Human Resources Manager

DRB Homes; Rockville (MD); On-site; USD 95,000 - 130,000; Full time

Job summary

DRB Homes is seeking a People and Culture Manager to partner with divisions, guiding managers and staff on employee relations, performance management, and policy interpretation. You will help ensure consistent application of HR policies, assist with staffing and engagement, and escalate issues for higher-level review as needed.

The role emphasizes compliance, documentation, and confidential handling of sensitive information, with on-site work and occasional travel to support divisions and

Qualifications

• Three or more years of progressive HR experience, including employee relations and performance management.
• Experience supporting multiple business units, divisions, or locations.
• Working knowledge of federal, state, and local employment laws and HR compliance.

Responsibilities

• Interpret, advise, and guide managers on policies, procedures, and HR processes.
• Provide coaching on performance management, documentation, and employee relations concerns.
• Support staffing needs, employee engagement, retention, and other people-related needs.
• Promote fairness, confidentiality, and compliance in HR practices.
• Maintain documentation and follow HR workflows, escalation, and records.
• Support unemployment claims processes and hearings as needed.

Skills

Employee relations

Performance management

Policy interpretation

HR guidance

Stakeholder management

Education

Bachelor’s degree in Human Resources, Business Administration, or related field

Tools

HRIS

Microsoft Office

HR policies tools

Job description

Job Purpose

The People and Culture Manager serve as a People and Culture partner for assigned divisions, providing practical guidance to managers and employees on employee relations, performance management, policy interpretation, workforce needs, and other HR matters. This role supports the consistent application of company policies and procedures, helps managers make informed people decisions, and escalates matters requiring higher-level review or approval.

Job Purpose

The People and Culture Manager serve as a People and Culture partner for assigned divisions, providing practical guidance to managers and employees on employee relations, performance management, policy interpretation, workforce needs, and other HR matters. This role supports the consistent application of company policies and procedures, helps managers make informed people decisions, and escalates matters requiring higher-level review or approval.

Essential Functions

General Duties and Responsibilities

• Interpret, advise, and guide managers and employees on company policies, procedures, practices, and HR processes within established company standards.
• Provide coaching and support to managers regarding performance management, documentation, employee conduct, attendance, corrective actions, and employee relations concerns.
• Support employee relations matters by gathering information, documenting concerns, identifying risk considerations, and escalating matters when required by company process or leadership direction.
• Assist managers with staffing needs, employee engagement, retention efforts, and other people-related business needs for assigned divisions.
• Promote consistency, fairness, confidentiality, and compliance in the application of HR practices across assigned divisions.
• Maintain accurate documentation and follow required HR processes, workflows, escalation protocols, and recordkeeping requirements.
• Monitor unemployment claims and assist managers with unemployment hearings.
• Act as a trusted resource for managers and employees while reinforcing that managers remain accountable for leading their teams and making operational decisions within company guidelines.
• Help identify employee relations patterns, training needs, communication gaps, or process issues and share observations with HR leadership.
• Make recommendations for new policies and processes or revisions to existing policies and processes to enhance efficiency and the employee experience.
• Participate in HR meetings, division leadership discussions, and cross-functional projects as needed.
• Maintain professionalism, discretion, and confidentiality when handling sensitive employee, manager, and business information.
• Other duties and projects as assigned.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; or an equivalent combination of education and relevant experience.
• Three or more years of progressive human resources experience, including experience supporting managers and employees in employee relations, performance management, and policy interpretation.
• Experience supporting multiple business units, divisions, locations, or functional groups preferred.
• Working knowledge of federal, state, and local employment laws and HR compliance considerations.
• Proficiency with HRIS systems, Microsoft Office, and standard business communication tools.

Working Conditions

• On-site position
• Standard Workweek: Monday through Friday, 40 hours per week
• Professional office environment
• Regular use of a computer, phone, and standard office equipment.
• May require occasional travel to assigned divisions, offices, communities, or company locations to support business needs, employee relations matters, training, or meetings.
• May require flexibility in schedule to address urgent employee relations matters, business needs, or time-sensitive escalations.

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing their essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is performed primarily on residential construction sites and standard office environments. The noise level in the office environment is usually moderate. The noise level on a construction site will be high, hearing protection will be necessary and provided by the company. Occasional travel to various worksites will be required, depending on assignment.

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.