Director of Human Resources (HR), US based role (Hybrid) DMV At EnCompass

Position Description

EnCompass LLC is seeking a Director of Human Resources (HR) to provide strategic direction, oversee, and manage general HR operations, including policies and procedures, benefits, compensation, and employee relations for both US and international staff. Reporting to and working closely with the Senior Director of People Operations and Growth (POPS-G) the Director of HR will manage a small team of HR professionals and will collaborate with the Senior Vice President (SVP) for Finance and Operations, Contracts, Business Development (BD), Finance, members of the POPS-G team, and other staff, as needed to develop, implement, and/or revise policies and Ethics and Code of Conduct guidelines to support the needs of our rapidly-growing company.

EnCompass Directors have responsibility at multiple levels – as individual technical contributors, as leaders of staff teams, and jointly as members of the Senior Management Group (SMG). As a member of the SMG, Directors ensure open and inclusive communication; support leadership development; and integrate expertise, knowledge, and support throughout the company.

EnCompass is a woman-owned business known for collaborative, strengths-based approaches and whole-systems perspectives. Headquartered in the Washington, D.C., metropolitan area, we offer innovative, customized solutions for leadership, capacity strengthening, technical assistance, and monitoring and evaluation. Our global and multicultural team of staff and consultants is passionate about supporting positive change in education, food security, gender equality and inclusive development, global health, and human rights. We currently have project teams located in 10 countries and US staff located in 24 states and the District of Columbia.

This is a full-time position located at the EnCompass principal office in Silver Spring, Maryland, and follows the EnCompass flexible hybrid work model with split time between telework and the office.

Must be legally authorized to work in the US for any employer without sponsorship for a work visa or permit.

Position Duties and Responsibilities

Essential functions:

Direct, develop, and coordinate the policies, activities, and staff of the HR team, ensuring legal compliance and alignment with the company’s culture and business objectives
Work closely with HR team, supervisors, and management to enforce HR policies and procedures
Collaborate with the International HR Manager, Talent Acquisition team, BD staff, and pricing staff, to ensure inclusion of required HR staffing, compensation, and benefits for country-based proposals and projects
Using market data and research, establish, manage, and revise, as needed, compensation structures and processes that are fair and equitable within the company’s fiscal parameters
Oversee a salary benchmarking process at least every 3 years to ensure company salaries are market competitive
Lead and oversee the maintenance and implementation of the performance management system, including current and accurate job descriptions, factors of performance, and the Performance Dialog process
Provide consultation and oversight for job description development
Oversee staff engagement surveys, analyzing and communicating insights to Executive Team (ET) and senior managers
Collaborate with HR staff to develop and manage engagement strategies and programs
Contribute to, develop, and implement HR-related strategic plan objectives and action plans
Ensure accurate, complete, and secure employee record-keeping that is compliant with federal and state requirements for confidentiality
Working with HR and Talent Acquisition teams, Identify, monitor, and report on HR -related metrics that are relevant for decision-making for the HR team, senior managers, and the Executive Team
Ensure that HR technology is in place to meet current and future prospective business objectives; stay current with emerging HR technologies and advocate adoption of new technology, as appropriate
Coordinate and/or conduct hotline complaint investigations in accordance with company procedures
Conduct investigations of grievances, ethics and policy violations, etc. and draft investigation summary reports and recommendations for appropriate corrective actions for approval by Senior Director, POPS-G, and President
Participate, and/or guide HR/IHR staff, in providing management coaching for issues related to staff conduct and performance corrective actions, to include termination processes
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in federal, state, and local human resources and employment law; apply this knowledge to communicate and make changes in policies and processes.

Management

Provide day-to-day supervision, direction, performance feedback, mentoring, and coaching to the HR team members
Foster a culture of positive and constructive feedback and communication
Work closely with HR staff to ensure they have the resources, training, and support to succeed, grow, and develop in their roles
Model and reinforce a supportive, collaborative, and inclusive culture on the team

Company Management Support

As a member of the SMG, provide input and feedback, and communicate company policies, strategies, and activities
Collaborate and coordinate with other EnCompass teams to support integration of expertise and knowledge across the company
Foster an appreciative work culture, with collaboration and teamwork for knowledge sharing and learning
Serve as a model of EnCompass approaches and culture for all staff

Other:

Engage fully as a member of the EnCompass staff team, including participating in staff meetings and other EnCompass events, and providing administrative support to other team members as needed
Other duties as assigned

Position Requirements

Qualifications

Academic Qualifications

Minimum of a High School diploma and 18 years of experience; or Associate’s degree and 16 years of experience; or Bachelor’s degree and 14 years of experience; or Master’s degree and 12 years of experience; or PhD and 10 years of experience.

Experience and Skills

Required:

Minimum of 8 years of experience leading human resources-related functions serving domestic and international staff
Experience working in international settings
Knowledge of federal, state, and local employment laws and regulations; familiarity with country labor laws
Extensive experience supervising staff and teams
Strong interpersonal skills and ability to interact with individuals at all levels
Strong communication skills
Strong collaborator with effective interpersonal and analytical skills
Strong technical knowledge and depth in employee relations and labor laws
Knowledge of compensation and benefits packages
Experience with performance management models and procedures
Ability to work well in a fast-paced environment and manage competing priorities
Ability to build trusting relationships and collaboration with team members across the organization and influence positive outcomes
Excellent verbal and written communication and diplomacy skills
Excellent internal consulting skills and coaching and mentoring others
Strong interpersonal and negotiation skills, ability to work effectively in a team, and in cross-cultural settings
Organizational skills with attention to detail
Strong knowledge of MS Office applications
Demonstrated integrity, independent thinking, sound judgment, and respect for others
Excellent management, organization, and problem-solving skills with the ability to prioritize assignments and meet required deadlines
Proven ability to think strategically, analyze market data, and identify key trends
Ability to maintain the highest level of discretion, diplomacy and confidentiality
Ability to work in a strengths-based, appreciative work environment and mentor others in this area

Preferred:

Work experience in an international organization
HR certification such as PHR, SPHR and/or GPHR certification
Familiarity with working with federal agencies

How to Apply

Please submit CV and cover letter, and complete the application on line.

The pay range for this role allows for the wide variety of factors that are considered in making compensation decisions including, but not limited to skill sets, experience and training, certifications, and other business and organizational needs. At EnCompass, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $162,000-$178,000.

At EnCompass, our internal motto is “work that fits your life”. Among other things, we offer the following Total Rewards Benefits* to eligible US Staff:

Multiple options on Healthcare insurance
Company paid Dental & Vision coverage
Company paid term life insurance, AD&D Insurance, and Disability insurance
Supplemental life insurance
Flexible Spending Account (Health care and Dependent care FSA)
401K with an Employer match
Hybrid/Remote work privileges
Flexible work schedules
Free EAP & ERP
Paid Parental Leave
Training and Professional Development resources and funds
Generous PTO, increases with years of service
11 paid Holidays (2 of which are floating), including Juneteenth
Paid Bereavement Leave
Charitable Donation Match
Pet insurance
Equity & Belonging support
Commuter Benefits

*Certain benefits are subject to restrictions depending on location, job requirements and employment status

EnCompass LLC is a progressive Equal Opportunity Employer. We promote, celebrate, and support a diverse and inclusive organizational culture and workforce. We are committed to providing all of our employees with an environment free from discrimination and harassment, where all are treated with dignity and respect. We do not tolerate, and explicitly prohibit, discrimination or harassment of any kind, at any time, in all aspects of employment. This includes recruitment, hiring, promotions, disciplinary measures, terminations, compensation, benefits, social and recreational programs, and training. EnCompass also does not tolerate retaliation against individuals who report discrimination or harassment. Our continuing commitment to the principle of Equal Opportunity Employment for all means all employment decisions are based only on the job requirements, the candidate’s qualifications, and the needs of EnCompass as a business—not on race, color, ethnicity, national origin, religion, belief, sex (including pregnancy and related medical conditions), gender identity or expression, sexual orientation, age, disability status, veteran status, genetic information, HIV status, family/marital/parental status, or any other status protected by the laws and regulations in the jurisdictions where we work.

For US based positions: The employer will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990.

The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required of personnel so classified.

The incumbent must be able to work in a fast-paced environment with demonstrated ability to juggle and prioritize multiple, competing tasks and demands and to seek supervisory assistance as appropriate.

If you require accommodations in line with the Americans with Disabilities Act to complete your application, please call 301-287-8700, provide your contact information and a description of your accessibility issue. We will make a determination on your request for reasonable accommodation on a case-by-case-basis, and we will call you back within approximately 3 business days.

EEO is the Law & EEO is the Law Supplement, Pay Transparency Nondiscrimination Provision

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