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Human Capital Jobs (NOW HIRING)

FEDITC LLC

Human Capital Manager

Falls Church, VA · On-site

FEDITC is seeking an experienced Human Capital Manager, Journeyman to be responsible for the successful performance of Business Operations and Executive Support Services (BOESS) in supporting the ...

FEDITC LLC

Human Capital Manager

Falls Church, VA

FEDITC is seeking an experienced Human Capital Manager, Journeyman to be responsible for the successful performance of Business Operations and Executive Support Services (BOESS) in supporting the ...

City of New York

Human Capital Associate

Manhattan, NY · On-site

$60K - $70K/yr

The Human Capital Unit supports all DCWP staff and programs through recruitment, onboarding, and personnel operations. We're seeking a driven and collaborative Human Capital Associate to help attract ...

City of New York

Human Capital Associate

Manhattan, NY · Hybrid

The Human Capital Unit supports all DCWP staff and programs through recruitment, onboarding, and personnel operations. We're seeking a driven and collaborative Human Capital Associate to help attract ...

City of New York

Human Capital Associate

Manhattan, NY · Hybrid

The Human Capital Unit supports all DCWP staff and programs through recruitment, onboarding, and personnel operations. We're seeking a driven and collaborative Human Capital Associate to help attract ...

Booz Allen Hamilton

Human Capital Specialist

Chantilly, VA · On-site

$55K - $126K/yr

Human Capital Specialist The Opportunity: Human capital isn't just about policies, it's about people and mission success. As an HR Specialist on our team, you'll engage with clients to help them ...

MMC Group

Human Capital Specialist

Folsom, CA

Provides administrative support to Human Capital department as needed. * Provides information and assistance to employees, job applicants, and the general public concerning human resource policies ...

TTEC

Human Capital Services Specialist Apply now Human Capital Services Specialist Payroll Cairo Egypt Be the spark that brightens days and ignite your career with TTECs award-winning employment ...

GardaWorld

Regional Manager of Human Capital

Portland, OR · Remote

$80K - $90K/yr

Regional Manager of Human Capital - Mountain Region About the Role As a key strategic leader, the Regional Manager of Human Capital (RMHC) helps drive business growth by aligning people strategies ...

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Human Capital information

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$26.5K

$44.2K

$60K

How much do human capital jobs pay per year?

As of Jun 7, 2026, the average yearly pay for human capital in the United States is $44,245.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,500.00 and $48,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Human Capital professional, and why are they important?

To thrive as a Human Capital professional, you need a solid background in human resources, talent management, and organizational development, typically supported by a degree in HR or a related field. Familiarity with HR information systems (HRIS), data analytics tools, and certifications like SHRM-CP or PHR are highly valuable. Strong interpersonal skills, strategic thinking, and effective communication help you build relationships and drive organizational change. These skills are crucial for attracting, developing, and retaining talent to ensure long-term business success.

What is the difference between Human Capital vs Human Resources?

AspectHuman CapitalHuman Resources
FocusInvesting in employee skills, knowledge, and abilities to enhance organizational valueManaging employee relations, recruitment, compliance, and administrative functions
CredentialsOften requires degrees in business, management, or related fields; certifications like SHRM-CP or PHRSimilar credentials; HR certifications are common
Work EnvironmentStrategic planning, talent development, and organizational growth initiativesAdministrative, operational, and compliance tasks within HR departments
Usage in IndustryUsed in strategic planning, talent management, and organizational developmentUsed in daily HR operations and employee management

While both roles focus on employees, Human Capital emphasizes strategic investment in employee skills and organizational value, whereas Human Resources handles day-to-day employee management and administrative functions.

How does a Human Capital professional typically collaborate with other departments to drive organizational effectiveness?

Human Capital professionals work closely with leaders and staff across departments, such as finance, operations, and IT, to align talent strategies with business objectives. This often involves partnering on workforce planning, organizational development, and change management initiatives. Regular cross-functional meetings and project teams are common, allowing Human Capital to gather input, address concerns, and ensure HR programs support company-wide goals. Effective collaboration is key to fostering a positive workplace culture and driving organizational performance.

What is human capital?

Human capital refers to the collective skills, knowledge, experience, and attributes of employees that contribute to an organization's productivity and success. It encompasses education, training, abilities, and even health, which all play a crucial role in driving economic value. Organizations invest in human capital through hiring, training, and professional development to enhance workforce performance and achieve business goals.
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What states have the most Human Capital jobs? States with the most job openings for Human Capital jobs include:
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Human Capital jobs near you

Human Capital Manager

FEDITC LLC

Falls Church, VA • On-site

Full-time

Posted 25 days ago

Job description

FEDITC, LLC is a fast-growing business supporting DoD, Defense Health Agency (DHA) and other agencies worldwide. FEDITC is proud & honored to provide these services.
Overview of position:
FEDITC is seeking an experienced Human Capital Manager, Journeyman to be responsible for the successful performance of Business Operations and Executive Support Services (BOESS) in supporting the Assistant Director for Health Care Administration in Falls Church VA. All work is related to supporting and maintaining human resource and capital management information, including personnel recruitment, organization charts, performance evaluations, personnel awards, retirement, work-related timekeeping, and temporary duty assignments. Assist with the development of relevant military position descriptions; and developing and recommending force development plans to ultimately support the organization's strategic and tactical military personnel/manpower activities.
A United States Citizenship and an active Public Trust is required
This is an upcoming opportunity contingent on contract award with a projected start date of May 2025
Responsibilities:
• Provide day-to-day operations support for staff comprised with military, civilian, public health service, and contract support personnel. Typical tasks include assistance establishing and supporting the in/out processing of all staff members; managing timekeeping and TDY assignments; updating of policy; managing personnel files and documentation and develop and maintain the Organization Chart.
• Assist with identification of positions to fill and manage the process for all hiring actions. Coordinate with military Personnel Services Division for military billets including (but not limited to) backfills and new requirements.
• Support the Government with Civilian and Military in-processing and out-processing, evaluations, and awards. Oversee performance management functions; assist with personnel objectives, assessments, and closeouts for all DOD personnel.
• Support training and awareness activities including those aligned with Manpower Individual Development Plan (IDP) activities.
• Manage and report on all aspects of military personnel and manpower actions, including but not limited to performance ratings, promotions, enlisted/officer personnel files, strength management, awards, requisitions, reductions, special pay contracts, retirements, separations, management change requests, organizational change requests.
• Utilize personnel and manpower automated systems supporting military personnel programs and retrieve data for studies, projects, and reports.
• Monitor readiness requirements for military personnel.
• Examine the current force structure, define gaps in education, training, experience; assist with defining long-term plan of action and supporting the execution of a sustainable human capital plan.
  • Other activities as required.

Experience/Skills:
  • Minimum 5+ years of experience.
  • Familiarity of the DoD and the Defense Health Agency is highly desired.
  • Provide guidance on strategic IM/IT workforce planning and human capital management.
  • Proficiency with business process development and improvement.
  • 3-5 years' experience in strategic planning.
  • Possesses and applies expertise on multiple complex work assignments.
  • Ability to handle efficiently and effectively multiple and shifting priorities.

Education:
  • Bachelor's degree desired

Clearance:
  • Must be a US Citizen and have Public Trust Clearance.
  • Must be a United States Citizen and pass a background check.
  • Maintain applicable security clearance(s) at the level required by the client and/or applicable certification(s) as requested by FEDITC and/or required by FEDITC'S Client(s)/Customer(s)/Prime contractor(s).

FEDITC, LLC. is committed to fostering an inclusive workplace and provides equal employment opportunities (EEO) to all employees and applicants for employment. We do not employ AI tools in our decision-making processes. Regardless of race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran, FEDITC, LLC. ensures that all employment decisions are made in accordance with applicable federal, state, and local laws. Our commitment to non-discrimination in employment extends to every location in which our company operates.

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