If interested, please provide your most up-to-date resume.

Technical Requirements:

• Provides experience needed to conceptualize, develop, and provides guidance to staff on human resource HR policies and procedures.
• Serve as a dispute resolution practitioner for work- and lab-related concerns utilizing the principles, techniques, and concepts of ombudsman practice, including alternative dispute resolution (facilitation, interest-based negotiations, conflict coaching, and systems change).
• Work with team to assess OAR processes, performance and organizational culture.
• Provide expert organizational development advice and assistance to staff in achieving higher levels of performance for their entire organizations; work with staff on change management, team building, conflict management, retreat design, facilitation, and customized training.
• Provide expert advice to senior management on areas of leadership, learning and development to enhance the Division’s overall organizational capability, talent development, and retention.
• Recommend and coordinate group processes, including consultation with leadership, individual meetings to identify concerns, presentation of themes to the group, design and implementation of group processes to address issues.
• Analyzes existing policies and training methods and provides suggestions for improvement.
• Provide recommendations to improve performance, functioning, allocation of resources, employee satisfaction, facilitate management of staff and operations to pivot new processes, approaches, scope of work, mission goals, and integration of current staff and new personnel.
• Engage team in discussions regarding options, strategies/alternatives for improving processes, structure, functions, performance measures, governance, employee satisfaction, morale, and organizational culture.
• Provide expert advice to recommend, plan and implement key improvements to the program's services.
• Coordinates and assists in providing human resource training to staff.
• Provide implementation plan(s) and milestones for change management support, such as coaching, mentoring, and assistance with measuring outcomes.
• Provide expert advice and assistance with management of leadership training and development to enhance employee and organizational performance.
• Recommend resources to support organizational management and Executive Coaching programs.
• Develop and teach workshops focused on issues of workplace diversity.
• Design/deliver trainings and presentations about a range of matters related to communication and conflict resolution.
• Provides specialized advice in one or more of the following areas: training, organizational development, performance management, legal requirements, or conflict resolutions.
• Provide expert advice and assistance with management of employee development to enhance employee and organizational performance.
• Provide expert advice to leadership, managers, supervisors and their teams in achieving higher levels of performance for the whole group by means of providing organizational consulting services.
• Lead and contribute to other special projects, including the design of marketing materials, the Annual Report, and specific research-related projects.
• Provides individual advising sessions to keep staff up to date on new human resource HR policies and procedures.
• Keep staff apprised of project status to any unusual problems that arise and may impact completion schedules.
• Provide expert mentoring and coaching to staff.
• Collaborates with upper management regarding human resource HR policies and issues.
• Identify and clarify employees’ issues; facilitate the resolution of disputes.
• Meet with management and employees to identify issues and organizational needs.
• Provide expert advice and assist with managing branch-wide initiatives, often in partnership with the other teams, such as learning and development needs assessment, and program evaluation.
• Advises on or develops new policies, procedures and educational programs.
• Develop strategies to consider for improving processes, structure, functions, roles, performance measure, management, employee satisfaction, morale, organizational culture as well as pointing out the benefits and consequences of the alternatives.
• Advise staff of organizational/administrative changes to improve productivity and performance of team.
• Identify, analyze, and recommend resolutions for trans-Institute HR management operational issues.
• Interpret, clarify, and provide recommendations to staff on a wide variety of policy concerns addressing Institute human resources and general administrative management activities.
• Recommend resources to senior staff to support programs and initiatives.
• Collaborates with upper management regarding human resource HR policies and issues; develops performance plans to ensure employees and supervisors are aware of and are following the correct HR policies and procedures.
• Identify and clarify employees’ issues; facilitate the resolution of disputes.
• Meet with management and employees to identify issues and organizational needs.
• Provide expert advice and assist with managing branch-wide initiatives, often in partnership with the other teams, such as learning and development needs assessment and program evaluation.
• Provide advice, guidance and staff support for performance management systems.
• Evaluates complex human resource HR and work-related problems.
• Coordinate with managers and employee relations staff on performance/conduct issues.
• Develop new work management strategies and advises on new policies, procedures, and educational programs.
• Provide expert advice to recommend, plan, and oversee the implementation of key improvements to organizational services.
• Advise Senior Staff of organizational and administrative changes to improve productivity and performance of the Division.

Specific Qualifications:

• Minimum Bachelor's degree; Master's Degree in related discipline 
• MS Office
• Strong analytical, organizational, and time management skills

Global Solutions Network, Inc. (GSN) is an Equal Employment Opportunity (EEO) employer. It is the policy of the GSN to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected US veteran or disabled status, or genetic information.