Human Resources

• Partner in the execution and delivery of value-added HR services
• Work closely with business, HR leaders, and COE partners to integrate existing tools for leadership development
• Build relationships with managers and employees to provide effective HR guidance and coaching
• Partner with Talent Acquisition to develop new sources for identifying talent
• Participate in select interviews to assess candidates for key roles
• Collaborate with HR leadership on key compensation initiatives
• Support DEI initiatives and key HR projects
• Anticipate opportunities or issues and develop innovative solutions
• Provide counsel for managers and supervisors on employee relations issues
• Conduct on-site internal investigations and prepare reports
• Support HR-related activities

Bilingual Senior HR Generalist

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Oversee the recruitment process by: collaborating with state leadership to assess employment needs, participating in recruiting efforts to identify and hire qualified candidates, and proactively developing talent pipelines through various internet search tools.
• Manage the job posting process including assisting with interviews, extending offers, and conducting or acquiring background checks.
• Lead new hire orientation and ensure new hires are properly and efficiently onboarded and entered into the HRIS.
• Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
• Maintain accurate and up-to-date human resource files, records, and documentation in the company HRIS system and perform periodic audits.
• Assist with payroll functions including answering employee questions, fixing processing errors, and auditing timesheets on a weekly basis.
• Assist with all clerical duties of the HR team, including planning and execution of special events such as open enrollment, organization-wide meetings, and employee recognition events.
• Respond to inquiries in the HR shared inbox including postal mail, important notices, and employment verification requests from State Agencies.
• Assist with troubleshooting any technical challenges experienced in states related to recruitment, onboarding, or other HR processes.
• Serve as the first point of contact for state staff regarding minor employee relations issues.
• Cross collaborate with other departments including organizing/field, data, finance, legal, and operations.
• Encourage open communication, discussion and feedback for all staff, promoting an inclusive and supportive team culture.
• Other duties, responsibilities and activities may change or be assigned at any time with or without notice.

National Human Resources Generalist

• Provide consulting services throughout the Washington, DC metro area
• Partner with organizational leadership to align human resources strategy with business objectives
• Serve as trusted advisors
• Maintain subject matter expertise in HR operational and tactical areas

Human Resources Management Consultant

• Serve as a trusted thought partner to senior leaders on talent and organizational design challenges
• Partner with client groups and Talent Acquisition to acquire diverse and skilled talent
• Drive successful execution of the performance management process within assigned client groups
• Collaborate with clients on internal movement decisions
• Report on assigned KPIs including headcount management

Senior Director, Human Resources Business Partner

• Provides client support on HR matters
• Interprets client contracts and management of billable work
• Serves as contact for clients and clients’ employees
• Keeps internal and external management advised of potential problem areas
• Develops, prepares, and conducts training content for webinars
• Maintains professional and technical knowledge by attending educational workshops
• Other duties as assigned

HR Consultant

• receive and review information provided by management to prepare position descriptions based on available information sources
• evaluate existing position descriptions using OPM position classification standards, principles, and methodology to determine appropriate titles, series, grades
• refer all GS-13 and above position descriptions to EOUSA for review before beginning any staffing and recruitment work
• provide technical classification assistance to supervisors and managers on position management and job content options

Senior Human Resources Specialist – Classification, Position Management

• Serve as a trusted thought partner to senior leaders on talent and organizational design challenges
• Partner with client groups and Talent Acquisition to acquire diverse and skilled talent
• Drive successful execution of the performance management process
• Collaborate with clients on internal movement decisions
• Report on assigned KPIs including headcount management

• Manage the RFP (proposal) process for new business as well as existing/growing business
• Collaborate with internal and external customers (Sales Representatives, Brokers, Underwriters, and Employers) to provide the best possible outcome for all parties involved
• Negotiate pricing, rate competitiveness, and product enhancements
• Analyze all RFP documents for underwriting feasibility, experience evaluation, and proposal accuracy
• Administer re-quotes and corrections
• Manage Salesforce data input, stage updates, document uploads, reports, probability, and pipeline

Employee Benefits Proposal Specialist

• Support end-to-end HR service delivery across personnel actions, employee lifecycle changes, and HR transactions.
• Coordinate closely with Payroll to ensure accurate processing of hires, terminations, changes, and audits.
• Assist with benefits administration coordination, including eligibility tracking, enrollments, and employee inquiries.
• Support general HR inquiries and conduct research of policies and procedures, as needed.
• Maintain accurate employee data across HR systems and ensure compliance with internal policies and applicable regulations.
• Support onboarding, offboarding, and employee documentation processes in partnership with HR leadership.
• Run standard and ad-hoc HR reports related to headcount, turnover, hiring activity, benefits, and workforce trends.
• Track and maintain HR and Talent Acquisition KPIs (e.g., time-to-fill, pipeline metrics, hiring volume, retention, turnover, and other workforce data).
• Support HR dashboards and reporting for leadership, ensuring data integrity and consistency.
• Assist with audits, data validation, and reconciliation across HR, ATS, and payroll systems.
• Support recruitment and hiring efforts across corporate and program roles.
• Assist with requisition tracking, job postings, candidate workflow coordination, and interview scheduling.
• Partner with Recruiters and Hiring Managers to ensure hiring processes are followed and timelines are met.
• Support offer coordination, pre-employment steps, and hiring documentation.
• Track recruiting activity and hiring metrics to support TA planning and performance reporting.
• Identify opportunities to improve HR processes, workflows, and reporting efficiency.
• Support documentation of HR procedures, SOPs, and job aids.
• Serve as a liaison between HR, Talent Acquisition, Payroll, I.T., PMO and internal stakeholders to ensure smooth service delivery.
• Provide responsive, professional support to employees and managers on HR-related inquiries.

HR Operations Analyst

• Serve as the primary strategic HR partner to Regional Vice Presidents and Market Operations Directors across multiple markets.
• Recommend, translate, and execute people initiatives aligned with operational goals, including workforce planning, leadership capability, retention, and culture.
• Anticipate emerging needs and challenges, proactively offering solutions—not just surfacing issues.
• Use data, trends, and insights to inform decisions and create interventions that scale across regions and store formats.
• Lead with a high level of independence, navigating ambiguity while influencing leadership toward optimal people decisions.
• Influence leaders toward effective, long-term people decisions through strong judgment, business acumen, and operational understanding.
• Operate with end-to-end ownership, shifting fluidly between strategic planning, project execution, and tactical tasks that support daily operations.
• Drive and support enterprise initiatives (performance cycles, compensation reviews, org design changes, HR system launches) while ensuring field execution and adoption.
• Build repeatable, scalable processes that reduce manual lift for stores and improve consistency across regions.
• Establish rhythms, standards, and operating mechanisms that ensure consistency of HR support across regions.
• Diagnose root causes of operational and people challenges such as turnover, staffing models, leadership gaps, and team effectiveness, and develop targeted, scalable solutions to address them.
• Partner with field leaders to design and execute workforce plans that support current and future business needs, including staffing strategies, labor optimization, performance management, and leadership bench development.
• Implement interventions that improve operational readiness, strengthen leadership performance, and reinforce long-term organizational health across markets.
• Use analytical and dashboards to generate insights and make data-backed recommendations that enhance workflows, shift behaviors, and influence long-term strategy.
• Serve as the escalation point for complex employee relations matters across multiple districts.
• Guide leaders in consistent application of policies, values, and leadership behaviors.
• Shape and reinforce programs that enhance engagement, build teamwork, and reduce avoidable employee friction.
• Partner with Talent Acquisition on hiring strategies, forecasting, and capability planning for leaders and hourly teams.
• Support and influence leadership development, succession planning, career pathing, and bench readiness for multi-unit operations.
• Coach leaders to elevate their decision-making, communication, and team leadership effectiveness.
• Ensure all practices comply with federal, state, and local requirements across a growing multi-state footprint.
• Partner cross-functionally to ensure strong execution of core HR programs including benefits, compensation, accommodations, investigations, and performance cycles.
• Apply strong risk judgment to protect the business while maintaining trust and fairness across teams.
• Lead people-related components of change tied to new market expansion, org design shifts, process improvements, or structural realignments.
• Diagnose operational inefficiencies and create scalable HR processes that support growth and reduce complexity for leaders.
• Influence field adoption of new tools, systems, and workflows through clear communication and partnership.

Regional HR Business Partner

• Support the design, implementation, and ongoing enhancement of benefits programs, including health & welfare, retirement, leave, and well-being initiatives across multiple regions
• Administer day-to-day benefits operations, including enrollments, renewals, and lifecycle activities, ensuring accuracy, consistency, and a strong employee experience
• Manage and coordinate with benefits vendors (e.g., health, retirement, leave, and well-being providers), ensuring adherence to contractual obligations and delivery of high-quality services
• Support and contribute to end-to-end implementation of new vendors and programs, including participation in RFP processes, project management, change management, and post-implementation audits
• Partner cross-functionally with HR, Payroll, HRIS, Finance, Legal, and regional stakeholders to support program delivery, resolve issues, and ensure alignment across functions
• Resolve complex and escalated employee issues related to eligibility, claims, and vendor administration in partnership with internal teams and external providers
• Support annual enrollment processes, including planning, system testing, audits, and employee communications
• Collaborate with internal and external communications teams to develop clear, accurate, and engaging benefits communications for a diverse workforce
• Analyze benefits data, trends, and costs in partnership with external consultants and internal stakeholders to identify insights, cost-saving opportunities, and program enhancements
• Prepare reports, presentations, and recommendations for leadership to support decision-making and continuous improvement
• Support compliance with regulatory requirements, including preparation and coordination of required filings, documentation, and audits (e.g., U.S. ERISA-related filings)
• Assist with billing, financial tracking, reporting, and reconciliation activities to ensure accuracy and fiscal discipline
• Identify and drive process improvements to enhance operational efficiency, data integrity, and service delivery across multiple benefits programs
• Support HRIS and benefits system updates, integrations, and data management, ensuring accuracy and understanding downstream impacts of changes.

Principal Benefits Specialist

• Providing operational support to various functions and practice groups within firm offices
• Serving as a point of contact for all human resources questions, including but not limited to Paid Time Off (PTO), timekeeping system application, benefits eligibility, leave eligibility, accommodation requests, and recruiting
• Managing timekeeping activities, including following up with managers and supervisors to ensure all timecards are approved
• Leading new hire orientation and developing programs to facilitate new employee integration during the first year of employment
• Partnering with colleagues in relevant departments to facilitate seamless communications and promote proactive services
• Protecting and maintaining any highly sensitive, confidential, privileged, financial, and/or proprietary information that Latham & Watkins retains

Human Resources Generalist

• Provide executive-level leadership for all HR functions, ensuring policies and practices reflect Cato’s mission of personal liberty, individual freedom, and organizational excellence.
• Develop long-term HR strategies that support workforce planning, organizational culture, and ongoing operational needs.
• Lead the evolution of HR systems, processes, and programs—including openness to responsible and ethical use of AI-powered tools to enhance efficiency, analytics, and employee experience.
• Partner with senior leadership to design and execute organizational development initiatives, talent strategies, and cultural priorities.
• Oversee, mentor, and develop the HR team, ensuring high performance, accountability, and alignment with organizational mission and values.
• Provide executive oversight of recruitment, onboarding, and separation processes, ensuring they are efficient, equitable, and mission-aligned.
• Direct the administration and continuous improvement of compensation structures, salary reviews, and title frameworks.
• Ensure rigorous compliance with federal, state, and local labor laws, regulatory requirements, and internal controls.
• Oversee employee relations, conflict resolution, and personnel matters, engaging legal counsel when appropriate.
• Supervise benefits administration and compliance in partnership with the Human Resources Manager.
• Lead development, communication, and annual review of all HR policies, procedures, and process documentation.
• Serve as the strategic owner and senior super-user of the HCM system (Paylocity), guiding optimization and cross-functional use.
• Promote adoption of HR self-service tools and evaluate emerging technologies—including AI applications—to streamline HR operations and enhance decision-making.
• Recommend, coordinate, and oversee professional development and training initiatives for staff.
• Foster a mission-aligned, high-trust work environment rooted in personal responsibility, liberty, and mutual respect.
• Support broader organizational operations, contributing to cultural stewardship and continuous improvement.

Director of Human Resources

• Shadow HR Coordinator, Talent during new hire orientation to observe and support the process
• Assist with scheduling and note-taking during 30-day onboarding interviews with new hires.
• Support the creation of new employee profiles and help launch onboarding documents in HRIS system.
• Assist with tracking and updating progress in the Onboarding Revamp project in ICCT project management tool.
• Help schedule interviews and assist with coordinating interview logistics.
• Support sending reference check requests for potential candidates.
• Assist HR Manager with background research and gathering resources to support the Train-the-Trainer program.
• Help prepare and format presentation materials for L&D Committee meetings.
• Provide general coordination and administrative support for the ICCT’s learning management system implementation and system roll-out.
• Help coordinate employee events, including assisting with scheduling employees for the Leadership Foundations Program, and drafting employee communications using MS Office Suite tools.
• Assist with the HR policy review process and help upload finalized versions to the HR intranet.
• Help gather and organize information about state leave programs, eligibility criteria, and employer obligations in all U.S.-registered states where ICCT operates.
• Help compile information about employer compliance and procedures (such as sexual harassment policies) for applicable U.S. states.
• Support the transfer of updates from the U.S. employee handbook to regional handbooks under HR team direction.
• Assist JEDI Champions with maintaining and updating an event calendar for the remainder of the calendar year.
• Help JEDI Champions and regional operations staff research local printing vendors for JEDI awareness posters.
• Support the creation of slide decks for JEDI Committee meetings, including upcoming holidays and committee updates.
• Assist with an HRIS audit by helping identify missing employee details and cross-referencing records with other systems.
• Help research global employer branding strategies and compile findings for HR team review.
• Support update to HR templates to align with the Communications Visual Style Guide.
• Assist with documenting standard operating procedures (SOPs) for key HR processes under team guidance.
• Help schedule and track recurring meetings for the HR team.
• Shadow and support the HR Coordinator, Talent on contributions to the monthly HR Newsletter and All-Staff Communication slides.

Summer Intern, HR

• Instacart’s People Team is at an inflection point — scaling a world-class HR function while simultaneously partnering with some of the company’s fastest-growing organizations.
• The CPO and People leadership team have a trusted, highly capable thought partner.
• Advertising, Commercial, and adjacent go-to-market organizations have a consistent, high-quality HRBP experience.
• The HRBP team you manage is performing at a higher level than when you arrived.
• Scalable People frameworks, processes, and workflows are in place across critical cycles.
• Complex organizational challenges are navigated with clarity, speed, and minimal disruption to the business.

Director, HR Business Partnership

• Serve as the primary day-to-day HR point of contact for business leaders, Directors, and front-line managers across the Rentals organization
• Execute high-impact coaching and consultation for senior leaders and managers on complex performance management, organizational development, and leadership capabilities
• Proactively design and implement scalable, strategic HR programs and solutions that drive business outcomes and organizational effectiveness across the full Rentals portfolio
• Provide strategic guidance on organizational design, workforce planning, performance management, and compliance;
• Conduct investigations of workplace policy violations with guidance from the HR Director.
• Partner with Rentals leaders and the broader people team to develop and execute unified HR strategies that champion growth, innovation, and organizational effectiveness
• Assess human resources needs across your Rentals client groups
• Support the communication, rollout, and execution of cyclical HR programs and initiatives for your client groups
• Leverage data and feedback to identify trends and recommend actions to improve team health, retention, and performance across the Rentals organization

Human Resources jobs in District of Columbia

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Bilingual Senior HR Generalist

Senior Human Resources Business Partner

National Human Resources Generalist

Human Resources Management Consultant

Senior Director, Human Resources Business Partner

HR Consultant

Senior Human Resources Specialist – Classification, Position Management

Senior Director, Human Resources Business Partner

Employee Benefits Proposal Specialist

HR Operations Analyst

Regional HR Business Partner

Principal Benefits Specialist

Human Resources Generalist

Director of Human Resources

Summer Intern, HR

Director, HR Business Partnership

Senior HR Business Partner