HR Manager (63513)

The Woodland Job Corps Center, located in Laurel, Maryland, sits on 33 acres of suburban land and is dedicated to making a meaningful difference in the lives of the young people we serve. Our center provides students with the opportunity to earn their high school diploma or equivalent while gaining hands-on training in a variety of in-demand fields, including Culinary Arts, Security and Protective Services, HVAC, Landscaping, Electrical, Hospitality, and Building and Construction.
At Woodland Job Corps, we are committed to supporting students not only in their academic journey but also in their personal growth and life skills development. Join us as we empower the next generation to build brighter futures.
WHY WORK FOR US? 

The Human Resources Manager is responsible for leading and managing the Center’s Human Resources function and ensuring effective, compliant, and employee-focused HR practices. This position provides strategic and day-to-day HR guidance to Center leadership and staff, oversees recruitment and employee relations, manages HR programs and compliance activities, and supports a positive, inclusive, and professional work environment.
The Human Resources Manager exercises sound judgment and discretion when addressing sensitive employee matters and maintains strict confidentiality of personnel and organizational information.
•    Provide HR expertise, advice, and assistance to Center leadership and supervisory staff.
•    Maintain effective working relationships with all Center departments and other Centers.
•    Partner with staff across departments to ensure effective supervision, employee support, and high-quality services to students.
•    Provide timely operational support to ensure the Center meets program objectives and maintains quality services.
•    Identify operational challenges, analyze root causes, evaluate solutions, and follow through to ensure issues are effectively resolved.
•    Directly supervises and manages the Human Resources Department.
•    Provides leadership, coaching, direction, and professional development to HR staff.
•    Holds staff accountable for performance, quality, productivity, and timely completion of responsibilities.
•    Creates a supportive and collaborative work environment while addressing performance concerns proactively.
•    Effectively delegates assignments and manages time and resources to meet departmental and Center objectives.
•    Lead all aspects of the Center’s Human Resources operations, including recruitment, screening, interviewing, hiring, onboarding, employee relations, discipline, and terminations.
•    Maintain vacancy and turnover rates at or below established Center standards.
•    Ensure staff vacancies are filled in a timely and effective manner.
•    Oversee the timely completion of employee performance evaluations, with a goal of zero late evaluations.
•    Maintain accurate and complete personnel files, records, logs, and related documentation.
•    Oversee the collection, maintenance, and integrity of personnel data for HRIS and reporting purposes.
•    Prepare and oversee required HR reports and respond promptly and accurately to Company requests.
•    Conduct periodic internal HR compliance audits and implement corrective actions as needed.
Employee Relations & Compliance
•    Monitor HR policies, procedures, and employment practices to ensure compliance with applicable federal, state, and local laws, regulations, Department of Labor requirements, and Company policies.
•    Promote a nondiscriminatory workplace that provides equal employment opportunity and fair treatment for all employees.
•    Ensure implementation of Equal Employment Opportunity (EEO) activities.
•    Develop and implement annual Veteran and Affirmative Action Plans, with a focus on achieving established goals.
•    Investigate, resolve, and/or appropriately refer EEO concerns, complaints, and claims.
•    Investigate and resolve employee concerns and complaints in accordance with Company policies and procedures.
•    Provide guidance and support to supervisors and managers regarding employee relations, performance management, disciplinary actions, and other HR matters.
•    Serve as the Student EEO Officer and oversee the Staff EEO Officer.
•    Coordinate employee assistance programs and related support services.
Training & Employee Development
•    Develop, coordinate, administer, and monitor the Center Staff Training Plan.
•    Provide required and supplemental training for new and current employees.
•    Oversee employee mentoring programs and promote professional growth and career development.
•    Administer employee evaluation, merit, incentive, and bonus programs.
•    Support initiatives designed to strengthen employee engagement, retention, performance, and career progression.
Leadership & Center Support
•    Provide HR expertise, advice, and assistance to Center leadership and supervisory staff.
•    Maintain effective working relationships with all Center departments and other Centers.
•    Partner with staff across departments to ensure effective supervision, employee support, and high-quality services to students.
•    Provide timely operational support to ensure the Center meets program objectives and maintains quality services.
•    Identify operational challenges, analyze root causes, evaluate solutions, and follow through to ensure issues are effectively resolved.
•    Communicate information, ideas, and recommendations clearly and professionally, both verbally and in writing.
•    Provide accurate, timely, and complete information to the Department of Labor and Company leadership when requested.
Student & Community Engagement
•    Model and reinforce Career Success Standards as required by the Policy and Requirements Handbook (PRH).
•    Provide high-quality supervision and management of the student population and positively influence student behavior.
•    Treat students with respect and courtesy while holding them accountable for their actions and responsibilities.
•    Develop productive community partnerships and Center-beneficial linkages that support student success and Center operations.
•    Promote a positive image of the Center and Job Corps within the community.
•    Establish meaningful relationships with community organizations, employers, and other stakeholders to enhance Center services and opportunities.
Additional Responsibilities
•    Accept direction and supervision from the Center Director, Center Acting Director.
•    May be assigned to temporarily perform responsibilities of other departments or positions based on operational needs.
•    Perform other duties as assigned.
 

• Bachelor’s degree from an accredited college or university required.
• Minimum of four years of Human Resources management experience required.
• Human Resources certification (such as SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
• Department of Labor approval required.
• Strong knowledge of employment practices, employee relations, HR compliance, recruitment, benefits administration, and performance management.
• Excellent written and verbal communication skills.
• Demonstrated ability to handle confidential and sensitive information with discretion.
• Strong organizational, analytical, problem-solving, time-management, and leadership skills.
• Ability to build effective working relationships with employees, management, students, community partners, and external stakeholders.

“Adams and Associates, Inc. abides by the requirements of 41 CFR §§ 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibits discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, national origin, protected veteran status or disability.” This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.