HR Manager

Level One Personnel•Columbia, MD

7d•$85,000 - $100,000

About The Position

We are seeking a dynamic, innovative, and experienced Human Resources leader to design, build, and implement the capabilities of our Human Resources department and people programs. This role is responsible for shaping a scalable HR function that supports organizational growth, strengthens culture, and aligns people’s initiatives with company strategy. The Human Resources Manager will work as a member of the Management Team and report directly to the Leadership Team. The Company runs on EOS and this position and accountability include the management of recruiting, training, and employee development functions. This position will work with internal technical team managers and external consultants to execute people strategy. This role actively participates in weekly L10 Meetings, Quarterly off-site and Annual Planning sessions.

Requirements

This position requires a minimum of a bachelor’s degree; at least 5+ years’ recent human resources leadership experience to the small or mid-sized business market; or an equivalent combination of education and/or experience.
MSP Environment Experience
Must be able to effectively communicate in specific terms about human resources and employment laws, regulations, best practices and technology.
Advanced Paylocity Experience
The Human Resources Manager must have strong understanding of HR best practices, national and local employment laws, and modern HR technology automation and support platforms
The Human Resources Manager must be emotionally mature and be able to handle difficult and complex employee and work-related situations. Candidates must possess strong problem solving, conflict resolution, and interpersonal skills. They must be self-driven and possess a positive mental attitude.
The Human Resources Manager establishes and builds relationships with third-party recruiters, trainers, and benefits vendors. This position must work closely with external vendors to ensure optimal value is achieved for the business. Willingness to meet, negotiate, evaluate and pursue improved vendor relationships is required. Capturing feedback for improving vendor service outcomes and performing necessary follow-up / due diligence without being prompted.
The Human Resources Manager must align with our Core Values; identify competing interests and find ways to balance them; values contributions of all team members and other constituencies; values team accomplishments over individual accomplishments; leverages others’ strengths and experiences to achieve team goals; cooperates with colleagues and shares resources to meet company goals.
Excellent written and verbal communication skills are essential, as well as effective organizational, multi-tasking, and prioritization skills. Candidates must be able to read, analyze, and interpret general industry periodicals, process/procedures, and governmental regulations. Candidate must be able to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. They must be able to effectively present information and respond to questions from peers, vendors, and employees.

Nice To Haves

Certification by the Society for Human Resource Management or HR Certification Institute preferred.

Responsibilities

Strategic HR Leadership
Architect the HR department structure, operating model, and long‑term people strategy for the future era of technology services and AI support.
Build scalable HR processes, policies, and talent programs that effectively develop the next generation of technical support leaders and team members.
Design and deploy people‑focused initiatives that elevate leadership, culture, and engagement.
Develop staffing plans, organizational structure updates, budgets, and workforce projections.
Recruitment & Onboarding
Lead full‑cycle recruitment, including the management of internal and external recruiters.
Management and execution of the offer processes.
Maintain job descriptions, salary bands, and market compensation benchmarks.
Oversee onboarding programs and ensure an exceptional new‑hire experience.
Compensation & Benefits
Manage compensation reviews, salary adjustments, and merit cycles.
Oversee benefits selection, broker negotiations, and cost optimization.
Prepare annual compensation statements.
Compliance, Policy & HR Operations
Ensure compliance with all federal, state, and local labor regulations.
Maintain company policies, procedures, and the employee handbook.
Oversee HRIS (Paylocity) configuration, HR automation, and accurate personnel records.
Participate in SOC audit requirements and other compliance initiatives.
Performance Management & Employee Development
Lead annual and mid-year performance reviews aligned with EOS methodology.
Develop leadership training, skill‑building programs, and career pathing.
Design and implement the Corporate University training and education program.
Support managers in building high‑performing teams.
Employee Engagement & Culture
Execute employee engagement strategies, surveys, and recognition programs.
Manage corporate reputation efforts, Glassdoor strategy, and culture initiatives.
Support EOS processes including L10 preparation, Rocks, and accountability charts.
Employee Relations
Provide guidance on employee matters with discretion and professionalism.
Support onboarding, offboarding, investigations, and disciplinary processes.