR or SPHR certificate preferred. Experience: Five (5) years of management experience in Human Resources or (3) years in a leadership role within a Human Resources Department, preferably in a healthcare setting. Safety Sensitive-Designated Positions About BridgePoint BridgePoint Healthcare is dedicated to promoting healing and wellness in a safe and welcoming environment, with an individualized path to recovery for each patient. BridgePoint Healthcare provides patient-centered, individualized care for patients requiring longer hospitalizations in post-acute care settings. We are a diversified provider of post-acute care in settings ranging from long-term acute care hospitals to skilled nursing facilities. Our locations include two in Washington, DC (BridgePoint Hospital National Harborside and BridgePoint Hospital Capitol Hill), and one in New Orleans (BridgePoint Continuing Care Hospital - West Jefferson Campus). RequiredPreferredJob Industries Other

About the Role: Long-term growth leads to business success - and here at Potomac, we welcome prospective team members who can help push our vision forward. We're currently searching for a Human Resources Project Manager to join our Operations team. This position will report to the Chief of Staff. Qualifications: Must be able to work on-site in Bethesda, MD. Bachelor's degree (or equivalent) in human resources, business, or related field. Excellent communication and interpersonal skills, ethics, and cultural awareness. Aptitude for problem-solving and thorough knowledge of HR procedures and policies. 1-3 years of relevant HR/internal operations work experience. Proven success working in an HR department or operating with a PEO service. 1-3 years of project management experience, particularly creating workflows & project templates. Preferred Qualifications: Previous experience using LinkedIn Recruiter. Previous experience administering a Project Management system (preferably Teamwork.com) Certifications in HR (SHRM/PHR or similar). Operated successful hiring/onboarding plans. Knowledge of national laws and regulations related to employment. Responsibilities: Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with department managers to understand skills and competencies required for openings. Works across departments to administer Project Management software including project building, template/automation management, and logistics. Works with CoS to manage special projects including outsourced vendors, employee updates, and company initiatives. Assists CoS with new hire orientation and employee recognition programs. Performs routine tasks required to administer proper HR service from our PEO provider. Identifies opportunities to improve company procedures. About Potomac: In the past four years, Potomac has grown from under $140M+ to $2B in AUM. It is an exciting time to be part of this company! We have a fantastic culture, great benefits, and hard working people who love to collaborate. A pioneer in active risk-managed investing, Potomac has the experience and expertise to help advisors align the correct allocation for any given market condition. Working with financial advisors, we understand that every investor is unique, but each want to avoid catastrophic losses. Potomac offers a selection of tactical investment strategies for building and preserving wealth-so advisors can match the right strategy or combination of strategies to each investor's needs. What makes someone successful at Potomac: To be successful at Potomac, we look for individuals who are not just looking to do a job, but for people who pride themselves on exceptional work. When each member of the team plays their part to the best of their ability, we all succeed. None of us are perfect, but we're looking for dependable, coachable, and team-oriented problem solvers. Individually we can tackle a little, but together we can take over this industry. Benefits: 401(k) & other retirement benefits Dental Insurance Health insurance Health savings account option Paid time off Parental leave Work location: Bethesda, MD

Viscadia is a consulting firm whose mission is to empower life sciences companies with clarity and confidence through forecasting. Our team of experts has many years of experience in the life sciences industry and the consulting space. We are looking for a Director of Human Resources, to join our team of 80+ professionals located in Arlington, VA, Cambridge, MA, Lucerne, Switzerland and Delhi, India. This position reports to the Founder and CEO and is based out of our corporate headquarters in Arlington, VA. Why should you consider Viscadia as the next step in your career journey? Since our founding in 2010, we've grown from a startup to a vibrant and collaborative community of more than 80 professionals, and we are looking for leaders like you to help fuel our next stage of growth. Benefits of Working at Viscadia Fast-paced, growth-oriented company with a clear focus on a singular mission and a commitment to our employees and our communities. As a direct report to the Founder and CEO, you will be a key partner in crafting the direction of Viscadia's future. Opportunity to chart the course of your career - as the Director of Human Resources, you'll have the opportunity to establish the HR organization and advance your career as Viscadia grows. Small company culture with the benefits of a large company, including: Medical, dental and vision coverage, Health Savings Account (HSA), 401(k) plan, with company match, generous paid vacation and company holidays and paid time off for community service. Responsibilities The Director of Human Resources is responsible for assisting in the development, implementation and administration of policies and programs for talent acquisition, employee relations, compensation and benefits, and employee development and training. Develops and directs the establishment and maintenance of policies, procedures and programs pertaining to staffing, employee relations, compensation and benefits, employee development and training, and HR information systems Partners with the Founder and CEO in the organization's strategic planning efforts, providing insight on vital HR concerns and ensuring alignment with overall business objectives. Provides counsel to managers and employees on HR issues. Partners closely with local HR team members in global locations to ensure attainment of high standards and a positive culture in accordance with Viscadia core values. Plans and directs the organization's recruitment, selection and placement of talent with the critical technical and management skills required to ensure organizational growth. Develops, implements and administers an effective performance management system aimed at improving employee and organizational productivity Evaluates and administers equitable reward systems that meet the strategic and competitive demands of the business. Develops and implements plans to introduce and manage cultural change within the organization to improve organizational effectiveness; ensures that organizational strategies, structure and processes are consistent with evolving business needs. Assures compliance with laws and regulations related to employees and their relationship with their employer according to local standards. Completes appropriate agency audits. Qualifications Master's Degree required. At least 10 years of experience in HR roles; with a demonstrated minimum of 5 years progressive experience/leadership progression in HR required. Proficiency with HR management systems (e.g., Zoho). Exposure to the management consulting, pharmaceutical/biotech, or related industries preferred. Experience supporting a global organization (locations in Washington, DC, Cambridge, MA, Lucerne, Switzerland and Delhi, India) preferred. Ability to work in-office at our Arlington, VA location 4 days per week, with 1 day virtually. Ability to travel 10-15%, including possible international travel.

JDP is seeking a Human Resources Manager in Tysons Corner, VA, to oversee a manufacturing facility. ** Must have OSHA experience *** Responsibilities: Lead HR activities focusing on integration, talent management, recruitment, retention, and employee relations. Implement policies to enhance management-employee relations. Participate in the Plant Leadership team to represent HR initiatives. Oversee talent acquisition, onboarding, development, and departures. Manage HR-related changes and apply company policies consistently. Mentor staff for fair policy application. Resolve complex employee relations issues and conduct investigations. Guide performance management, coaching, and disciplinary actions. Foster strong work relationships, morale, and productivity. Hold regular meetings with management to address facility needs. Coordinate transportation for plant workers and monitor reports. Identify training needs and conduct bi-monthly training sessions. Plan and conduct new employee orientation. Support benefits administration and troubleshoot coverage issues. Ensure OSHA compliance and investigate workplace injuries. Address HR policy inquiries. Facilitate bonus payments, promotions, and payroll support. Qualifications: Education: Bachelor's Degree in Human Resources or related field preferred; Professional in Human Resources or SHRM Certified Professional preferred. Experience: Minimum 5 years of progressive HR experience; manufacturing experience preferred; familiarity with ADP Workforce Now is a plus; bilingual skills are a plus. Skills: Ability to thrive in a fast-paced environment while managing multiple priorities; strong commitment to confidentiality and professionalism; excellent interpersonal skills for fostering positive workplace relationships; solid understanding of HR practices and employment laws (OSHA, EEO regulations); experience with workers' compensation claims and investigations; ability to read and interpret safety regulations and operational procedures. Communication: Strong written and verbal communication skills; excellent organizational, analytical, and time management abilities. Technical: Proficient in Microsoft Word, Excel, PowerPoint, Outlook, and ADP; experience with SharePoint is a plus. Working Conditions: No travel required; exposure to hazardous chemicals, dust, excessive noise, fumes, extreme temperatures, and wet/dry conditions when entering plant areas; ability to work after hours/weekends (on-call schedule) as needed; primarily sedentary office work with some exposure to plant environments.

Populus is an amazing company where our employees stay because they love their teams and the growth opportunities. Additionally, we offer a competitive 401K match, a generous paid time off package, and Health Benefits. Our mission is to provide a broad range of quality financial products and services delivered with best-in-class customer service. We work and lead with integrity, and we celebrate employees who exemplify our values. Come join our team! Applicants may reside in: MD, PA, NC, SC, DC, VA, GA The Regional Human Resources Manager (HRM) is responsible for all functional areas of Human Resources including but not limited to recruitment, training, benefits, compensation, payroll, and employee relations. The HRM works with the Regional Vice President to ensure that all Human Resource responsibilities and initiatives are carried out in a timely and efficient manner. Additionally, the HRM will be responsible for leading the annual performance management process, leading employee complaints company-wide, and leading and/or assisting with miscellaneous HR based projects. Major Responsibilities Employee Relations. The HRM works with the District Managers on all employee issues such as progressive discipline, leaves of absence etc. (The RVP will only be consulted if the issue cannot be resolved by the HRM and District Manager) Recruiting. Partners with the District Manager to determine headcount needs, communicating opportunities to post to the talent team, sourcing, screening, and interview support. Review and management of district manager use and compliance with the electronic recruiting system process through to new hire. Legal. The HRM performs, documents and reports employee investigations and is involved in legal issues at the request of the Regional Vice President, Director of Human Resources, or SVP of HR. Pre-Employment/New Hire. The HRM is responsible for reviewing all background reports and grading as needed in the third-party background system. The HRM will follow-up on all pre-employment screening processes and make sure, all the appropriate steps have been completed in the proper order. The HRM is Responsible for ensuring all the digital new hire documents are completed in a timely manner. Holds a weekly new hire call for all newly hired employees in the region. Training. The HRM, in conjunction with the Regional Training Specialist II, is responsible for training within the region. Once certified, the HRM will conduct ‘Train the Trainer' for District Managers and Team Leaders in hiring and new employee training processes. The HRM is responsible for making sure that all employees attend/complete required training by the deadline and will audit training. The HRM will attend District Manager staff meetings to conduct new hire training with Store Managers as needed. The HRM is responsible for ensuring that all employees are trained and in compliance with all policies and procedures. Leave of Absence Process. Ensures that leave of absence programs are administered according to guidelines in collaboration with the LOA Specialist. The HRM coordinates with the Employee Relations Manager on any worker's compensation issues. Benefits. The HRM monitors the annual enrollment progress to ensure employees actively complete their enrollment process by the required deadline. The HRM answers general benefit questions. Project Management. Miscellaneous project work as necessary. Payroll. Responsible for overall accuracy of payroll. Annual Performance Management. The HRM and District Manager are responsible for ensuring that all employee performance appraisals are completed in an accurate and timely manner and are fair and balanced. Progressive Discipline. Responsible for overall CAF creation, delivery, and follow-up of performance issues. This includes topics such as cash shorts, forgeries, attendance, and other programs such as Voice of the Customer and underperforming and opportunity stores action plans. Quarterly Business Review. Review employee data and partner with their RVP for presentation at quarterly business review. Communication. The HRM is responsible for communicating all human resources issues to the RVP on a weekly basis and raising to the Director of Human Resources, as necessary. Retention/Turnover. The HRM and District Manager are evenly responsible for region retention and turnover. Personnel Files. Prepares and maintains employee files to ensure compliance and audit-readiness. Combine digital and paper needs. Recurring Call. Weekly/Monthly calls with DMs, RVPs and others. Miscellaneous. The HRM leads projects and policy development as needed and directed by the Director of HR. The HRM is responsible for the administration of the Work Opportunity Tax Credit Program within the region(s) they support. The HRM coordinates the unemployment claims process; responds to claims, arranges for witnesses and attends unemployment hearings as needed. The HRM conducts periodic store visits. Key Competencies Business Acumen Communication Consultation Critical Evaluation Cultural Awareness HR Expertise Relationship Management Ethical Practice Interactions Direct Report Title Some HRMs are responsible for one or more of the following direct reports: Human Resources Generalist (HRG) Human Resources Assistant Other Internal/External Interactions Daily contact with RVP, DMs, Store Managers, and other employees in the office and field locations. Occasional contact with outside vendors. Corporate HR Partners including Benefits, Recruiting Team and HRIS Minimum Qualifications A bachelor's degree preferred with a minimum of 7+ years of human resources manager experience preferably in operations, multi-unit retail/restaurant environment. Previous experience managing other HR professionals is required. PHR/SPHR or SHRM-CP/SCP certification. (If hired without certification, certification must be obtained within 1 year of hire date.) Continuing education is required to maintain the certification. Must have experience in sourcing, interviewing, hiring, training and developing, & managing performance of associates. Must become certified in all ACE training programs within 3 months of assuming the position. Work remotely & independently with minimal supervision. Ability to influence others, facilitate processes, coach/advise operations leaders. Excellent written, communication, and organization skills. Multi-location and multi-state experience in a HR generalist role required. Ability to maintain a high level of energy, flexibility, professionalism and confidentiality. Proficiency in Microsoft Outlook, Word, Excel and PowerPoint. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the major responsibilities. While performing the duties of this job, the employee is regularly required to sit, stand or walk; use hands to finger, handle, or feel; reach with hands and arms; stoop or bend; and talk or hear. The employee must occasionally lift and/or move up to 50 lbs. Position Type/Expected Hours of Work This is a full-time position, days and hours of work are Monday through Friday, 8:00 a.m. to 5 p.m. This position might require long hours and weekend work. Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in some work environments can be moderate. Disclaimer The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted, as a comprehensive inventory of all duties, responsibilities, qualifications required of employees assigned to this job. EEO Statement Populus Financial Group provides Equal Employment Opportunity (EEOC) to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

ON-SITE 5 DAYS PER WEEK - NOT A REMOTE OR HYBRID ROLE The Human Resource Manager is responsible for the company's employment policies and will plan, lead, direct, develop, and coordinate the policies, ensuring legal compliance and implementation of the organization's mission and talent strategy. The HR Manager is the link between management and employees, ensuring that all employment relations run smoothly for the company to achieve its organizational goals. REASONABLE ACCOMMODATION STATEMENT: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. SUPERVISORY RESPONSIBILITIES: None DESCRIPTION: Supports management by providing human resources advice, counsel, and decisions. Guides management and employee actions by researching, developing, writing, and updating policies. Administers human resource programs including, but not limited to, benefits and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Performs other duties as required. EDUCATION AND EXPERIENCE: At least five years of human resource management experience required. SHRM-CP or SHRM-SCP highly preferred. Multi-state experience with thorough knowledge of employment laws and regulations. Experience supporting a geographically dispersed workforce. Proficient with Microsoft Office Suite or related software. Ability to work independently as the sole Human Resources professional. SOFT SKILLS/QUALIFICATIONS: Excellent verbal and written communication skills. Strong interpersonal and negotiation skills. Excellent organizational skills, attention to detail, and time management with a proven ability to meet deadlines. Strong analytical, problem-solving and leadership skills. Adapt to the needs of the organization and employees. Prioritize tasks and delegate them when appropriate. PHYSICAL REQUIREMENTS: Prolonged periods sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. COMPENSATION: $100K base + $25K bonus paid out semi-annually

About the Company - We are seeking a Human Resources (HR) Manager to oversee all aspects of HR operations, ensuring alignment with the organization's mission, goals, and compliance requirements. This role is responsible for talent acquisition, compensation & benefits, payroll, employee engagement, compliance, performance management, and training & development. The ideal candidate will have experience in social services HR management, knowledge of federal and Maryland state labor laws, and a passion for developing a healthy, inclusive workplace culture. About the Role - Strategic Leadership: Collaborate with the CEO and leadership team to develop and implement HR strategies supporting organizational growth. Drive employee engagement, retention, and professional development initiatives. Responsibilities: Talent Management & Recruitment: Oversee full-cycle recruitment, ensuring the organization attracts and retains top talent. Develop strategies for building a strong candidate pipeline, including internships, vocational program partnerships, and employee referrals. Employee Relations & Performance Management: Provide guidance on employee relations issues, ensuring compliance and alignment with organizational values. Implement performance management programs, including goal-setting, reviews, and career development plans. Maintain an effective employee feedback and conflict resolution system. Compensation, Benefits & Compliance: Oversee payroll, benefits administration, and retirement plans. Ensure compliance with federal and Maryland state labor laws, maintaining best practices in compensation and benefits. HR Operations & Policy Development: Manage HR operations, including payroll, benefits, and employee records. Lead efforts to modernize HR systems, transitioning to digital platforms for efficiency. Maintain and update HR policies and the employee handbook. Oversee the HR department budget to ensure efficient resource allocation. Qualifications & Requirements: 7-10 years of HR experience, including at least 3+ years in a leadership role (nonprofit or social services experience preferred). Strong knowledge of federal and Maryland labor laws and HR best practices. Proficiency in HRIS systems and Microsoft Office Suite. Excellent strategic thinking, leadership, and problem-solving skills. Ability to work independently in a fast-paced environment. Key Competencies: ✅ Strategic Thinking - Ability to align HR initiatives with organizational goals. ✅ Leadership & Influence - Strong interpersonal skills to coach and support employees. ✅ Problem-Solving - Skilled in resolving HR challenges effectively. ✅ Collaboration - Ability to build strong relationships across departments. ✅ Ethics & Integrity - Commitment to upholding confidentiality and ethical HR practices.

Bowman has an opportunity for a Talent Acquisition Systems Analyst to join our team in Reston, VA. This position is eligible for a hybrid work schedule with three (3) days in office and two (2) remote. At Bowman, we believe in creating opportunities for aspiring people to thrive and achieve ambitious goals. That's why a career at Bowman is more than a job. It is an opportunity to be part of a diverse and engaged community of professionals, to be treated as a respected and valued member of a motivated team and to be empowered to do exceptional work that advances the best interest of everyone involved. We recognize the importance of creating a work environment that is both rewarding to our employees and supportive of our unwavering commitment to provide unparalleled service to our clients. Purpose The Talent Acquisition Systems Analyst will play a pivotal role in supporting Bowman's Talent Acquisition (TA) function by managing the applicant tracking system (iCIMS), ensuring data accuracy, delivering actionable reporting, and optimizing processes to enhance team efficiency. Reporting to the Sr. Director of Talent Acquisition this role will also oversee system integrations, manage key TA accounts, and deliver critical insights through advanced reporting and data analytics. Responsibilities Leadership and Direction Collaborate with the Sr. Director of Talent Acquisition to align systems and reporting strategies with the organization's talent acquisition goals. Serve as the subject matter expert for iCIMS and related TA platforms, providing leadership and guidance on system usage and best practices. At the Operational and Company Level Administer, configure, and maintain the iCIMS ATS and CRM modules to ensure optimal performance and functionality. Ensure seamless integration between iCIMS and UKG, maintaining accurate and efficient data flows. Manage user accounts, permissions, and settings across all TA platforms, ensuring compliance with company policies. Do the Work System Administration & Optimization: Act as the primary administrator for iCIMS, handling configurations, workflows, and system enhancements to align with evolving recruitment needs. Implement and maintain system automations to reduce manual processes and improve efficiency. Monitor system performance, troubleshoot issues, and work with iCIMS support to resolve escalated concerns. Data Analytics & Reporting: Create, maintain, and deliver dashboards, reports, and presentations for KPIs, hiring metrics, and TA performance insights using Excel, Tableau, or similar tools. Respond to ad-hoc reporting requests to support the TA team and leadership with timely, data-driven insights. Analyze trends and recommend actionable improvements to recruitment strategies. Training & Support: Train hiring managers, recruiters, and other stakeholders on iCIMS features, workflows, and best practices. Develop and distribute user guides, SOPs, and training materials for TA systems. Provide ongoing technical support and troubleshooting for system users. Account Management: Manage key TA-related vendor accounts, including iCIMS and job board subscriptions (e.g., LinkedIn, Indeed), ensuring contract compliance and ROI. Partner with vendors to explore new features, negotiate renewals, and evaluate new tools that align with Bowman's TA needs. Process Management & Innovation: Lead the implementation of new iCIMS modules, such as the CRM, to improve talent pipelining and engagement. Oversee the employee referral bonus program, ensuring accurate tracking and processing. Identify opportunities for process improvements and recommend strategies to optimize the recruiting lifecycle. Compliance & Quality Assurance: Conduct regular system audits, data cleanup, and reviews to ensure compliance with company policies, data privacy standards, and audit readiness. Monitor and ensure compliance with equal employment opportunity (EEO) and other regulatory reporting requirements. Engagement & Survey Management: Develop and implement candidate experience surveys and hiring manager feedback tools to enhance TA processes. Success Metrics and Competencies Ability to operate independently while collaborating effectively within a team. Strong analytical skills with the ability to interpret data and provide actionable insights. Exceptional organizational skills, with the ability to manage multiple priorities and meet deadlines. Effective verbal and written communication skills, including training and presenting to diverse audiences. Strong customer service orientation with the ability to troubleshoot and resolve user issues promptly. High level of integrity and discretion in handling confidential information. Demonstrated focus on operational excellence, innovation, and continuous improvement. Qualifications Bachelor's degree in human resources, business administration, information systems, or a related field preferred. Minimum of four (4+) years of experience in ATS or HR systems administration, with expertise in iCIMS required. Proven ability to configure and optimize ATS workflows and manage system integrations. Experience in data analysis, reporting, and creating dashboards using tools like Tableau or Excel. Advanced proficiency in Excel (e.g., VLOOKUP, PivotTables), Tableau, and PowerPoint for reporting and presentations. Knowledge of compliance requirements and data privacy regulations in talent acquisition and HR systems. Experience managing TA vendor accounts and working directly with external partners. Physical Demands and Working Environment Primarily indoor professional office environment which may include bright/dim light, noise, fumes, odors, and traffic. Mobility around an office environment. Frequent and prolonged use of standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. Disclaimer Note: While this job description is intended to be an accurate reflection of the job requirements, it is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Management reserves the right to modify, add, or remove duties from particular jobs and to assign other duties as necessary at any time with or without notice. Bowman is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. For our EEO Policy Statement, please click here. If you'd like more information on your EEO rights under the law, please click here. Bowman has an obligation to provide and maintain a safe, healthy, and productive environment for its employees and clients. We are committed to maintaining a drug and alcohol-free workplace. If you have any questions about the application process, please email *********************.

The Marketing & Communication Business Partner will assist in designing and refining marketing strategies to engage prospective audiences. The incumbent will participate in creating marketing proposals and comprehensive reports. In addition to organizing and executing marketing events to elevate the brand across the targeted audience. The Marketing Specialist will oversee the production and dissemination of marketing collateral, across multiple marketing channels. The incumbent will be recognized as the subject matter expert (SME) as it relates to social media. Responsibilities Content Creation and Management: Develop and publish engaging content for websites, blogs, newsletters, press releases, and social media platforms. Collaborate with teams to create program brochures, flyers, and other promotional materials. Edit and proofread communications to ensure accuracy, brand alignment, and consistency. Social Media & Digital Marketing: Manage and grow the organization's social media presence, including content scheduling, audience engagement, and performance tracking. Create and execute digital marketing campaigns, including Google Ads, email marketing, and SEO strategies. Monitor social media trends and use insights to enhance campaign effectiveness. Branding & Public Relations: Develop and maintain brand guidelines to ensure consistent use across all channels. Build and maintain relationships with media outlets and influencers to enhance brand visibility. Write and distribute press releases, success stories, and impact reports to promote the organization's mission. Internal Communications: Design and distribute internal newsletters, announcements, and updates to keep staff informed. Develop communication tools and strategies to enhance team collaboration and engagement. Analytics and Reporting: Track and analyze the performance of marketing campaigns using tools like Google Analytics and social media insights. Prepare and present performance reports with recommendations for improvement bi-weekly. Monitor competitor marketing activities to identify opportunities and trends. Stakeholder Engagement: Work closely with program managers, partners, and stakeholders to align marketing efforts with organizational goals. Represent the organization at external events, conferences, and community activities to build relationships. Qualifications Bachelor's degree in marketing or a related field is preferred. Minimum 2-3 years of marketing experience is required. Solid foundation in marketing; agency background welcomed. Exceptional communication abilities and a talent for fostering relationships; leadership and team-building skills are a must. Proficiency in Adobe Creative Suite Canva, Mailchimp, or similar platforms. Experience with Asana, social media management tools (e.g., Hootsuite, Buffer) and analytics tools (e.g., Google Analytics). Strong proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) and other relevant software. Superior organizational skills with the ability to multitask and manage time efficiently. Strong attention to detail. Must be a U.S. citizen. Must successfully complete a criminal background investigation. Must be detail-oriented and possess organization and critical thinking skills.

Latitude is searching for a VP of Human Resources & FSO for our client in Reston, VA. Please email Preston Andersen at pandersen@latitudeinc. net to apply. VP of Human Resources and Facility Security Officer · The VP of Human Recourses and Facility Security Officer must be able to oversee classified processing, become effective and proficient in the utilization of the (DISS) and the processing of Contract Security Classification Specification (DD 254) forms. · The FSO will implement, monitor, and ensure compliance with the Industrial Security procedures in accordance with the National Industrial Security Operating Manual (NISPOM). · The FSO will provide expertise, guidance, and advice to executive management as required. This position requires independent judgment and discretion, as well as the identification, analysis, and resolution of security-related matters. Primary Responsibilities: · Responsible for all Federal and State compliance reporting. · Assist managers with the initial hiring process and is solely responsible for all on-boarding procedures. · Maintains ISO standards for department. · Set-up new employees in Payroll. · Plans and administers employee training plans and employee improvement. · Develops, recommends, and implements personnel policies and procedures. Prepares and maintains handbook on policies and procedures. · Performs benefits administration to include health benefits, 401k account, claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost effectiveness, information activities program. · FSO responsibilities as assigned by CEO. · HR responsibilities as assigned by the CFO. · Responsible for ensuring employee reviews and goal sheets are completed annually. · Evaluates reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. • Manage JPAS, Visit Requests, personnel security inquiries and e-QIP initiations. · Provides prime/subcontractor security support and direction including the development and maintenance of DD254's, security guidance, and classified holdings. · Set the example for all in terms of ethics and compliance. Assist the CFO in contracting compliance and ethics programs. • Conduct all Facility Security Office project operations in a manner that is consistent with the Company's Code of Business Ethics and Conduct. · Perform security pre- screening on all potential employees, subcontractors, and consultants. · Liaison with customer and subcontractor security offices on security issues. · Initiate, maintain and terminate personnel security clearances in government databases, such as the Defense Security Services (DSS) Joint Adjudication System (DISS/NISS). · Updates DSS databases including DISS ACCS as required. · Analyzes RFP, Contracts / DD245's and develops security responses and plans. · Assist staff with completion and submittal of SF85s, SF86s and SCI nominations. · Maintains program documentation for DSS assessments and passes security audits. · Must obtain and maintain credentials for non-possessing facility. · Conduct security indoctrination briefings and debriefings. · Present Security Awareness Training and Education (SATE) briefings to ensure security plan effectiveness and compliance. · Create and maintain personnel folders. · Investigate security incidents and violations; prepare reports for DSS and agency to include preventive actions. · Process visits authorizations, personnel access requests. · Develops and revises security plans, procedures, instructions, performs self-inspections, and maintains continuous control over corporate security program. · Ensures compliance with company and government requirements. · Stays apprised of new regulations and security developments by participating in the security community. Skills: · Maintain confidential information. • Must have strong interpersonal skills/briefing skills; communicate with senior level internal and external personnel on significant matters often requiring coordination between organizations and independent decision making with minimal direct supervision while representing the security organization. · Experience with drafting security policies for company internal use. · Working knowledge of the FAR and other laws and regulations for government contractors. · Familiarity with the U. S. Government, DoD and Intelligence Community's security procedures and policies. · Must be a self-driven and results-oriented individual capable of effectively working multiple tasks concurrently in a dynamic, fast-paced environment. · Expertise in Microsoft Office suite (MSWord, Excel, Power Point). · Strong English language skills (both written and verbal). Experience: · Bachelor's degree or higher preferred. · 3 - 5 years HR experience, preference for 2 of those as an HR leader in a mid-sized federal contracting company. · 1 - 2 years FSO experience preferred. · 3-5 years as a security experience in a DoD Contractor environment · Security Requirements; U. S. Citizenship and an active DoD Top Secret · Must possess FSO / JPAS/ JCAVVS certifications Salary and compensation commensurate with experience. Benefits include, health club membership, health insurance dental, vision, short- and long-term disability, life insurance and 401(k). $150,000 - $180,000 a year

The Human Resources leader will plan, lead, develop, and coordinate the policies and activities of the Human Resources department; ensuring legal compliance and implementation of the organization's mission and talent strategy. This position has one direct report, reports to the COO, and works closely with the CFO for a 160+ person organization that is experiencing high growth in the data center vertical. Essential Responsibilities: Employee Relations and Performance Management Serve as a link between management and employees by providing tools and consultation on employee relations issues. Assist and educate managers/supervisors on successful employee performance management including motivation, disciplinary issues, promotion, retention and exit plans. Advise managers on policy and employment law matters such as wage and hour laws, equal employment opportunity, harassment and recommend needed changes in multiple states. Recruiting & Staffing Oversee the organization's recruitment, interview, selection, and hiring process. Oversee job postings and assess compensation needs for recruitment and selection. Manage the company's online applicant tracking and onboarding systems. Select and maintain relationships with external recruitment firms. Work with staffing firms to support temporary employment needs. Collaborate with Marketing on Employer Branding and Recruitment Marketing strategies Onboarding/Offboarding Oversee job postings and assess compensation needs for recruitment and selection. Manage the company's online onboarding system. Plan and conduct new employee orientation. Oversee the offboarding process including conducting exit interviews to identify reasons or trends for employee termination. Represent organization at personnel-related hearings. Benefits and Compensation Provide current and prospective employees with information about company structure, policies, job duties, company values, compensation, and employee benefits. Oversee and plan the company's annual open enrollment period for benefits and coordinate the annual 401k audit with the accounting team. Work with insurance broker and benefits vendor to structure benefit programs to attract and retain top talent. Manage the company's online benefit portal. Analyze and enhance the company's compensation programs to establish competitive, equitable pay and bonuses/incentives. Responsible for annual merit increases and semi-annual bonus program payments. Compliance Maintains knowledge of laws, regulations, and best practices in employment law, human resources practices, benefits, talent management and monitors the organizations compliance Insure HRIS is accurate and up-to-date Ensure all benefit plans and filings are in compliance Files annual compliance documents: EEO-1, worker's compensation, etc Maintains company organizational chart Prepares external reporting for Investors and internal reports for Executive Management Programming and Culture Shaping Plan, organize and analyze training and programs designed to improve employee development and overall wellness. In collaboration with the finance department, prepare and follow budgets for human resources programming initiatives. In collaboration with Brand & Marketing, plan and prepare regular employee communications related to employee events, training, wellness and benefits. Maintain records and compile reports concerning personnel-related data such as hires, transfers, performance appraisals, and compensation. Analyze data to identify and determine causes of personnel challenges and develop recommendations for improvement of organization's policies and practices. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management Other duties and projects per business needs. Training and Development Collaborate with departments heads to support training, development, and individual development plans for the respective departments as needed. Company Value Indicators: INTENTIONAL: Able to build customer relationships by partnering with co-workers, vendors, and customers. INTUITIVE: Ability to anticipate any barriers that may affect customer/co-worker conflict or stress. CRAFTED: Able to understand and execute elements of elevating the customer experience. RESPONSIVE: Ability to listen, learn and ensure communications are timely. RELIABLE: Able to consistently communicate progress with team. IMPACT-DRIVEN: Regularly measure building performance and provide constructive feedback or suggestions. SINCERE: Able to work collaboratively with your team through trust and transparency.

Description The Human Resources leader will plan, lead, develop, and coordinate the policies and activities of the Human Resources department; ensuring legal compliance and implementation of the organization's mission and talent strategy. This position has one direct report, reports to the COO, and works closely with the CFO for a 160+ person organization that is experiencing high growth in the data center vertical. Essential Responsibilities: Employee Relations and Performance Management Serve as a link between management and employees by providing tools and consultation on employee relations issues. Assist and educate managers/supervisors on successful employee performance management including motivation, disciplinary issues, promotion, retention and exit plans. Advise managers on policy and employment law matters such as wage and hour laws, equal employment opportunity, harassment and recommend needed changes in multiple states. Recruiting & Staffing Oversee the organization's recruitment, interview, selection, and hiring process. Oversee job postings and assess compensation needs for recruitment and selection. Manage the company's online applicant tracking and onboarding systems. Select and maintain relationships with external recruitment firms. Work with staffing firms to support temporary employment needs. Collaborate with Marketing on Employer Branding and Recruitment Marketing strategies Onboarding/Offboarding Oversee job postings and assess compensation needs for recruitment and selection. Manage the company's online onboarding system. Plan and conduct new employee orientation. Oversee the offboarding process including conducting exit interviews to identify reasons or trends for employee termination. Represent organization at personnel-related hearings. Benefits and Compensation Provide current and prospective employees with information about company structure, policies, job duties, company values, compensation, and employee benefits. Oversee and plan the company's annual open enrollment period for benefits and coordinate the annual 401k audit with the accounting team. Work with insurance broker and benefits vendor to structure benefit programs to attract and retain top talent. Manage the company's online benefit portal. Analyze and enhance the company's compensation programs to establish competitive, equitable pay and bonuses/incentives. Responsible for annual merit increases and semi-annual bonus program payments. Compliance Maintains knowledge of laws, regulations, and best practices in employment law, human resources practices, benefits, talent management and monitors the organizations compliance Insure HRIS is accurate and up-to-date Ensure all benefit plans and filings are in compliance Files annual compliance documents: EEO-1, worker's compensation, etc Maintains company organizational chart Prepares external reporting for Investors and internal reports for Executive Management Programming and Culture Shaping Plan, organize and analyze training and programs designed to improve employee development and overall wellness. In collaboration with the finance department, prepare and follow budgets for human resources programming initiatives. In collaboration with Brand & Marketing, plan and prepare regular employee communications related to employee events, training, wellness and benefits. Maintain records and compile reports concerning personnel-related data such as hires, transfers, performance appraisals, and compensation. Analyze data to identify and determine causes of personnel challenges and develop recommendations for improvement of organization's policies and practices. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management Other duties and projects per business needs. Training and Development Collaborate with departments heads to support training, development, and individual development plans for the respective departments as needed. Company Value Indicators: INTENTIONAL: Able to build customer relationships by partnering with co-workers, vendors, and customers. INTUITIVE: Ability to anticipate any barriers that may affect customer/co-worker conflict or stress. CRAFTED: Able to understand and execute elements of elevating the customer experience. RESPONSIVE: Ability to listen, learn and ensure communications are timely. RELIABLE: Able to consistently communicate progress with team. IMPACT-DRIVEN: Regularly measure building performance and provide constructive feedback or suggestions. SINCERE: Able to work collaboratively with your team through trust and transparency. Position Requirements Qualifications 10+ years of full life-cycle human resources experience. Minimum of bachelor's degree. PHR, SPHR, SHRM, SHRM-SCP preferred, but not required. Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Ability to work collaboratively across the organization. Education and Experience: Bachelors degree in Human Resources, Business Administration, or related field required At least ten years of human resource management experience required, with strategic, talent management in a growth organization highly preferred. Hamdan Resources, LLC is committed to hiring and retaining a diverse workforce. We are proud to be an Equal Opportunity/Affirmative Action Employer (EEO/AA), making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. U.S. Citizenship and/or authorization to work within the U.S.is required for most positions.

The University of Maryland Medical System (UMMS) is an academic private health system, focused on delivering compassionate, high quality care and putting discovery and innovation into practice at the bedside. Partnering with the University of Maryland School of Medicine, University of Maryland School of Nursing and University of Maryland, Baltimore who educate the state's future health care professionals, UMMS is an integrated network of care, delivering 25 percent of all hospital care in urban, suburban and rural communities across the state of Maryland. UMMS puts academic medicine within reach through primary and specialty care delivered at 11 hospitals, including the flagship University of Maryland Medical Center, the System's anchor institution in downtown Baltimore, as well as through a network of University of Maryland Urgent Care centers and more than 150 other locations in 13 counties. For more information, visit ************* Job Description University of Maryland Medical System (UMMS) - Baltimore Washington Medical Center The Vice President, Human Resources (VP, HR) serves as a strategic partner to executive and operational leadership, providing guidance on workforce strategy, talent management, and organizational culture. This role leads HR operations for Baltimore Washington Medical Center, within the context of a shared services model, and ensures that HR programs and initiatives align with both the hospital's and the University of Maryland Medical System's (UMMS) broader strategic objectives. Key Responsibilities: Provide HR leadership as a member of the hospital's executive team, contributing to strategic planning and business development. Oversee HR integration and alignment, ensuring a balance between system-wide HR policies and local operational needs. Lead talent acquisition, workforce planning, and leadership development initiatives to support organizational growth and operational excellence. Develop and manage compensation and benefits strategies, ensuring competitiveness, cost-effectiveness, and compliance with federal, state, and local regulations. Implement and oversee employee relations, labor relations, and performance management strategies that support a positive and productive work environment. Drive initiatives to enhance employee engagement, retention, and workplace culture while promoting diversity, equity, and inclusion. Ensure HR technology and data integrity support workforce planning, decision-making, and compliance requirements. Represent Baltimore Washington Medical Center in relevant board meetings, system committees, and labor negotiations, ensuring workforce strategies align with institutional goals. Qualifications Qualifications & Experience: Master's degree in Business, Human Resources, Organizational Psychology, Healthcare Administration, or a related field. 7+ years of progressive HR leadership experience, preferably within a healthcare system or academic medical center. Demonstrated expertise in HR operations, workforce planning, talent acquisition, labor relations, and total rewards management. Experience leading organizational change, cultural transformation, and operational improvements in a complex, multi-site environment. Strong ability to partner with executive leadership, providing insight and strategic recommendations on workforce planning and organizational development. Proficiency in using HR analytics and technology to drive data-informed decision-making. Additional Information All your information will be kept confidential according to EEO guidelines.

Cooley is seeking a Diversity, Equity & Inclusion Manager to join the Diversity, Equity & Inclusion team. The Diversity, Equity & Inclusion Manager is responsible for working with the Associate Director and/or Director of Diversity, Equity & Inclusion to manage the Firm's diversity, equity and inclusion (DEI) initiatives, including the development of practices to recruit, retain and promote diverse attorneys, and coordination of firm efforts to support an inclusive culture. Specific duties and responsibilities include, but are not limited to, the following: Position responsibilities: Utilize metrics, including headcount and productivity reports, to produce data reports and analyses as requested, to include developing visual presentations Coordinate responses to client requests and industry benchmarking surveys involving qualitative and quantitative information Manage, lead and grow affinity groups, including global programming Develop and manage innovative programs and policy updates, including reverse mentoring, agile working, DEI billable credit and sponsorship programs Design and drive the formation of DEI affinity networks, including creating and managing a budgetary structure, membership campaigns, mission statements and programing Manage and execute diversity-related events and trainings Manage external diversity sponsorships, to include identifying participants and coordinating all details. Drive the Firm's diversity retention and promotion efforts, and work in conjunction with the Chief Legal Talent Officer, Director of Legal Education, Director of Professional Development, Director of Associate Development and firm leadership in monitoring the performance and development of diverse attorneys Assist with the Firm's diversity hiring efforts, to include the Diversity Fellowship, and work in conjunction with the Director of Attorney Recruiting, Director of Law Student Recruiting and Legal Talent Managers to identify and maintain a pipeline of Cooley Diversity Fellows, diverse summer associate hires and diverse lateral candidates Ensure support of and outreach to law school diversity organizations Support communications by drafting content for, and updating, applicable promotional materials, including print and online communications Strengthen partnerships with various diversity-focused organizations and publicize opportunities to diverse attorneys Partner with the Marketing and Business Development teams to manage client diversity and inclusion opportunities, partnerships and staffing requirements Interface and create accountability around DEI efforts with attorneys across various departments and offices, including members of the Diversity Committee Keep abreast of industry DEI trends and best practices Coordinate with the DEI team to develop the DEI budget, audit monthly variance reports and track department spend Serve as direct supervisor and mentor to direct reports Provide day-to-day supervision of direct reports, ensure compliance with assigned work hours and monitor for compliance with all firm and department policies. Manage staffing coverage, review and process time logs/time off requests Support business professional development and continued educational opportunities In collaboration with immediate supervisor and CN HR, participate in hiring, performance appraisals, counseling, termination and other employee lifecycle events All other duties as assigned or required Skills and experience: Required: After orientation at Cooley LLP, exhibit proficiency in the Microsoft Office suite, iManage and other firm applications Ability to work extended and/or weekend hours, as required Ability to travel, as required 5+ years direct applicable experience in the field of DEI (which can also include professional development, recruiting, talent management, other HR disciplines) with a strong knowledge of DEI best practices, trends, and legal Preferred: Bachelor's Degree Previous law firm experience Experience managing a budget Supervisory experience Competencies: Team player with the ability to form relationships across multiple departments Strong communication and facilitation skills, with the ability to engage and influence diverse audiences Ability to think critically in analyzing and solving problems A passion for diversity, equity and inclusion efforts Detail-oriented, organized and process driven, with the desire to take ownership of projects and responsibilities Strong time management skills and the ability to prioritize multiple tasks quickly and efficiently Ability to maintain absolute confidentiality of all department information Professional demeanor and the ability to use diplomacy and tact Ability to think critically in analyzing and solving problems Strong problem solving, coaching, interpersonal, and verbal and written communications skills Conflict resolution/mediation skills Effective presentation skills Ability to handle sensitive data, DEI (Diversity, Equity, and Inclusion) information, and confidential materials, demonstrating discretion and the ability to maintain confidentiality as required Cooley offers a competitive compensation and excellent benefits package and is committed to fair and equitable employment practices. EOE. The expected annual pay range for this position with a full-time schedule is $125,000 - $190,000. Please note that final offer amount will be dependent on geographic location, applicable experience and skillset of the candidate. We offer a full range of elective benefits including medical, health savings account (with applicable medical plan), dental, vision, health and/or dependent care flexible spending accounts, pre-tax commuter benefits, life insurance, AD&D, long-term care coverage, backup care for children and/or adults and other parental support benefits. In addition to elective benefit options, benefited employees receive firm-paid life insurance, AD&D, LTD, short term medical benefits as well as 21 days of Paid Time Off (“PTO”) and 10 paid holidays each year. We provide generous parental leave and fertility benefits. New employees will attend a detailed benefit orientation to learn more about our many benefits and resources.

What is National Journal Membership The National Journal Membership is the premier Membership of government affairs and public policy professionals. Serving over 600 of the most influential institutions in society we seek to get the best thinking in our Members hands about the future direction of public policy and politics. Our mission is to equip thousands of government and business leaders in the nation's capital with the intelligence, insights, and connections they need to save time, increase efficiency, and deliver success. Cultural Values of National Journal Group/Gravity Research Spirit of Generosity We value service to others above any other quality. We aspire to generously serve against our Member's and Client's most significant challenges, while maintaining a posture of collaboration and congeniality with our colleagues. . Kindness and generosity is at the center of our organization. We work prodigiously to ensure our Members tangibly feel our generosity, and our colleagues experience an environment that is dedicated to their success and fulfillment. Force of Ideas We believe every institution in society is fueled by ideas, and the quality of those ideas is the difference maker for the highest functioning institutions. Our ambition is to seek out those highest quality ideas with curiosity, and rigor so the Members and Clients that we serve can reach the highest levels of effectiveness and success. We seek to create an environment for people who are passionate about always exercising their gifts of curiosity, rigorous investigation and teaching. As we exercise our gifts we endeavor to constantly share what we find with those Members that we have the privilege to serve. Our Talent Ambition Seeking entrepreneurial talent who have displayed excellence throughout their academic and professional careers. We would like to partner with people that are motivated by a fast paced and growth centered environment. Our business is ready to launch into its next generation of transformational growth and impact, and at the center of this ambition is the quality of the people who are joining our organization. Characteristics of the Talent We Seek Uncompromisingly kind Ambitious Collaborative & Generous Entrepreneurially driven Engaging & Charismatic Doggedly curious Courageous Earnestly pursues growth Dedicated & goal-oriented Committed to achievement at the highest level How to apply: If you possess these characteristics we would like to have a conversation with you. Please submit your application by clicking apply below. The Compensation & Benefits Package We also offer hybrid opportunities for those who live in the DC area, unlimited PTO, medical, dental, and vision insurance, 401(k) with Employer Match & 100% Vesting from Day One, 20 weeks paid parental leave, learning and development opportunities, access to Ginger- mental healthcare and emotional support app, a Calm membership, numerous Employee Resource Groups, and a company paid membership subscription to Capital Bikeshare. A full overview of our benefits offerings can be found here. We are open to all levels of compensation (commensurate with experience). National Journal is an Equal Opportunity Employer. We do not discriminate against our applicants because of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age, disability, veteran status, genetic information, or any other status protected by applicable law.

JobID: 210593954 JobSchedule: Full time JobShift: Base Pay/Salary: Jersey City,NJ $104,500.00-$165,000.00; Washington,DC $104,500.00-$165,000.00 We are seeking dynamic experts in the field of employee assessment to join the firm's centralized global Assessments Product Team as an HR Assessment Vice President. As part of the Assessments product team, you will help empower the firm to make faster, data-driven talent decisions through valid, fair, and compliant assessments measuring job relevant capabilities and skill proficiency. If you are passionate about leveraging the latest research and technology to revolutionize talent assessment, we invite you to join our forward-thinking team. As an Assessment Vice President on the Assessment Product Team, you will play a pivotal part in shaping our firm's talent assessment strategy by collaborating with cross-functional partners to lead the design, development, validation, and implementation of cutting-edge assessment and selection products. Your expertise will ensure these tools are valid, fair, compliant with all relevant laws and regulations, and meet objectives and key results (OKRs). Our assessment tools/products are designed and calibrated to enhance user experience, improve job performance, boost retention, promote diversity of hire, and drive key business metrics and recruitment efficiency. Job Responsibilities * Build relationships with stakeholder and help shape the vision and relevant OKRs for the specific assessment products/tools within your remit * Lead the design, development, validation, implementation, and on-going evaluation of assessment and selection products/tools (developed in-house or vendor-tailored) against OKRs * Stay abreast of technological or legal developments impacting the assessment field and act as a subject matter expert to guide others in the development, evaluation, and use of fair, compliant, and effective employee selection tools * Engage with legal, compliance, and analytics teams to evaluate selection tools against all relevant laws and regulations globally * Collaborate closely with product management, engineering, and user experience on the design, integration and deployment of assessment products * Partner closely with change management and learning/training teams on product implementations, trainings, and end-user-readiness * Draft assessment product documentation including technical reports, executive summaries for senior leaders, end-user trainings, standard operating procedures, and product management documentation (e.g., solution charters, journey maps, user stories, product requirement documents, product roadmap, etc.) Required Qualifications, Capabilities, and Skills * MA or PhD degree in industrial organizational psychology or related field * 6+ years of applied experience with selection assessment projects involving job analysis, criterion validation, adverse impact analyses, and ongoing statistical evaluation * Experience with launching new assessments including integration, UAT, change management, and training * Experience working with legal and compliance teams to evaluate assessments and knowledge of assessment-related laws/regulations, EEOC, UGESP, and OFCCP guidelines * Experience leading large, complex projects/programs including risk management approaches * Exceptional communication and presentation skills, with the ability to convey complex technical information in varying ways, depending on the audience and need * Ability to lead cross-functional teams, coach and develop others to support the development of high-performing teams Preferred Qualifications, Capabilities, and Skills * Knowledge of the product lifecycle and/or experience with product management * Experience with agile methodology and Jira or similar tools * Experience working with large, heavily-regulated corporate entities * Experience with assessing for technology roles such as software engineers

Job Details DC Office - Washington, DC Full Time $76,000.00 - $80,000.00 Salary/year Nonprofit - Social Services Are you passionate about fostering belonging, championing equity, and creating spaces where everyone feels empowered to thrive? Join Girl Scouts Nation's Capital as our DEIA Manager and lead transformative initiatives that build a welcoming and inclusive community for youth and adults alike. The Role As the DEIA Manager, you will proactively develop and implement strategies that align with our mission to foster belonging and inclusion across our membership. From coordinating resources and trainings to analyzing feedback and facilitating conflict resolution, you will be the driving force behind initiatives that help members and volunteers overcome barriers, celebrate diversity, and build lasting community connections. Acting as an Ombuds, you will also provide informal resolution for concerns, disputes, and conflicts, ensuring equitable access and participation across the Council. Key Responsibilities • Lead DEIA Programs: Develop and oversee comprehensive DEIA initiatives for youth and adult members, ensuring alignment with organizational goals. • Supervise & Support: Manage and mentor the DEIA Specialist, fostering growth and collaboration within the team. • Enhance Cultural Competency: Streamline and promote best practices to advance cultural competencies and inclusive practices at all levels. • Analyze & Act: Gather feedback and analyze data to develop actionable DEIA strategies and maintain a detailed project plan. • Facilitate Conflict Resolution: Provide guidance for resolving individual and group conflicts while addressing systemic concerns. • Train & Empower: Design and deliver staff trainings on DEIA principles and conflict resolution techniques. • Collaborate & Plan: Partner with teams to integrate DEIA and conflict resolution themes into projects, curricula, and long-term planning. • Foster Volunteer Leadership: Recruit, train, and mobilize volunteers to lead DEIA events and activities, creating ripple effects of inclusion throughout the community. • Represent & Advocate: Act as a champion for DEIA initiatives in meetings and committees, amplifying diverse voices and ideas. • Document & Communicate: Record meeting updates, action items, and progress reports to ensure transparency and accountability. What You Bring • Required Qualifications: o Minimum of three years of professional experience in DEIA, conflict resolution, change management, or community-building. o Proven ability to supervise staff and collaborate with volunteers. o Knowledge of adult education and training methodologies. o Familiarity with youth development principles. o Strong interpersonal, organizational, and conflict resolution skills. o Proficiency in MS O365, Google Suite, and tools like Qualtrics, Jotform, and gs Learn. o Commitment to enhancing diversity and inclusion in teams and communities. o Availability to travel throughout the Girl Scouts Nation's Capital region as needed, including occasional evening and weekend meetings. • Preferred Qualifications: o Experience with Girl Scouting, volunteer management, or adult education. o Spanish language skills are highly desirable. If you're ready to bring your expertise, creativity, and passion to a role that shapes the future of inclusion and equity in our community, we'd love to hear from you! Some of Our Benefits • 100% employer-paid HMO health insurance for employees (dependent coverage, POS, dental/vision available). • 3% employer contribution to 403(b), plus additional 2% match. • Generous paid leave benefits. • Paid holidays/office closures include: New Year's Day, Martin Luther King Jr. Day, Presidents' Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, day after Thanksgiving, Christmas Day, and December 26-31. The Presidential Inauguration Day is also an observed holiday on January 20th every four years. One floating holiday, annually. • A vibrant workplace with a diverse staff who are dedicated to a common mission to make a difference in our community through Girl Scouting. Click here to read our bi-monthly staff newsletter to take a closer look. Find out more about our commitment to Diversity, Equity, Inclusion, and Accessibility at this link. The starting salary range for this position is $76,000 - $80,000. About Us At Girl Scouts Nation's Capital, we believe in the power of youth leadership. Our mission is to build Girl Scouts of courage, confidence, and character who make the world a better place. We serve over 45,000 youth and 31,000 adult members across the District of Columbia and 25 counties in Maryland, Virginia, and West Virginia. We are dedicated to creating a vibrant and inclusive community where youth can thrive, learn new skills, and discover their leadership potential.

ProSidian is a Management and Operations Consulting Firm focusing on providing value to clients through tailored solutions based on industry-leading practices. We help forward-thinking clients solve problems and improve operations. With a reputation for its strong CONUS/OCONUS practice spanning six solution areas, ProSidian services focus on the broad spectrum of Risk Management, Compliance, Business Process, IT Effectiveness, Energy & Sustainability, and Human Capital. Launched by former Big 4 Management Consultants; our multidisciplinary teams bring together the talents of nearly 190 professionals globally to complete a wide variety of engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes. Our Services are deployed across the enterprise, target drivers of economic profit (growth, margin, and efficiency), and are aligned at the intersections of assets, processes, policies, and people delivering value. ProSidian clients represent a broad spectrum of industries to include but are not limited to Energy, Manufacturing, Chemical, Retail, Healthcare, Telecommunications, Hospitality, Pharmaceuticals, Banking & Financial Services, Transportation, Federal and State Government Agencies. Learn More About ProSidian Consulting at ****************** Job Description ProSidian Seeks a Diversity and Inclusion Manager with Security Clearance (6) in Arlington, VA and surrounding cities to support an engagement for an agency of the United States Federal Government that is part of the reserve components of the United States Armed Forces. The scope of this contract encompasses, the following type functional areas: organizational assessments using Information Technology based methods, procedures and models, cost analysis, special projects/studies, information technology support, facilitation, administration, logistics, consulting, and training support services. As an integral part of this tasking, The ProSidian Engagement Team shall use current information technology to record, track, coordinate, manage, retrieve, and promulgate data and other associated information related to the tasks described in the Performance Work Statement. The Army National Guard (ARNG) acts as the executive agent for the 54 State and Territories, Joint Forces Commands and as the liaison with Congress, the Office of the Secretary of Defense (OSD) and the Headquarters, Dept. of the Army (HQDA). The purpose of this contract is to provide the necessary level of professional, technical, organizational, and business improvement and support services required to facilitate the overall objectives of the ARNG and its members/detachments/units within the 54 States and Territories, including the ARNG Headquarter Directorate. This contract provides consolidated contract support for Temple Army National Guard Readiness Center (TARC), ARNG Headquarters. This requirement will support various divisions and directorates such as; Chief of Staff Contract Management Branch (CSO-C), Human Resources Directorate (HRZ), Chief of Staff Property Book (CSO-PB), Chief of Staff front office (CSZ), Chief of Staff Secretary of the General Staff (SGS) (CSO-S), Equal Opportunity and Diversity Office (EO), and the Resource Management Directorate (RMZ). The purpose of this contract is to provide administrative and business support services across multiple ARNG TARC offices. These services include the following: Provide administrative services for Equal Opportunity and Diversity Program including attending meetings, updating EO Task Management Tools (TMT), providing program reports after researching and evaluating diversity data and the ARNG Diversity Strategic Plan, monitoring and updating the Diversity Dashboard and Strategic Plan, providing training and technical information on how to use demographic data to better assist their employees, analyzing the EO budget and provide recommendations to improve future funding requirements and models for EO/Diversity programs, and providing general support to all EO meetings and conferences Provide technical writing and editing support for various organizations and offices within the ARNG, including, but not limited to, reviewing and ensuring correspondence aligns with ARNG policies, guidance, and regulations, recommending revisions to any written products, monitor and provide announcements to ARNG personnel, and conducting research in order to verify organizational procedures Provide supply operations including inspections of equipment to determine if equipment can be re-utilized Manage TMT for various organizations and offices of the ARNG Utilize the Defense Travel System (DTS) to build trip itineraries and track travel conducted by ARNG personnel Coordinate and facilitate meetings for various organizations and offices of the ARNG including taking meeting notes and printing/posting daily calendars for personnel Provide technical editing knowledge when reviewing training slides and make oral presentations when necessary during training courses Provide property book and supply administration including reviewing the TARC property books for inventory updates, imbalances, and other discrepancies, prepare transactions for government approval using ARNG programs, and prepare and execute annual inventory schedule of primary hand receipts Process personnel assignment packets for various organizations and offices Diversity and Inclusion Manager with Security Clearance Candidates shall work to support requirements for Program Support and primary role is to manage all tasks under the Performance Work Statement, which could include administrative support or managing meetings, researching and reviewing Equal Opportunity (EO) and Diversity and Inclusion (DI) historical data in the entire ARNG, providing recommendations to strengthen EO and DI efforts in the ARNG, ensuring all deliverables are accounted for and submitted promptly to the client, providing administrative support across multiple TARC offices and organizations, and evaluating standard operating procedures of all TARC programs and offices. Have experience managing projects dealing with Equal Opportunity and Diversity and Inclusion directly Recommend EO and DI advancements for the benefit of the entire organization. Have the ability to research, analyze, and evaluate EO and DI trends, both recent and historical. Use project management tools, techniques, processes, and systems as required. Provide ad hoc business analysis and reporting Administer data collection, verification, and validation initiatives. Communicate clearly and concisely with excellent writing, editing, and presentation skills. Perform day-to-day operation of contract support operation Write, prepare formal presentations, and provide program-level communications. Comply with IT Governance standards, policies, and procedures. Qualifications The Diversity and Inclusion Manager with Security Clearance shall have consecutive employment in a position with comparable responsibilities within the past five (5) years, Must be able to use a computer to communicate via email; and proficient in Microsoft Office Products (Word/Excel/Power point) and related tools and technology required for the position. Work products shall be thorough, accurate, appropriately documented, and comply with established criteria. The candidate shall ensure that duties are performed in a competent and professional manner that meets milestones/delivery schedules as outlined. Secret Security Clearance is required for this position. A bachelor's degree is required with at least three years work experience in Diversity and Inclusion management, Equal Opportunity management, human resources, communication, or similar. Security Clearance is required. TRAVEL: Travel as coordinated with the technical point of contact and approved in writing by the Contracting Officer in advance, is allowed, in accordance with Federal Travel Regulations. LOCATION: Work shall be conducted at the Arlington, VA U.S. Citizenship Required Excellent oral and written communication skills Proficient with Microsoft Office Products (Microsoft Word, Excel, PowerPoint, Publisher, & Adobe) All ProSidian staff must be determined eligible for a “Facility Access Authorization” (also referred to as an “Employment Authorization”) by the USG's designated Security Office. Additional Information As a condition of employment, all employees are required to fulfill all requirements of the roles for which they are employed; establish, manage, pursue, and fulfill annual goals and objectives with at least three (3) Goals for each of the firms Eight Prosidian Global Competencies [1 - Personal Effectiveness | 2 - Continuous Learning | 3 - Leadership | 4 - Client Service | 5 - Business Management | 6 - Business Development | 7 - Technical Expertise | 8 - Innovation & Knowledge Sharing (Thought Leadership)]; and to support all business development and other efforts on behalf of ProSidian Consulting. CORE COMPETENCIES Teamwork - ability to foster teamwork collaboratively as a participant, and effectively as a team leader Leadership - ability to guide and lead colleagues on projects and initiatives Business Acumen - understanding and insight into how organizations perform, including business processes, data, systems, and people Communication - ability to effectively communicate to stakeholders of all levels orally and in writing Motivation - persistent in pursuit of quality and optimal client and company solutions Agility - ability to quickly understand and transition between different projects, concepts, initiatives, or work streams Judgment - exercises prudence and insight in decision-making process while mindful of other stakeholders and long-term ramifications Organization - ability to manage projects and activity, and prioritize tasks ------------ ------------ ------------ OTHER REQUIREMENTS Business Tools - understanding and proficiency with business tools and technology, including Microsoft Office. The ideal candidate is advanced with Excel, Access, Outlook, PowerPoint and Word, and proficient with Adobe Acrobat, data analytic tools, and Visio with the ability to quickly learn other tools as necessary. Business Tools - understanding and proficiency with business tools and technology, including Microsoft Office. The ideal candidate is advanced with Excel, Access, Outlook, PowerPoint and Word, and proficient with Adobe Acrobat, data analytic tools, and Visio with the ability to quickly learn other tools as necessary. Commitment - to work with smart, interesting people with diverse backgrounds to solve the biggest challenges across private, public and social sectors Curiosity - the ideal candidate exhibits an inquisitive nature and the ability to question the status quo among a community of people they enjoy and teams that work well together Humility - exhibits grace in success and failure while doing meaningful work where skills have impact and make a difference Willingness - to constantly learn, share, and grow and to view the world as their classroom ------------ ------------ ------------ BENEFITS AND HIGHLIGHTS ProSidian Employee Benefits and Highlights: Your good health and well-being are important to ProSidian Consulting. At ProSidian, we invest in our employees to help them stay healthy and achieve work-life balance. That's why we are also pleased to offer the Employee Benefits Program, designed to promote your health and personal welfare. Our growing list of benefits currently include the following for Full Time Employees: Competitive Compensation: Pay range begins in the competitive ranges with Group Health Benefits, Pre-tax Employee Benefits, and Performance Incentives. For medical and dental benefits, the Company contributes a fixed dollar amount each month towards the plan you elect. Contributions are deducted on a Pre-tax basis. Group Medical Health Insurance Benefits: ProSidian partners with BC/BS, to offer a range of medical plans, including high-deductible health plans or PPOs. ||| Group Dental Health Insurance Benefits: ProSidian dental carriers - Delta, Aetna, Guardian, and MetLife. Group Vision Health Insurance Benefits: ProSidian offers high/low vision plans through 2 carriers: Aetna and VSP. 401(k) Retirement Savings Plan: 401(k) Retirement Savings Plans help you save for your retirement for eligible employees. A range of investment options are available with a personal financial planner to assist you. The Plan is a pre-tax Safe Harbor 401(k) Retirement Savings Plan with a company match. Vacation and Paid Time-Off (PTO) Benefits: Eligible employees use PTO for vacation, a doctor's appointment, or any number of events in your life. Currently these benefits include Vacation/Sick days - 2 weeks/3 days | Holidays - 10 ProSidian and Government Days are given. Pre-Tax Payment Programs: Pre-Tax Payment Programs currently exist in the form of a Premium Only Plan (POP). These Plans offer a full Flexible Spending Account (FSA) Plan and a tax benefit for eligible employees. Purchasing Discounts & Savings Plans: We want you to achieve financial success. We offer a Purchasing Discounts & Savings Plan through The Corporate Perks Benefit Program. This provides special discounts for eligible employees on products and services you buy on a daily basis. Security Clearance: Due to the nature of our consulting engagements there are Security Clearance requirements for Engagement Teams handling sensitive Engagements in the Federal Marketplace. A Security Clearance is a valued asset in your professional portfolio and adds to your credentials. ProSidian Employee & Contractor Referral Bonus Program: ProSidian Consulting will pay up to 5k for all referrals employed for 90 days for candidates submitted through our Referral Program. Performance Incentives: Due to the nature of our consulting engagements there are performance incentives associated with each new client that each employee works to pursue and support. Flexible Spending Account: FSAs help you pay for eligible out-of-pocket health care and dependent day care expenses on a pre-tax basis. You determine your projected expenses for the Plan Year and then elect to set aside a portion of each paycheck into your FSA. Supplemental Life/Accidental Death and Dismemberment Insurance: If you want extra protection for yourself and your eligible dependents, you have the option to elect supplemental life insurance. D&D covers death or dismemberment from an accident only. Short- and Long-Term Disability Insurance: Disability insurance plans are designed to provide income protection while you recover from a disability. ----------- ------------ ------------ ADDITIONAL INFORMATION - See Below Instructions On The Best Way To Apply ProSidian Consulting is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, or Vietnam era, or other eligible veteran status, or any other protected factor. All your information will be kept confidential according to EEO guidelines. ProSidian Consulting has made a pledge to the Hiring Our Heroes Program of the U.S. Chamber of Commerce Foundation and the “I Hire Military” Initiative of The North Carolina Military Business Center (NCMBC) for the State of North Carolina. All applicants are encouraged to apply regardless of Veteran Status. Furthermore, we believe in "HONOR ABOVE ALL" - be successful while doing things the right way. The pride comes out of the challenge; the reward is excellence in the work. FOR EASY APPLICATION USE OUR CAREER SITE LOCATED ON ************************* OR SEND YOUR RESUME'S, BIOS, AND SALARY EXPECTATION / RATES TO ***********************. ONLY CANDIDATES WITH REQUIRED CRITERIA ARE CONSIDERED. Be sure to place the job reference code in the subject line of your email. Be sure to include your name, address, telephone number, total compensation package, employment history, and educational credentials.