Head of Human Resources

Head of Human Resources
Executive Leadership Position | Full Time Based in Maryland | Reports to CEO

About SC&H

SC&H is an employee-owned, global consulting and financial services firm home to people who believe in the power of trusted personal relationships. Everyone here shares a passion for driving results, fueled by the genuine connections we forge. Our expert capabilities and exceptional service have shaped the firm’s longstanding reputation for excellence and impressive growth. But it’s the partnerships we build and the success we help deliver that make each day rewarding for our colleagues, our clients, and our communities.

Recognized by Inc., Baltimore Business Journal, Accounting Today, and Inside Public Accounting as a “Best Place to Work,” SC&H is routinely named one of the fastest-growing firms for organic growth in US. Our success is powered by 12 diverse practices at the intersection of finance, technology, and accounting; 450+ professionals across offices in Maryland, Tysons Corner, Philadelphia, Chicago, and India; and a client base ranging from emerging growth to world-renowned Fortune 100 companies. SC&H is a place to build lasting professional relationships, grow your skills, and fulfill your potential.

Position Overview 

The Head of Human Resources is an executive leader responsible for the full spectrum of Human Resources functions across the firm. This individual will lead a team of four HR professionals and serve as a key advisor to firm leadership, helping shape the culture, capabilities, and infrastructure needed to support a growing, global workforce.

This role requires equal parts strategic vision and operational excellence, someone who can support our current colleagues while ensuring that day-to-day HR operations run with precision, consistency, and a deep commitment to employee experience.

Key Responsibilities

Strategic People Operations Leadership

• Develop and execute a HR strategy aligned with firm mission, culture, and expansion plans.
• Build scalable HR infrastructure, systems, and processes to support team and geographic growth.
• Champion a positive, inclusive, and high-performance culture across all offices and service lines.

Team Management & Development

• Lead and mentor the HR professionals while fostering a culture of accountability and collaboration.
• Establish clear roles, responsibilities, and performance expectations within HR.
• Manage departmental budget, vendor relationships, and HR technology platforms.

Compliance & Policy Management

• Ensure firm-wide compliance with applicable federal, state, and international employment laws and regulations, including multi-jurisdictional requirements across U.S. and global locations.
• Develop, maintain, and communicate HR policies and the employee handbook, ensuring they remain current, equitable, and legally sound.
• Proactively monitor regulatory changes including leave programs such as FAMLI, FMLA, ADA, and equivalent international requirements and update policies accordingly.
• Partner with counsel as needed on complex compliance, investigations, and employment matters.

Performance Management

• Own firm's performance evaluation process, including goal setting, mid-year and year-end reviews.
• Design and administer a consistent, fair, and development-oriented Performance Improvement Plan (PIP) process.
• Train managers on effective performance conversations, documentation standards, and coaching techniques.

Onboarding & Offboarding

• Design and deliver a best-in-class onboarding experience that accelerates new hire productivity and reinforces firm culture from day one.
• Ensure onboarding programs are tailored for varying roles, levels, and geographies including integration processes for U.S. and global hires.
• Oversee the offboarding process, conduct exit interviews, ensure knowledge transfer, and provide insights to reduce attrition.
• Maintain HRIS data integrity throughout the employee lifecycle.

Employee Relations

• Serve as a key resource for employees and managers navigating workplace concerns, conflict resolution, and sensitive HR matters.
• Conduct fair, thorough, and timely investigations into employee complaints, ensuring consistent and documented resolution.
• Proactively identify trends in employee relations issues and develop initiatives to address root causes.

Qualifications

• 15+ years of HR experience, with at least 10 years in a director-level or senior HR