Human Capital and Proposal Analyst

This position is contingent upon award.

RDR is hiring a Human Capital & Proposal Analyst to oversee aspects of hiring and work on our proposal efforts.

This position is contingent upon award.

The individual will ensure legal compliance and implementation aligned with the organization’s mission and talent strategy.

Managing activities such as interviewing, performance management, training & development, talent management and employee relations.

The person will report to the CEO/President and will take the lead in ensuring the organization continues to be a happy and productive workplace where everyone works to realize our established mission and objectives.

Promoting RDR values and shaping a positive culture as well as a “customer service” approach to coworkers is a vital aspect of the Human Capital and Proposal Analyst job description and specifications.

RESPONSIBILITIES

Assists with interviews, hires, and works collaboratively to onboard new staff.

Provides a framework for constructive and timely performance evaluations.

Handles discipline and termination of employees in accordance with company policy.

Assists in offboarding departing employees. 

Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.

Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.

Administers, oversees, or collaborates on the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters. disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

Bridges management and employee relations by addressing demands, grievances, or other issues.

Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.

Assists with development, engagement, motivation, and preservation of current staff.

Nurtures a positive working environment.

Monitors and collaborates with other organizational leaders and advisors to ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.

Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

Develops and implements departmental budget. 

Facilitates professional development, training, and certification activities.

Performs other duties as required.

Excellent verbal and written communication skills.

Excellent interpersonal and negotiation skills.

Excellent organizational skills and attention to detail.

Excellent time management skills with a proven ability to meet deadlines.

Strong analytical and problem-solving skills.

Strong supervisory and leadership skills.

Ability to adapt to the needs of the organization and employees.

Ability to prioritize tasks.

Thorough knowledge of employment-related laws and regulations.

Proficient with Microsoft Office Suite.

Proficient with, or the ability to quickly learn, the organization’s systems

EDUCATION AND EXPERIENCE

Bachelor’s degree in human resources, Business Administration, or related field required.  Four years of additional, relevant work experience may be substituted in lieu of a degree.

At least five years hiring experience required.

Certifications such as SHRM-CP or SHRM-SCP, or other professional certifications, are highly preferred.

Security Clearance

Must have an active TS/SCI with CI Poly clearance prior to consideration.