Human Resource Manager

Interagency • North Bethesda, MD

4d • Onsite

About The Position

InterAgency Inc. is a minority-owned DC-based environmental consulting firm specializing in environmental, engineering, and architectural services on major water/wastewater and transportation projects throughout the Mid-Atlantic region. Our team of 30 professionals is committed to excellence in delivering the infrastructure projects that shape and strengthen the communities we serve. InterAgency is seeking a seasoned HR Manager who can build and run a full-cycle recruiting pipeline in the specialized, credential-driven A/E industry, while also owning the employee relations, compliance, and performance functions that will allow our growing professional services firm to continue growing smoothly. This role is for a highly engaged person who is detail-focused, organized, personable, trustworthy, and who can maintain a professional demeanor and strict confidentiality in all work-related interactions.

Requirements

• Bachelor's degree and 7+ years of progressive HR experience, with meaningful full-cycle recruiting/talent acquisition responsibility (references required).
• Direct experience in the architecture, engineering, or environmental consulting industry.
• Experience at a small-to-midsize firm (roughly 20–150 employees) in the DC Metro region, with working knowledge of DC/VA/MD employment law.
• Demonstrated experience building or scaling a recruiting pipeline in a competitive, specialized labor market.
• Proficient in Microsoft Office Suite and Adobe Acrobat.

Nice To Haves

• SHRM-CP/SHRM-SCP or PHR/SPHR certification (10+ years experience in a similar position, references required).
• Familiarity with government-contracting HR considerations (certified small-business programs, First Source/local-hire requirements on public projects).
• Experience with BambooHR or a comparable HRIS platform.
• Experience with Deltek Ajera or a comparable A/E-industry ERP.
• Experience recruiting for licensed/credentialed technical staff (PE, RA, PMP, CCM, etc.).

Responsibilities

• Partner with the Executive Team on workforce planning to support growth.
• Own job description development and role scoping for open positions across technical and administrative functions.
• Manage all hiring and recruiting platforms and build a proactive candidate pipeline, rather than relying solely on reactive posting.
• Lead in-person recruitment events and represent the firm at recruiting functions.
• Own initial candidate pre-screening to ensure a high-quality, well-matched candidate pool reaches hiring managers.
• Manage the full interview process and facilitate hiring decisions with project managers and executive leadership.
• Lead offer preparation, negotiation, and extension.
• Manage pre-hire coordination and follow-up with candidates through offer acceptance and start date.
• Coordinate hiring efforts with specific business development pursuits and contract awards.
• Bring current thinking on hiring strategy in a competitive, credential-driven A/E labor market.
• Continuously improve new-hire onboarding procedures and materials.
• Coordinate equipment and systems access with IT.
• Manage new-hire compliance paperwork (I-9, E-Verify, etc.).
• Lead offboarding discussions with partners and manage exit interviews and termination documentation.
• Ensure employment law compliance across all active jurisdictions (DC, VA, MD, and others as the firm expands).
• Manage and track FLSA exempt/non-exempt classifications.
• Set and administer leave policies (FMLA, DC PFL, PTO, and other leave types) and manage leave requests.
• Set policy and monitor compliance for EEO and anti-harassment standards.
• Document, escalate, and respond to HR complaints; prepare documentation as needed for subpoenas, EEOC matters, or lawsuits.
• Maintain personnel files to a legally defensible standard.
• Manage required labor-law postings and notices.
• Manage workers' compensation claims and unemployment claims, including attending unemployment hearings.
• Maintain and renew the firm's business licenses, registrations, and small-business certifications (CBE/SBE/DBE, etc.).
• Lead compensation structure design and pay-equity analysis, benchmarked against A/E industry standards.
• Manage the benefits broker relationship and lead open enrollment and employee education.
• Support Accounting on payroll-related HR inputs.
• Design and lead the performance review process and related documentation.
• Coach managers on delivering effective performance feedback.
• Develop career pathing and identify relevant credentialing/CE opportunities for staff.
• Advise on and lead retention strategy; assess employee engagement.
• Support conflict resolution and maintain the employee handbook.
• Identify and support opportunities for team-building and morale-building initiatives.
• Perform other HR duties as assigned in support of firm operations.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level