Human Resource Manager

Integrity National Corporation; Silver Spring (MD); On-site; USD 80,000 - 100,000; Full time

Job summary

Integrity National Corporation in Silver Spring, MD, seeks an experienced Human Resources Manager to lead day-to-day HR operations, employee relations, policy interpretation, and compliance across a multi-state workforce. You will partner with executive leadership, HR Generalist, Recruiting, and Operations to establish ownership, strengthen controls, and deliver consistent HR services.

Focus areas include labor relations, CBAs, onboarding, and payroll readiness.

Qualifications

• Bachelor's degree or higher in a related field.
• 5+ years of progressive HR experience.
• Strong knowledge of labor relations and CBA administration.
• Experience with multi-site, union, or labor-intensive workforces.
• SHRM-CP/SHRM-SCP/PHR/SPHR preferred.

Responsibilities

• Lead and coordinate day-to-day HR operations across corporate and field locations.
• Develop and maintain HR policies, procedures, SOPs, and manager resources.
• Serve as primary HR resource for employee relations and investigations.
• Administer and ensure compliance with CBAs, including grievance handling and deadlines.
• Oversee onboarding, benefits, and payroll-related readiness and compliance.

Skills

Employee relations

Investigations

Manager coaching

HR operations

Policy interpretation

Labor relations

Compliance

UKG Ready

Bilingual English/Spanish

Education

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field

Tools

UKG Ready

HRIS

Job description

• Base Pay $80,000.00 - $100,000.00 / Year

Description

Position Summary

The Human Resources Manager leads day-to-day HR operations and serves as the primary resource for employee relations, investigations, policy interpretation and application, manager coaching, labor relations, compliance execution and oversight, and cross-functional HR process ownership. The role ensures that HR practices support Integrity's growth objectives, operational needs, employee experience, and compliance obligations across a multi-state, labor-intensive workforce.

The HR Manager works closely with executive leadership, the HR Generalist, Recruiting, Account Managers, Operations, and Finance/Payroll to establish clear ownership, strengthen controls, support managers, and deliver consistent HR services.

Key Responsibilities

HR Leadership & Operations

Lead and coordinate day-to-day HR operations across corporate and field locations.

Establish clear ownership, decision-making authority, operational responsibilities, handoffs, and escalation procedures across HR and partner functions.

Develop, maintain, and implement HR policies, procedures, SOPs, and practical manager resources.

Provide leadership with factual updates on HR workload, risks, priorities, compliance matters, and process-improvement initiatives.

Employee Relations, Investigations & Manager Support

Serve as the primary professional HR resource for employee relations matters and sensitive workplace concerns.

Lead or coordinate workplace investigations and support complex discipline, performance improvement, and termination matters.

Interpret and apply HR policies consistently and coach managers on performance, documentation, escalation, and appropriate employee actions.

Provide guidance on leave, accommodation, retaliation, harassment, discrimination, and other matters requiring professional HR judgment.

Labor Relations and Collective Bargaining Agreement Administration

Administer and ensure compliance with applicable Collective Bargaining Agreements (CBAs), including provisions governing wages, benefits, seniority, scheduling, overtime, discipline, and other employment conditions.

Serve as the primary HR resource for union-related employee matters, grievances, and labor relations concerns.

Partner with Account Managers and Operations leadership to ensure consistent interpretation and application of CBA provisions.

Coordinate grievance investigations, responses, documentation, and contractual deadlines.

Support labor-management meetings, union communications, and collective bargaining activities in coordination with executive leadership and legal counsel, as appropriate.

Identify, address, and escalation potential labor relations risks and contractual compliance issues.

Compliance & Risk Management

Ensure consistent execution of applicable federal, state, and local employment requirements.

Oversee onboarding compliance, I-9/E-Verify controls, work-authorization monitoring, employee-record requirements, and corrective action for identified gaps.

Support Ready-to-Start and Ready-to-Pay controls and clarify ownership for compliance and payroll-readiness exceptions.

Coordinate audits, compliance calendars, required reporting, documentation standards, and risk-remediation activities.

UKG / HRIS Functional Ownership

Serve as the HR functional owner and internal subject-matter resource for UKG.

Govern HR workflows, checklist configuration, permissions, job and profile mappings, reporting needs, and user practices.

Coordinate UKG improvements, upgrades, configuration issues, and vendor support.

Strengthen system-of-record discipline, employee-data accuracy, workflow visibility, reporting, and controls.

Talent Acquisition, Position Management & Workforce Planning

Partner with Recruiting and Operations to define position requirements, hiring priorities, screening criteria, and target candidate profiles.

Provide oversight for professional or complex hiring while routine sourcing, screening, communication, scheduling and ATS administration remain with Recruiting.

Develop and maintain job descriptions and success profiles; support position classification, role design, and compensation benchmarking.

Review management hires, nonstandard offers, compensation exceptions, and recruiting-vendor needs.

Onboarding, Benefits, Leave & Employee Support

Provide professional oversight of onboarding, records administration, benefits transactions, offboarding, and employee support activities.

Oversee benefits vendor and employee communications and provide escalation support for complex plan or eligibility matters.

Administer or oversee FMLA, ADA/accommodations, return-to-work, and related documentation and decisions.

Ensure HR services remain accessible through clear, practical, and assisted support pathways where employee self-service is not effective.

Manager Enablement & Cross-Functional Partnership

Clarify frontline people-management responsibilities, HR boundaries, documentation requirements, and escalation expectations.

Develop or coordinate role-based manager training, job aids, templates, and recurring HR reinforcement.

Partner with Finance/Payroll to strengthen employee setup, payroll readiness, deductions, corrections, and HR-related payroll exception resolution.

Use HR inquiries, employee-relations trends, and process exceptions to identify training, policy, workflow, and system improvements.

Qualifications

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.

Five or more years of progressive professional HR experience, including employee relations, investigations, manager coaching, compliance and HR operations.

Demonstrated knowledge of labor relations and CBA administration, including grievances, contractual deadlines, and consistent application of negotiated provisions.

Experience supporting multi-site, hourly, union, government-contract, facilities-management, janitorial, or other labor-intensive workforces preferred.

Strong HRIS capability; UKG Ready experience strongly preferred.

Bilingual English/Spanish capability preferred.

SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Strong judgment, confidentiality, documentation, communication, analysis, and cross-functional partnership skills.

Key Performance Indicators

Employee-relations and investigation case timeliness and documentation quality.

CBA compliance, grievance response timeliness, and contractual-deadline adherence.

I-9/E-Verify, work-authorization, onboarding, Ready-to-Start, and Ready-to-Pay compliance results.

HR service-response and escalation effectiveness.

UKG workflow, reporting, data-quality, and user-adoption improvements.

Recruiting and onboarding efficiency, new-hire retention, turnover, and performance-review completion.

Manager training completion and compliance with documentation and escalation expectations.