Chief Human Resources Officer at Gross, Mendelsohn & Associates, P.A.

Gross Mendelsohn, one of the Mid-Atlantic's leading independent CPA and advisory firms, is seeking a strategic, hands-on Director of Human Resources / Chief Human Resources Officer to lead the firm's people strategy during an important period of growth and transformation.

This is a highly visible leadership role for a proven HR professional who can work closely with the firm's leadership to help position Gross Mendelsohn as a leading employer of top talent in the Mid-Atlantic. The right candidate will bring sound judgment, operational discipline, and the ability to build a modern, people-first platform that supports recruiting, retention, leadership development, compliance, performance management, and long-term growth.

This is not a maintenance HR role. The firm is looking for a change agent who can strengthen the employee experience, improve systems and processes, advise partners and senior leaders, and help build the talent infrastructure needed for GMA's next stage of growth.

Recognized with multiple Top Workplace awards, Gross Mendelsohn is committed to professional excellence, collaboration, and long-term success. This role offers the opportunity to shape the future of the firm's people function while preserving the relationship-driven culture that has made GMA successful.

Key Responsibilities

People Strategy & Firm Leadership

• Partner with the Managing Partner, COO, Executive Committee, service line leaders, and administrative leadership to develop and execute a people strategy that supports the firm's business goals, culture, independence, and growth.
• Help position GMA as an employer of choice for accounting, advisory, technology, administrative, and leadership talent across the Mid-Atlantic.
• Serve as a trusted advisor to partners, managers, and firm leaders on workforce planning, culture, leadership, employee relations, performance, and organizational effectiveness.
• Translate firm strategy into practical HR programs, policies, systems, communications, and leadership behaviors.

Recruiting, Retention & Workforce Planning

• Lead and improve the firm's recruiting strategy for experienced professionals, campus hires, administrative roles, leadership positions, and strategic growth hires.
• Partner with leadership to identify current and future talent needs across audit, tax, advisory, technology, administration, and emerging service lines.
• Strengthen GMA's employer brand in coordination with marketing, recruiting, and firm leadership.
• Develop retention strategies that support career growth, engagement, culture, flexibility, leadership development, and employee experience.
• Use data, market insight, and internal feedback to help the firm compete more effectively for talent.

Employee Experience, Culture & Engagement

• Lead initiatives that reinforce GMA's culture, values, accountability, professionalism, and commitment to people.
• Build programs that support employee engagement, communication, recognition, inclusion, and professional growth.
• Serve as an accessible, credible, and trusted resource for employees across the firm.
• Work with leadership to identify and address cultural friction points, morale issues, communication gaps, and engagement opportunities.
• Support a workplace environment where people feel respected, supported, challenged, and invested in the firm's success.

Performance Management & Leadership Development

• Lead the firm's performance management process, including goal setting, feedback, evaluations, coaching, and performance improvement.
• Support leadership development programs for managers, directors, partners, and future firm leaders.
• Help establish clearer expectations, competencies, career paths, and accountability measures across roles and levels.
• Partner with firm leadership on succession planning, career development, and talent assessment.
• Support difficult conversations, disciplinary matters, investigations, and terminations with professionalism, judgment, and discretion.

HR Operations, Compliance & Risk Management

• Oversee the full scope of Human Resources, including talent acquisition, onboarding, offboarding, benefits, compensation, employee relations, leave administration, policy development, HRIS administration, and employment records.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain and improve HR policies, employee guidelines, procedures, documentation, and internal controls.
• Maintain current knowledge of HR best practices, employment law, talent trends, and technology.
• Identify HR-related risks and recommend practical solutions to firm leadership.

Compensation, Benefits & HR Systems

• Lead or support compensation analysis, salary benchmarking, incentive programs, and benefits renewals.
• Evaluate and improve HR systems, reporting, dashboards, workflows, and employee data integrity.
• Use HR metrics to assess recruiting effectiveness, retention, engagement, turnover, compensation competitiveness, and workforce needs.
• Partner with finance and firm leadership on headcount planning, budgeting, and people-related investment decisions.

HR Team Leadership

• Lead, coach, and support the HR team, including professionals responsible for recruiting, learning and development, HR administration, HRIS, and related functions.
• Build clear roles, expectations, workflows, and accountability within the HR function.
• Foster a service-oriented HR team that is responsive, proactive, practical, and trusted across the firm.
• Help the HR team continue evolving from administrative support to a more strategic and consultative function.