Human Resources Manager

mPower, Inc.•Bethesda, MD

3d•$100,000 - $120,000

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 role strengthens HR policies, processes, and services; ensures regulatory compliance; and supports the workforce needs of a growing federal government contracting organization. The HR Manager combines operational expertise with strategic thinking, sound judgment, and a solutions-oriented approach, independently managing HR responsibilities, advising leadership, identifying improvement opportunities, and implementing practical, scalable solutions. The HR Manager 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 role leads daily HR operations; develops and improves policies, procedures, processes, systems, documentation, reporting, and accountability; advises leadership; supervises and develops assigned HR staff; and supports workforce planning and organizational priorities. The position serves as a primary resource for employee relations, investigations, corrective actions, separations, performance management, and sensitive employment matters. It oversees employee lifecycle processes, benefits administration, open enrollment, leave management, HRIS and records, payroll coordination, employment-law compliance, audits, and handbook materials. It also supports federal contract workforce requirements, including GSA-related requirements, labor category qualifications, contract transitions, staffing, specialized consulting resources, and workforce documentation. The HR Manager collaborates with recruiting and hiring teams and supports employee development, retention, onboarding, offboarding, and organizational improvements across government client sites, remote locations, and the back office.

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 identify organizational needs proactively, 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 and provide consistent, effective, compliant HR services.
Develop, implement, and continuously improve HR policies, procedures, processes, and systems.
Advise 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.
Evaluate and implement opportunities to use HR technology, automation, and reporting to improve service delivery.
Support HR planning and initiatives aligned with strategic and operational priorities.
Guide employees, managers, and leadership on employee relations matters.
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 and professionally with appropriate documentation and confidentiality.
Oversee performance management processes and recommend improvements.
Oversee 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 regarding compensation changes, benefits deductions, and related payroll matters.
Maintain HR policies, employee handbook materials, and employment-related procedures; monitor regulatory developments and recommend updates.
Support HR-related audits, compliance reviews, and organizational quality initiatives.
Support HR requirements for 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 specialized professional consulting resources, including onboarding, documentation, and engagement processes.
Support workforce planning for new contract awards, contract modifications, and changing program requirements.
Align HR practices and workforce processes 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, performance management, employee-focused communications, and organizational improvements.
Identify ways to strengthen HR support for employees at government client sites, remote locations, and the back office.