Human Resources Specialist

General Job Information

Job Summary

The District Department of Transportation (DDOT) is seeking an experienced and forward‑thinking Human Resources Branch Manager to join the Talent and Business Services Administration (TBSA). As a key leader within the Human Resources Division, you will help shape, strengthen, and streamline HR programs that support nearly 1,500 employees across one of Washington, D.C.’s most dynamic agencies. In this role, you will partner closely with the Associate Director to advance critical HR initiatives, often handling sensitive and confidential matters, while collaborating across the agency to craft clear, engaging communication that enhances the employee experience.

As an HR subject matter expert and trusted advisor, you will represent the division on a wide range of HR functions and supervise a team responsible for processing personnel actions, interpreting policies, and delivering exceptional customer service. A core part of your leadership will involve evaluating and improving HR processes to ensure accuracy, efficiency, and alignment with agency standards. You will champion simplification, consistency, and service excellence—ultimately helping DDOT attract, retain, and develop top talent.

Duties and Responsibilities

Conducts human resource strategic planning; and performs project management assignments and studies. Analyzes and evaluates new and existing programs in terms of meeting the agency’s human resource management needs, to comply with legal and governmental requirements. Recommends changes and/or corrective actions to District human resource law, rules, and/or regulations. Counsels subordinate staff in accomplishing organizational and operational goals; and identifying and resolving human resources issues. Provides human resources policy guidance, technical expertise, and consultation to other managers and staff within the agency. Ensures that controls are in place to identify staff development and training needs relative to the mission and function of the agency, and that agency employees receive the necessary training.

Renders decision in the interpretation of the human resources regulations to agency management and employees. Recommends human resource policy or operations changes, consistent with District human resource laws, rules, regulations, priorities, objectives, and any new mandates to the agency head and monitors implementation when approved. Coordinates the human resources liaison function including establishing a monitoring and reporting system and responding to human resource problems. Works with the Department of Human Resources’ (DCHR) entities, as appropriate/necessary, to ensure accurate benefits and retirement administration, position classification, and recruitment and placement of personnel for/within the agency.

Provides support to agency managers/supervisors in the delivery of human resource services. Provides agency human resource representation at meetings, hearings, contract negotiations, presentations, proceedings, and committees. Acts as the agency’s main contact for employee issues acting for the agency head as technical authority in grievances. Manages a staff performing the human resources functions for the agency. Makes decisions on work issues/problems presented by subordinates. Provides advice and counsel to staff; approves selections for subordinate supervisory and nonsupervisory positions. Conducts periodic workload and workflow process analyses, proposes, and implements recommendation to improve and enhance output in addition to improving working environment. Finds and implements ways to eliminate or reduce barriers to effective production, promotes team building, or improve business practices, and reforms related supervisory responsibilities, as required.

Qualifications and Education

Applicant must have at least one (1) year of specialized experience equivalent to at least the next lowest grade level, or its non-District equivalent, gained from the public or private sector.  This means that all applicants must have at least one year of experience at a Grade 13 level or sufficient external experience to demonstrate the ability to complete the role of this Grade 14 position.  Specialized experience is defined as experience that has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position, such as demonstrated success leading or supervising human resources teams or projects; advanced knowledge of and demonstrated experience in human resources program development and management; ability to understand and interpret the District Personnel Manuel (DPM) and other related regulations, policies, and procedures; and thorough knowledge of human resource theories, principles, practices, and techniques as well as laws, regulations and standards related to such practices in the public or private sector.

A bachelor’s degree or higher in human resources or related field is preferred.

Previous experience managing and supervising a team is preferred.

Licenses and Certifications

Professional in HR (PHR or SHRM-CP) or Senior Professional in HR (SPHR or SHRM-SCP) certification is preferred.

Working Conditions/Environment

The work is performed in the office and in a conference, meeting and training rooms, and as appropriate at the employee’s work site.

Other Significant Facts

Tour of Duty:  Varies

Pay Plan, Series, and Grade: MS-0201-14

Promotional Potential: No known promotion potential.

Duration of Appointment:  Management Supervisory Service (MSS) – At Will. This is a Management Supervisory Service (MSS) appointment. Persons appointed to MSS positions do not acquire permanent status but serve at the pleasure of appointment Personnel authority and may be terminated at any time.

Position Designation(s): The incumbent of this position will be subject to enhanced suitability screening pursuant to Chapter 4 of DC Personnel Regulations, Suitability – Security Sensitive.  Accordingly, the incumbent will be subject to pre-employment checks (criminal background checks, consumer credit check, traffic record checks, if applicable) as a condition of employment, and will be subject to periodic criminal background checks for the duration of your tenure.

Essential Designation: This position is classified as an essential position under the provisions of the District Personnel Manual Chapter 12. As such, the incumbent is required to serve in emergency situations to perform critical duties, i.e., snow removal, debris removal, transportation, shelter, operations, food distribution, and communications. These duties may be performed when the government is closed or when employees are dismissed early.

Employee Benefits May Include:

DDOT is an employer of choice for any job seeker who has passion, energy, and enthusiasm about our city.  Employee benefits include:

Health and life insurance benefits and retirement benefits (More information about these benefits is available on the D.C. Department of Human Resources (DCHR) website at www.dchr.dc.gov.)
Complimentary Capital BikeShare Membership
Continued professional development, and professional growth through d.University, the in-house training available for all DDOT employees
Flexible work schedule (team and role dependent)
Employer assisted housing loan program, providing payment and/or closing cost financing for first-time home buyers (restrictions apply).
If the position you are applying for is in the Career, Management Supervisory, or Educational Service at an annual salary of one hundred fifty thousand dollars ($150,000) or more, you must establish residency in the District of Columbia within one hundred eighty (180) days of the effective date of the appointment and continue to maintain residency within the District of Columbia throughout the duration of the appointment.

EEO Statement: The District of Columbia Government does not discriminate or retaliate in employment on the basis of race, color, religion, sex, pregnancy, gender identity and expression, national origin, family responsibilities, political affiliation, sexual orientation, marital status, homeless status, disability, genetic information, age, membership in an employee organization, participation in a legally protected activity, parental status, matriculation, personal appearance, credit information, status as a victim or family member of a victim of domestic violence, sexual offense, or stalking. military service, or other non-merit factor.