Description

AFSPA is committed to hiring and retaining a diverse workforce. We are an Equal Opportunity and Affirmative Action Employer, making decisions without regard to race, color, religion, sex, sexual orientation, national origin, age, veteran status, disability, or any other protected class.

***A Cover Letter and Resume are required for consideration. Resume submissions without a cover letter included will be automatically disqualified from consideration.***

Compensation for this position is in the $52k to $59K range depending on qualifications and experience.

Summary:

The HR Generalist II supports the overall provision of Human Resources services, policies, and programs for the entire company. The major areas of responsibility are:

• recruiting and staffing;
• performance management and improvement systems;
• employee orientation, development, and training;
• policy compliance;
• employee relations;
• compensation and benefits administration;
• employee safety, welfare, wellness, and health;
• employee services and counseling.
• The HR Generalist supports Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

Primary Objectives:

• Safety of the workforce.
• Development of a superior workforce.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
• Personal ongoing development.

Primarily responsible for at least 2 functional areas of HR service delivery. *

1. Assists with the selection and supervision of Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
2. Assists with the conduction of a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. *
3. Contributes to the development of department goals, objectives, and systems. *
4. Provides data for departmental measurements that support the accomplishment of the company’s strategic goals. *
5. Prepares and maintains such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment. *
6. Supports and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
7. Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
8. Utilizes HRIS software to the company’s advantage.
9. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. *
10. Supports an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.
11. Assists managers with the selection and contracting of external training programs and consultants.
12. Assists with the development of and monitors the spending of the corporate training budget.
13. Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. *
14. Interviews various-level candidates; serves as an interviewer for position finalists. *
15. Recommends Human Resources policies and objectives for the company with regard to employee relations.
16. Partners with management to communicate Human Resources policies, procedures, programs, and laws. *
17. Assesses and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. *
18. Conducts investigations when employee complaints or concerns are brought forth. *
19. Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees. *
20. Reviews and guides management recommendations for employment terminations. *
21. Assists with the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
22. Reviews employee appeals through the company complaint procedure.
23. Assists with the company wage and salary structure, and pay policies, and assists with the variable pay systems within the company including bonuses and raises. *
24. Assists with competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
25. Monitors all pay practices and systems for effectiveness and cost containment.
26. With the assistance of the Sr. Director of HR and Administration will obtain cost-effective, employee-serving benefits; monitors the national benefits environment for options and cost savings. *
27. Leads the development of benefit orientations and other benefits training. *
28. Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
29. Responsible for tracking and reconciliation of all benefits programs. *
30. Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies. *
31. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. *
32. Assists with managing employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
33. Assists with the identification and monitoring of the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction. *
34. Keeps the Sr. Director of HR and Administration informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. *
35. Primarily responsible for at least 2 functional areas of HR service delivery. *
36. The HR Generalist assumes other responsibilities as assigned by the Sr. Director of HR and Administration. *

Requirements

Qualifications:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education/Experience:

• Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organization Development.
• Two plus years of progressive experience in Human Resources positions.
• Broad knowledge and experience in benefits administration, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Above-average oral and written communication skills.
• Excellent interpersonal and coaching skills.
• Demonstrated ability to lead and develop Human Resources initiatives.
• Demonstrated ability to interact effectively with the company leadership.
• Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.
• General knowledge of various employment laws and practices.
• Experience in the administration of benefits and compensation programs and other Human Resources programs.
• Evidence of the practice of a high level of confidentiality.
• Excellent organizational skills.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement are preferred.

Work Location:
The following are work locations that AFSPA utilizes: New Carrollton, Maryland Satellite Office; Washington, DC Headquarters; and remote. Work location will be assigned and/or changed based on business needs and at Management’s sole discretion.