HR Generalist

Description 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. Requirements TS/SCI with Polygraph Three years of experience performing HR processing and management. Strong communication skills. Working knowledge of and ability to apply analytic and diagnostic techniques sufficient to identify, evaluate, and recommend appropriate HR interventions to resolve routine to moderately complex HR problems and issues. Knowledge of and ability to apply project management concepts and principles to plan and implement initiatives to address customer needs and plan for contingencies. Ability to interpret and apply HR business rules and use available job aids to accurately enter employee and organizational data into the Human Resource Information System (HRIS). Ability to interact with managers to contribute to and influence decision-making. Ability to prepare and deliver comprehensive briefings to senior managers on HR topics. Excellent oral and written communication skills to compose and deliver responses to employee questions in a clear and concise manner. Ability to consult and collaborate with senior managers to identify HR issues of concern and develop an understanding of the organizational environment, desired mission outcomes, and objectives. Uses communication skills to persuade or convince others of the need for change. Strategically leads, partners, and plans within the office. Identify and pursue opportunities for innovation within HR organization; analyzes relative value of alternative approaches or process improvements, which impact achievements of HR objectives. Ability to obtain considerable knowledge of Agency and Human Resources regulations, policies, and unique Agency authorities to address organizational/business issues and questions. Ability to obtain considerable knowledge of component operations to anticipate and develop human resources strategic plans in coordination with component management and HRO. Considerable knowledge of quality assurance procedures to ensure data integrity and timeliness of the data. Considerable knowledge of the data maintained in the HR systems and the relevance of this data in addressing organizational issues and questions. Education: Bachelor's degree in human resources or human Capital Management; or a related degree in business administration, business management, Organizational Development Psychology, or Sociology. Additional years of experience may be substituted for the bachelor's degree (minimum of 3 years). Benefits TLA is proud to offer its teammates perks designed for growth, health, wellness, and financial security. For an impactful career doing meaningful work, we are The Logical Answer in a world where being a consultant often feels like you're a commodity, TLA provides a refreshing culture of inclusion, a direct line to leadership, and a family feel where our teammates are valued for
their expertise and contributions. Complementing our employee focus are these benefits, offered as part of your total compensation package: Highly competitive salaries afforded by our low overhead and non-physical footprint Competitive medical, dental, and vision insurance for you and your family Health, Flexible Spending, and Dependent Care savings account options Group life insurance Company paid short- and long-term disability insurance 401(k) retirement plan with 6% company match and immediate vesting $5,000 annual professional development allowance to keep your skills sharp $2,000 annual certification allowance $500 health and wellness budget Generous referral bonuses as you help expand our talent pool Business development bonuses as you share our capabilities throughout your client space Team and family events to celebrate camaraderie and share successes Eleven (11) paid Federal holidays Twenty (20) days paid time off to use at your discretion (PTO Package Negotiable)

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