Top Senior HR Jobs in Washington, DC

Serves as the strategic HR partner for General and Administrative functions, advising leaders on workforce planning, organizational design, talent development, compensation, performance management, employee engagement, succession planning, and employee relations. The role coaches managers, supports organizational change, addresses legal and organizational risk, and handles sensitive personnel matters while championing company culture.

Partners with senior leaders to shape talent strategy, organizational effectiveness, workforce planning, change management, and high-performing team development. Designs organizational structures and operating models, identifies talent and capability gaps, uses workforce insights to improve retention, and aligns hiring, succession, and talent investments with business objectives. Supports AI-focused engineering studios through growth, transformation, and scalable people solutions.

Manage the full federal talent acquisition lifecycle, including developing DEU and Merit Promotion job announcements, conducting job analyses and applicant assessments, determining eligibility, applying veterans’ preference, advising hiring managers on federal hiring authorities, generating hiring certificates, processing personnel actions, and monitoring recruitment timelines. The role requires federal HR experience, expertise with USA Staffing and USAJOBS, and the ability to obtain and maintain a Secret clearance.

Leads all human resources operations, including recruitment, employee relations, onboarding, offboarding, benefits, payroll coordination, compliance, HRIS administration, reporting, and workforce planning. Oversees TCP personnel requirements, screenings, fingerprinting, training, grant-related HR reporting, policies, audits, and employee documentation. Advises executive leadership on HR risks, staffing trends, and compliance while managing benefits, leave, performance processes, and organizational initiatives.

Oversee day-to-day human resources operations for the Washington, DC office. Partner with office leadership and HR centers of excellence on talent strategy, employee relations, performance, development, compliance, engagement, wellness, and policy adoption. Advise business services managers, support the employee lifecycle, monitor HR trends, and lead special projects while ensuring high-quality service delivery and compliance with employment laws.

Serves as the primary HR partner for assigned business units, managing full-cycle recruiting, applicant tracking, job postings, employee referrals, policy guidance, compensation analysis, onboarding, performance initiatives, and employee experience programs. The role advises hiring managers, supports workforce planning, develops recruitment strategies, analyzes HR data, provides coaching, and ensures compliance with employment laws and organizational policies.

Supports managers and employees across HR matters, including performance management, talent development, learning and development, engagement, employee relations, career frameworks, onboarding, exits, DEIB, organizational design, reporting, and HR records. The role partners with leadership to improve retention, employee development, inclusion, and people-centered decision-making while supporting the Senior HRBP and broader People team.

Provides senior federal staffing support to the CFTC, including drafting and posting job announcements, rating applicants, issuing certificates of eligibles, preparing offers, setting pay, and conducting quality reviews and audits. Requires advanced knowledge of federal HR programs, Title 5 and excepted service regulations, strong communication skills, extensive staffing experience, and current Delegated Examining Unit certification. The role is full-time and on-site.

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.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Leads strategic and operational HR functions, including employee relations, compliance, recruitment, compensation, benefits, performance management, workforce planning, HR metrics, process automation, and learning and development. Advises managers, oversees HR policies and legal compliance, supervises the HR team, manages the department budget, and develops training programs. The role is based in Washington, D.C., or New Jersey, with occasional travel between shelter locations.

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.

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.

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.

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.

Manages HR programs and operational initiatives, including employee relations, performance management, compliance, internships, accommodations, and cross-functional process improvements. Advises managers on workplace matters, oversees budgets and HR documentation, supports organizational effectiveness, and partners with legal counsel and departments on risk and policy initiatives. Supervises and develops HR team members while improving HR processes, employee experience, and departmental execution.

The HR Operations Support Lead will oversee federal HR compliance, workforce planning, and analyze operational challenges to improve efficiency and reporting.

The HR Specialist leads workforce planning, talent management, and HR audit activities, providing expert consultation and developing workforce strategies.

Serve as the HR business partner for Washington, DC restaurants, handling employee relations, performance management, recruiting support, compliance, training, workforce planning, engagement initiatives, and HR operations to improve retention and organizational effectiveness.