Managing Director, Human Resources

Location: Washington, D.C. | Compensation: $195,000 - $290,000 + excellent benefits

About EEI

The Edison Electric Institute (EEI) is the association that represents all U.S. investor-owned electric companies. Our members provide electricity for more than 220 million Americans and operate in all 50 states and the District of Columbia. As a whole, the electric power industry supports more than 7 million jobs in communities across the United States.

Position Overview

EEI is seeking a Managing Director, Human Resources to modernize HR operations, strengthen core processes, and enhance the employee experience in support of the organization’s mission. This leader will oversee key HR functions while serving as a strategic partner to leaders across the organization.

The ideal candidate is a trusted advisor and partner who is solutions-oriented and focused on building a collaborative HR function that enables employees and leaders to deliver strong value to EEI’s member companies. Reports to the Chief Administrative Officer.

Accountabilities

HR Operations & Technology

• Build a service-oriented HR infrastructure that improves efficiency, strengthens process consistency, and provides employees and leaders with clarity and confidence.
• Modernize HR processes and optimize HR technology to improve data quality, reporting, and automation, giving the leadership team the insights needed to make informed, strategic decisions and enhancing the overall employee and manager experience.
• Establish clear operational frameworks that determine what should be managed internally versus strategically outsourced.
• Partner with Legal and Finance to maintain compliance and uphold operational excellence.

Talent Acquisition & Onboarding

• Design and lead a forward-thinking talent acquisition strategy that anticipates organizational needs and ensures EEI hires top talent to achieve initiatives.
• Elevate the recruiting experience by partnering closely with hiring managers to define roles, strengthen selection, and onboard the right talent at the right time.
• Create an onboarding experience that accelerates connection, clarity, and performance, ensuring every new employee understands EEI’s mission, the significance of their role, and how their work contributes to member value.

Performance Management & Employee Relations Partnership

• Shift performance management toward an ongoing, growth-oriented model that prioritizes timely feedback, coaching, and transparent accountability.
• Ensure consistent guidance, expectations, and support for employees that align with our values by strengthening leadership alignment throughout the organization.
• Serve as a trusted advisor to leaders, offering practical guidance on performance and employee matters, and partnering with General Counsel to ensure decisions align with EEI’s values and legal standards.

Total Rewards Administration

• Guide the administration and evaluation of compensation, benefits, and recognition programs, ensuring they remain competitive and aligned with EEI’s workforce needs by leveraging compensation studies, market benchmarking, and external expertise when needed.
• Provide insights on evolving workforce expectations and use data and external resources to help EEI maintain attractive, equitable, and relevant offerings across a diverse set of roles.

People Strategy & Organizational Support

• Strengthen talent pipelines through workforce planning and succession planning, with particular emphasis on identifying and developing high-potential employees.
• Enhance leadership and management effectiveness by supporting programs that develop core people leadership and supervisory skills across the organization.
• Enhance talent development by creating growth pathways and cross-functional opportunities that build capability and strengthen engagement.
• Advance employee