Human Resources Generalist II - Woodbridge, United States - Prince William County Service Authority

Description

Position Summary

The Human Resources Department is seeking an experience professional to lead our recruitment efforts for the organization. Our ideal candidate will be experienced using the NeoGov applicant tracking system. Additionally, our ideal candidate will have worked as a Generalist with experience in several other Human Resources related functional areas.

This position may be under filled as a Human Resources Generalist I with a salary range of $59, $78,585.00 annually.

This position requires an experienced, highly effective Human Resources (HR) Generalist with a career of increasing responsibilities in enhancing the HR function's effectiveness. Position performs varied HR management and professional work in the development, implementation and administration of a variety of HR programs and initiatives while providing on-going generalist support to assigned divisions and departments. Position is responsible for managing and administering a minimum of two HR business areas (Sourcing and Recruiting, HR Systems Administration, Reporting and Metrics, Performance Management Administration). Experienced worker initiates his/her own daily assignments, follows through on matters of significance and uses independent judgment to take appropriate action in responding to standard and non-standard situations.

Position Responsibilities / Essential Job Functions

• Provides organizational HR support to employees and works with divisions and departments to accomplish Service Authority goals; assists divisions/departments in creatively solving difficult problems in the areas of Recruitment, Systems Administration, Metrics and Reporting, Performance Administration, etc.
• Position is responsible for maintaining confidentiality at all times.
• Primary Systems Administrator for HR systems to include Human Resources Information System (HRIS), Applicant Tracking System (ATS), and Performance Management system. Illustrative responsibilities in these areas include but are not limited to:
  1. Maintains computer master files on all Service Authority's employees; updates and, maintains technical records, runs various reports through supporting HRIS system.
  2. Performs coordination of HRIS user functionality issues, development of HRIS process flows, and administration and analysis of HRIS queries and reports.
  3. Documents HRIS business requirements that improve service to our customers or processes to improve operations, decrease turnaround time, and streamline work while working cooperatively and jointly with other departments. Collaborates with the Data Management on the assessment of technology.
  4. Serves as a key liaison with third parties and other stakeholders (e.g. payroll/finance, network security, and other technical related functions).
• Assists with HROD Division collecting, writing reports, and reporting data to internal and external customers for a variety of purposes including PBAC. Illustrative responsibilities in these areas include but are not limited to:
  1. Creates and maintains standard Human Capital reporting.
  2. Organizes, analyzes, and presents information, such as standard and non-standard reports, and responds to requests from other divisions, departments.
  3. Creates processes and procedures to identify and monitor inconsistent data to maintain data integrity in HRIS systems.
  4. Develops end user procedures, guides, SOPs and documentation. Trains HR staff and stakeholders on new processes and functionality, to include new system users.
• Leads or assists with Recruiting function to include passive candidates, local students, relevant vocational programs, and Career and Technical Education (CTE) programs. Illustrative responsibilities in these areas include but are not limited to:
  1. Primary recruiter for seasonal summer and temporary hires to include providing input into setting pay, determining supplemental advertisement sources, and full-life cycle recruitment and will assist with overflow recruiting assistance as needed.
  2. Lead recruiting efforts to source passive candidates using established methods and tools to improve qualified candidate pool for positions.
  3. Identify and participate in community outreach events that align with larger strategic goals related to vocational programs, CTE, diversity, veterans and others as appropriate. This position will lead these efforts and assistance will be provided from within HROD and/or hiring managers and subject matter experts as needed.
• Writes advertisements for job openings, posts and advertises vacancies, and responds to inquiries regarding employment opportunities. Develops screening profiles, screens applications and refers applicants to the hiring manager for employment consideration; serves on interview panels as needed.
• Coordinates pre-employment processes, makes job offers, coordinates post offer, pre-employment physicals, drug testing, and background checks; ensures that the necessary paperwork is prepared and maintained in accordance with law, as well as internal policies and procedures. Coordinates hire date between selected applicant and hiring manager.
• Stays abreast of the legal and regulatory environment affecting the HR field; initiates and recommends changes to policies, programs, position classification, compensation, benefits, etc. as a result.
• Analyzes key performance indicators. Prepares various reports and correspondence.
• Makes presentations to all levels of employees and management as needed.
• Conducts and administers new employee onboarding.
• Processes payroll; receives and reviews documentation for accuracy and conformity according to rules and regulations surrounding personnel actions; prepares Personnel Actions Forms (PAF's) and enters employee data into HRIS to effect such actions as on-boarding, pay-for- performance increases, promotions, new hires, separations, terminations and transfers.
• Calculates salaries and responds to salary inquiries as required; develops and runs associated reports for specific situations.
• Prepares and administers FMLA, ADA, COBRA correspondence and forms along with other actions in accordance with federal or state law.
• Writes and disseminates employee communications.
• Leads and/or supervises staff as needed or directed.
• Serves and/or leads HROD related committees.
• May serve as a facilitator or co-facilitator for organizational development training.
• May be deemed as essential at any time.
• Performs other duties as assigned or required.

Essential Skills and Experience

Essential Skills and Experience:

• Comprehensive knowledge of the principles and practices of human resource management, program development and program administration to include specialty in functional areas; knowledge of and ability to research legislation and regulations applicable to and impacting the field of HR.
• Ability to present ideas and recommendations clearly and concisely both orally and in writing; ability to establish and maintain effective internal and external working relationships with Service Authority employees, officials, management, and the public; good oral presentation and facilitation or training skills.
• Experience in technical HR work including best practices in the areas of job analysis, job classification, salary determination, recruitment and selection, performance management, benefits administration and management, employee relations, and organizational development.
• Ability to analyze and develop comprehensive studies and evaluations; keep statistical records and make regular or special reports to employees, management and the Board of Directors; good working knowledge and experience of personal computers, Microsoft office software, and automated systems intrinsic to the human resource professional including HRIS; ability to enter, retrieve and analyze complex data.
• Knowledge and hands-on experience with HRIS related software.
• Bachelor's degree in Human Resource Management, Business, Public Administration or related field.
• At least four years professionally responsible HR experience with concentration in two functional areas including but not limited to: recruitment and selection, HRIS administration and reporting policy development and maintenance, classification and compensation, benefits analysis development, and administration, and employee relations.
• Or combination of education and experience as described above.

• Five or more years progressively responsible professional HR experience.
• Certified Internet Recruiter (CIR) or similar certification.
• Working experience with Automated Data Processing (ADP) for human resource benefits and payroll processing.
• Working experience with SuccessFactors Performance Management or similar system.
• Source recruiting through use of advanced technology and talent networks.
• Lead or supervisory experience.

• Professional HR Certification (PHR), SHRM-CP or equivalent or obtainment within 2 years of hire.
• Attendance at meetings, events, training, etc. before or after general business hours and performance of work that may need to be completed on weekends as needed.
• This position may require some travel (including for training, conferences, meetings, or other work-related needs). Must have access to reliable transportation for such travel.

• None

Physical Demands and Work Environment

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Physical demands: The work is mostly sedentary with periods of light physical activity Typical positions require workers to walk or stand for short or mid periods; lift and carry up to 20 pounds; climb stairs, bend, reach, hold, grasp, and turn objects; and operate computer or typewriter keyboards. The work requires the ability to speak clearly and to see and hear clearly with or without correction. Subject to work beyond the normal scheduled hours of work; to attend evening meetings and work sessions.
• Work environment: Primary work is performed indoors in a standard office environment. The noise level in the work environment is usually moderate. Work is subject to inflexible deadlines. Employee is subject to work beyond the normal scheduled work hours.