HR Generalist 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 issues—staffing 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.
• Ensure 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.
• Serve as a resource on issues related to processing employee assignments to foreign/domestic locations.