Top HR Jobs in Washington, DC

Partners with managers across multiple teams to provide HR guidance, coach on performance and development, manage employee relations, analyze people trends, support talent programs and organizational change, and strengthen employee experience, culture, and inclusion. The role collaborates with People & Workplace leaders and requires occasional travel. It is hybrid in New York City with in-office attendance three days per week.

Supports talent acquisition, interview scheduling, candidate communications, applicant tracking, onboarding, job postings, employee culture initiatives, benefits communications, and special HR projects. The intern works part-time in a hybrid Washington, D.C. schedule and gains professional development and networking experience.

Provides comprehensive federal HR support to an NNSA Program Office, including recruitment and staffing, position classification, employee relations, onboarding, personnel actions, applicant tracking, clearance coordination, records management, workforce planning, policy research, and process improvement. Advises senior leaders and coordinates with DOE/NNSA human capital offices while managing sensitive personnel information and HR systems.

Administers employee benefits, onboarding, payroll support, HRIS records, leave, compliance reporting, communications, and offboarding. The role coordinates with employees, managers, Finance, IT, vendors, and benefits providers; reconciles invoices, maintains confidential personnel data, supports audits, and improves HR processes. This hybrid Washington, DC position requires substantial benefits administration experience and proficiency with Paycom and Microsoft Office.

Supports global HR operations through Workday data entry, validation, troubleshooting, onboarding, employee support, compliance administration, performance management, timesheet audits, personnel file maintenance, and HR request management. The coordinator responds to employee and HR inquiries, supports HRIS processes, prepares orientation materials, maintains documentation, and ensures accurate and timely completion of HR tasks across offices.

The HR Business Partner supports program leadership by aligning HR strategies with business objectives. Responsibilities include coaching and consulting managers, developing selection and retention strategies, supporting change management, conducting investigations, analyzing HR programs and policies, and delivering performance, talent, compensation, recognition, and compliance programs. The role requires strong communication, relationship-building, business acumen, and the ability to support a changing workforce in a fast-paced environment.

Senior HR Business Partner supporting MongoDB’s Technical Services organization. Partners with senior leaders on workforce planning, organizational design, change management, performance, compensation, succession, engagement, employee relations, and talent development. Uses people and business insights to guide decisions, leads annual people cycles, and improves scalable HR processes. Requires strategic HRBP experience in high-growth technology environments and recurring travel to offices and leadership offsites.

Support the modernization of federal classification and qualification standards through competency-based and skills-driven frameworks. Collaborate with psychologists, policy experts, and data scientists to translate competency models into job structures, qualification standards, skills matrices, assessment guidance, and agency tools. Participate in the 2210 series skills-based hiring pilot, stakeholder engagement, policy refinement, training development, and broader implementation across federal job series.

Leads the HR Business Partner function and builds scalable people programs across compliance, employee relations, compensation, benefits, performance management, manager coaching, and culture. Advises executives on people strategy, manages HR staff and benefits providers, ensures multi-state compliance, supports AI-driven organizational change, and develops HR systems and practices for a hybrid, distributed organization.

Supports Workday and HRIS administration, employee lifecycle transactions, HR reporting, dashboards, process documentation, and operational improvements. Administers global health, wellness, benefits, billing reconciliation, leave programs, and employee inquiries. Manages regulatory filings, HR policy updates, audit readiness, and compliance documentation while partnering across global teams.

Provides administrative HR support across recruiting, applicant tracking, interviewing, onboarding, benefits, employee records, compliance, performance reviews, timekeeping, and separations. Coordinates employee events, orientations, attorney training programs, and bar memberships while supporting employees and leadership. Maintains confidential personnel information, assists with HR systems including Workday, and provides office coverage and support to other firm locations.

Leads the firm’s employment compliance function by monitoring employment laws, governing HR policies, managing audits and risk mitigation, overseeing mandatory training, preparing statutory filings and compliance reports, and aligning HR systems with legal requirements. Partners with HR, Payroll, Benefits, HR Technology, leadership, and legal stakeholders to implement policy updates, identify compliance gaps, and strengthen processes. The role requires extensive HR compliance expertise, strong communication, organizational skills, and the ability to influence cross-functional teams without direct authority.

Own global employee lifecycle processes across R&D, including onboarding, offboarding, employee relations, performance management, compliance systems, reporting, and data governance. Advise leaders on employee relations and risk mitigation, support People Operations initiatives, and improve HR workflows through AI, automation, and process optimization. Serve as a Workday and HR systems superuser while managing sensitive employee matters and cross-functional partnerships.

Provides foundational HR operations support in a federal environment, including maintaining personnel records, entering and reconciling HR data, supporting classification actions and desk audits, preparing reports, and ensuring accurate coding and documentation. Works under close supervision while assisting senior HR staff with routine staffing and classification activities.

Provides federal HR classification and position management support, including position evaluations, series and grade determinations, job analyses, organizational audits, classification justifications, and review of position descriptions for OPM compliance. Advises managers on staffing and classification changes, processes HR actions through automated systems, maintains records and guidance files, prepares reports, and reconciles HR data.

Serve as a strategic HR business partner for Cloud + AI, advising leaders, diagnosing organizational effectiveness, driving talent and leadership development, applying data-driven insights and AI-enabled tools, leading strategic projects end-to-end, and delivering scalable HR solutions in partnership with HR centers of excellence and business stakeholders.

Provides administrative and project support to Human Resources, focusing on organizing confidential paper and electronic personnel records, maintaining SharePoint files, digitizing documents, and supporting departmental initiatives. The intern develops experience in HR records management, document organization, confidentiality, prioritization, and professional workplace procedures while working under the HR and Payroll Manager.

Leads global HR systems, Workday administration, workforce analytics, reporting, data governance, integrations, compliance, and process improvement. Manages HR technology enhancements, releases, testing, issue resolution, and service delivery while partnering with HR, IT, Finance, and business stakeholders. Oversees and develops a team of analysts, establishes reporting standards, and delivers dashboards and actionable workforce insights across the employee lifecycle.

Provides strategic and hands-on HR consultation, coaching, workforce planning, performance management, employee relations guidance, and organizational change support. Leads inclusion, diversity, and equity programs; analyzes workforce trends; advises managers on policies and legal compliance; supports succession planning, talent development, engagement, onboarding, and labor relations initiatives across the organization.

Provides federal HR operational support for DOT's Federal Transit Administration. Responsibilities include coordinating HR data calls and reports, maintaining dashboards and tracking systems, managing sensitive employee relations and case files, supporting awards and compensation administration, processing inquiries, and ensuring documentation accuracy and compliance with federal records and privacy requirements.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

Serves as a strategic HR advisor to business leaders across a distributed workforce. Coaches managers, leads leadership development, performance management, employee relations investigations, talent reviews, succession planning, workforce planning, and change initiatives. Uses people analytics to guide retention, compensation, promotions, and organizational decisions. Partners with recruiting and legal counsel while scaling HR programs and ensuring compliance across multiple states.

Provides senior-level federal HR expertise in position classification, workforce development, and HR program administration. Leads complex classification reviews, organizational assessments, audits, and position management activities; advises executives, managers, union officials, and employees; and develops recommendations for workforce structure, succession planning, and recruitment. Ensures compliance with OPM standards and federal HR policies while maintaining guidance documentation and supporting recruiting tool and program improvements.

Lead design, validation, and implementation of psychometric hiring assessments for tech/data/product roles. Manage assessment projects, vendor collaboration, analytics, compliance with EEOC/UGESP/OFCCP, automation opportunities, and documentation to meet OKRs and improve hiring outcomes.

Provides administrative and operational support to the Human Resources team, including onboarding and offboarding coordination, employee inquiries, HR records, compliance activities, meeting scheduling, reporting, audits, engagement programs, and departmental projects. Maintains confidentiality, updates spreadsheets and trackers, communicates routine HR information, and supports HR specialists and management under close supervision.