Leadership and Strategy |
Responsibilities:
-
Develop and execute HR plans that are aligned to the organization’s strategic plan (for example: HR strategic plans, budgets, business plans, service delivery plans, HRIS, technology)
-
Evaluate the applicability of federal laws and regulations to organizational strategy (for example: policies, programs, practices, business expansion/reduction)
-
Analyze and assess organizational practices that impact operations and people management to decide on the best available risk management strategy (for example: avoidance, mitigation, acceptance)
-
Interpret and use business metrics to assess and drive achievement of strategic goals and objectives (for example: key performance indicators, financial statements, budgets)
-
Design and evaluate HR data indicators to inform strategic actions within the organization (for example: turnover rates, cost per hire, retention rates)
-
Evaluate credibility and relevance of external information to make decisions and recommendations (for example: salary data, management trends, published surveys and studies, legal/regulatory analysis)
-
Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct)
-
Develop and manage workplace practices that are aligned with the organization’s statements of vision, values, and ethics to shape and reinforce organizational culture
-
Design and manage effective change strategies to align organizational performance with the organization’s strategic goals
-
Establish and manage effective relationships with key stakeholders to influence organizational behavior and outcomes
Knowledge of:
-
Vision, mission, and values of an organization and applicable legal and regulatory requirements
-
Strategic planning process
-
Management functions, including planning, organizing, directing, and controlling
-
Corporate governance procedures and compliance
-
Business elements of an organization (for example: products, competition, customers, technology, demographics, culture, processes, safety and security)
-
Third-party or vendor selection, contract negotiation, and management, including development of requests for proposals (RFPs)
-
Project management (for example: goals, timetables, deliverables, and procedures)
-
Technology to support HR activities
-
Budgeting, accounting, and financial concepts (for example: evaluating financial statements, budgets, accounting terms, and cost management)
-
Techniques and methods for organizational design (for example: outsourcing, shared services, organizational structures)
-
Methods of gathering data for strategic planning purposes (for example: Strengths, Weaknesses, Opportunities, and Threats [SWOT], and Political, Economic, Social, and Technological [PEST])
-
Qualitative and quantitative methods and tools used for analysis, interpretation, and decision making purposes
-
Change management processes and techniques
-
Techniques for forecasting, planning, and predicting the impact of HR activities and programs across functional areas
-
Risk management
-
How to deal with situations that are uncertain, unclear, or chaotic
|
40% |
Talent Planning and Acquisition |
Responsibilities:
-
Evaluate and forecast organizational needs throughout the business cycle to create or develop workforce plans (for example: corporate restructuring, workforce expansion, or reduction)
-
Develop, monitor, and assess recruitment strategies to attract desired talent (for example: labor market analysis, compensation strategies, selection process, onboarding, sourcing and branding strategy)
-
Develop and evaluate strategies for engaging new employees and managing cultural integrations (for example: new employee acculturation, downsizing, restructuring, mergers and acquisitions, divestitures, global expansion)
Knowledge of:
-
Planning techniques (for example: succession planning, forecasting)
-
Talent management practices and techniques (for example: selecting and assessing employees)
-
Recruitment sources and strategies
-
Staffing alternatives (for example: outsourcing, temporary employment)
-
Interviewing and selection techniques and strategies
-
Impact of total rewards on recruitment and retention
-
Termination approaches and strategies
-
Employee engagement strategies
-
Employer marketing and branding techniques
-
Negotiation skills and techniques
-
Due diligence processes (for example: mergers and acquisitions, divestitures)
-
Transition techniques for corporate restructuring, mergers and acquisitions, offshoring, and divestitures
-
Methods to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)
|
16% |
Learning and Development |
Responsibilities:
-
Develop and evaluate training strategies (for example: modes of delivery, timing, content) to increase individual and organizational effectiveness
-
Analyze business needs to develop a succession plan for key roles (for example: identify talent, outline career progression, coaching and development) to promote business continuity
-
Develop and evaluate employee retention strategies and practices (for example: assessing talent, developing career paths, managing job movement within the organization)
Knowledge of:
-
Training program design and development
-
Adult learning processes
-
Training and facilitation techniques
-
Instructional design principles and processes (for example: needs analysis, content chunking, process flow mapping)
-
Techniques to assess training program effectiveness, including use of applicable metrics
-
Career and leadership development theories and applications
-
Organizational development (OD) methods, motivation methods, and problem-solving techniques
-
Coaching and mentoring techniques
-
Effective communication skills and strategies (for example: presentation, collaboration, sensitivity)
-
Employee retention strategies
-
Techniques to encourage creativity and innovation
|
12% |
Total Rewards |
Responsibilities:
-
Analyze and evaluate compensation strategies (for example: philosophy, classification, direct, indirect, incentives, bonuses, equity, executive compensation) that attract, reward, and retain talent
-
Analyze and evaluate benefit strategies (for example: health, welfare, retirement, recognition programs, work-life balance, wellness) that attract, reward, and retain talent
Knowledge of:
-
Compensation strategies and philosophy
-
Job analysis and evaluation methods
-
Job pricing and pay structures
-
External labor markets and economic factors
-
Executive compensation methods
-
Non-cash compensation methods
-
Benefits program strategies
-
Fiduciary responsibilities
-
Motivation concepts and applications
-
Benchmarking techniques
|
12% |
Employee Relations and Engagement |
Responsibilities:
-
Design and evaluate strategies for employee satisfaction (for example: recognition, career path) and performance management (for example: performance evaluation, corrective action, coaching)
-
Analyze and evaluate strategies to promote diversity and inclusion
-
Evaluate employee safety and security strategies (for example: OSHA, HIPAA, emergency response plan, building access, data security/privacy)
-
Develop and evaluate labor strategies (for example: collective bargaining, grievance program, concerted activity, staying union free, strategically aligning with labor)
Knowledge of:
-
Strategies to facilitate positive employee relations
-
Methods for assessing employee attitudes, opinions, and satisfaction
-
Performance management strategies
-
Human relations concepts and applications
-
Ethical and professional standards
-
Diversity and inclusion concepts and applications
-
Occupational injury and illness prevention techniques
-
Workplace safety and security risks, and strategies
-
Emergency response, business continuity and disaster recovery strategies
-
Internal investigation, monitoring, and surveillance techniques
-
Data security and privacy
-
The collective bargaining process, strategies, and concepts (for example: contract negotiation, costing, administration)
|
20% |