The HR Business Partner (HRBP) position acts as a strategic partner to the leaders in our programs to help them lead and build effective teams that contribute to our mission. The position develops partnerships within the HR function to deliver value added service to management and employees that reflect the strategic objectives of the organization. This role is a hybrid p

The Compensation Manager is responsible for managing the compensation function for agency staff departments. The compensation manager plans, develops and implements new and revised compensation programs, policies and procedures to align with the company's goals and competitive practices. This position is also responsible for ensuring that company compensation programs are

Operations Manage and continuously improve HRSC operations. Help in design and operationalizing processes for intake, triage, escalation, resolution, tracking, measurement, and quality control of service requests to Human Resources. Help in designing and implementing policies and procedures that enable service center representatives to work effectively, efficiently, and s

Manages a small team and is responsible for overseeing all aspects of talent management, employee development, and fostering employee growth and a positive workplace culture. Qualifications Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or related field or equivalent work experience required. An advanced degree in a related field

The Director of People Resources is responsible for supporting the overall People and Culture vision through assessing, leading, tracking and ensuring the successful implementation of strategic HR projects and requests. This position will own the HR project portfolio, determine the staffing needs of an agile pool, coach and guide their direct report(s) within the agile po

Will provide counsel to address the business needs and goals of the organization, through the process of developing and implementing Human Capital Business Plans with leaders, to include key areas such as workforce, diversity and inclusion, engagement, leadership development, continuity and talent review, onboarding (including the development of an enhanced onboarding pro