HR Generalist - Full Performance (Falls Church)

HR Generalist

HR Generalists are responsible for communicating policies supportive of Human Resource's goals and objectives encouraging open and honest communication.

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

Provides substantive information, advice and guidance to directorate or office managers and employees on a broad range of HR issuesstaffing and selection, organizational structure, performance management and evaluation, employee development, adverse action, and grievance procedures.

Advises managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.

Identifies and develops effective policies on the resolution of a full range of HR issues for management.

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 directorate or office management.

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.

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, office, or component policies, procedural instructions, or handbooks.

Prepares moderate to complex memoranda for senior client management to implement changes to Agency HR regulations or to implement new regulations.

Gathers, analyzes, and presents data and recommendations on HR policy issues to HR and Agency management.

When necessary, requests a waiver from OPM on designated Federal regulations.

Makes recommendations to managers on the best way to address an employee issue, balancing the needs of the employee with the needs of the Directorate, office, or component; explains issue cause and resolution to employee.

Ensures accuracy and currency for the data and documents pertaining to Directorate or office employees and organizational structure.

Evaluates job positions, determining classification, exempt or non-exempt status, and salary.

Provides current and prospective employees with information about policies, job duties, working conditions, wages, promotions, and employee benefits.

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