The Human Resources Manager leads and directs a team of HR staff and work strategically and pro-actively with the aligned leadership team to understand and execute the company’s strategic goals and enforce HR policies and practices as it relates to current and future talent needs, retention, recruiting, benefits and leave, and employee complaints and grievances. Due to the varying needs of each portfolio and/or contract across the company, the tasks of each position may focus more heavily on one of the below areas, as opposed to another. This position supports multiple locations in several states and flexibility for some overnight travels is a requirement.

Primary Duties

The requirements listed below are representative of the knowledge, skill, and ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Provides support and guidance to HR generalists and hiring managers in recruiting and selection process. Coordinates and conduct exit interviews to determine reasons for voluntary separation to increase retention.Maintains compliance with federal, state, and local employment laws and regulations and recommended best practices are aligned with all government and EEOC policies, procedures, and regulations. Provides direction and education to direct reports to achieving department’s goals, and processes.Educates managers on changes to existing policies and/or processes. Coordinates the completion of all necessary on-boarding and integration materials and documentation for all new hires, rehires, transfers, and promotion. Runs weekly report of “HR Employees List” in Workday to check for and rectify discrepancies. Process all HRIS requests in Workday. Ensure compliance with AbilityOne, and Service Contract Act (SCA) regulations, Collective Bargaining Agreement (CBA) and ServiceSource’s policies, also ensure timely enrollment of benefits is completed by new hires within 30 days of hire. Oversee employee disciplinary meetings, terminations, and timely investigation and ensure timely termination of employees who have separated from the organization.

Additional Responsibilities

Ensures HR partners’ completion of initial onboarding and employee life cycle.Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment laws that require Affirmative Action for the organization.Educates managers and employees on HR standard operating procedures. Maintains accurate and comprehensive records of all investigations and resulting conclusions. Communicates results to affected employees and managers. Notes ongoing complaint trends and suggests policy changes or clarifications. Ensures timely processing of Reasonable Accommodation requests and FMLA requests. Discusses discrepancies with management. Discusses non-Wage Determination Rate changes with the Compensation Team. Ensures accuracy of all documentation.  Verifies terminations/changes are accurately entered in employee’s profile.Processes requests for benefit programs, including tuition assistance, leave donation programs. Ensures current job descriptions are assigned on each employee’s record and updated as necessary as notified by managers. Ensures timely communication of training requirements for new hires, promotions, and transfers. Conducts training classes when requested. Participates in and ensures HR compliance with all regulatory bodies. Leads the maintenance of confidential personnel files and benefits records in accordance with the organization’s policies and HR laws. Communicates ServiceSource’s policies and procedures consistently, clearly, and objectively.Performs other responsibilities as assigned. ​​​

Qualifications: Education, Experience and Certification(s)

Requires a bachelor’s degree in human resources or a related discipline and a minimum of seven (7) to ten (10) years of hands-on experience in HR showing a progression of increased responsibility. 15 years of work-related experience may substitute for a bachelor’s degree.Prior direct supervisory experience required.Willingness and ability to travel locally in the DC, MD, and VA area required.Willingness and ability to occasionally travel overnight and outside of the DC, MD, VA area required.Possess HR certification or the ability to obtain HR certification preferred.

Knowledge, Skills, and Abilities

In depth knowledge of human resources laws and corresponding compliance requirements required including; FLSA, FMLA, SCA, COBRA, EEO, ERISA, and HIPAA.Communicate in a confident, clear, and professional manner, verbally and in written communications.Ability to inspire, coach, and lead a team.Conduct all work with high sense of confidentiality, accuracy, and professionalism.Ability to work effectively in a fast-paced work environment.Communicate with executives and senior leadership.Strong computer skills to include proficiency with Microsoft Office software, specifically Word and Excel.Requires ability to learn and become expert user of HRIS system (Workday).

Safety & Health Responsibilities

ServiceSource is committed to providing and maintaining a safe, secure, and healthy work environment for all employees, persons-served, volunteers and visitors. As part of this commitment, ServiceSource has developed safety, security and occupational health policies, practices, guides, and standards. With this understanding, all employees are required to:

Adhere to all local, state, and federal safety and environmental codes, ordinances, standards, and laws.Adhere to all corporate and local safety plans, policies, practices, and standards.Be aware of and follow all safety rules of your work site.Report any unsafe conditions or accidents to your supervisor.Practice standard precautions (formerly universal precautions) always.Participate in mandatory or available safety training.

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 essential functions.

While performing the duties of this job, the employee is regularly required to stand; reach with hands and arms; and talk or hear. The employee is occasionally required to walk and sit. The employee may occasionally lift or move products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

ServiceSource has been building partnerships and providing services for adults with developmental disabilities in Northern Virginia for over 50 years. We continue to be an employer of choice by offering:     

Over three (3) weeks of paid time-off during the first year, and ten (11) Federal Holidays observed!

Full Health, Vision, and Dental coverage from Cigna with premium cash-back opportunities for employees and family members.

Retirement Matching and generous 403(b) and 401(a) options.

100% Company-Paid Life Insurance, AD&D Insurance, and Disability Insurance

Established promotion opportunities and clear career pathways.

Tuition reimbursement and professional development funds available

$500 annual reimbursement for your personal wellness

…and much more!

We are an Equal Employment Opportunity Employer, making employment decisions without regard to a person’s race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class. We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information