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Full Job Description
The HR Generalist NSGL is responsible for providing subject matter expertise, and knowledge of relevant employment law, to resolve human resources issues. This position promptly responds to, investigates, resolves and documents employee relations issues.
RESPONSIBILITY LEVEL:
Implements strategies to achieve the goals for the organization and provides human resources business support. Implements, revises, and sustains policies, procedures and programs. Typically works on projects and initiatives that span 3 – 12 months.
PRINCIPAL DUTIES:
1. Project and Change Management: Effectively plans and manages own work to reliably complete routine job responsibilities and special assignments. May serve as a team member or subject matter expert on formal projects or within the department. Effectively engages in change affecting her/him, communicating appropriately with supervisor. Follows through on learning, skill building, and practice necessary to adapt to change.
2. Problem Solving: Light supervision; works independently. Periodic review of work by manager or senior coworker. Solves problems of moderate to advanced complexity; able to identify root cause, interpret data and resolve issues.
3. Technical Skill: Understands and applies professional principles and skills within area of specialization to modify processes to resolve situations.
4. Community Engagement: Champions Goodwill’s community engagement initiatives and serves as an ambassador for Goodwill in the wider community.
5. Ensure compliance with Goodwill’s human resources policies and procedures
6. Provide subject matter expertise, and knowledge of relevant employment law, to resolve human resources issues.
7. Promptly respond to, investigate, resolve and document employee relations issues.
8. Provide business unit specific information to functional experts to guide the design, development and delivery of human resources policies and programs.
9. Initiate and/or support human resources projects, programs, processes and such as talent management, workforce planning, employee relations, salary planning, organizational effectiveness, employee engagement, employee coaching, career path, retention of key and high potential employees, training, development, communication, performance management, consultation and support to managers and employees.
10. Drive and support change, including the strategic human resources direction. Actively participate in, and contribute to, human resources projects and action planning.
11. Support organization initiatives by partnering with organization management and human resources staff to leverage talent across Goodwill.
12. Partner with business unit leaders in developing tactical strategies to advance talent strategies.
13. Responsible for completing other duties/responsibilities as assigned.
REQUIREMENTS:
1. Two years of college education or experience equivalency, and a minimum of 3 years’ experience.
2. Proficiency with Microsoft Office Suite (Outlook, Word, Excel, Visio, PowerPoint).
3. Knowledge of federal and state legislation which affect employees in the work place, including affirmative action guidelines.
CORE CULTURAL COMPETENCIES:
1. Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs.
2. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments.
3. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say.
4. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed.
5. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks.
6. Ensures Accountability: Takes responsibility and ownership for successes and failures in own work. Monitors progress of performance and changes approach accordingly, following through on commitments.
PHYSICAL/SENSORY DEMANDS:
repetitive use of hands and vision required while using computer keyboard and work with electronic information, ability to hear and communicate on phone and in person, travel required. Moves about to accomplish tasks.
(SEW)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
