Business Management |
Responsibilities:
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Interpret and apply information related to general business environment and industry best practices
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Reinforce the organization’s core values, ethical and behavioral expectations through modeling, communication, and coaching
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Understand the role of cross-functional stakeholders in the organization and establish relationships to influence decision making
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Recommend and implement best practices to mitigate risk (for example: lawsuits, internal/ external threats)
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Determine the significance of data for recommending organizational strategies (for example: attrition rates, diversity in hiring, time to hire, time to fill, ROI, success of training)
Knowledge of:
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Vision, mission, values, and structure of the organization
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Legislative and regulatory knowledge and procedures
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Corporate governance procedures and compliance
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Employee communications
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Ethical and professional standards
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Business elements of an organization (for example: other functions and departments, products, competition, customers, technology, demographics, culture, processes, safety and security)
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Existing HRIS, reporting tools, and other systems for effective data reporting and analysis
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Change management theory, methods, and application
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Risk management
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Qualitative and quantitative methods and tools for analytics
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Dealing with situations that are uncertain, unclear, or chaotic
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20% |
Talent Planning and Acquisition |
Responsibilities:
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Understand federal laws and organizational policies to adhere to legal and ethical requirements in hiring (for example: Title VII, nepotism, disparate impact, FLSA, independent contractors)
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Develop and implement sourcing methods and techniques (for example: employee referrals, diversity groups, social media)
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Execute the talent acquisition lifecycle (for example: interviews, extending offers, background checks, negotiation).
Knowledge of:
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Applicable federal laws and regulations related to talent planning and acquisition activities
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Planning concepts and terms (for example: succession planning, forecasting)
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Current market situation and talent pool availability
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Staffing alternatives (for example: outsourcing, temporary employment)
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Interviewing and selection techniques, concepts, and terms
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Applicant tracking systems and/or methods
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Impact of total rewards on recruitment and retention
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Candidate/employee testing processes and procedures
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Verbal and written offers/contract techniques
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New hire employee orientation processes and procedures
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Internal workforce assessments (for example: skills testing, workforce demographics, analysis)
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Transition techniques for corporate restructuring, mergers and acquisitions, due diligence process, offshoring, and divestitures
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Metrics to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)
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16% |
Learning and Development |
Responsibilities:
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Provide consultation to managers and employees on professional growth and development opportunities
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Implement and evaluate career development and training programs (for example: career pathing, management training, mentorship)
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Contribute to succession planning discussions with management by providing relevant data
Knowledge of:
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Applicable federal laws and regulations related to learning and development activities
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Learning and development theories and applications
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Training program facilitation, techniques, and delivery
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Adult learning processes
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Instructional design principles and processes (for example: needs analysis, process flow mapping)
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Techniques to assess training program effectiveness, including use of applicable metrics
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Organizational development (OD) methods, motivation methods, and problem-solving techniques
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Task/process analysis
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Coaching and mentoring techniques
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Employee retention concepts and applications
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Techniques to encourage creativity and innovation
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10% |
Total Rewards |
Responsibilities:
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Manage compensation-related information and support payroll issue resolution
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Implement and promote awareness of non-cash rewards (for example: paid volunteer time, tuition assistance, workplace amenities, and employee recognition programs)
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Implement benefit programs (for example: health plan, retirement plan, employee assistance plan, other insurance)
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Administer federally compliant compensation and benefit programs
Knowledge of:
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Applicable federal laws and regulations related to total rewards
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Compensation policies, processes, and analysis
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Budgeting, payroll, and accounting practices related to compensation and benefits
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Job analysis and evaluation concepts and methods
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Job pricing and pay structures
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Non-cash compensation
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Methods to align and benchmark compensation and benefits
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Benefits programs policies, processes, and analysis
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15% |
Employee and Labor Relations |
Responsibilities:
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Analyze functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, development, retention, exit process, alumni program) and identify alternate approaches as needed
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Collect, analyze, summarize, and communicate employee engagement data
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Understand organizational culture, theories, and practices; identify opportunities and make recommendations
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Understand and apply knowledge of programs, federal laws, and regulations to promote outreach, diversity and inclusion (for example: affirmative action, employee resource groups, community outreach, corporate responsibility)
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Implement and support workplace programs relative to health, safety, security, and privacy following federal laws and regulations (for example: OSHA, workers’ compensation, emergency response, workplace violence, substance abuse, legal postings)
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Promote organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)
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Manage complaints or concerns involving employment practices, behavior, or working conditions, and escalate by providing information to appropriate stakeholders
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Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable federal laws affecting union and nonunion workplaces (for example: dispute/conflict resolution, anti-discrimination policies, sexual harassment)
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Support and consult with management in performance management process (for example: employee reviews, promotions, recognition programs)
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Support performance activities (for example: coaching, performance improvement plans, involuntary separations) and employment activities (for example: job eliminations, reductions in force) by managing corresponding legal risks
Knowledge of:
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General employee relations activities and analysis (for example, conducting investigations, researching grievances, working conditions, reports, etc.)
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Applicable federal laws and procedures affecting employment, labor relations, safety, and security
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Human relations, culture and values concepts, and applications to employees and organizations
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Review and analysis process for assessing employee attitudes, opinions, and satisfaction
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Diversity and inclusion
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Recordkeeping requirements
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Occupational injury and illness prevention techniques
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Workplace safety and security risks
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Emergency response, business continuity, and disaster recovery process
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Internal investigation, monitoring, and surveillance techniques
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Data security and privacy
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The collective bargaining process, terms, and concepts (for example: contract negotiation, costing, administration)
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Performance management process, procedures, and analysis
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Termination approaches, concepts, and terms
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39% |