An exterior view of historic Ford’s Theatre, a three-story brick building with five arched windows on the second and third floor. The bottom floor is white and has five arched entryways.
Photo © Maxwell MacKenzie.

Human Resources Manager

Ford’s Theatre Society is hiring a Human Resources Manager to join its team. The position is full-time and based in Washington, DC.

Ford’s Theatre Society values and is committed to maintaining a diverse, inclusive, and equitable workforce and working environment. Ford’s is proud to be an equal opportunity employer where all qualified applicants will receive consideration for employment without regard to race, ethnicity, religion, national origin, sex, gender identity or expression, family status, sexual orientation, disability, age, neurodiversity, veteran status, or any other characteristic protected by law. 

Ford’s offers a dynamic working environment steeped in culture and history along with a robust benefits package including highly subsidized health insurance, 401(k) contributions, and generous paid leave policies.

The primary responsibilities of the Human Resources (HR) Manager are to lead the employee life cycle, beginning with recruitment to coordination of onboarding through benefits compliance, management, education, administration, performance review coordination, and employee development. Ford’s workforce is made up of full-time, part-time, seasonal, and project-based employees, as well as some project-based independent contractors.  Fords maintains relationships with several unions in conjunction with some employment relationships. In all aspects of the HR manager’s duties, there is to be a focus on ensuring Ford’s HR operations are respectful, inclusive, accessible, and equitable.

Success in this position is dependent upon using the first 3-6 months of learning Ford’s systems, HR policies, benefit plan administration, and operations through working closely with the Director of Finance and hands-on learning. 

All Ford’s Theatre Society employees are required to actively participate in the Society’s ongoing efforts to become an anti-racist organization. These efforts include staff-wide conversations, new programming, development of new resources for staff and audiences, and an expectation that all staff will keep themselves informed of new resources and trends in the field of anti-racism and DEAI and how they can be applied to their work on a day-to-day basis.

Principal Responsibilities


  1. Ensure compliance with various reporting requirements both to entities and employees, including but not limited to EEO-1 reporting, Affordable Care Act reporting along with Forms 1095 creation and distribution, Medicare Creditable Coverage Notices, 401(k) plan notices.
  2. Maintain the Employee Handbook, periodically suggesting edits and updates for clarity and compliance, as well as for supporting and enhancing, equity, diversity, and inclusion initiatives.  Ensure the Handbook is distributed to all employees and easily available. 
  3. Serve as custodian of all personnel related files. Maintain confidentiality of personnel information except for where incident reporting requirements dictate otherwise, and then maintain confidentiality to the extent possible.
  4. Provide ongoing support for employee benefits including enrollment, change verifications, and processing.
  5. Partner with staff to listen to employee relation issues.  Act, when necessary to find resolutions which may include escalating the issues as appropriate.
  6. Participate in salary and benefit planning as well as in salary and benefit benchmarking initiatives.
  7. Communicate regularly and effectively with the Accounting, Payroll, and Office Services manager to ensure all payroll related paperwork including but not limited to notices of benefit changes, salary changes, new hire paperwork, changes to tax, 401(k), or any other withholdings is turned in clearly, timely, and accurately for proper processing.
  8. Work closely with the Director of Equity, Diversity, and Inclusion to infuse all HR practices with best practices in these areas.
  9. Regularly review and work with managers to update job descriptions with a specific focus on making and keeping them inclusive and respectful of a diverse workforce.
  10. Provide guidance to employees, managers, and leadership to ensure all staff understand avenues to voice concerns and report all incidents of any form of discrimination, harassment, inequity, or other issues.
  11. Promoting staff engagement through participation on committees and suggesting and assisting in planning of staff activities.
  12. With the Director of Finance, propose and coordinate staff trainings in areas including, but not limited to, interviewing, hiring, sexual harassment, and safety.
  13. Assist the Director of Equity, Diversity, and Inclusion in coordinating staff trainings in areas of EDI.

Recruitment, Onboarding, Performance Management

  1. Implement inclusive recruitment strategies that might use non-traditional sources to ensure diverse applicant pools. Stay abreast of inclusive recruitment best practices and adjust strategies as necessary.
  2. Assist hiring managers in recruitment duties that may include posting positions, pre-screening candidates, and training and advising hiring managers on removing explicit and implicit bias in the recruitment and hiring process.
  3. Partner with other staff and staff committees, including the Director of Equity Diversity, and Inclusion and Director of Finance, to design, implement and maintain a comprehensive on-boarding process that includes an introduction to the Society’s mission, values, operations, key policies, and departmental functions. 
  4. Conduct new-hire orientations to include benefits overview and enrollment.
  5. Complete or ensure completion of required new-hire paperwork for all new employees.
  6. Coordinate annual employee review process, ensuring the process is fair and equitable. Work with Director of Finance and other staff to suggest and implement changes and improvements in the review process.

Benefits Administration

  1. Be able to learn, and clearly and effectively communicate, information regarding employee benefits including medical, dental, vision, paid time off, family and medical leave, disability, transportation, flexible spending accounts, 401(k) plan, and all other ancillary benefits.
  2. Lead and administer benefit renewal and open enrollment processes for medical, dental, vision, disability, and flexible spending account plans.  This includes working with the Director of Finance and plan brokers to provide cost-optimal yet robust benefits as well as communicating with staff and collecting and inputting all changes.
  3. Process benefit enrollments and changes in an accurate and timely manner.
  4. Serve as an advisor and advocate for employees who are navigating benefit claims and potential claims.
  5. Administer employee transportation benefits and parking enrollments, changes and terminations including communicating any cost withholding changes to the Accounting Payroll and Office Services Manager.
  6. Receives and reviews invoices for employee benefit programs. Provides proper GL coding and submits to Director of Finance for final approval.

Other Duties

  1. Keep current on issues affecting the HR field and relay to the Director of Finance any concerns of changes in legal or best practices that could affect the Society and its employees.
  2. Assist with administration of the internship program.
  3. Performs other tasks as assigned.



  • High School Diploma with additional education or on-the-job training in areas of employee relations, benefits administration, the employment legal environment, or other HR related areas.


  • Ability to be empathetic and diplomatic.
  • Ability to pay attention to accuracy, detail, and deadlines.
  • Strong customer service orientation.
  • Basic math skills.
  • Comfortable working on a computer and with a variety of benefit administration platforms.
  • Possession of the desire to create and maintain an inclusive, welcoming, and productive workplace. 
  • Interest in history, theatre, museum, or performing arts preferred.


  • A proven and verifiable record of success in contributing to positive employee relations, preferably through the management or administration of HR practices and procedures.

Salary: Approximately $62,000 per year

To Apply

Please send cover letter and resume to [email protected].