What are the responsibilities and job description for the Human Resource Manager position at Interagency Inc.?
Our Company:
InterAgency Inc. is a minority-owned DC-based environmental consulting firm specializing in environmental, engineering, and architectural services on major water/wastewater and transportation projects throughout the Mid-Atlantic region. Our team of 30 professionals is committed to excellence in delivering the infrastructure projects that shape and strengthen the communities we serve.
Description:
InterAgency is seeking a seasoned HR Manager who can build and run a full-cycle recruiting pipeline in the specialized, credential-driven A/E industry, while also owning the employee relations, compliance, and performance functions that will allow our growing professional services firm to continue growing smoothly. This role is for a highly engaged person who is detail-focused, organized, personable, trustworthy, and who can maintain a professional demeanor and strict confidentiality in all work-related interactions.
Specific Job Duties:
Talent Acquisition and Workforce Planning:
- Partner with the Executive Team on workforce planning to support growth.
- Own job description development and role scoping for open positions across technical and administrative functions.
- Manage all hiring and recruiting platforms and build a proactive candidate pipeline, rather than relying solely on reactive posting.
- Lead in-person recruitment events and represent the firm at recruiting functions.
- Own initial candidate pre-screening to ensure a high-quality, well-matched candidate pool reaches hiring managers.
- Manage the full interview process and facilitate hiring decisions with project managers and executive leadership.
- Lead offer preparation, negotiation, and extension.
- Manage pre-hire coordination and follow-up with candidates through offer acceptance and start date.
- Coordinate hiring efforts with specific business development pursuits and contract awards.
- Bring current thinking on hiring strategy in a competitive, credential-driven A/E labor market.
Onboarding & Offboarding:
- Continuously improve new-hire onboarding procedures and materials.
- Coordinate equipment and systems access with IT.
- Manage new-hire compliance paperwork (I-9, E-Verify, etc.).
- Lead offboarding discussions with partners and manage exit interviews and termination documentation.
Compliance & Risk:
- Ensure employment law compliance across all active jurisdictions (DC, VA, MD, and others as the firm expands).
- Manage and track FLSA exempt/non-exempt classifications.
- Set and administer leave policies (FMLA, DC PFL, PTO, and other leave types) and manage leave requests.
- Set policy and monitor compliance for EEO and anti-harassment standards.
- Document, escalate, and respond to HR complaints; prepare documentation as needed for subpoenas, EEOC matters, or lawsuits.
- Maintain personnel files to a legally defensible standard.
- Manage required labor-law postings and notices.
- Manage workers' compensation claims and unemployment claims, including attending unemployment hearings.
- Maintain and renew the firm's business licenses, registrations, and small-business certifications (CBE/SBE/DBE, etc.).
Compensation & Benefits:
- Lead compensation structure design and pay-equity analysis, benchmarked against A/E industry standards.
- Manage the benefits broker relationship and lead open enrollment and employee education.
- Support Accounting on payroll-related HR inputs.
Performance & Employee Relations:
- Design and lead the performance review process and related documentation.
- Coach managers on delivering effective performance feedback.
- Develop career pathing and identify relevant credentialing/CE opportunities for staff .
- Advise on and lead retention strategy; assess employee engagement.
- Support conflict resolution and maintain the employee handbook.
- Identify and support opportunities for team-building and morale-building initiatives.
- Perform other HR duties as assigned in support of firm operations.
Education and Experience Requirements:
Minimum Requirements:
- Bachelor's degree and 7 years of progressive HR experience, with meaningful full-cycle recruiting/talent acquisition responsibility (references required).
- Direct experience in the architecture, engineering, or environmental consulting industry.
- Experience at a small-to-midsize firm (roughly 20–150 employees) in the DC Metro region, with working knowledge of DC/VA/MD employment law.
- Demonstrated experience building or scaling a recruiting pipeline in a competitive, specialized labor market.
- Proficient in Microsoft Office Suite and Adobe Acrobat.
Preferred Qualifications:
- SHRM-CP/SHRM-SCP or PHR/SPHR certification (10 years experience in a similar position, references required).
- Familiarity with government-contracting HR considerations (certified small-business programs, First Source/local-hire requirements on public projects).
- Experience with BambooHR or a comparable HRIS platform.
- Experience with Deltek Ajera or a comparable A/E-industry ERP.
- Experience recruiting for licensed/credentialed technical staff (PE, RA, PMP, CCM, etc.).
Employment Conditions:
- Type: Full-time, exempt employment.
- Location: InterAgency's North Bethesda office, 5 days/week in-office.
- Hours: Regular business hours, 8:00 AM to 5:00 PM (EST).
- Will be provided equipment and software as needed.
Physical Requirements:
- Must be able to perform essential duties satisfactorily with reasonable accommodation.
- Work is generally done sitting, talking, hearing, and typing. Visual acuity to use a keyboard, prepare and analyze data and figures; transcribing, viewing a computer terminal; extensive reading.
Salary : $110,000 - $130,000