Human Resources Manager

mPower•Bethesda, MD

About The Position

mPower, Inc. is seeking an experienced, proactive, hands-on Human Resources Manager to lead and continuously improve the company’s human resources operations. The position strengthens HR policies, processes, and services; ensures regulatory compliance; and supports the workforce needs of a growing federal government contracting organization. The role combines operational expertise with strategic thinking and works closely with executive leadership, program management, Contracts, and other operational teams to align HR practices with business needs, contractual requirements, and employee expectations. The HR Manager independently manages HR responsibilities, advises leadership, identifies opportunities for improvement, and implements practical, scalable solutions. The role oversees HR operations, employee relations, performance management, benefits and HR administration, compliance, workforce support for government contracts, and talent and organizational initiatives. It also supervises, mentors, and develops assigned HR staff. The stated salary range is $100,000–$120,000 per year. mPower, Inc. is an Equal Opportunity/Affirmative Action employer. The company notes that AI tools may support parts of its hiring process, but final hiring decisions are made by humans.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least 7 years of progressive human resources experience, including at least 2 years in an HR management role leading HR operations and supervising staff.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Demonstrated experience independently managing HR operations, advising leadership, and exercising sound judgment on complex employee relations and workforce matters.
Experience developing, implementing, and improving HR policies, procedures, processes, and systems to enhance operational effectiveness.
Demonstrated ability to proactively identify organizational needs, recommend solutions, and independently manage HR initiatives.
Strong knowledge of federal and state employment laws, benefits administration, performance management, and HR compliance.
Strong organizational, communication, leadership, and problem-solving skills.
Proficiency with HRIS platforms, Microsoft Office, and HR reporting tools.

Nice To Haves

Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
Additional HR management experience, including responsibility for improving or scaling HR operations.
Experience supporting a federal government contracting organization.
Working knowledge of GSA Multiple Award Schedule requirements, labor categories, and federal contract workforce administration.
Experience supporting a multistate workforce and employees working at government client locations.
Experience coordinating workforce-related activities with Contracts, program management, and executive leadership.
Experience improving HR technology, reporting, and operational processes.

Responsibilities

Lead and manage daily HR operations, providing consistent, effective, and compliant HR services.
Develop, implement, and continuously improve HR policies, procedures, processes, and systems.
Provide proactive HR guidance and recommendations to executive leadership on workforce matters, compliance, organizational effectiveness, and employee-related risks.
Assess HR challenges, recommend practical solutions, and lead initiatives through implementation.
Establish consistent HR practices, documentation standards, reporting, and accountability measures.
Supervise, mentor, and develop assigned HR staff; set clear expectations and promote accountability.
Evaluate opportunities to use HR technology, automation, and reporting to streamline processes and improve service delivery.
Support HR planning and initiatives aligned with strategic and operational priorities.
Serve as a primary resource for employee relations matters and provide guidance to employees, managers, and leadership.
Manage employee relations concerns, workplace investigations, corrective actions, and employee separations.
Advise program managers and executive leadership on performance, workplace conduct, and personnel actions.
Ensure employee relations matters are handled consistently, professionally, and with appropriate documentation and confidentiality.
Oversee performance management processes and recommend improvements supporting employee accountability and development.
Oversee employee lifecycle processes, including onboarding, employee changes, benefits administration, leave management, and offboarding.
Manage benefits administration, annual open enrollment, vendor coordination, and benefits communications.
Ensure compliance with applicable federal, state, and local employment laws and regulations.
Oversee HRIS administration, personnel records, employee data accuracy, and required reporting.
Coordinate with payroll and accounting on compensation changes, benefits deductions, and other payroll-related matters.
Administer and maintain HR policies, employee handbook materials, and employment procedures.
Monitor regulatory developments and recommend policy or process changes.
Support HR-related audits, compliance reviews, and organizational quality initiatives.
Support HR requirements associated with federal government contracts, including GSA contracting requirements, labor category qualifications, and workforce documentation.
Partner with Contracts and program management on staffing requirements, contract transitions, and workforce-related compliance.
Coordinate with Contracts on engagement and administration of specialized professional consulting resources, including onboarding, documentation, and engagement processes.
Support workforce planning for new contract awards, contract modifications, and changing program requirements.
Ensure HR practices and workforce processes align with contractual obligations and organizational policies.
Collaborate with recruiting personnel and hiring managers on workforce planning, staffing priorities, and hiring practices.
Support employee development, retention, and performance management initiatives.
Partner with internal teams on employee-focused initiatives, communications, and organizational improvements.
Identify ways to strengthen HR support for employees at government client sites, remote locations, and the back office.