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HR Manager - 36813

Admin/Office/RRHHPosted 19 days 17 hours 14 minutes ago. Viewed: 29 times.

Description

Duties and Responsibilities: Manages, develops and administers policies and programs covering several of the following: recruitment, wage and salary administration, training, employee relations, benefits, and EEO/affirmative action programs. Prepares recommendations to top management concerning human resource policies and practices. Works closely with line and staff management to develop human resource plans and strategies to meet organizational requirements. Ensures that programs, practices, and policies comply with applicable laws and regulations. Responsible for the employment, training, motivation and evaluation of assigned employees.  

 

1. Serves as the HR resource to directorate/MSO or office/component managers and employees.

• Provides substantive information, advice and guidance to directorate/MSO or office managers and employees on a broad range of HR issues-staffing and selection, organizational structure, performance management and evaluation, employee development, adverse action, and grievance procedures.
• Process, verify, and maintain documentation relating to personnel activities such as staffing, recruitment, training, grievances, performance evaluations, and Classifications
• Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures and Classification programs.
• Develops and implements policy regarding human resources activities, such as recruitment, compensation, benefits, training, employee relations, performance management.
• Interprets and provides guidance and instruction to subordinates/peers on HR processes, policies, workflow, and work unit priorities.
• Researches, responds to, and follows up on employee queries regarding compensation, benefits and entitlements, and other HR issues.
• Provides substantive support to directorate/MSO or office recruitment initiatives; provides guidance to managers on staffing and selection processes and procedures.
• Develops professional HR substantive expertise through continuous learning activities such as attending academic courses, seminars, workshops, reading professional research journals or conducting research to support program development.
• Identifies and develops effective policies on the resolution of a full range of HR issues for the Chief and Deputy Chief/MSO, and/or other senior managers.
• Prepares studies on local organizational HR performance; identifies developing trends and issues based on changing workforce demographics or mission objectives; develops plans and/or policies for addressing those issues in coordination with the Chief Human Resources Officer (CHRO) and directorate or MSO management.

2. Provides tactical and strategic planning support to local managers.

• Proactively seeks resolution to problems or challenges by focusing on improving processes and procedures to ensure optimal effectiveness.
• Gathers, analyzes, and presents descriptive data and recommendations for use by managers in both tactical (day-to-day) and strategic decision making.
• Identifies long and short-range strategic organizational HR initiatives; develops and implements project plans and deliverables.
• Facilitates and participates in group decision making, working with managers to structure the content of discussions and actively participating and influencing discussions and decisions.
• Initiates, leads, plans, implements, and coordinates activities of a project or multiple projects; may lead team members and contractors to achieve the project objectives and customer requirements.

  3. Researches and responds to employee needs, applying standard practices and regulations.

• Recognizes employee relationship issues and partners with managers and employees to identify solutions and take appropriate actions to prevent future problems.
• Promotes actions and strategies that create a culture where employees are valued and respected.
• Conducts sophisticated research, collecting information from HR functional areas and/or referring to regulations, directorate, MSO, or component policies, procedural instructions, or handbooks.
• Makes recommendations to HR program managers or other office-level managers on the best way to address an employee issue, balancing the needs of the employee with the needs of the directorate, MSO, or component; explains issue cause and resolution to employee.
• Prepares routine to moderately complex memoranda for employees to request benefits and entitlements, policy waivers, and other HR-related actions.
  
  

 
4. Ensures accuracy and currency for the data and documents pertaining to directorate, MSO, or office employees and organizational structure.

5. Conducts Position Management activities.  

• Studies and analyzes positions and prepares position descriptions based on job responsibility questionnaires and personal interviews. Evaluates positions using established evaluation systems, determines grades and prepares records as to the validity of the evaluations.
• Prepare occupational Classifications, job descriptions and salary scales
• Evaluate job positions, determining Classification, exempt or non-exempt status, and salary
• Records and tracks data from position descriptions and job salary evaluations to ensure consistency and accountability.
• Accountable for the accuracy and currency of all FLSA determinations.
• Evaluates selected positions using approved salary/Classification programs and recommends salary/reward zone changes. Conducts position Classification studies, prepares and revises class specification, and prepares study and implementation reports.
• Performs job audits and analysis of individual positions, classes and series of classes.
• Identify staff vacancies and recruit, interview and select applicants
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.

6. Incumbents may serve as Contracting Officers Technical Representative (COTR); assist in contracting activities to evaluate different acquisition approaches; prepares contracting strategy and completes required documentation; participates in the competitive evaluation process to identify qualified contractors; monitors and provides input on contractor performance and provides appropriate formal feedback and may recommend contractor award and/or incentives.

Depending upon assignment, incumbent may perform one or more of the following:

7. May function as mentor or first line supervisor to HR Administrators.  

• Assigns and monitors the work of subordinates.
• Ensures that data integrity is maintained by reviewing the data entered into financial systems by subordinates.
• Provides input into the formal evaluation process

8. Serves as a resource on issues related to processing employee assignments to foreign/domestic locations.  

• Provides advice and guidance on benefits and entitlements; addresses any processing issues related to Central Travel, External Operations, Medical Services, and the Office of Security.

9. Provides policy support on a variety of HR issues to HR and Agency management.

• Conducts sophisticated research by collecting information from Agency and other Federal regulatory sources. Prepares moderate to complex memoranda for senior Agency management to implement changes to Agency HR regulations or to implement new regulations. Writes regulatory issuances.
• Gathers, analyzes, and presents data and recommendations on HR policy issues to HR and Agency management.
• Communicate through various media, new and amended HR policies and procedures.
• Provides advice and guidance to Agency HR officers on how to interpret and implement Agency HR regulations.
• Partners with cross-Agency representatives to coordinate and implement HR policy issuances to include new policies as well as amended policies.
• Partner with other Agency policy staffs to coordinate and implement new or amended policy issuances that cross organizational boundaries.
• Review and approve or recommend approval for waivers to specific Agency regulations.
• Prepare moderate to complex memoranda to senior level Agency management to waive specified provisions of Agency regulations or to request a waiver from OPM on designated Federal regulations.

10. Serves as the subject matter expert in a key occupation within their directorate, office, or MSO of assignment. Focus is on staffing and employee development, instilling the vision of that office in the design, implementation, and management of a directorate, component, or MSO HR program.

• Develops or assists with the Agency, directorate, component, or MSO strategies for recruitment, selection, placement, and development of a workforce that aligns with strategic mission objectives serving in positions previously identified as Career Development Officer, Career Management Officer, Assignment Officer, Personnel Evaluation Management Staff Officer, Employee Development Officer or Special Activities Staff.
• Represents the directorate, component or MSO by serving as a liaison between the directorate, component or MSO and HR MSO on staffing and employee development.
  Serves as a training advisor for the directorate, component or MSO to ensure that corporate or mission training requirements are met.
  
  

In positions without administrative support, incumbents may perform one or more of the following:

• Serves as advisor and recording secretary for evaluation panels; provides feedback from panels and offers career guidance and counseling; prepares and tracks rotational agreements.
• Prepares vacancy notices and enters vacancy notice information into the Agency Vacancy Notice System; tracks vacancy notice applicants and collects applicant packages; participates on selection panels, conducts interviews, and updates databases to reflect selection decision.
• Enters recruitment requirements information into appropriate database. Tracks applicants, monitoring progress through security and medical processing; provides updates to management.
• Ensures data integrity is accurately maintained by creating and reviewing various standard and/or tailored HR reports on a regular basis to include: strength reports, promotion panel results, staffing complements, and performance metrics.
• Makes organizational changes in HR system as appropriate.
• Plan, develop, evaluate, improve and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.

    Knowledge, Skills and Abilities  

• Considerable knowledge of Federal, Agency and Human Resources regulations, policies, and unique Agency authorities in order to address organizational/business issues and questions.
• Considerable knowledge of component operations to anticipate and develop human resources strategic plans in coordination with component management and HRO.
• Considerable knowledge of quality assurance procedures to ensure data integrity and timeliness of the data.
• Considerable knowledge of the data maintained in the HR systems and the relevance of this data in addressing organizational issues and questions.
• Considerable knowledge of information technology tools-Position Management, other related HR databases, Excel PowerPoint, and MSWord-to support Directorate, MSO, or component decision making.
• Considerable organizational, workflow management, and multi-tasking skills.
• Working knowledge of and ability to apply analytic and diagnostic techniques sufficient to identify, evaluate, and recommend appropriate HR interventions to resolve routine to moderately complex HR problems and issues.
• Ability to interpret and apply HR business rules and use available job aids to accurately enter employee and organizational data into the Human Resource Information System (HRIS).
• Ability to interact with senior Directorate/MSO/Office managers in order to contribute to and influence decision-making.
• Ability to prepare and deliver comprehensive briefings to senior Directorate/MSO and/or corporate HR managers on HR topics.
• Ability to lead and develop staff through the development of working environments that motivate employees to perform.
• Ability to provide constructive performance feedback.
• Excellent oral and written communication skills to compose and deliver responses to employee questions in a clear and concise manner.
• Uses communication skills to persuade or convince others of need for change.
• Makes decisions that significantly impact the directorate, MSO, or component.
• Strategically leads, partners and plans with the directorate, MSO, or component.
• Identify and pursue opportunities for innovation within HR organization; analyzes relative value of alternative approaches or process improvements, which impact achievements of HR objectives.
• Anticipates customer needs and requirements; effectively designs work processes to satisfy needs.

Basic knowledge of Contracting Officers Technical Representative concepts and principles.   Required Qualifications: Requires a bachelors degree or equivalent, and ten to twelve years of related (Human Resource) experience. Supervisory/management experience.


Industry: IT Consulting/Services
Discipline: HR Management
Experience: 11 - 15 Years
Level: Manager
Compensation: $100K+
Company: CACI

Contact information

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