HR Manager

Job Description

We are currently seeking an experienced HR Manager with a strong focus on employee relations, talent and performance management, and compliance to support Operational Leadership. The preferred location for this position will be in Fairfax, VA, Orlando, FL or Sacramento, CA. The ideal candidate will ensure that our HR policies and practices meet legal and regulatory requirements, foster a positive workplace culture through effective employee relations strategies, and work closely with leaders within the organization developing plans for high potential employees to ensure readiness for strategic promotions.  This position serves as a support member of the operational management team for a defined internal client base. The successful candidate will actively support discussions and help drive best practices within different functions in the organization. The HR Manager supports and ensures focus around people management. 

Dewberry prides itself on a culture of collaboration where in-person interaction with our clients and each other is essential for full exchanging of ideas, successful project delivery, developing meaningful professional relationships, gaining mentorship, and developing our workforce. While we offer flexible schedules, we prioritize in-person presence in the office. This role will require working out of the office at least three times a week.

Dewberry is a leading, market-facing professional services firm with more than 50 locations and 2,000 professionals nationwide.  What sets us apart from our competitors are our people. At Dewberry, we seek out exceptional talent and strive to deliver the highest quality of services to our clients. Whether you’re an experienced professional or a new graduate, you’ll have the chance to collaborate with the best and brightest and work on innovative and complex projects at the forefront of the industry. Our commitment to excellence stems from our personal integrity and from other defining attributes, which we call “Dewberry at Work,” that have inspired our employees to be successful for more than a half-century.

Responsibilities

Responsiblities:

• Partners with HR and BU leadership to implement and deliver HR programs, including talent management, succession planning, workforce planning, and skills assessment and development.
• Guides managers through progressively complex HR issues by providing sound personnel advice to managers in their assigned region.
• Manages employee relations cases and takes the lead on employee investigations and compliance cases.
• Drives the HR and company strategy in close coordination with managers.
• Assists in the development of management by providing appropriate tools, insight and feedback, working closely with the training and development team in identifying appropriate resources.
• Acts as a primary point of contact for HR related issues, counseling, development, and general information from the employees and managers in the region to which they are assigned.
• Proactively drives HR processes, company policies and corporate culture with the business units.
• Manages complex HR projects cross-functionally.
• Builds a strong business relationship with designated internal client base, including both managers and employees, with a primary focus on employee engagement and retention.
• Actively identifies gaps in processes, development, retention strategies and other HR related areas and actively proposes and assists in the implementation of changes that facilitate the goals and objectives of the employee population to which they are assigned.
• Maintains comprehensive knowledge of policies, procedures, local legislation, and labor laws to reduce legal risks and ensure compliance. Collaborate with the legal department as needed.
• Acts as the performance improvement driver and assists in driving positive changes working closely with the management team to effect those changes.
• Responsible for facilitating conversations relative to in succession planning with a focus on key talent and roles, supporting of Operational Leadership.
• Partners with Compensation and Benefits team to handle complex compensation, benefits, accommodations and leave matters.
• Partners with Recruiting team and hiring manager to incorporate best practice and select recruitment activities.
• Serves as the Designated Employee Representative (DER) for questions related to drug testing compliance and policy, to include oversight of FRA program.
• Where appropriate, helps leadership identify solutions in organization structure and serves as a resource to facilitate those agreed upon changes.
• Serves as a member of the HR Management Team providing support when needed.
• Periodic travel to Operational team meetings is