Job Details

Hot Req No
Title Human Resources Business Consultant
City Arlington
State VA
Description The ideal candidate will have experience in labor relations, familiarity with the Service Contract Act, and have worked in federal government. This position will ideally be located in our Arlington, VA office. Other locations could be our Columbia MD or St. Louis MO offices.

Primary HR point of contact for Military & Family Life Counseling (MFLC) federal contract. Provides HR guidance on HR and program issues ranging from organizational development, employee relations, attraction and retention of key personnel, training assessment and staff development, management coaching/advisement, and communication plans. Much of the work will be assisting the executive program manager and his staff to prepare for an upcoming program re-compete.

Essential Functions:

Talent Acquisition: Take proactive approach with leaders and TA to source early for key critical openings. Interview mid-level (Director) candidates and provides feedback to business partner on potential hires. Support Senior HRBC in gathering competitive intelligence by interviewing new hires regarding talent and ensuring TA has the information to enter into ATS for pipelining. Consult with business leaders and provide compensation recommendations to compensation team based on knowledge of the business, the role, and the market demands. Build customized plans to ensure early success for all mid-level hires. Ensure execution of plan and provide periodic check-ins to catch early concerns.

Compensation: Partner with the business and Compensation to ensure programs (SERP, ICP) are executed within guidelines and that award criteria supports achievement of business outcomes. Identify situations across the business unit that requires review and analysis with Compensation (e.g., market issues for specific roles). Partner with Compensation to gather data and complete the analysis. Based on established guidelines, and knowledge of the business/role, provides recommendations for mid-level hires.

Organization Design/Change Management: Partner with Senior Leaders on all organization restructures/redesigns, employee engagement strategies and developing interdisciplinary solutions to program challenges. Ensure Change Management principles are incorporated into all implementations and assists leaders in building the appropriate steps into business processes including climate assessments, communication plans, learning strategies and corresponding staffing strategies. Educate leaders on the use of consistent approach and tools for change initiatives.

Project Management and Implementation: Provide subject matter expertise, bringing HR thought leadership and systemic thinking, regularly collaborating cross-functionally on people solutions that improve business results.

Leadership and Team Development: Diagnose, design and facilitate appropriate team development/intervention sessions to address areas of concern and/or continues development. Provide ongoing support and counsel to leaders to identify strengths and areas of development. Support leaders in identifying areas of focus and building strategic plans to address concerns. Leverages and shares team building tools and practices with HR peers as a continual best practice. Support identification of attendees for corporate learning programs.

General HR Support: Provide support in resolving complex employee relations issue within customer base. Provide background, consultation, and supporting documentation as appropriate. Support HR initiatives such as open enrollments, new hire orientations, process automation, corporate compliance programs, bonus plans, performance reviews, merit increase process, leadership continuity, etc. Provide communication/education/ support to SR Leaders on the roll-out of all HR initiatives and systems (e.g., policy changes, GPS, Workday). Propose, develop, and implements creative alternatives and adaptations of HR programs as appropriate to meet local business needs. Partner with leaders to ensure the Performance Management process is administered appropriately. Ensure a pay for performance culture by the implementation of solid annual performance goals and the appropriate distribution of dollars across the organization. Ensure compliance with federal and state regulations as they pertain to employment laws. Ensure consistent application of corporate procedures and practices regarding employment activities by reviewing and auditing such employment activities.
Requirements Required Qualifications:
Minimum 10+ years’ experience as an HR Business Consultant in a federal contracting or professional services organization supporting major programs.
Demonstrated ability to manage at all levels in the organization and deal with ambiguity—effectively cope with change and act without having full information.
Strong negotiation, writing and presentation skills.
Understands federal contracting, can determine the best way to get things done and can present solutions likely to be seen as appropriate and positive.
Proven track record in all aspects of strategic HR capital management.
Strong technology skills with an aptitude for learning new technologies quickly.
Strong working knowledge of MS Office Suite; experience with Workday a plus.

Education
BachelorsBachelors: Human Resources Management

License and Certifications
SPHR - Senior Professional in Human Resources - Enterprise

Physical Requirements:

The physical requirements 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.

General Office Demands:

Must accurately record your daily timesheet per AFSC’s Timekeeping Policy

Must be able to operate general office equipment including but not limited to: computer, phones and related media and information devices on most or all workdays

Ability to communicate and interact with others, both in person and/or by telephone to conduct business

Working under time pressure

Working rapidly for long periods to meet deadlines

Must be able to travel as needed and adhere to AFSC travel policies and procedures.

Physical requirements can typically be characterized as active: Lifting, bending, sitting on the floor, climbing may be required in the position. Requires lifting or moving various pieces of equipment, maximum 40 lbs. Position may require work on hands and knees to conduct program activities.

Major Job activities and mental requirements:

Multiple concurrent tasks

Ability to perform under stress

Reading and comprehension

Writing

Problem solving

Confidentiality

Customer contact

Our Equal Employment Opportunity Policy:
Armed Forces Services Corporation (AFSC) is an equal opportunity employer. We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law.


  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • 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)
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