Join Brady and help build a workplace that supports high performance, strong relationships, and effective people strategies. This hybrid role in Washington, DC partners closely with leaders, managers, and employees to strengthen employee experience, performance management, organizational effectiveness, and talent planning.
For your work, Brady offers a competitive salary of $100,000-$120,000 annually (based on experience), plus comprehensive benefits including 90% employer-funded platinum medical coverage and 100% employer-funded dental and vision. You will also receive employer-paid life and AD&D insurance, a 403(b) retirement plan with an automatic 1% employer contribution, 16 weeks of paid parental leave, and Unlimited PTO, along with eleven paid federal holidays and a paid year-end office closure. After long-term service, you can also access a fully paid four-week sabbatical after five years and an eight-week sabbatical after ten years.
Brady supports your day-to-day flexibility with a hybrid work environment where DC-based staff generally work in the office two days per week, plus free onsite parking at the DC headquarters and pre-tax parking and transit benefits (where applicable). Eligible team members may also receive cell phone reimbursement, and you’ll get an annual Headspace subscription and access to flexible spending accounts.
Responsibilities
- Serve as a strategic HR partner and primary point of contact for assigned leaders and departments on employee and organizational matters.
- Build expertise in departmental goals, workforce needs, and operational challenges to provide proactive HR guidance and solutions.
- Partner with senior leadership to align people strategies with organizational priorities and business objectives.
- Coach and advise managers on leadership effectiveness, employee performance, team dynamics, communication, and people-management practices.
- Advise leaders on organizational structure, workforce planning, talent needs, and employee development.
- Identify workforce trends, organizational risks, and opportunities, then recommend HR strategies and interventions.
- Maintain strong, trusted relationships with leaders and employees while exercising appropriate confidentiality and professional judgment.
- Support organizational change initiatives and help leaders communicate and manage change within teams.
- Act as a key resource for employee relations by advising on workplace concerns, policies, performance issues, and conflict resolution.
- Partner with the VP of Human Resources & Operations to develop, review, and implement employee relations policies, procedures, and practices.
- Conduct and support fair, thorough, and timely workplace investigations involving employee complaints, policy concerns, interpersonal conflicts, and other workplace matters.
- Advise managers on documentation, corrective action, performance improvement plans, and other employee relations interventions.
- Facilitate conflict resolution and help address workplace concerns before they escalate.
- Partner throughout the performance management lifecycle, including goal setting, ongoing feedback, performance reviews, development planning, and performance improvement.
- Support talent reviews, succession planning, career development, and employee retention initiatives.
- Use employee feedback, HR data, and organizational trends to identify improvement opportunities and recommend actions.
- Assess development needs with leadership and develop targeted training and professional development programs.
- Support leadership development through coaching, manager training, workshops, and other development initiatives.
Requirements
- Appropriate confidentiality practices and professional judgment when handling employee relations matters and investigations.
- Ability to provide consistent employee relations support in accordance with organizational policies and applicable employment laws.
- Experience coaching managers through complex and sensitive employee conversations and supporting effective documentation.
- Experience facilitating conflict resolution and proactive handling of workplace concerns.
- Ability to partner with leadership on organizational health, employee engagement, team effectiveness, and culture initiatives.
- Capable of building manager effectiveness and employee capabilities through training and development resources.
Equal Opportunity Commitment
Brady is an Equal Opportunity Employer and is committed to creating a diverse and inclusive workforce, providing equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, marital status, gender identity, veteran status, or any other protected class under local, state, and federal law.
Brady also recognizes that gun violence disproportionately harms communities that have long faced systemic racism and inequities, including Black, Latinx, Native American, and LGBTQ people. Brady strongly encourages applications from people with these identities and lived experiences.
Accommodation requests during the interview process can be sent to bjoiner@bradyunited.org.
