DCJ invites dynamic Human Resources professionals to join its team. We are seeking a Human Resources Leave of Absence/Workday Analyst (Human Resources Analyst 1). This position provides professional and technical support in a variety of Human Resources areas including operations, administration, payroll, leaves, policies and procedures, labor contract interpretation, and Workday support.
We offer professional challenges, growth, and development with a community justice agency recognized nationally for its innovative approaches to public safety.
The DCJ Human Resources Team is made up of twelve professionals. The team values customer service, teamwork, collaboration, continuous improvement, partnering, and workforce strategic planning for the Department.
The eligible list created from this recruitment may also be used to fill future regular, limited duration, temporary, on-call, full or part-time assignments within the department and/or other departments in the organization.
Hiring interviews for this position will be held Wednesday, August 17, 2022.
OVERVIEW:
In this role, you will partner and collaborate with HR Business Partners, DCJ managers, union leadership, employees, labor relations, Multnomah County's Central Human Resources and other business partners that support the vitality of the County's workforce.
As the Human Resources Leave of Absence/Workday Analyst you will:
Liaison between DCJ employees/managers and Central Leave Administration and Risk Management for all leave related matters including, but not limited to, FMLA/OFLA and workers compensation. Monitor leave deadlines and employees return to work.
Administers DCJ’s non-occupational light duty assignment policy.
Review and audit time/payroll entries for employees on leave each pay period; run and review time entry reports, and communicate to employees and manager/ supervisors as needed
Workday position management, job changes and compensation changes.
Provide follow-up on Workday inquires; consult with HR Business Partners to address complex issues as needed; consult with the Workday Admin team for problem solving and to identify enhancements to process functionality or reconfiguration suggestions
Analyze and research questions related to leave, compensation and other employee related topics based on records from Workday, SAP or other resources
Collect and analyze data; compile and generate reports for on-call/temporary employee hours, work out of class assignments and employees on leave
Research labor contracts, Personnel Rules, Administrative Guidelines, employment laws and regulations to respond to managers/supervisors, and employees’ requests or complaints
Counsel employees concerning dates of hire/ term, FTE changes and other topics as posed by inquiries received; answer questions and communicate how changes in status affects areas such as vacation accrual, benefits, over or under payment, etc.
Research and respond to questions received regarding seniority questions, step increases or other topics from employees, managers or Labor Relations
Participate in team or group events including HR Operations meetings, project planning meetings, committees, etc. to support DCJ and County needs
Jul 21, 2022
Full time
DCJ invites dynamic Human Resources professionals to join its team. We are seeking a Human Resources Leave of Absence/Workday Analyst (Human Resources Analyst 1). This position provides professional and technical support in a variety of Human Resources areas including operations, administration, payroll, leaves, policies and procedures, labor contract interpretation, and Workday support.
We offer professional challenges, growth, and development with a community justice agency recognized nationally for its innovative approaches to public safety.
The DCJ Human Resources Team is made up of twelve professionals. The team values customer service, teamwork, collaboration, continuous improvement, partnering, and workforce strategic planning for the Department.
The eligible list created from this recruitment may also be used to fill future regular, limited duration, temporary, on-call, full or part-time assignments within the department and/or other departments in the organization.
Hiring interviews for this position will be held Wednesday, August 17, 2022.
OVERVIEW:
In this role, you will partner and collaborate with HR Business Partners, DCJ managers, union leadership, employees, labor relations, Multnomah County's Central Human Resources and other business partners that support the vitality of the County's workforce.
As the Human Resources Leave of Absence/Workday Analyst you will:
Liaison between DCJ employees/managers and Central Leave Administration and Risk Management for all leave related matters including, but not limited to, FMLA/OFLA and workers compensation. Monitor leave deadlines and employees return to work.
Administers DCJ’s non-occupational light duty assignment policy.
Review and audit time/payroll entries for employees on leave each pay period; run and review time entry reports, and communicate to employees and manager/ supervisors as needed
Workday position management, job changes and compensation changes.
Provide follow-up on Workday inquires; consult with HR Business Partners to address complex issues as needed; consult with the Workday Admin team for problem solving and to identify enhancements to process functionality or reconfiguration suggestions
Analyze and research questions related to leave, compensation and other employee related topics based on records from Workday, SAP or other resources
Collect and analyze data; compile and generate reports for on-call/temporary employee hours, work out of class assignments and employees on leave
Research labor contracts, Personnel Rules, Administrative Guidelines, employment laws and regulations to respond to managers/supervisors, and employees’ requests or complaints
Counsel employees concerning dates of hire/ term, FTE changes and other topics as posed by inquiries received; answer questions and communicate how changes in status affects areas such as vacation accrual, benefits, over or under payment, etc.
Research and respond to questions received regarding seniority questions, step increases or other topics from employees, managers or Labor Relations
Participate in team or group events including HR Operations meetings, project planning meetings, committees, etc. to support DCJ and County needs
OVERVIEW
For almost 50 years, Covenant House has served and advocated for youth and young families experiencing homelessness, human trafficking, and exploitation. Our overarching goal is to end homelessness among youth and young families by helping them achieve housing stability, heal from trauma, tap into their innate resilience, and hone their interests and skills to forge new pathways to independence. This work is carried out across Covenant House sites in 34 cities in the US, Canada, Mexico, Guatemala, Honduras, and Nicaragua.
PRIMARY FUNCTION OF POSITION
Reporting to the SVP Human Capital Management, the Human Capital Generalist will handle HR generalist duties including benefits audits, benefits enrollment, support leave administration, handle invoice processing and support onboarding and offboarding activities. This position will support the HR operations of all international sites and assist in executing the tactical aspects of HR for the entire organization, as appropriate.
RESPONSIBILITIES
Ensure the benefits enrollment process is conducted accurately and timely in Paycom, carrier connections, with benefit vendors and billing; proper and correct enrollments of status changes, qualifying events, and terminations for all benefits including but not limited to: Medical, Dental, Life Insurance, Flexible Spending Accounts (FSA), STD/LTD Plans, Voluntary Plans, HRA, Commuter plans, COBRA, etc. as applicable.
Provide support in the open enrollment process and ensure the entry of all plans / rates, enrollments in Paycom, with benefit vendors, billing, and verification of carrier connections data including auditing.
Lead and conduct all benefit audits, monthly, quarterly and annually utilizing Paycom reports, billing invoices, carrier connections, and vendor benefit data; ensure accuracy for employee premium allocations.
Automate and streamline HR & benefits processes in collaboration with the HR team, including automation of employee files and data.
Process all benefit updates/changes required for employees transferring between locations as well as day to day updates (address, phone changes, etc.).
Maintain the proper and correct enrollment/termination of staff for all benefit programs in Paycom, with benefit vendors, billing and carrier connections for various sites as needed.
Manage the onboarding and offboarding processes, including adding/removing employees from Paycom confirming benefits enrollment, managing employee forms, ensuring accurate payroll information and new hires have completed required training.
Handle COBRA administration, audits, and payments including generating correspondence to employees in Paycom and updating annual Cobra rate changes.
Ensure accuracy of vendor enrollment portal data with Paycom benefits enrollment data for all benefits.
Manage all benefit billing invoices and respond to related billing inquiries including billing discrepancies.
Manage benefit vendor access as needed.
Manage ACA reports/data in Paycom for accuracy for annual processing.
Support the VP of Benefits with maintenance of 403B, 457B and retirement plans as needed.
Support the VP of Benefits with management of workers compensation filings and claims.
Maintain compliance with federal, state, and local employment laws and regulations.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Perform other related duties as assigned.
KNOWLEDGE, SKILLS & ABILITIES
Demonstrated ability to manage multiple projects with a strong attention to detail.
Must have excellent verbal and written communication skills.
Personable, creative, focused and able to adapt.
Must be a team player and able to work with all levels of the organization.
Must be dedicated to the mission of Covenant House.
MINIMUM EDUCATION & EXPERIENCE
Bachelor's Degree required.
5 years of HR benefits and HR generalist experience is strongly preferred
Bilingual in Spanish with written and verbal communication skills is preferred
SHRM-CP a plus, or preparing for the exam.
Project management skills, experience with Paycom, Asana or Smartsheets preferred.
Tech savvy and proficient with Google Suite, Microsoft Office, and various benefit portals is preferred.
OUR COMMUNITY
Our critical mission demands that we have all voices at the table. A team of diverse people, perspectives, and experiences is smarter, stronger, and more effective for our young people. At Covenant House, every team member is valued, respected, heard, and supported, and we welcome honest and courageous self-reflection on any aspects of our work that are based on biased or outdated viewpoints. We deliberately create opportunities for our staff to grow and thrive.
Covenant House International is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind: CHI is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at CHI are based on business needs, job requirements, and individual qualifications, without regard to race, color, religion, belief, sex, sexual orientation, gender identity, national origin, veteran status, family or parental status, disability status, or any other status protected by the laws or regulations in the locations where we operate. CHI will not tolerate discrimination or harassment based on any of these characteristics and encourages all qualified applicants to apply. If you are fun, dynamic, and hardworking, come join our awesome international team in an organization with a heart!
Covenant House is a vaccinated employer. As such, prospective new hires will be required to provide proof of vaccination or be willing to receive the COVID-19 vaccination by date of hire to be considered. Our offices are located in Manhattan, however, this position will be remote for the foreseeable future.
Jul 13, 2022
Full time
OVERVIEW
For almost 50 years, Covenant House has served and advocated for youth and young families experiencing homelessness, human trafficking, and exploitation. Our overarching goal is to end homelessness among youth and young families by helping them achieve housing stability, heal from trauma, tap into their innate resilience, and hone their interests and skills to forge new pathways to independence. This work is carried out across Covenant House sites in 34 cities in the US, Canada, Mexico, Guatemala, Honduras, and Nicaragua.
PRIMARY FUNCTION OF POSITION
Reporting to the SVP Human Capital Management, the Human Capital Generalist will handle HR generalist duties including benefits audits, benefits enrollment, support leave administration, handle invoice processing and support onboarding and offboarding activities. This position will support the HR operations of all international sites and assist in executing the tactical aspects of HR for the entire organization, as appropriate.
RESPONSIBILITIES
Ensure the benefits enrollment process is conducted accurately and timely in Paycom, carrier connections, with benefit vendors and billing; proper and correct enrollments of status changes, qualifying events, and terminations for all benefits including but not limited to: Medical, Dental, Life Insurance, Flexible Spending Accounts (FSA), STD/LTD Plans, Voluntary Plans, HRA, Commuter plans, COBRA, etc. as applicable.
Provide support in the open enrollment process and ensure the entry of all plans / rates, enrollments in Paycom, with benefit vendors, billing, and verification of carrier connections data including auditing.
Lead and conduct all benefit audits, monthly, quarterly and annually utilizing Paycom reports, billing invoices, carrier connections, and vendor benefit data; ensure accuracy for employee premium allocations.
Automate and streamline HR & benefits processes in collaboration with the HR team, including automation of employee files and data.
Process all benefit updates/changes required for employees transferring between locations as well as day to day updates (address, phone changes, etc.).
Maintain the proper and correct enrollment/termination of staff for all benefit programs in Paycom, with benefit vendors, billing and carrier connections for various sites as needed.
Manage the onboarding and offboarding processes, including adding/removing employees from Paycom confirming benefits enrollment, managing employee forms, ensuring accurate payroll information and new hires have completed required training.
Handle COBRA administration, audits, and payments including generating correspondence to employees in Paycom and updating annual Cobra rate changes.
Ensure accuracy of vendor enrollment portal data with Paycom benefits enrollment data for all benefits.
Manage all benefit billing invoices and respond to related billing inquiries including billing discrepancies.
Manage benefit vendor access as needed.
Manage ACA reports/data in Paycom for accuracy for annual processing.
Support the VP of Benefits with maintenance of 403B, 457B and retirement plans as needed.
Support the VP of Benefits with management of workers compensation filings and claims.
Maintain compliance with federal, state, and local employment laws and regulations.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Perform other related duties as assigned.
KNOWLEDGE, SKILLS & ABILITIES
Demonstrated ability to manage multiple projects with a strong attention to detail.
Must have excellent verbal and written communication skills.
Personable, creative, focused and able to adapt.
Must be a team player and able to work with all levels of the organization.
Must be dedicated to the mission of Covenant House.
MINIMUM EDUCATION & EXPERIENCE
Bachelor's Degree required.
5 years of HR benefits and HR generalist experience is strongly preferred
Bilingual in Spanish with written and verbal communication skills is preferred
SHRM-CP a plus, or preparing for the exam.
Project management skills, experience with Paycom, Asana or Smartsheets preferred.
Tech savvy and proficient with Google Suite, Microsoft Office, and various benefit portals is preferred.
OUR COMMUNITY
Our critical mission demands that we have all voices at the table. A team of diverse people, perspectives, and experiences is smarter, stronger, and more effective for our young people. At Covenant House, every team member is valued, respected, heard, and supported, and we welcome honest and courageous self-reflection on any aspects of our work that are based on biased or outdated viewpoints. We deliberately create opportunities for our staff to grow and thrive.
Covenant House International is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind: CHI is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at CHI are based on business needs, job requirements, and individual qualifications, without regard to race, color, religion, belief, sex, sexual orientation, gender identity, national origin, veteran status, family or parental status, disability status, or any other status protected by the laws or regulations in the locations where we operate. CHI will not tolerate discrimination or harassment based on any of these characteristics and encourages all qualified applicants to apply. If you are fun, dynamic, and hardworking, come join our awesome international team in an organization with a heart!
Covenant House is a vaccinated employer. As such, prospective new hires will be required to provide proof of vaccination or be willing to receive the COVID-19 vaccination by date of hire to be considered. Our offices are located in Manhattan, however, this position will be remote for the foreseeable future.
Essential Duties and Responsibilities include the following: Other duties may be assigned.
Administers various employee benefits programs, such as group health, flexible spending accounts, dental and vision, company provided benefits, supplemental benefits, 401(k), and wellness benefits.
Conduct new-hire benefits orientation and explain benefits self-enrollment system.
Assures employees’ benefit questions and issues are addressed in a timely and accurate manner.
Enter employee information into various vendor databases and updates as necessary.
Audit invoices for accuracy and submit for payment.
Lead and organize the annual open enrollment process, including communications, set up and changes in the HRIS.
Administer and oversee the FMLA and ADA process and ensure regulatory compliance.
Compile data for 401k census, internal and external audits and responds to auditor requests.
Lead and organize 401k open enrollments twice a year.
Enter 401k changes and new hire 401k enrollments into the payroll system.
Set up and maintain all employee files
Complete and submit Workers Compensation Claims and respond to requests for additional information; including non-employee accident reports that occur on company premises.
Provide ongoing benefit communications and materials.
Administer quarterly random drug testing.
Communicate monthly birthdays and anniversaries and requests for retirement gift checks according to policy and procedures.
Back-up other HR team members as needed.
Jul 06, 2022
Full time
Essential Duties and Responsibilities include the following: Other duties may be assigned.
Administers various employee benefits programs, such as group health, flexible spending accounts, dental and vision, company provided benefits, supplemental benefits, 401(k), and wellness benefits.
Conduct new-hire benefits orientation and explain benefits self-enrollment system.
Assures employees’ benefit questions and issues are addressed in a timely and accurate manner.
Enter employee information into various vendor databases and updates as necessary.
Audit invoices for accuracy and submit for payment.
Lead and organize the annual open enrollment process, including communications, set up and changes in the HRIS.
Administer and oversee the FMLA and ADA process and ensure regulatory compliance.
Compile data for 401k census, internal and external audits and responds to auditor requests.
Lead and organize 401k open enrollments twice a year.
Enter 401k changes and new hire 401k enrollments into the payroll system.
Set up and maintain all employee files
Complete and submit Workers Compensation Claims and respond to requests for additional information; including non-employee accident reports that occur on company premises.
Provide ongoing benefit communications and materials.
Administer quarterly random drug testing.
Communicate monthly birthdays and anniversaries and requests for retirement gift checks according to policy and procedures.
Back-up other HR team members as needed.
HR Supervisor
Collaborate with Innovative 3Mers Around the World
Choosing where to start and grow your career has a major impact on your professional and personal life, so it’s equally important you know that the company that you choose to work at, and its leaders, will support and guide you. With a diversity of people, global locations, technologies and products, 3M is a place where you can collaborate with 96,000 other curious, creative 3Mers.
“At 3M, thanks to our culture where people feel like they belong, can grow and are appreciated, we are more than the sum of our parts. Our different perspectives and experiences help us solve some of the world’s toughest challenges together.” – Zoe Dickson, executive vice president and chief Human Resources officer at 3M
This position provides an opportunity to transition from other private, public, government or military environments to a 3M career.
The Impact You’ll Make in this Role
As a Human Resources Supervisor for the Traffic Safety and Security Division located in Brownwood, Texas, you will have the opportunity to tap into your curiosity and collaborate with some of the most innovative and diverse people around the world.
Here, you will make an impact by:
Apply HR knowledge to fast-paced organizational and human resource requirements
Partner with Talent Acquisition to develop and implement effective strategies that will bring community awareness and interest of businesses and opportunities resulting in strong talent pools of qualified candidates. This includes appropriate job descriptions, job grades, compensation, incentives & rewards and recognition programs
Lead HR projects that assist in the understanding and development of a culture supportive of business strategy
Provide consultation and training for supervisors/managers and or employees on HR systems, tools, processes, compliance, policies, etc.
Interact with all HR entities to deliver seamless HR support to include but not limited to Employee Relations, Employee Assistance, Total Compensation Resources (Payroll, Benefits, Mobility, etc.), Leadership Development, Talent Acquisition, etc.
Participate in support of all HR initiatives
Interact with all levels of the organization
Provide general HR support (including travel for occasional on-site support) for the 3M facility in Angleton, TX
Your Skills and Expertise
To set you up for success in this role from day one, 3M requires (at a minimum) the following qualifications:
Bachelor’s degree or higher (completed and verified prior to start) from an accredited institution
Three (3) years of experience in human resources in a private, public, government , or military environment
Additional qualifications that could help you succeed even further in this role include:
Master’s degree or higher in Business or Human Resources discipline from an accredited institution
Five (5) or more years of Human Resources experience in a private, public, government, or military environment
One (1) or more years of Human Resource supervisory experience
Ability to parlay industry knowledge into competitive HR strategies
Understanding of recruiting practices, methodologies and tools
Location: Brownwood, Texas
Travel: May include up to 5% domestic
Relocation: May be authorized
Must be legally authorized to work in country of employment without sponsorship for employment visa status (e.g., H1B status).
Supporting Your Well-being
3M offers many programs to help you live your best life – both physically and financially. To ensure competitive pay and benefits, 3M regularly benchmarks with other companies that are comparable in size and scope.
Resources for You
For more details on what happens before, during and after the interview process, check out the Insights for Candidates page at 3M.com/careers.
Learn more about 3M’s creative solutions to the world’s problems at www.3M.com or on Twitter @3M.
Responsibilities of this position include that corporate policies, procedures and security standards are complied with while performing assigned duties.
Our approach to flexibility is called Work Your Way, which puts employees first and drives well-being in ways that enable 3M’s business and performance goals. You have flexibility in where and when work gets done. It all depends on where and when you can do your best work.
Pay & Benefits Overview: https://www.3m.com/3M/en_US/careers-us/working-at-3m/benefits/
3M is an equal opportunity employer. 3M will not discriminate against any applicant for employment on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or veteran status.
Please note: your application may not be considered if you do not provide your education and work history, either by: 1) uploading a resume, or 2) entering the information into the application fields directly.
3M Global Terms of Use and Privacy Statement
Carefully read these Terms of Use before using this website. Your access to and use of this website and application for a job at 3M are conditioned on your acceptance and compliance with these terms.
Please access the linked document by clicking here , select the country where you are applying for employment, and review. Before submitting your application you will be asked to confirm your agreement with the terms.
Jun 29, 2022
Full time
HR Supervisor
Collaborate with Innovative 3Mers Around the World
Choosing where to start and grow your career has a major impact on your professional and personal life, so it’s equally important you know that the company that you choose to work at, and its leaders, will support and guide you. With a diversity of people, global locations, technologies and products, 3M is a place where you can collaborate with 96,000 other curious, creative 3Mers.
“At 3M, thanks to our culture where people feel like they belong, can grow and are appreciated, we are more than the sum of our parts. Our different perspectives and experiences help us solve some of the world’s toughest challenges together.” – Zoe Dickson, executive vice president and chief Human Resources officer at 3M
This position provides an opportunity to transition from other private, public, government or military environments to a 3M career.
The Impact You’ll Make in this Role
As a Human Resources Supervisor for the Traffic Safety and Security Division located in Brownwood, Texas, you will have the opportunity to tap into your curiosity and collaborate with some of the most innovative and diverse people around the world.
Here, you will make an impact by:
Apply HR knowledge to fast-paced organizational and human resource requirements
Partner with Talent Acquisition to develop and implement effective strategies that will bring community awareness and interest of businesses and opportunities resulting in strong talent pools of qualified candidates. This includes appropriate job descriptions, job grades, compensation, incentives & rewards and recognition programs
Lead HR projects that assist in the understanding and development of a culture supportive of business strategy
Provide consultation and training for supervisors/managers and or employees on HR systems, tools, processes, compliance, policies, etc.
Interact with all HR entities to deliver seamless HR support to include but not limited to Employee Relations, Employee Assistance, Total Compensation Resources (Payroll, Benefits, Mobility, etc.), Leadership Development, Talent Acquisition, etc.
Participate in support of all HR initiatives
Interact with all levels of the organization
Provide general HR support (including travel for occasional on-site support) for the 3M facility in Angleton, TX
Your Skills and Expertise
To set you up for success in this role from day one, 3M requires (at a minimum) the following qualifications:
Bachelor’s degree or higher (completed and verified prior to start) from an accredited institution
Three (3) years of experience in human resources in a private, public, government , or military environment
Additional qualifications that could help you succeed even further in this role include:
Master’s degree or higher in Business or Human Resources discipline from an accredited institution
Five (5) or more years of Human Resources experience in a private, public, government, or military environment
One (1) or more years of Human Resource supervisory experience
Ability to parlay industry knowledge into competitive HR strategies
Understanding of recruiting practices, methodologies and tools
Location: Brownwood, Texas
Travel: May include up to 5% domestic
Relocation: May be authorized
Must be legally authorized to work in country of employment without sponsorship for employment visa status (e.g., H1B status).
Supporting Your Well-being
3M offers many programs to help you live your best life – both physically and financially. To ensure competitive pay and benefits, 3M regularly benchmarks with other companies that are comparable in size and scope.
Resources for You
For more details on what happens before, during and after the interview process, check out the Insights for Candidates page at 3M.com/careers.
Learn more about 3M’s creative solutions to the world’s problems at www.3M.com or on Twitter @3M.
Responsibilities of this position include that corporate policies, procedures and security standards are complied with while performing assigned duties.
Our approach to flexibility is called Work Your Way, which puts employees first and drives well-being in ways that enable 3M’s business and performance goals. You have flexibility in where and when work gets done. It all depends on where and when you can do your best work.
Pay & Benefits Overview: https://www.3m.com/3M/en_US/careers-us/working-at-3m/benefits/
3M is an equal opportunity employer. 3M will not discriminate against any applicant for employment on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or veteran status.
Please note: your application may not be considered if you do not provide your education and work history, either by: 1) uploading a resume, or 2) entering the information into the application fields directly.
3M Global Terms of Use and Privacy Statement
Carefully read these Terms of Use before using this website. Your access to and use of this website and application for a job at 3M are conditioned on your acceptance and compliance with these terms.
Please access the linked document by clicking here , select the country where you are applying for employment, and review. Before submitting your application you will be asked to confirm your agreement with the terms.
Oregon Youth Authority (OYA) is looking to hire an Administrative Support to assist the Facilities Manager and Maintenance and Operations Supervisors in the ongoing operation of OYA's Physical Plant Operations (PPO) department. You will perform administrative support, research, analysis and evaluation in support of the PPO program.
Your role:
Establishes, monitors, documents and otherwise maintains controls necessary in carrying out lawful program activities.
Assist in the research, analysis and/or evaluation in support of specialized program activities.
Drafts a variety of correspondence, reports or other documents.
T akes minutes at meetings.
Organizes and maintains filing systems.
Makes travel arrangements.
Assists in preparation of Capital Projects Advisory Board reports, Legislative Session reports and drafting interagency agreements.
Assists in developing and implementing short- and long- term physical plant goals.
Prepares and tracks department performance measures.
Develops policies and procedures related to the maintenance and operation of OYA’s statewide facilities, monitors security inventories of equipment, tools and supplies.
Reviews work order requests via PPO’s computerized maintenance management system.
Tracks budget and project documents in regards to assigned PPO projects.
Gathers loss data, photographs and reports; evaluates information and prepares claims for DAS Risk Management which includes a thorough analysis of incidences.
Works with DAS Fleet Services and agency managers in the administration of the OYA motor vehicle fleet.
To request a copy of the position description, which includes all duties and working conditions, please email OYA HR Recruiter.
Additional Information:
Telecommute/Remote Work: This position is eligible for part-time (flexible) telecommute/remote work. This position is based at our Central Office in Salem, Oregon and may be required to come in to the MacLaren Youth Correctional Facility in Woodburn, OR on an as needed basis and/or to travel to facilities/field offices throughout the state.
Representation: This position is represented by the Service Employees International Union (SEIU/OPEU).
Relocation: Possible relocation assistance may be available.
This recruitment may be used to fill future vacancies.
ABOUT OYA
At OYA, diversity, equity, and inclusion are more than just words on a page. To meet our mission and live our values as an agency, DEI must be at the heart of all we do. We support cultural competence, develop teams and cultivate leaders in ways that are equitable to everyone, especially people of color, those who identify as LGBTQ+, or those from other marginalized communities. We are explicit and intentional as we identify resources that all our youth and staff need to grow and prosper. Our DEI work connects closely with our culture of positive human development, with safe and supportive environments where everyone is held accountable and connected to their community. The end goal is to protect the public and reduce crime by holding youth accountable and providing opportunities for reformation in safe environments.
If you are looking to join a team that values individual and cultural differences, with the opportunity to contribute to youth reformation by enriching our workforce with diversity, OYA wants to hear from you! People of color, women, and other members of historically marginalized communities are strongly encouraged to apply!
Please take a moment to watch this quick video about Oregon Youth Authority, our team and our culture bit.ly/work4OYA . For more information please visit www.oregon.gov/oya .
What's in it for You?
OYA values our employees. We believe that your time outside of the workplace is as valuable as it is inside the workplace. We offer a great work/life balance with flexible work schedules on most positions and a competitive benefits package , including low-cost, high-coverage health insurance , generous time-off, and a competitive retirement plan .
Discover more about working in Oregon state government by clicking here .
What You Need To Qualify
two years of experience as an administrative specialist or executive support specialist which included administrative support for a project, program, or operation. Administrative support includes those duties beyond clerical/secretarial such as: interpretation of laws, rules, and regulations; administrative data collection and analysis; and evaluation of projects, processes, and operations; OR
an equivalent combination of training and experience.
Note: One year of postsecondary education may be substituted for up to one year of the experience.
Special Requirements
Driver's License: Driving is an essential function of this position. A valid driver license and an acceptable driving record are required for this position. We will conduct pre-employment driving records checks on our final candidate(s).
DESIRED ATTRIBUTES/APPLICATION SCORING CRITERIA:
If you have these qualities, let us know! It’s how we will choose whom to move forward!
Note: You do not need to have all of these qualities to be eligible for this position.
Demonstrated excellent customer service experience
Experience working with Building maintenance work order system (opening, closing, tracking)
Data entry experience in Computerize Maintenance Management Systems (CMMS)
Demonstrated experience tracking information for building maintenance departments such as asset inventory, budget/financial, department's projects and tasks, energy use (electricity, water, gas, etc.), building life safety system inspection (fire alarm, fire suppression, etc.)
Experience with purchase orders. (creating, tracking, etc.)
Experience with maintaining managers' schedules and priorities and coordinating meeting logistics
Proficient with Microsoft Office Word, Excel and PowerPoint or similar software.
Experience with emergency action plan maintenance and development
Two years or more experience with building maintenance departments.
How to apply:
Complete the application fully.
Complete the questionnaire / supplemental questions.
After you submit your application please respond to the public records request authorization and gender identity questionnaire. This step will come after you submit and will complete the process. If you are an employee, the tasks will come to your Workday inbox.
If you are a veteran, you may receive preference. Click here for more information about veterans’ preference . The task to claim preference will come after the public records request and gender identity questionnaire tasks. Click here for a guide on how to upload your documents. For privacy reasons, please do not attach your DD214/DD215/civil service preference letter to your application or combine it with any other required document attachments.
Good Information To Know:
Our goal is to be a diverse workforce that is representative, at all job levels, of the citizens we are here to serve. OYA is an equal opportunity and affirmative action employer. All aspects of employment including the decision to hire, promote, discipline, or discharge, will be individualized based on merit, competence, performance, and business need.
We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.” The more diverse we are, the better our work will be.
Applicants with a disability may request a reasonable accommodation to participate in the hiring process. For assistance regarding reasonable accommodation or for alternative format please contact OYA Recruitment at 503-373-7301. Oregon Relay Service can be reached by calling 7-1-1.
Pre-employment Checks:
In keeping with our mission, OYA will conduct a criminal record check, per OAR 416 Division 800 , a driving record background check and a vulnerable population abuse and neglect check. Information obtained about an individual is confidential. An individual who refuses to consent to a criminal records/background check shall be disqualified from consideration in the position for which you applied. All applicants are subject to additional pre-employment check(s) such as fingerprint based on criminal records check, pre-employment drug screening and/or education verification as required for the position.
In 2003 Congress passed the Prison Rape Elimination Act (PREA), the first federal civil statue focused specifically on addressing sexual violence in juvenile facilities, jails, prisons, and other facilities. In recognition of the rights, safety, and well-being of the youth we serve you will be asked specific questions about your background to ensure our hiring and promotion practices comply with the National PREA standards.
All OYA employees are required to submit to a two-step TB test to establish a TB free "base line." If offered employment and you accept, OYA will offer you the TB testing, and if you refuse, OYA will require the necessary documentation from your personal health care provider as a condition of employment.
All positions in OYA will require the incumbent to serve as a "mandatory reporter" of child abuse.
Jun 21, 2022
Full time
Oregon Youth Authority (OYA) is looking to hire an Administrative Support to assist the Facilities Manager and Maintenance and Operations Supervisors in the ongoing operation of OYA's Physical Plant Operations (PPO) department. You will perform administrative support, research, analysis and evaluation in support of the PPO program.
Your role:
Establishes, monitors, documents and otherwise maintains controls necessary in carrying out lawful program activities.
Assist in the research, analysis and/or evaluation in support of specialized program activities.
Drafts a variety of correspondence, reports or other documents.
T akes minutes at meetings.
Organizes and maintains filing systems.
Makes travel arrangements.
Assists in preparation of Capital Projects Advisory Board reports, Legislative Session reports and drafting interagency agreements.
Assists in developing and implementing short- and long- term physical plant goals.
Prepares and tracks department performance measures.
Develops policies and procedures related to the maintenance and operation of OYA’s statewide facilities, monitors security inventories of equipment, tools and supplies.
Reviews work order requests via PPO’s computerized maintenance management system.
Tracks budget and project documents in regards to assigned PPO projects.
Gathers loss data, photographs and reports; evaluates information and prepares claims for DAS Risk Management which includes a thorough analysis of incidences.
Works with DAS Fleet Services and agency managers in the administration of the OYA motor vehicle fleet.
To request a copy of the position description, which includes all duties and working conditions, please email OYA HR Recruiter.
Additional Information:
Telecommute/Remote Work: This position is eligible for part-time (flexible) telecommute/remote work. This position is based at our Central Office in Salem, Oregon and may be required to come in to the MacLaren Youth Correctional Facility in Woodburn, OR on an as needed basis and/or to travel to facilities/field offices throughout the state.
Representation: This position is represented by the Service Employees International Union (SEIU/OPEU).
Relocation: Possible relocation assistance may be available.
This recruitment may be used to fill future vacancies.
ABOUT OYA
At OYA, diversity, equity, and inclusion are more than just words on a page. To meet our mission and live our values as an agency, DEI must be at the heart of all we do. We support cultural competence, develop teams and cultivate leaders in ways that are equitable to everyone, especially people of color, those who identify as LGBTQ+, or those from other marginalized communities. We are explicit and intentional as we identify resources that all our youth and staff need to grow and prosper. Our DEI work connects closely with our culture of positive human development, with safe and supportive environments where everyone is held accountable and connected to their community. The end goal is to protect the public and reduce crime by holding youth accountable and providing opportunities for reformation in safe environments.
If you are looking to join a team that values individual and cultural differences, with the opportunity to contribute to youth reformation by enriching our workforce with diversity, OYA wants to hear from you! People of color, women, and other members of historically marginalized communities are strongly encouraged to apply!
Please take a moment to watch this quick video about Oregon Youth Authority, our team and our culture bit.ly/work4OYA . For more information please visit www.oregon.gov/oya .
What's in it for You?
OYA values our employees. We believe that your time outside of the workplace is as valuable as it is inside the workplace. We offer a great work/life balance with flexible work schedules on most positions and a competitive benefits package , including low-cost, high-coverage health insurance , generous time-off, and a competitive retirement plan .
Discover more about working in Oregon state government by clicking here .
What You Need To Qualify
two years of experience as an administrative specialist or executive support specialist which included administrative support for a project, program, or operation. Administrative support includes those duties beyond clerical/secretarial such as: interpretation of laws, rules, and regulations; administrative data collection and analysis; and evaluation of projects, processes, and operations; OR
an equivalent combination of training and experience.
Note: One year of postsecondary education may be substituted for up to one year of the experience.
Special Requirements
Driver's License: Driving is an essential function of this position. A valid driver license and an acceptable driving record are required for this position. We will conduct pre-employment driving records checks on our final candidate(s).
DESIRED ATTRIBUTES/APPLICATION SCORING CRITERIA:
If you have these qualities, let us know! It’s how we will choose whom to move forward!
Note: You do not need to have all of these qualities to be eligible for this position.
Demonstrated excellent customer service experience
Experience working with Building maintenance work order system (opening, closing, tracking)
Data entry experience in Computerize Maintenance Management Systems (CMMS)
Demonstrated experience tracking information for building maintenance departments such as asset inventory, budget/financial, department's projects and tasks, energy use (electricity, water, gas, etc.), building life safety system inspection (fire alarm, fire suppression, etc.)
Experience with purchase orders. (creating, tracking, etc.)
Experience with maintaining managers' schedules and priorities and coordinating meeting logistics
Proficient with Microsoft Office Word, Excel and PowerPoint or similar software.
Experience with emergency action plan maintenance and development
Two years or more experience with building maintenance departments.
How to apply:
Complete the application fully.
Complete the questionnaire / supplemental questions.
After you submit your application please respond to the public records request authorization and gender identity questionnaire. This step will come after you submit and will complete the process. If you are an employee, the tasks will come to your Workday inbox.
If you are a veteran, you may receive preference. Click here for more information about veterans’ preference . The task to claim preference will come after the public records request and gender identity questionnaire tasks. Click here for a guide on how to upload your documents. For privacy reasons, please do not attach your DD214/DD215/civil service preference letter to your application or combine it with any other required document attachments.
Good Information To Know:
Our goal is to be a diverse workforce that is representative, at all job levels, of the citizens we are here to serve. OYA is an equal opportunity and affirmative action employer. All aspects of employment including the decision to hire, promote, discipline, or discharge, will be individualized based on merit, competence, performance, and business need.
We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.” The more diverse we are, the better our work will be.
Applicants with a disability may request a reasonable accommodation to participate in the hiring process. For assistance regarding reasonable accommodation or for alternative format please contact OYA Recruitment at 503-373-7301. Oregon Relay Service can be reached by calling 7-1-1.
Pre-employment Checks:
In keeping with our mission, OYA will conduct a criminal record check, per OAR 416 Division 800 , a driving record background check and a vulnerable population abuse and neglect check. Information obtained about an individual is confidential. An individual who refuses to consent to a criminal records/background check shall be disqualified from consideration in the position for which you applied. All applicants are subject to additional pre-employment check(s) such as fingerprint based on criminal records check, pre-employment drug screening and/or education verification as required for the position.
In 2003 Congress passed the Prison Rape Elimination Act (PREA), the first federal civil statue focused specifically on addressing sexual violence in juvenile facilities, jails, prisons, and other facilities. In recognition of the rights, safety, and well-being of the youth we serve you will be asked specific questions about your background to ensure our hiring and promotion practices comply with the National PREA standards.
All OYA employees are required to submit to a two-step TB test to establish a TB free "base line." If offered employment and you accept, OYA will offer you the TB testing, and if you refuse, OYA will require the necessary documentation from your personal health care provider as a condition of employment.
All positions in OYA will require the incumbent to serve as a "mandatory reporter" of child abuse.
Please Note: The pay listed above includes the 3.25% pay increase that will go into effect on July 1, 2022.
Per Governor Inslee’s Proclamation 21-14.2 , Washington State employees must be fully vaccinated against COVID-19. As a condition of employment, the successful candidate will be required to provide proof of their COVID-19 vaccination as part of the hiring process, prior to their start date. Requests for medical and religious exemptions will be considered. If you have questions, please contact Careers@ecy.wa.gov with “ COVID-19 vaccination ” in the subject line.
Keeping Washington Clean and Evergreen
The Department of Ecology in Lacey, WA has an exciting opportunity for someone starting their career in Human Resources.
Are you interested in using your creative and collaborative problem-solving skills to serve the State of Washington as a Human Resource Consultant 1 on our Recruiting and Diversity Team? You’ll be part of our high-functioning Recruiting and Diversity Team, with exposure to multiple HR disciplines. You’ll learn about the work we do here at Ecology, help us achieve our team goals, and work on projects that will provide you with opportunities to continue learning and growing within the HR field.
The mission of the Human Resources Office (HRO) is to develop successful employees, promote healthy and productive relationships, ensure safe work environments, and recruit great talent to achieve Ecology's mission.
Please Note: This is a non-permanent position that is expected to end June 30, 2023.
During Stay Home, Stay Healthy, employees are working a combination of in-office and/or telework based on position and business need. Ecology is maintaining less than maximum building occupancy, and requiring masks, health screening questions before entry, and social distancing. Application Timeline: This position will remain open until filled, with an initial screening date of June 27, 2022. In order to be considered for the initial screening, please submit an application on or before June 26, 2022. The agency reserves the right to make an appointment any time after the initial screening date. Protecting Washington State's environment for current and future generations is what we do every day at Ecology. We are a culture that is invested in making a difference. Join a team that is highly effective and collaborative, with leadership that embraces the value of people. Ecology cares deeply about employee wellness; we go beyond traditional benefits, proudly offering:
A healthy life/work balance by offering flexible schedules and telework options for most positions.
An Infants at Work Program that is based on the long-term health values of infant-parent bonding and breastfeeding newborns.
Continuous growth and development opportunities.
A wellness program that offers education, fitness classes, and an agency-wide fondness for outdoor meetings.
Opportunities to serve your community and make an impact through meaningful work.
Our commitment to DEIR
Diversity, equity, inclusion, and respect (DEIR) are core values central to Ecology’s work. We strive to be a workplace where we are esteemed for sharing our authentic identities, while advancing our individual professional goals and collaborating to protect, preserve, and enhance the environment for current and future generations.
Diversity: We celebrate and appreciate diversity; our unique perspectives and abilities enrich us all and lead to innovative approaches and solutions.
Equity: We champion equity, recognizing that each of us need different things to thrive.
Inclusion: We intentionally create and hold space so that we all have meaningful opportunities to participate and contribute to Ecology’s work.
Respect: We treat each other with respect and dignity, acknowledging the inherent worth of our diverse perspectives and lived experiences, even in times of uncertainty and disagreement.
We believe that DEIR is both a goal and an action. We are on a journey, honoring our shared humanity and taking steps to demonstrate our commitment to a vision where each of us is heard, seen, and valued.
Duties:
The Human Resource Consultant 1 position is a great opportunity to:
Learn about Human Resources in the state system.
Gain exposure to the state’s Online Recruiting System.
Participate in cross-functional HR meetings.
Contribute your talent in service of the public.
Help us grow our diversity, equity, inclusion, and respect (DEIR) efforts.
What will you do?
You’ll contribute to our agency’s mission and to the Human Resources Office by providing entry level human resource recruitment services in order to ensure continuous operations and excellent customer service levels.
This includes:
Posting all open positions to a minimum of 8 external recruitment sources.
Consulting with Hiring Managers on where to post job announcements.
Working with the recruiting team to update our SharePoint log of recruiting sources in order to improve the search function so that hiring managers can find and request specific outreach sources for their positions.
Working with the Recruiting and Diversity team to integrate Diversity, Equity, Inclusion, and Respect (DEIR) principles into each specialty area.
Closing out filled positions in our Online Recruiting System and on other external websites.
Meeting weekly with the Recruiting Team to discuss open positions.
Assisting with recruiting and retention projects, as needed.
Qualifications:
Required Qualifications
Four (4) years of experience and/or education.
Experience: in Human Resources or related field.
May include a combination of the following:
Responding to inquiries from employees and members of the public; assessing needs, identifying and evaluating options, and recommending courses of action.
Receiving, reviewing, and responding to and/or assisting in resolving customer inquiries.
Providing benefits information to employees and retirees; enrolls employees in retirement and insurance programs.
Composing correspondence; maintaining records and statistics; analyzing and compiling data and information for reports; preparing narrative or statistical reports.
Developing and/or assisting in the development and presentation of training materials.
Conducting surveys of other employers’ practices such as wages, benefits, human resource policies and programs, and participating in implementing revisions to human resource programs.
Supervising or directing the work of support staff.
Education: With a major study in business, human resources, social or organizational behavioral sciences, or related field.
All experience and education combinations that meet the requirements for this position:
Possible Combinations | College credit hours or degree - as listed above. | Years of required experience – as listed above.
Combination 1 | No college credit hours or degree | 4 years of experience
Combination 2 | 30-59 semester or 45-89 quarter credits | 3 years of experience
Combination 3 | 60-89 semester or 90-134 quarter credits (AA degree) | 2 years of experience
Combination 4 | 90-119 semester or 135-179 quarter credits | 1 year of experience
Combination 5 | A Bachelor's Degree or above | 0 years of experience
Supplemental Information:
Need an Accommodation in the application and/or screening process or this job announcement in an alternative format?
Please call: (360) 407-6186 or email: careers@ecy.wa.gov and we will be happy to assist.
If you are deaf or hard of hearing you can reach the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.
If you need assistance applying for this job, please e-mail careers@ecy.wa.gov . Please do not send an email to this address to follow-up on the status of your application. You can view the latest status of your application on your profile's main page.
If you are reading this announcement in print format , please enter the following URL to your search engine to apply: https://ecology.wa.gov/About-us/Get-to-know-us/Jobs-at-Ecology .
Application Instructions: It's in the applicant's best interest to submit all of the documents listed below. Applications without these documents may be declined.
A cover letter describing why you are interested in this position.
A resume outlining your experience and education (if applicable) as it relates to the minimum qualifications of this position.
Three professional references.
Please do NOT include your salary history. Wage/salary depends on qualifications or rules of promotion, if applicable. For Your Privacy: When attaching documents to your application (Resume, Cover Letter, Transcripts, DD-214, etc.):
Please be sure to remove private information such as your social security number, date of birth, etc.
Do not attach documents that are password protected, as these documents may not be reviewed and may cause errors within your application when downloaded.
Additional Application Instructions for Current Ecology Employees: Please make sure to answer the agency-wide questions regarding permanent status as a classified employee within the Washington General Service or Washington Management Service. Do not forget to select Department of Ecology as a response to question 2, and type your personnel ID number for question 3. If you are not sure of your status or do not know your personnel ID number, please contact Human Resources. Application Attestation: The act of submitting application materials electronically is considered affirmation that the information is complete and truthful. The state may verify this information and any untruthful or misleading answers are cause for rejection of your application or dismissal if employed. Other Information:
If you have specific questions about the position, please email Lisa Knutson-Sealey at: Lisa.Knutson-Sealey@ecy.wa.gov . Please do not contact Lisa to inquire about the status of your application. To request the full position description: Email your request to: careers@ecy.wa.gov . Put in the subject line of the email: Request for a copy of the position description for #T118.
Why work for Ecology? As an agency, our mission is to protect, preserve and enhance Washington's environment for current and future generations. We invest in our employees to create and sustain a working environment that encourages creative leadership, effective resource management, teamwork, professionalism and accountability.
Joining Ecology means becoming a part of a team committed to protecting and restoring Washington State's environment. A career in public service allows you to help solve some of the most challenging problems facing our state, while keeping your health and financial security a priority. We combine one of the most competitive benefits packages in the nation with a strong commitment to life/work balance.
Ecology employees may be eligible for the following: Medical/Dental/Vision for employee & dependent(s) , Public Employees Retirement System (PERS) , Vacation, Sick, and other Leave *, 11 Paid Holidays per year *, Public Service Loan Forgiveness , Tuition Waiver , Long Term Disability & Life Insurance , Deferred Compensation Programs , Dependent Care Assistance Program (DCAP) , Flexible Spending Arrangement (FSA) , Employee Assistance Program , Commute Trip Reduction Incentives , Combined Fund Drive , SmartHealth *See the Benefits tab in this announcement for more information.
Student debt: how working for Ecology can help The Department of Ecology is a qualifying employer for the Public Service Forgiveness Program (PSLF). See https://studentaid.ed.gov/sa/repay-loans/forgiveness-cancellation/public-service for more details.
To learn more about The Department of Ecology, please visit our website at www.ecology.wa.gov and follow, like or visit us on LinkedIn , Twitter , Facebook , Instagram or our blog .
Equal Opportunity Employer: The Washington State Department of Ecology is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, veterans, military spouses or people with military status, and people of all sexual orientations and gender identities are encouraged to apply. Persons needing an accommodation in the application/testing process or this job announcement in an alternative format may call (360) 407-6186. Applicants who are deaf or hard of hearing may call the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.
Note: This recruitment may be used to fill other positions of the same job classification across the agency.
Jun 17, 2022
Full time
Please Note: The pay listed above includes the 3.25% pay increase that will go into effect on July 1, 2022.
Per Governor Inslee’s Proclamation 21-14.2 , Washington State employees must be fully vaccinated against COVID-19. As a condition of employment, the successful candidate will be required to provide proof of their COVID-19 vaccination as part of the hiring process, prior to their start date. Requests for medical and religious exemptions will be considered. If you have questions, please contact Careers@ecy.wa.gov with “ COVID-19 vaccination ” in the subject line.
Keeping Washington Clean and Evergreen
The Department of Ecology in Lacey, WA has an exciting opportunity for someone starting their career in Human Resources.
Are you interested in using your creative and collaborative problem-solving skills to serve the State of Washington as a Human Resource Consultant 1 on our Recruiting and Diversity Team? You’ll be part of our high-functioning Recruiting and Diversity Team, with exposure to multiple HR disciplines. You’ll learn about the work we do here at Ecology, help us achieve our team goals, and work on projects that will provide you with opportunities to continue learning and growing within the HR field.
The mission of the Human Resources Office (HRO) is to develop successful employees, promote healthy and productive relationships, ensure safe work environments, and recruit great talent to achieve Ecology's mission.
Please Note: This is a non-permanent position that is expected to end June 30, 2023.
During Stay Home, Stay Healthy, employees are working a combination of in-office and/or telework based on position and business need. Ecology is maintaining less than maximum building occupancy, and requiring masks, health screening questions before entry, and social distancing. Application Timeline: This position will remain open until filled, with an initial screening date of June 27, 2022. In order to be considered for the initial screening, please submit an application on or before June 26, 2022. The agency reserves the right to make an appointment any time after the initial screening date. Protecting Washington State's environment for current and future generations is what we do every day at Ecology. We are a culture that is invested in making a difference. Join a team that is highly effective and collaborative, with leadership that embraces the value of people. Ecology cares deeply about employee wellness; we go beyond traditional benefits, proudly offering:
A healthy life/work balance by offering flexible schedules and telework options for most positions.
An Infants at Work Program that is based on the long-term health values of infant-parent bonding and breastfeeding newborns.
Continuous growth and development opportunities.
A wellness program that offers education, fitness classes, and an agency-wide fondness for outdoor meetings.
Opportunities to serve your community and make an impact through meaningful work.
Our commitment to DEIR
Diversity, equity, inclusion, and respect (DEIR) are core values central to Ecology’s work. We strive to be a workplace where we are esteemed for sharing our authentic identities, while advancing our individual professional goals and collaborating to protect, preserve, and enhance the environment for current and future generations.
Diversity: We celebrate and appreciate diversity; our unique perspectives and abilities enrich us all and lead to innovative approaches and solutions.
Equity: We champion equity, recognizing that each of us need different things to thrive.
Inclusion: We intentionally create and hold space so that we all have meaningful opportunities to participate and contribute to Ecology’s work.
Respect: We treat each other with respect and dignity, acknowledging the inherent worth of our diverse perspectives and lived experiences, even in times of uncertainty and disagreement.
We believe that DEIR is both a goal and an action. We are on a journey, honoring our shared humanity and taking steps to demonstrate our commitment to a vision where each of us is heard, seen, and valued.
Duties:
The Human Resource Consultant 1 position is a great opportunity to:
Learn about Human Resources in the state system.
Gain exposure to the state’s Online Recruiting System.
Participate in cross-functional HR meetings.
Contribute your talent in service of the public.
Help us grow our diversity, equity, inclusion, and respect (DEIR) efforts.
What will you do?
You’ll contribute to our agency’s mission and to the Human Resources Office by providing entry level human resource recruitment services in order to ensure continuous operations and excellent customer service levels.
This includes:
Posting all open positions to a minimum of 8 external recruitment sources.
Consulting with Hiring Managers on where to post job announcements.
Working with the recruiting team to update our SharePoint log of recruiting sources in order to improve the search function so that hiring managers can find and request specific outreach sources for their positions.
Working with the Recruiting and Diversity team to integrate Diversity, Equity, Inclusion, and Respect (DEIR) principles into each specialty area.
Closing out filled positions in our Online Recruiting System and on other external websites.
Meeting weekly with the Recruiting Team to discuss open positions.
Assisting with recruiting and retention projects, as needed.
Qualifications:
Required Qualifications
Four (4) years of experience and/or education.
Experience: in Human Resources or related field.
May include a combination of the following:
Responding to inquiries from employees and members of the public; assessing needs, identifying and evaluating options, and recommending courses of action.
Receiving, reviewing, and responding to and/or assisting in resolving customer inquiries.
Providing benefits information to employees and retirees; enrolls employees in retirement and insurance programs.
Composing correspondence; maintaining records and statistics; analyzing and compiling data and information for reports; preparing narrative or statistical reports.
Developing and/or assisting in the development and presentation of training materials.
Conducting surveys of other employers’ practices such as wages, benefits, human resource policies and programs, and participating in implementing revisions to human resource programs.
Supervising or directing the work of support staff.
Education: With a major study in business, human resources, social or organizational behavioral sciences, or related field.
All experience and education combinations that meet the requirements for this position:
Possible Combinations | College credit hours or degree - as listed above. | Years of required experience – as listed above.
Combination 1 | No college credit hours or degree | 4 years of experience
Combination 2 | 30-59 semester or 45-89 quarter credits | 3 years of experience
Combination 3 | 60-89 semester or 90-134 quarter credits (AA degree) | 2 years of experience
Combination 4 | 90-119 semester or 135-179 quarter credits | 1 year of experience
Combination 5 | A Bachelor's Degree or above | 0 years of experience
Supplemental Information:
Need an Accommodation in the application and/or screening process or this job announcement in an alternative format?
Please call: (360) 407-6186 or email: careers@ecy.wa.gov and we will be happy to assist.
If you are deaf or hard of hearing you can reach the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.
If you need assistance applying for this job, please e-mail careers@ecy.wa.gov . Please do not send an email to this address to follow-up on the status of your application. You can view the latest status of your application on your profile's main page.
If you are reading this announcement in print format , please enter the following URL to your search engine to apply: https://ecology.wa.gov/About-us/Get-to-know-us/Jobs-at-Ecology .
Application Instructions: It's in the applicant's best interest to submit all of the documents listed below. Applications without these documents may be declined.
A cover letter describing why you are interested in this position.
A resume outlining your experience and education (if applicable) as it relates to the minimum qualifications of this position.
Three professional references.
Please do NOT include your salary history. Wage/salary depends on qualifications or rules of promotion, if applicable. For Your Privacy: When attaching documents to your application (Resume, Cover Letter, Transcripts, DD-214, etc.):
Please be sure to remove private information such as your social security number, date of birth, etc.
Do not attach documents that are password protected, as these documents may not be reviewed and may cause errors within your application when downloaded.
Additional Application Instructions for Current Ecology Employees: Please make sure to answer the agency-wide questions regarding permanent status as a classified employee within the Washington General Service or Washington Management Service. Do not forget to select Department of Ecology as a response to question 2, and type your personnel ID number for question 3. If you are not sure of your status or do not know your personnel ID number, please contact Human Resources. Application Attestation: The act of submitting application materials electronically is considered affirmation that the information is complete and truthful. The state may verify this information and any untruthful or misleading answers are cause for rejection of your application or dismissal if employed. Other Information:
If you have specific questions about the position, please email Lisa Knutson-Sealey at: Lisa.Knutson-Sealey@ecy.wa.gov . Please do not contact Lisa to inquire about the status of your application. To request the full position description: Email your request to: careers@ecy.wa.gov . Put in the subject line of the email: Request for a copy of the position description for #T118.
Why work for Ecology? As an agency, our mission is to protect, preserve and enhance Washington's environment for current and future generations. We invest in our employees to create and sustain a working environment that encourages creative leadership, effective resource management, teamwork, professionalism and accountability.
Joining Ecology means becoming a part of a team committed to protecting and restoring Washington State's environment. A career in public service allows you to help solve some of the most challenging problems facing our state, while keeping your health and financial security a priority. We combine one of the most competitive benefits packages in the nation with a strong commitment to life/work balance.
Ecology employees may be eligible for the following: Medical/Dental/Vision for employee & dependent(s) , Public Employees Retirement System (PERS) , Vacation, Sick, and other Leave *, 11 Paid Holidays per year *, Public Service Loan Forgiveness , Tuition Waiver , Long Term Disability & Life Insurance , Deferred Compensation Programs , Dependent Care Assistance Program (DCAP) , Flexible Spending Arrangement (FSA) , Employee Assistance Program , Commute Trip Reduction Incentives , Combined Fund Drive , SmartHealth *See the Benefits tab in this announcement for more information.
Student debt: how working for Ecology can help The Department of Ecology is a qualifying employer for the Public Service Forgiveness Program (PSLF). See https://studentaid.ed.gov/sa/repay-loans/forgiveness-cancellation/public-service for more details.
To learn more about The Department of Ecology, please visit our website at www.ecology.wa.gov and follow, like or visit us on LinkedIn , Twitter , Facebook , Instagram or our blog .
Equal Opportunity Employer: The Washington State Department of Ecology is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, veterans, military spouses or people with military status, and people of all sexual orientations and gender identities are encouraged to apply. Persons needing an accommodation in the application/testing process or this job announcement in an alternative format may call (360) 407-6186. Applicants who are deaf or hard of hearing may call the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.
Note: This recruitment may be used to fill other positions of the same job classification across the agency.
Multnomah County Dept. of Community Justice
1401 NE 68th Ave, Portland, OR 97213
The Opportunity:
The Multnomah County Department of Community Justice (DCJ) serves a vital role in protecting public safety and strengthening communities. We provide interventions and services to prevent the recurrence of crime among juvenile and adult justice involved individuals with supervision, role-modeling, counseling and other support services to equip them with resources they need to change problem behavior.
DCJ invites dynamic Human Resources professionals to join its team. We are seeking a seasoned Human Resources Business Partner (Human Resources Analyst Senior) who will provide senior-level Human Resources generalist services that will set the stage for the success of adult and juvenile community justice professionals within Multnomah County.
We offer professional challenges, growth, and development with a community justice agency recognized nationally for its innovative approaches to public safety.
The DCJ Human Resources Team is made up of twelve professionals. The team values customer service, teamwork, collaboration, continuous improvement, partnering, and workforce strategic planning for the Department.
The eligible list created from this recruitment may also be used to fill future regular, limited duration, temporary, on-call, full or part-time assignments within the department and/or other departments in the organization.
OVERVIEW:
In this role, you will partner and collaborate with DCJ management teams, union leadership teams, labor relations, project management committees, Multnomah County's Central Human Resources and other business partners that support the vitality of the County's workforce.
As the Human Resources Business Partner you will:
Provide senior level HR consulting services to DCJ managers and employees on many HR functional areas including:
Complex analysis of business and operating needs
Employee relations and labor relations
Collective bargaining agreements: compliance and interpretation
Conflict resolution
Performance evaluation and management
Advisement and assistance to managers in discipline process
Employment and Labor law
Internal investigations
Classification and compensation coordination
Pay equity and salary analysis
Recruitment and selection
Leave administration
ADA (American with Disabilities Act) interactive process
Workforce planning and development
Safety and workers compensation
Personnel rules, policy interpretation and application
Advise and assist managers and supervisors in responding to grievances at the appropriate steps. Provide documentation and evidence to Central HR, Labor Relations and the County Attorney's office for grievance appeals and current or former employee matters.
Assist HR Manager in designing and developing internal HR processes, procedural improvements and guidelines for DCJ.
This position is approved for a hybrid telework schedule.
Jun 15, 2022
Full time
The Opportunity:
The Multnomah County Department of Community Justice (DCJ) serves a vital role in protecting public safety and strengthening communities. We provide interventions and services to prevent the recurrence of crime among juvenile and adult justice involved individuals with supervision, role-modeling, counseling and other support services to equip them with resources they need to change problem behavior.
DCJ invites dynamic Human Resources professionals to join its team. We are seeking a seasoned Human Resources Business Partner (Human Resources Analyst Senior) who will provide senior-level Human Resources generalist services that will set the stage for the success of adult and juvenile community justice professionals within Multnomah County.
We offer professional challenges, growth, and development with a community justice agency recognized nationally for its innovative approaches to public safety.
The DCJ Human Resources Team is made up of twelve professionals. The team values customer service, teamwork, collaboration, continuous improvement, partnering, and workforce strategic planning for the Department.
The eligible list created from this recruitment may also be used to fill future regular, limited duration, temporary, on-call, full or part-time assignments within the department and/or other departments in the organization.
OVERVIEW:
In this role, you will partner and collaborate with DCJ management teams, union leadership teams, labor relations, project management committees, Multnomah County's Central Human Resources and other business partners that support the vitality of the County's workforce.
As the Human Resources Business Partner you will:
Provide senior level HR consulting services to DCJ managers and employees on many HR functional areas including:
Complex analysis of business and operating needs
Employee relations and labor relations
Collective bargaining agreements: compliance and interpretation
Conflict resolution
Performance evaluation and management
Advisement and assistance to managers in discipline process
Employment and Labor law
Internal investigations
Classification and compensation coordination
Pay equity and salary analysis
Recruitment and selection
Leave administration
ADA (American with Disabilities Act) interactive process
Workforce planning and development
Safety and workers compensation
Personnel rules, policy interpretation and application
Advise and assist managers and supervisors in responding to grievances at the appropriate steps. Provide documentation and evidence to Central HR, Labor Relations and the County Attorney's office for grievance appeals and current or former employee matters.
Assist HR Manager in designing and developing internal HR processes, procedural improvements and guidelines for DCJ.
This position is approved for a hybrid telework schedule.
Description
Under the direction of the Chief Human Resource Officer, the HR Generalist will provide leadership to the association’s recruiting strategy as well as support for various functions of the HR department.
Responsibilities:
In conjunction with the CHRO, develops recruiting strategy to cultivate diverse, appropriate and effective sources for candidates.
In response to branch staffing needs, posts open positions in a variety of locations to include: UKG ATS (applicant tracking system), social media, local colleges and high schools, national and local job boards and community job boards.
Develops candidate pipelines for all departments and levels of the organization. Sources and attracts candidates through various methods: job fairs, databases, social media, employee referral, etc.
Actively identifies new and innovative ways to attract talent. Builds relationships with local agencies and schools to foster employment referrals.
In conjunction with the marketing department, creates communication pieces as needed for use in print and social media to develop candidate pool and position the Y as an employer of choice in the area.
Contacts incomplete applicants via phone/email and assists in completion of their applications. Informs applicants about available positions and connects them with appropriate hiring manager.
Conducts reference checks and background checks on applicants.
Manages configuration of ATS.
Performs data entry and tracking of various training (NEO, CPR, etc.) through the HRIS.
Ensures non-exempt job descriptions are accurate and revised as needed.
Attends staff meetings and training sessions.
Models the YMCA core values.
Other duties as assigned.
Requirements:
Bachelor’s degree in Human Resources or related field or equivalent experience
Previous work experience with staffing (either in-house or staffing agency)
Ability to relate to diverse groups of people from all social and economic segments of the community
Proficiency in Microsoft Word, Excel and familiarity with HRIS/ATS systems
Attention to detail and ability to function in a fast-paced environment
Excellent communication and interpersonal skills
Jun 13, 2022
Full time
Description
Under the direction of the Chief Human Resource Officer, the HR Generalist will provide leadership to the association’s recruiting strategy as well as support for various functions of the HR department.
Responsibilities:
In conjunction with the CHRO, develops recruiting strategy to cultivate diverse, appropriate and effective sources for candidates.
In response to branch staffing needs, posts open positions in a variety of locations to include: UKG ATS (applicant tracking system), social media, local colleges and high schools, national and local job boards and community job boards.
Develops candidate pipelines for all departments and levels of the organization. Sources and attracts candidates through various methods: job fairs, databases, social media, employee referral, etc.
Actively identifies new and innovative ways to attract talent. Builds relationships with local agencies and schools to foster employment referrals.
In conjunction with the marketing department, creates communication pieces as needed for use in print and social media to develop candidate pool and position the Y as an employer of choice in the area.
Contacts incomplete applicants via phone/email and assists in completion of their applications. Informs applicants about available positions and connects them with appropriate hiring manager.
Conducts reference checks and background checks on applicants.
Manages configuration of ATS.
Performs data entry and tracking of various training (NEO, CPR, etc.) through the HRIS.
Ensures non-exempt job descriptions are accurate and revised as needed.
Attends staff meetings and training sessions.
Models the YMCA core values.
Other duties as assigned.
Requirements:
Bachelor’s degree in Human Resources or related field or equivalent experience
Previous work experience with staffing (either in-house or staffing agency)
Ability to relate to diverse groups of people from all social and economic segments of the community
Proficiency in Microsoft Word, Excel and familiarity with HRIS/ATS systems
Attention to detail and ability to function in a fast-paced environment
Excellent communication and interpersonal skills
Summary: Under the general direction of the Town Manager, performs responsible public human resources administrative work involving: planning, coordinating, and implementing staffing; affirmative action; benefits administration; job classification and compensation functions; participating in the Town's labor relations programs; coordinating the Town's training and development program; and administering the workers' compensation and family medical leave programs. Responsible for all general personnel functions, employee relations activities, and special projects assigned by the Town Manager.
Examples of Duties: Administers the Town's personnel program including advertising and recruitment, competitive examinations and selection. Assists in placing and orienting new employees. Administers the Town's Affirmative Action program, and acts as the Town's Affirmative Action Officer. Designs, coordinates, implements and participates in training programs for employee skill development. Designs and participates in research and analysis on compensation, related costs and issues in the development of collective bargaining agreements with employee organizations. Participates in labor negotiations. May serve as the Town Manager's representative in step three grievance hearings, mediation, and arbitration hearings. Maintains the Town's salary and job classification plan by conducting salary surveys, and conducting studies of new or changed jobs, and recommending revised job descriptions.
Assists the Town Manager in the development and implementation of administrative policies and programs including Personnel Rules. Receives and investigates employee complaints and takes required action for their resolution. Plans, designs, and coordinates studies, and prepares reports on various organizational, operational or policy problems as assigned. Provides advice and direction to department and division heads and supervisors on personnel policies, disciplinary action, and employee performance. Provides health benefit information to employees, resolves problems with insurance companies, and develops cost estimates and alternate benefit plans. Coordinates activities involving workers’ compensation insurance, including but not limited to administration of claims processing, coordination of treatment, coordinating drug/alcohol testing; maintains communications with workers’ compensation insurer. Serves as staff on various committees to include chair of the Loss Control/Safety Committee. Performs related work as required.
Jun 07, 2022
Full time
Summary: Under the general direction of the Town Manager, performs responsible public human resources administrative work involving: planning, coordinating, and implementing staffing; affirmative action; benefits administration; job classification and compensation functions; participating in the Town's labor relations programs; coordinating the Town's training and development program; and administering the workers' compensation and family medical leave programs. Responsible for all general personnel functions, employee relations activities, and special projects assigned by the Town Manager.
Examples of Duties: Administers the Town's personnel program including advertising and recruitment, competitive examinations and selection. Assists in placing and orienting new employees. Administers the Town's Affirmative Action program, and acts as the Town's Affirmative Action Officer. Designs, coordinates, implements and participates in training programs for employee skill development. Designs and participates in research and analysis on compensation, related costs and issues in the development of collective bargaining agreements with employee organizations. Participates in labor negotiations. May serve as the Town Manager's representative in step three grievance hearings, mediation, and arbitration hearings. Maintains the Town's salary and job classification plan by conducting salary surveys, and conducting studies of new or changed jobs, and recommending revised job descriptions.
Assists the Town Manager in the development and implementation of administrative policies and programs including Personnel Rules. Receives and investigates employee complaints and takes required action for their resolution. Plans, designs, and coordinates studies, and prepares reports on various organizational, operational or policy problems as assigned. Provides advice and direction to department and division heads and supervisors on personnel policies, disciplinary action, and employee performance. Provides health benefit information to employees, resolves problems with insurance companies, and develops cost estimates and alternate benefit plans. Coordinates activities involving workers’ compensation insurance, including but not limited to administration of claims processing, coordination of treatment, coordinating drug/alcohol testing; maintains communications with workers’ compensation insurer. Serves as staff on various committees to include chair of the Loss Control/Safety Committee. Performs related work as required.
Democratic Legislative Campaign Committee
The Democratic Legislative Campaign Committee (DLCC) is the sole organization dedicated to electing Democrats to statehouses. Since 2016, the DLCC and state partners have built eight new majorities and flipped seats from red to blue across the country – paving the way for progress. State legislatures pass the policies that most affect Americans’ day-to-day lives, and flipping chambers from red to blue has an outsized impact on governing and public policy.
Taking back power starts at the local level. The DLCC recruits, trains, and supports local Democrats running for their state legislatures. We provide our candidates with the resources, field support, and data necessary to run smart, winning campaigns. By gaining a foothold in state legislatures, Democrats can engage supporters across the country and prepare for victories in statewide and national elections.
We’re powered by more than 200,000 supporters from all 50 states. Over 98% of our contributions come from grassroots donors (giving an average of $29), who fuel thousands of local Democratic candidates across the country.
Building up Democratic majorities in the states is more important than ever. With right-wing radicals proliferating state legislatures across the country and redistricting happening this year, our democracy is on the line. We’re counting on our supporters to get educated, involved, and take action in their communities.
The DLCC compensates employees competitively and provides a very generous benefits package. We believe in work-life balance and understand that every employee has unique circumstances at home. We offer employees significant amounts of time off as well as flexible work options. We’re dedicated to treating one another with respect in the workplace and prioritize racial equity and inclusion (REI) in our work with one another as well as with our stakeholders.
Deputy Director of People & Culture
The Deputy Director of People & Culture is responsible for the execution of the DLCC employee talent lifecycle, from recruitment, hiring, and onboarding, to professional development, and performance management, in alignment with the DLCC’s organizational strategy and workplace culture objectives. This position also owns and manages the DLCC’s payroll and benefits administration, under the direction of the Senior Director of People & Culture and with support from the People & Culture Coordinator.
The DLCC is explicit about our culture and values and how they impact our work and collaboration with stakeholders. DLCC staff are committed to holding ourselves to a standard of respect, inclusion, growth, and performance that meets the political and organizational requirements of the future we are building. We cannot win without a strong organizational focus and culture that centers diverse voices, listening, learning, and consistently considering equity and results. The Deputy Director of People & Culture will be a key driver in ensuring we create the workplace we envision, in alignment with our organizational strategy.
Additionally, to support our organization’s long-term growth goals and objectives, we are committed to exploring and creating new systems and tools that support the alignment of our values with getting results. This role will lead in identifying and implementing an HRIS system to support critical data collection and provide an efficient user experience for staff.
This role reports to the Senior Director of People & Culture. The DLCC is located in Washington, DC, and our office has taken on a hybrid model for staff effective January 2022. This position is eligible to be permanently remote or for flexible work arrangements.
The Deputy Director of People & Culture is expected to model the values of the DLCC:
CREDIBILITY: We are respected and trusted in words and actions.
INCLUSIVE: The DLCC values the unique experience and perspective of all who work here. We strive to make all contributors feel welcomed, valued, and respected. We focus on outcomes, recognizing different people approach opportunities and challenges differently.
INITIATIVE: We exhibit high levels of creativity in our work and need all team members to proactively contribute ideas to move our work forward.
RESULTS DRIVEN: Our team undertakes projects professionally and executes them fully and to completion.
RISK: We identify opportunities to employ new ideas and tactics and execute these ideas when we believe the potential reward outweighs the risk. We evaluate, learn, and improve our strategy, both when the risks pay off and when they do not.
TEAMWORK: We work collaboratively, additively, and in sync with our colleagues. Our individual work considers the needs, capacity, and expertise of those we work alongside.
Responsibilities
People & Culture (HR)
Under the direction of the Senior Director of People & Culture and in partnership with the Chief Operating Officer, design, implement, and own the execution of the employee talent lifecycle in alignment with the DLCC’s organizational strategy and culture objectives.
Manage the needs assessment and lead the RFP process for identifying an HRIS vendor, onboarding the system, and implementing it across the organization.
Ensure that staff recruitment, hiring, and onboarding processes are effective, equitable, and cutting-edge.
Support supervisors in drafting, revising, maintaining, and aligning job descriptions with organizational and department objectives, existing team and employee capabilities, and the development goals of team members.
Develop comprehensive new staff onboarding and current staff transition or leave planning processes, including skills development, the transition of roles, responsibilities, and outcomes, and monitoring of the progress-to-goal of these plans with supervisors, focusing on employee success and outcomes.
Manage the day-to-day of the DLCC’s performance management process, which regular performance conversations with staff.
Assist with employee relations matters alongside the Senior Director of People & Culture, Chief Operating Officer, and People & Culture Coordinator.
Maintain an open-door environment for staff feedback regarding People and Culture policies, processes, and tools.
Collect, track, and analyze data and feedback to evaluate internal policies, systems, and processes to align with our strategy, maintain and improve our workplace culture, and foster an inclusive and equitable workplace culture.
Perform other duties as needed.
Compensation, Payroll, and Benefits Administration
Manage and administer payroll and all benefit programs for the organization.
Support periodic compensation analysis under the direction of the Senior Director of People & Culture.
Serve as the primary point of contact with the DLCC’s payroll and benefits administrators.
Perform annual audits of benefit programs and negotiate any needed changes with employee benefit packages.
Racial Equity and Inclusion (REI)
Model and integrate DLCC’s culture, values, and equity lens in all work.
Execute racial equity and inclusion initiatives under the direction of the Senior Director of People & Culture, Chief Operating Officer, and in consultation with the DLCC’s REI consultant, throughout the organization.
Collect or track and analyze metrics to ensure accountability, tracking, and monitoring of racial equity and inclusion efforts.
Work closely with the Senior Director of People & Culture and Chief Operating Officer to improve workplace culture and employee experiences, build morale, and increase productivity and retention through a focus and lens of REI, safety, and belonging.
Promote staff wellness and support through the use of DLCC’s Employee Assistance Program (EAP), mental health, neurodivergence, and other behavioral programs.
Team Management
Supervised employees: People & Culture Coordinator.
Regularly attend training and pursue continued education in supervision skills, upholding our commitment to inclusion and equity, and ensuring the safety and sense of belonging of direct report.
Uphold DLCC expectations for supervisors.
Act with integrity and awareness of one’s power as a leader.
Maintain a harassment-free and inclusive workplace for team members.
Cultivate and guide the professional growth of the team by establishing and maintaining thoughtful opportunities to learn, grow, and receive constructive feedback.
Ensure work is aligned and prioritized based on DLCC’s organizational strategy, coordinated-side political strategy, and priorities within any given state, chamber, and/or target.
Outcomes
Employee onboarding, skills development, and performance management processes engage employees and position them for success in meeting expected role outcomes.
The DLCC’s racial equity and inclusion strategy is owned by all team members and is part of their work and processes.
DLCC HRIS system provides important data analysis to senior leadership to make decisions in alignment with organizational and department strategies, and allows team members to obtain personal information readily and easily.
DLCC values and strategy are tangible in our culture (mindset and behavioral norms).
Connections between staff, which include mentorship programs and junior-staff support, and ongoing education increase racial equity and inclusion literacy, and these principles are incorporated into leadership and management.
Junior People & Culture staff are managed effectively and well mentored in careers.
Communications are clear and transparent and inclusive of appropriate stakeholders and audiences.
DLCC staff are reporting the development and use of new skills acquired through DLCC learning
Qualifications
6+ years of professional experience in People & Culture/Human Resources and at least two years in a supervisory role of People & Culture/Human Resources staff.
2+ years of payroll and benefits administration for an organization with at least 25 employees.
2+ years of working with an HRIS system and analyzing and applying human resource data.
Proficiency in using HRIS and recruitment platforms; Lever experience is a plus.
Exceptional attention to detail.
Strong written, verbal, and interpersonal communication skills, including active listening and empathy.
Excellent diplomacy and tact, and demonstrated experience with confidential information.
Willingness to learn and ask questions, and the desire to encourage others to do the same.
Ability to manage multiple projects simultaneously and prioritize tasks accordingly.
Physical Requirements
The DLCC is committed to supporting employees of varying abilities and to providing reasonable accommodations to enable individuals with disabilities to thrive at the DLCC.
The requirements of this role, related to its physical demands, described here are representative of those that must be met by an employee to perform the essential functions of this job successfully.
All DLCC employees must be able to operate a computer and use a cell phone. For roles at the DLCC that include frequent business travel expectations, we can discuss reasonable alternatives to travel in some instances. Most roles also require communicating with key external stakeholders of the organization in person, via the telephone, or via email. Applicants with questions about accommodations may request to speak with our ADA liaison, John Skic.
Essential functions of the role include:
Working from a computer for long periods of time.
While performing the duties of this job, the employee is frequently required to communicate using the telephone, email, and in-person with stakeholders.
How to Apply
Salary for the Deputy Director of People & Culture position is $95,000 - $110,000 on an annualized basis, commensurate with experience and qualifications. The DLCC offers a generous benefits package, including:
More than 25 days of paid time off, including for Federal holidays, time off around Federal holidays, including the week between Christmas and New Year, vacation, sick, and personal days.
Fully paid health/vision/dental insurance for the employee + spouse/partner + dependents.
Up to 6% retirement employer contribution.
Monthly use-it-or-lose-it $100 transit benefit for employees located in the DC region.
Employer contribution of $500 to employee’s Flexible Spending Account, and opportunity to withhold pre-tax income for Dependent Care Account.
Up to $5,000 employer-paid Health Reimbursement Account for IVF-related costs or Adoption Assistance, and up to $2,500 for employer-paid Health Reimbursement Account for out-of-pocket dental and orthodontic expenses.
Monthly $100 student loan payment benefit.
Monthly $100 mobile phone reimbursement.
and more.
To apply for this position, please complete an electronic application by June 20, 2022. The DLCC may review applications after this deadline in limited circumstances, however this is not a guarantee that your application will be considered if it is not submitted by June 20, 2022. Only complete applications through the application portal will be accepted. You must also include a resume, cover letter, and three professional references to be considered for this position. When an applicant with a disability needs an accommodation to have an equal opportunity to compete for this position, they may request it in writing by emailing jobs(at) dlcc.org . No calls, please. Applicants will be screened on a rolling basis.
The DLCC is committed to an inclusive and equitable environment and diversity among its staff and recognizes that its continued success requires the highest commitment to obtaining and retaining a diverse staff that provides the best quality services to supporters and constituents. The DLCC is an equal opportunity employer and it is our policy to recruit, hire, train, promote and administer any and all personnel actions without regard to sex, race, age, color, creed, national origin, religion, sexual orientation, gender identity or expression, physical or mental disability, personal appearance, marital status, family responsibilities, genetic information, or any other legally protected basis. The DLCC will not tolerate any unlawful discrimination and any such conduct is strictly prohibited.
Jun 06, 2022
Full time
Democratic Legislative Campaign Committee
The Democratic Legislative Campaign Committee (DLCC) is the sole organization dedicated to electing Democrats to statehouses. Since 2016, the DLCC and state partners have built eight new majorities and flipped seats from red to blue across the country – paving the way for progress. State legislatures pass the policies that most affect Americans’ day-to-day lives, and flipping chambers from red to blue has an outsized impact on governing and public policy.
Taking back power starts at the local level. The DLCC recruits, trains, and supports local Democrats running for their state legislatures. We provide our candidates with the resources, field support, and data necessary to run smart, winning campaigns. By gaining a foothold in state legislatures, Democrats can engage supporters across the country and prepare for victories in statewide and national elections.
We’re powered by more than 200,000 supporters from all 50 states. Over 98% of our contributions come from grassroots donors (giving an average of $29), who fuel thousands of local Democratic candidates across the country.
Building up Democratic majorities in the states is more important than ever. With right-wing radicals proliferating state legislatures across the country and redistricting happening this year, our democracy is on the line. We’re counting on our supporters to get educated, involved, and take action in their communities.
The DLCC compensates employees competitively and provides a very generous benefits package. We believe in work-life balance and understand that every employee has unique circumstances at home. We offer employees significant amounts of time off as well as flexible work options. We’re dedicated to treating one another with respect in the workplace and prioritize racial equity and inclusion (REI) in our work with one another as well as with our stakeholders.
Deputy Director of People & Culture
The Deputy Director of People & Culture is responsible for the execution of the DLCC employee talent lifecycle, from recruitment, hiring, and onboarding, to professional development, and performance management, in alignment with the DLCC’s organizational strategy and workplace culture objectives. This position also owns and manages the DLCC’s payroll and benefits administration, under the direction of the Senior Director of People & Culture and with support from the People & Culture Coordinator.
The DLCC is explicit about our culture and values and how they impact our work and collaboration with stakeholders. DLCC staff are committed to holding ourselves to a standard of respect, inclusion, growth, and performance that meets the political and organizational requirements of the future we are building. We cannot win without a strong organizational focus and culture that centers diverse voices, listening, learning, and consistently considering equity and results. The Deputy Director of People & Culture will be a key driver in ensuring we create the workplace we envision, in alignment with our organizational strategy.
Additionally, to support our organization’s long-term growth goals and objectives, we are committed to exploring and creating new systems and tools that support the alignment of our values with getting results. This role will lead in identifying and implementing an HRIS system to support critical data collection and provide an efficient user experience for staff.
This role reports to the Senior Director of People & Culture. The DLCC is located in Washington, DC, and our office has taken on a hybrid model for staff effective January 2022. This position is eligible to be permanently remote or for flexible work arrangements.
The Deputy Director of People & Culture is expected to model the values of the DLCC:
CREDIBILITY: We are respected and trusted in words and actions.
INCLUSIVE: The DLCC values the unique experience and perspective of all who work here. We strive to make all contributors feel welcomed, valued, and respected. We focus on outcomes, recognizing different people approach opportunities and challenges differently.
INITIATIVE: We exhibit high levels of creativity in our work and need all team members to proactively contribute ideas to move our work forward.
RESULTS DRIVEN: Our team undertakes projects professionally and executes them fully and to completion.
RISK: We identify opportunities to employ new ideas and tactics and execute these ideas when we believe the potential reward outweighs the risk. We evaluate, learn, and improve our strategy, both when the risks pay off and when they do not.
TEAMWORK: We work collaboratively, additively, and in sync with our colleagues. Our individual work considers the needs, capacity, and expertise of those we work alongside.
Responsibilities
People & Culture (HR)
Under the direction of the Senior Director of People & Culture and in partnership with the Chief Operating Officer, design, implement, and own the execution of the employee talent lifecycle in alignment with the DLCC’s organizational strategy and culture objectives.
Manage the needs assessment and lead the RFP process for identifying an HRIS vendor, onboarding the system, and implementing it across the organization.
Ensure that staff recruitment, hiring, and onboarding processes are effective, equitable, and cutting-edge.
Support supervisors in drafting, revising, maintaining, and aligning job descriptions with organizational and department objectives, existing team and employee capabilities, and the development goals of team members.
Develop comprehensive new staff onboarding and current staff transition or leave planning processes, including skills development, the transition of roles, responsibilities, and outcomes, and monitoring of the progress-to-goal of these plans with supervisors, focusing on employee success and outcomes.
Manage the day-to-day of the DLCC’s performance management process, which regular performance conversations with staff.
Assist with employee relations matters alongside the Senior Director of People & Culture, Chief Operating Officer, and People & Culture Coordinator.
Maintain an open-door environment for staff feedback regarding People and Culture policies, processes, and tools.
Collect, track, and analyze data and feedback to evaluate internal policies, systems, and processes to align with our strategy, maintain and improve our workplace culture, and foster an inclusive and equitable workplace culture.
Perform other duties as needed.
Compensation, Payroll, and Benefits Administration
Manage and administer payroll and all benefit programs for the organization.
Support periodic compensation analysis under the direction of the Senior Director of People & Culture.
Serve as the primary point of contact with the DLCC’s payroll and benefits administrators.
Perform annual audits of benefit programs and negotiate any needed changes with employee benefit packages.
Racial Equity and Inclusion (REI)
Model and integrate DLCC’s culture, values, and equity lens in all work.
Execute racial equity and inclusion initiatives under the direction of the Senior Director of People & Culture, Chief Operating Officer, and in consultation with the DLCC’s REI consultant, throughout the organization.
Collect or track and analyze metrics to ensure accountability, tracking, and monitoring of racial equity and inclusion efforts.
Work closely with the Senior Director of People & Culture and Chief Operating Officer to improve workplace culture and employee experiences, build morale, and increase productivity and retention through a focus and lens of REI, safety, and belonging.
Promote staff wellness and support through the use of DLCC’s Employee Assistance Program (EAP), mental health, neurodivergence, and other behavioral programs.
Team Management
Supervised employees: People & Culture Coordinator.
Regularly attend training and pursue continued education in supervision skills, upholding our commitment to inclusion and equity, and ensuring the safety and sense of belonging of direct report.
Uphold DLCC expectations for supervisors.
Act with integrity and awareness of one’s power as a leader.
Maintain a harassment-free and inclusive workplace for team members.
Cultivate and guide the professional growth of the team by establishing and maintaining thoughtful opportunities to learn, grow, and receive constructive feedback.
Ensure work is aligned and prioritized based on DLCC’s organizational strategy, coordinated-side political strategy, and priorities within any given state, chamber, and/or target.
Outcomes
Employee onboarding, skills development, and performance management processes engage employees and position them for success in meeting expected role outcomes.
The DLCC’s racial equity and inclusion strategy is owned by all team members and is part of their work and processes.
DLCC HRIS system provides important data analysis to senior leadership to make decisions in alignment with organizational and department strategies, and allows team members to obtain personal information readily and easily.
DLCC values and strategy are tangible in our culture (mindset and behavioral norms).
Connections between staff, which include mentorship programs and junior-staff support, and ongoing education increase racial equity and inclusion literacy, and these principles are incorporated into leadership and management.
Junior People & Culture staff are managed effectively and well mentored in careers.
Communications are clear and transparent and inclusive of appropriate stakeholders and audiences.
DLCC staff are reporting the development and use of new skills acquired through DLCC learning
Qualifications
6+ years of professional experience in People & Culture/Human Resources and at least two years in a supervisory role of People & Culture/Human Resources staff.
2+ years of payroll and benefits administration for an organization with at least 25 employees.
2+ years of working with an HRIS system and analyzing and applying human resource data.
Proficiency in using HRIS and recruitment platforms; Lever experience is a plus.
Exceptional attention to detail.
Strong written, verbal, and interpersonal communication skills, including active listening and empathy.
Excellent diplomacy and tact, and demonstrated experience with confidential information.
Willingness to learn and ask questions, and the desire to encourage others to do the same.
Ability to manage multiple projects simultaneously and prioritize tasks accordingly.
Physical Requirements
The DLCC is committed to supporting employees of varying abilities and to providing reasonable accommodations to enable individuals with disabilities to thrive at the DLCC.
The requirements of this role, related to its physical demands, described here are representative of those that must be met by an employee to perform the essential functions of this job successfully.
All DLCC employees must be able to operate a computer and use a cell phone. For roles at the DLCC that include frequent business travel expectations, we can discuss reasonable alternatives to travel in some instances. Most roles also require communicating with key external stakeholders of the organization in person, via the telephone, or via email. Applicants with questions about accommodations may request to speak with our ADA liaison, John Skic.
Essential functions of the role include:
Working from a computer for long periods of time.
While performing the duties of this job, the employee is frequently required to communicate using the telephone, email, and in-person with stakeholders.
How to Apply
Salary for the Deputy Director of People & Culture position is $95,000 - $110,000 on an annualized basis, commensurate with experience and qualifications. The DLCC offers a generous benefits package, including:
More than 25 days of paid time off, including for Federal holidays, time off around Federal holidays, including the week between Christmas and New Year, vacation, sick, and personal days.
Fully paid health/vision/dental insurance for the employee + spouse/partner + dependents.
Up to 6% retirement employer contribution.
Monthly use-it-or-lose-it $100 transit benefit for employees located in the DC region.
Employer contribution of $500 to employee’s Flexible Spending Account, and opportunity to withhold pre-tax income for Dependent Care Account.
Up to $5,000 employer-paid Health Reimbursement Account for IVF-related costs or Adoption Assistance, and up to $2,500 for employer-paid Health Reimbursement Account for out-of-pocket dental and orthodontic expenses.
Monthly $100 student loan payment benefit.
Monthly $100 mobile phone reimbursement.
and more.
To apply for this position, please complete an electronic application by June 20, 2022. The DLCC may review applications after this deadline in limited circumstances, however this is not a guarantee that your application will be considered if it is not submitted by June 20, 2022. Only complete applications through the application portal will be accepted. You must also include a resume, cover letter, and three professional references to be considered for this position. When an applicant with a disability needs an accommodation to have an equal opportunity to compete for this position, they may request it in writing by emailing jobs(at) dlcc.org . No calls, please. Applicants will be screened on a rolling basis.
The DLCC is committed to an inclusive and equitable environment and diversity among its staff and recognizes that its continued success requires the highest commitment to obtaining and retaining a diverse staff that provides the best quality services to supporters and constituents. The DLCC is an equal opportunity employer and it is our policy to recruit, hire, train, promote and administer any and all personnel actions without regard to sex, race, age, color, creed, national origin, religion, sexual orientation, gender identity or expression, physical or mental disability, personal appearance, marital status, family responsibilities, genetic information, or any other legally protected basis. The DLCC will not tolerate any unlawful discrimination and any such conduct is strictly prohibited.
Bonus Potential
Benefits, first of the month after hire, including 401k with Company match, paid vacation in 2022, etc.
Work-Life Balance, M-F, approximately 40-45 hours per week
Growth, advancement in the company available
We’re looking for you to become a part of our family to help make our vision of Quenching the Thirst of Our Neighbors a reality! The Claims Analyst will report to either our Pittsburgh or Greensburg PA DC.
ABARTA Coca-Cola Beverages is a family-owned company, a diversified third- and fourth- generation family business. We offer the perks of a large corporation with the personalized touch of a smaller company. We believe in making a positive impact in the communities where we live and work, so you’ll see us giving back and stepping up through sponsorships, volunteer work and supporting community organizations. We’re Quenching the Thirst of our Neighbors and partnering with those that we go to business with.
We value diversity and individuality. When you thrive, we thrive. We encourage sharing ideas in a supportive environment, growing professionally, maintaining a healthy work/life balance, and interacting with all levels of the organization. Collaboration at its best; your managers are in the trade with you.
Plus, we have a comprehensive benefits package that begins the first of the month after hired; (Medical, Dental, Vision, Prescription drug plans, FSA/HSA, Life and Disability insurance, 401K with a company match, Tuition Reimbursement, EAP, Paid vacation, Company paid holidays, Vehicle Reimbursement Program and more). There’s bonus potential for meeting Company goals and growth potential as well.
Responsibilities include:
Review all incoming claims, (WC, Auto, General Liability) including gathering facts, photos, video and complete investigation of reported incident. Act as a liaison between the Company and TPA to confirm all necessary information is received.
Coordinate and analyze ongoing workers’ compensation claims (medical, transitional duty, lost time injury claims). Includes gathering work notes, wage information, assisting with employee questions, and return to work.
Monitor ongoing auto and general liability claims
Assist Risk Manager, TPA and assigned legal counsel with claims in litigation including evidence gathering and resolution.
Coordinate first party recovery regarding auto incidents
Maintain and report OSHA 300 information and quarterly auto report.
Update medical provider panels for applicable distribution centers.
Other duties as assigned
Qualifications:
Associates or Bachelors’ degree in Risk Management, Business or related field preferred
Minimum 2-4 years relevant claims experience in worker's compensation, auto and/or liability required.
Proficient in Microsoft Office products, especially Excel and PowerPoint
Must be detail oriented and a self-starter with strong organizational abilities.
Excellent written, interpersonal, and verbal communication skill
ABARTA Coca-Cola Beverages, LLC requires all applicants to undergo a background verification process prior to commencing employment with the company. Employment with ABARTA Coca-Cola Beverages, LLC is contingent on the satisfactory completion of a pre-employment background check which may include drug screening. Driving records, including minor moving violations, will be evaluated according to ABARTA Coca-Cola Beverages, LLC guidelines to determine eligibility for this position. ABARTA Coca-Cola Beverages, LLC is an Equal Opportunity Employer Minorities/Women/Veterans/Disabled/Sexual Orientation/Gender Identity.
#claims #claims analyst #coke #coca-cola #consumer goods #beverage #DSD #B2B #hire a soldier #share a coke with us #local community #family owned
Jun 06, 2022
Full time
Bonus Potential
Benefits, first of the month after hire, including 401k with Company match, paid vacation in 2022, etc.
Work-Life Balance, M-F, approximately 40-45 hours per week
Growth, advancement in the company available
We’re looking for you to become a part of our family to help make our vision of Quenching the Thirst of Our Neighbors a reality! The Claims Analyst will report to either our Pittsburgh or Greensburg PA DC.
ABARTA Coca-Cola Beverages is a family-owned company, a diversified third- and fourth- generation family business. We offer the perks of a large corporation with the personalized touch of a smaller company. We believe in making a positive impact in the communities where we live and work, so you’ll see us giving back and stepping up through sponsorships, volunteer work and supporting community organizations. We’re Quenching the Thirst of our Neighbors and partnering with those that we go to business with.
We value diversity and individuality. When you thrive, we thrive. We encourage sharing ideas in a supportive environment, growing professionally, maintaining a healthy work/life balance, and interacting with all levels of the organization. Collaboration at its best; your managers are in the trade with you.
Plus, we have a comprehensive benefits package that begins the first of the month after hired; (Medical, Dental, Vision, Prescription drug plans, FSA/HSA, Life and Disability insurance, 401K with a company match, Tuition Reimbursement, EAP, Paid vacation, Company paid holidays, Vehicle Reimbursement Program and more). There’s bonus potential for meeting Company goals and growth potential as well.
Responsibilities include:
Review all incoming claims, (WC, Auto, General Liability) including gathering facts, photos, video and complete investigation of reported incident. Act as a liaison between the Company and TPA to confirm all necessary information is received.
Coordinate and analyze ongoing workers’ compensation claims (medical, transitional duty, lost time injury claims). Includes gathering work notes, wage information, assisting with employee questions, and return to work.
Monitor ongoing auto and general liability claims
Assist Risk Manager, TPA and assigned legal counsel with claims in litigation including evidence gathering and resolution.
Coordinate first party recovery regarding auto incidents
Maintain and report OSHA 300 information and quarterly auto report.
Update medical provider panels for applicable distribution centers.
Other duties as assigned
Qualifications:
Associates or Bachelors’ degree in Risk Management, Business or related field preferred
Minimum 2-4 years relevant claims experience in worker's compensation, auto and/or liability required.
Proficient in Microsoft Office products, especially Excel and PowerPoint
Must be detail oriented and a self-starter with strong organizational abilities.
Excellent written, interpersonal, and verbal communication skill
ABARTA Coca-Cola Beverages, LLC requires all applicants to undergo a background verification process prior to commencing employment with the company. Employment with ABARTA Coca-Cola Beverages, LLC is contingent on the satisfactory completion of a pre-employment background check which may include drug screening. Driving records, including minor moving violations, will be evaluated according to ABARTA Coca-Cola Beverages, LLC guidelines to determine eligibility for this position. ABARTA Coca-Cola Beverages, LLC is an Equal Opportunity Employer Minorities/Women/Veterans/Disabled/Sexual Orientation/Gender Identity.
#claims #claims analyst #coke #coca-cola #consumer goods #beverage #DSD #B2B #hire a soldier #share a coke with us #local community #family owned
Federal Reserve Board
Washington District of Columbia
DESCRIPTION/RESPONSIBILITIES: The Business Management Analyst is responsible for and performs various administrative and operations management duties, including helping to review and distribute reports to internal division management and employees on various administrative operations functions that will include budget procurement, and other financial matters along with supervision of the Legal Staff Assistants. Duties may also include Recruitment, HR Systems, Board Policies, Space Planning, Travel, Event Planning, and/or other areas as assigned. The position expectations are commensurate with FR-level.
Budget : Assists with the preparation, administration, and/or maintenance of all or portions of the division budgets. This may include working with managers to input and track expenditures and assist with some data analysis. Assists with the preparation of reports on both a regular basis (e.g., monthly, quarterly, year-end) and at the request of division management.
Procurement : Tracks purchases across a variety of areas and enters related information into the procurement system. This may include managing a purchase card and/or ordering various supplies for the division. May provide information to managers to assist with the preparation of statements of work for purchases and contracts and help enter information into the procurement system.
Recruitment : Assists with the recruitment and hiring process for various positions in the division in coordination with HR Talent Acquisition. This may include helping to maintain division job descriptions and job postings, and processing recruitment actions in the applicant tracking system. May assist with interview logistics (e.g., scheduling).
HR Management : Utilizes HR Systems and databases to input personnel data for the division including job actions, promotions, salaries, rewards, and/or recruitment requisition information. This may include inputting data to support pieces of the personnel management process (e.g., reward & recognition pools, reassignments). Maintains understanding of existing Board HR practices/procedures and assists with the development of division-specific Human Capital solutions (e.g., policies, practices, programs, training, etc.). May also partner with Management Division (e.g., Compensation, Talent Acquisition, or other HR functional areas).
Policy : Maintains familiarity with Board and division administrative policies and procedures to ensure compliance. This may include working closely with HR staff in all HR policy areas (e.g., Compensation, Talent Acquisition, Travel, Leave, and Payroll) for general policy-related matters.
Space Planning : Assists with the coordination of office spaces across the division including office moves, furniture set-up and movement, telephones, and other space-related efforts for new and existing staff to meet division demands. This may include coordinating with facility services to ensure building services are maintained and facility-related problems are remedied.
Travel : May coordinate components of division travel to include approvals, budget aspects, or actual arrangements. May also assist with ensuring travel program compliance, providing policy guidance to employees, developing reports, and advising on travel metrics.
Event Planning : May provide logistical and/or administrative support to the planning, scheduling, material preparation, and/or food and beverage arrangements for various division meetings or events. May coordinate with audio visual staff to ensure meeting collaboration tools run smoothly (e.g., skype, conference calls, video etc.).
Emergency Preparedness : May assist with division efforts related to Board emergency preparedness activities (e.g., conducting employee accountability procedures within specified timeframes, supporting continuity of operations plans (COOP), etc.).
Performs additional duties as assigned.
REQUIRED SKILLS: Qualifications FR- 23 Requires a bachelor’s degree or equivalent experience and a minimum of 1 year of related experience. Must have knowledge of some technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have the ability to work with others on the application of qualitative and quantitative analysis. Must have a good customer service orientation and interpersonal skills, to include oral and written communication skills, as well as the ability to assist with change management efforts. Must be able to work effectively with more senior Business Management Analysts. Should possess the ability to exercise judgment, initiative, and confidentiality in all areas of responsibilities
Qualifications FR- 24 Requires a bachelor’s degree or equivalent experience and a minimum of 2 years of related experience. Must have working knowledge of many technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have familiarity with the application of qualitative and quantitative analysis. Must have a strong customer service orientation and interpersonal skills, to include oral and written communication skills, as well as the ability to assist with change management efforts. Must be able to work effectively with more senior Business Management Analysts. Should possess the ability to exercise judgment, initiative, and confidentiality in all areas of responsibilities.
Qualifications FR- 25 Requires a bachelor’s degree or equivalent experience and a minimum of 3 years of related experience. Must have excellent knowledge of most technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have demonstrated knowledge of and competence in the application of qualitative and quantitative analysis. Requires excellent analytical and problem-solving ability. Must have excellent customer service orientation and interpersonal skills, to include good oral and written communication skills, as well as the ability to train others and influence change management efforts. Must be able to work effectively with more senior Business Management Analysts and also be able to explain administrative and operations issues/concepts of moderate complexity to staff members as needed. Should possess the ability to exercise a high degree of judgment, initiative, and confidentiality in all areas of responsibilities.
Qualifications FR- 26 Requires a bachelor’s degree or equivalent experience and a minimum of 4 years of relevant experience. Must have advanced knowledge of technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have advanced knowledge of and ability to apply qualitative and quantitative analysis. Requires advanced analytical and problem-solving ability. Must have advanced customer service orientation and interpersonal skills, to include strong oral and written communication skills, as well as the ability to train others and influence or lead change management efforts. Must be able to work effectively with senior management and also be able to explain some complex administrative and operations issues/concepts to staff members. Must possess the ability to exercise a high degree of judgment, initiative, and confidentiality in all areas of responsibilities.
Remarks: Experience with budget and procurement a plus. Supervisory skills a plus. Must possess strong organizational skills; attention to detail; strong analytical ability; and strong oral and written communication skills (including the ability to interact effectively with management and staff at all levels). Must have the ability to handle multiple assignments simultaneously and organize projects and see them through successful completion with minimal supervision. Must be technologically savvy and be proficient with Word and Excel including creating and maintaining complex spreadsheets. Must be able to exercise sound judgment and a high level of discretion given the access to highly sensitive information.
May 24, 2022
Full time
DESCRIPTION/RESPONSIBILITIES: The Business Management Analyst is responsible for and performs various administrative and operations management duties, including helping to review and distribute reports to internal division management and employees on various administrative operations functions that will include budget procurement, and other financial matters along with supervision of the Legal Staff Assistants. Duties may also include Recruitment, HR Systems, Board Policies, Space Planning, Travel, Event Planning, and/or other areas as assigned. The position expectations are commensurate with FR-level.
Budget : Assists with the preparation, administration, and/or maintenance of all or portions of the division budgets. This may include working with managers to input and track expenditures and assist with some data analysis. Assists with the preparation of reports on both a regular basis (e.g., monthly, quarterly, year-end) and at the request of division management.
Procurement : Tracks purchases across a variety of areas and enters related information into the procurement system. This may include managing a purchase card and/or ordering various supplies for the division. May provide information to managers to assist with the preparation of statements of work for purchases and contracts and help enter information into the procurement system.
Recruitment : Assists with the recruitment and hiring process for various positions in the division in coordination with HR Talent Acquisition. This may include helping to maintain division job descriptions and job postings, and processing recruitment actions in the applicant tracking system. May assist with interview logistics (e.g., scheduling).
HR Management : Utilizes HR Systems and databases to input personnel data for the division including job actions, promotions, salaries, rewards, and/or recruitment requisition information. This may include inputting data to support pieces of the personnel management process (e.g., reward & recognition pools, reassignments). Maintains understanding of existing Board HR practices/procedures and assists with the development of division-specific Human Capital solutions (e.g., policies, practices, programs, training, etc.). May also partner with Management Division (e.g., Compensation, Talent Acquisition, or other HR functional areas).
Policy : Maintains familiarity with Board and division administrative policies and procedures to ensure compliance. This may include working closely with HR staff in all HR policy areas (e.g., Compensation, Talent Acquisition, Travel, Leave, and Payroll) for general policy-related matters.
Space Planning : Assists with the coordination of office spaces across the division including office moves, furniture set-up and movement, telephones, and other space-related efforts for new and existing staff to meet division demands. This may include coordinating with facility services to ensure building services are maintained and facility-related problems are remedied.
Travel : May coordinate components of division travel to include approvals, budget aspects, or actual arrangements. May also assist with ensuring travel program compliance, providing policy guidance to employees, developing reports, and advising on travel metrics.
Event Planning : May provide logistical and/or administrative support to the planning, scheduling, material preparation, and/or food and beverage arrangements for various division meetings or events. May coordinate with audio visual staff to ensure meeting collaboration tools run smoothly (e.g., skype, conference calls, video etc.).
Emergency Preparedness : May assist with division efforts related to Board emergency preparedness activities (e.g., conducting employee accountability procedures within specified timeframes, supporting continuity of operations plans (COOP), etc.).
Performs additional duties as assigned.
REQUIRED SKILLS: Qualifications FR- 23 Requires a bachelor’s degree or equivalent experience and a minimum of 1 year of related experience. Must have knowledge of some technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have the ability to work with others on the application of qualitative and quantitative analysis. Must have a good customer service orientation and interpersonal skills, to include oral and written communication skills, as well as the ability to assist with change management efforts. Must be able to work effectively with more senior Business Management Analysts. Should possess the ability to exercise judgment, initiative, and confidentiality in all areas of responsibilities
Qualifications FR- 24 Requires a bachelor’s degree or equivalent experience and a minimum of 2 years of related experience. Must have working knowledge of many technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have familiarity with the application of qualitative and quantitative analysis. Must have a strong customer service orientation and interpersonal skills, to include oral and written communication skills, as well as the ability to assist with change management efforts. Must be able to work effectively with more senior Business Management Analysts. Should possess the ability to exercise judgment, initiative, and confidentiality in all areas of responsibilities.
Qualifications FR- 25 Requires a bachelor’s degree or equivalent experience and a minimum of 3 years of related experience. Must have excellent knowledge of most technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have demonstrated knowledge of and competence in the application of qualitative and quantitative analysis. Requires excellent analytical and problem-solving ability. Must have excellent customer service orientation and interpersonal skills, to include good oral and written communication skills, as well as the ability to train others and influence change management efforts. Must be able to work effectively with more senior Business Management Analysts and also be able to explain administrative and operations issues/concepts of moderate complexity to staff members as needed. Should possess the ability to exercise a high degree of judgment, initiative, and confidentiality in all areas of responsibilities.
Qualifications FR- 26 Requires a bachelor’s degree or equivalent experience and a minimum of 4 years of relevant experience. Must have advanced knowledge of technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have advanced knowledge of and ability to apply qualitative and quantitative analysis. Requires advanced analytical and problem-solving ability. Must have advanced customer service orientation and interpersonal skills, to include strong oral and written communication skills, as well as the ability to train others and influence or lead change management efforts. Must be able to work effectively with senior management and also be able to explain some complex administrative and operations issues/concepts to staff members. Must possess the ability to exercise a high degree of judgment, initiative, and confidentiality in all areas of responsibilities.
Remarks: Experience with budget and procurement a plus. Supervisory skills a plus. Must possess strong organizational skills; attention to detail; strong analytical ability; and strong oral and written communication skills (including the ability to interact effectively with management and staff at all levels). Must have the ability to handle multiple assignments simultaneously and organize projects and see them through successful completion with minimal supervision. Must be technologically savvy and be proficient with Word and Excel including creating and maintaining complex spreadsheets. Must be able to exercise sound judgment and a high level of discretion given the access to highly sensitive information.
Per Governor Inslee’s Proclamation 21-14.2 (Download PDF reader) , Washington State employees must be fully vaccinated against COVID-19. As a condition of employment, the successful candidate will be required to provide proof of their COVID-19 vaccination as part of the hiring process, prior to their start date. Requests for medical and religious exemptions will be considered. If you have questions, please contact Careers@ecy.wa.gov with “ COVID-19 vaccination ” in the subject line.
Keeping Washington Clean and Evergreen
Are you a knowledgeable, creative problem solver who works well in a collaborative, professional, and responsive environment? Do you want to be part of proactive problem solving and help to create change, rather than reacting to issues as they come up? If so, become a part of an organization that is focused on being the leader in protecting, preserving and enhancing the environment for the people in our Evergreen State. The Human Resources Office (HRO) at the Department of Ecology in Lacey, WA is looking to fill a Human Resource Business Partner (Human Resource Consultant 4) (In-Training) position. The Department of Ecology is a medium sized agency with 1600+ employees and 10 environmental programs. We employ a large group of highly educated people who are passionate about the environment. Take your career to the next level . As an HR generalist, you have exposure to multiple areas of HR (compensation, classification, employee relations, and labor relations) and have an opportunity to work on state-wide issues within the Washington State HR community. Because of our size and structure, you have an opportunity to work collaboratively with all levels of our management and executive teams. We are able to have a strong influence on our leaders, and really make an impact at our agency. As an HR team, we value collaboration and inclusion and promote opportunities for growth. The mission of Ecology's Human Resources Office (HRO) is to develop successful employees, promote healthy and productive relationships, ensure a safe work environment and recruit great talent to achieve Ecology's mission.
About the Department of Ecology
Protecting Washington State's environment for current and future generations is what we do every day at Ecology. We are a culture that is invested in making a difference. Join a team that is highly effective and collaborative, with leadership that embraces the value of people. Ecology cares deeply about employee wellness; we go beyond traditional benefits, proudly offering:
A healthy life/work balance by offering flexible schedules and telework options for most positions.
An Infants at Work Program that is based on the long-term health values of infant-parent bonding and breastfeeding newborns.
Continuous growth and development opportunities.
A wellness program that offers education, fitness classes, and an agency-wide fondness for outdoor meetings.
Opportunities to serve your community and make an impact through meaningful work.
Our commitment to DEIR
Diversity, equity, inclusion, and respect (DEIR) are core values central to Ecology’s work. We strive to be a workplace where we are esteemed for sharing our authentic identities, while advancing our individual professional goals and collaborating to protect, preserve, and enhance the environment for current and future generations.
Diversity : We celebrate and appreciate diversity; our unique perspectives and abilities enrich us all and lead to innovative approaches and solutions.
Equity : We champion equity, recognizing that each of us need different things to thrive.
Inclusion : We intentionally create and hold space so that we all have meaningful opportunities to participate and contribute to Ecology’s work.
Respect : We treat each other with respect and dignity, acknowledging the inherent worth of our diverse perspectives and lived experiences, even in times of uncertainty and disagreement.
We believe that DEIR is both a goal and an action. We are on a journey, honoring our shared humanity and taking steps to demonstrate our commitment to a vision where each of us is heard, seen, and valued. During Healthy Washington Roadmap to Recovery, employees are working a combination of in-office and/or telework based on position and business need. This position is not currently required to work in the office on a regular basis . Ecology is following current state guidance regarding mask requirements, health screening questions before entry, and social distancing. Looking ahead, Ecology has recently updated the agency policies on telework and flexible and compressed work schedules. Applicants with questions about position location options, telework, and flexible or compressed schedules are encouraged to reach out to the contact person listed below in “other information.”
Application Timeline: This position will remain open until filled, with an initial screening date of May 25, 2022. In order to be considered for initial screening, please submit an application on or before May 24, 2022. The agency reserves the right to make an appointment any time after the initial screening date.
Duties
What makes this role unique? In this role you will serve as the subject matter expert and HR lead in Protected Leave. You will also provide consultation and training to HR staff and agency managers on the designated area of expertise. This position is not transaction-focused, rather the focus is on consulting, creating, and improving. What you will do:
Work with team mates to ensure DEIR is integrated into position descriptions and the hiring process. We are working to ensure unnecessary barriers do not exist when seeking employment with Ecology, including updating our required minimum qualifications to account for alternative ways to be qualified, instead of always relying upon degrees, wherever possible.
Collaborate with assigned programs to identify workforce issues, and be empowered to help resolve them. We encourage our HR Business Partners to identify creative solutions wherever possible, and not rely upon “the way we’ve always done it”. These opportunities may include working on classification & compensation proposals, modifying existing procedures, and stakeholder work to ensure proposed policy meets our customers’ needs.
Become an expert in human resource management, and employee and labor relations; be the strategic partner and advocate to the executives, managers, and supervisors in assigned programs for workforce planning, employee performance management, labor relations, and all other human resource management and personnel functions.
As an expert in protected leave, you will develop and maintain expert level knowledge and serve as the agency expert in this area. Use expert level knowledge to develop training, tools and training for HR staff, agency supervisors and managers or employees.
Provide accurate and research-based guidance on performance management, labor relations, and disciplinary processes to Ecology managers and supervisors so that actions align with Just Cause principles and stand up through the scrutiny of grievances and arbitrations.
Work collaboratively to support the goals of the programs/offices and the mission of the agency by strategically partnering with program staff to manage issues related to Classification and Compensation in assigned programs. Provide expertise and consultation on job classifications, compensation and workforce planning. Analyze position descriptions and make allocation determinations. Represent agency in classification appeals and coordinate preparation. Perform FLSA designation review and determinations. Serve as a member of the agency WMS Banding Committee.
Consult with employees and supervisors and provide assistance regarding state and federal employment laws, civil service rules, collective bargaining agreements, agency policies, career development opportunities, classification and pay and other issues. Investigate and analyze problems having broad potential impact, making recommendations, providing options, or suggesting necessary actions on matters.
The successful applicant for this position will be expected to accomplish the following:
Build and maintain strong business relationships and credibility with peers, customers, and the team.
Identify and implement continuous problem improvement solutions to create more effective and efficient business practices.
Meet established and mutually agreed upon service deliveries or timelines associated with work product.
Contribute positively to our agency and team culture.
Quickly learn about assigned business areas to be able to be a trusted, strategic business partner.
Opportunities to solve problems:
This position has the opportunity to approach problems with the philosophy of providing risk-based advice with options. The conversation doesn't begin or end with "no." We seek to understand and provide creative solutions when possible, utilizing our subject matter expertise to clearly communicate risk associated with each option.
Classification and compensation challenges – true position planning from start to finish, including identifying workforce gaps that may lead to classification &compensation proposals.
Performance management challenges – how to coach leaders to address issues appropriately to reach the best outcome, including opportunities to provide focused, individual training or broader training to groups of employees.
Opportunity to identify gaps in our processes and work together to resolve those gaps. We empower our HR Business Partners to work closely with programs to provide specialized support and consultation.
Culture of the team: We are a creative and productive team that appreciates the variety of personalities, perspectives, and communication styles of our teammates! We are committed to each other’s success and are invested in maintaining a happy, healthy workplace. This is an incredible opportunity to join a team that is dedicated to Ecology's mission to protect, preserve and enhance Washington's environment for current and future generations. Our agency is comprised of passionate professionals who are focused on protecting our environment. We highly value providing employees opportunities to learn and grow, in both formal training opportunities and informal on the job training. We are a strong team of HR professionals, who support our customers and each other, to provide the best service possible.
Qualifications
Required Qualifications:
The Goal class for the position is a Human Resource Consultant 4 (HRC4). We will consider applicants who meet the requirements for both the HRC3 and HRC4 levels. If the finalist meets the requirements for the HRC3 level, they will be hired in as an HRC3 and will be placed into a training program to become an HRC4 within a specified period of time.
At the Human Resource Consultant 3 Level: Pay Range 55 – ($4509 - $5913) Monthly There are multiple ways to qualify for this position; see the options below. Option 1:
Six (6) years of combined education and experience:
Education: With a focus on human resources, labor relations, organizational development, business, social or behavioral science
Experience: Broad-based professional human resources experience, including advising and consulting on human resource issues.
Option 2:
A Bachelor's degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.
Two (2) years of broad-based professional human resources experience, including advising and consulting on human resource issues.
Option 3:
A Master’s degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.
One (1) year of broad-based professional human resources experience, including advising and consulting on human resource issues.
Additional (experience and education) combinations of how you can meet the requirements for this position:
Possible Combinations | College credit hours or degree | Years of required experience
Combination 1 | No college credit hours or degree | 6 years of experience
Combination 2 | I have 30-59 semester or 45-89 quarter credits. | 5 years of experience
Combination 3 | I have 60-89 semester or 90-134 quarter credits (AA degree). | 4 years of experience
Combination 4 | I have 90-119 semester or 135-179 quarter credits. | 3 years of experience
Combination 5 | A Bachelor's Degree | 2 years of experience
Combination 6 | A Master's Degree | 1 years of experience
At the Human Resource Consultant 4 Level: Pay Range 59 – ($4974 - $6534) Monthly There are multiple ways to qualify for this position; see the options below. Option 1:
Seven (7) years of combined education and experience:
Education: With a focus on human resources, labor relations, organizational development, business, social or behavioral science
Experience: Broad-based professional human resources experience, including advising and consulting on human resource issues.
Option 2:
A Bachelor's degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.
Three (3) years of broad-based professional human resources experience, including advising and consulting on human resource issues.
Option 3:
A Master’s degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.
Two (2) years of broad-based professional human resources experience, including advising and consulting on human resource issues.
Additional (experience and education) combinations of how you can meet the requirements for this position: Possible Combinations | College credit hours or degree | Years of required experience
Combination 1 | No college credit hours or degree | 7 years of experience
Combination 2 | I have 30-59 semester or 45-89 quarter credits. | 6 years of experience
Combination 3 | I have 60-89 semester or 90-134 quarter credits (AA degree). | 5 years of experience
Combination 4 | I have 90-119 semester or 135-179 quarter credits. | 4 years of experience
Combination 5 | A Bachelor's Degree | 3 years of experience
Combination 6 | A Master's Degree | 2 years of experience Desired Qualifications: We highly encourage you to apply even if you do not have some (or all) of the desired experience below.
At least 6 months of experience conducting just cause investigations into allegations of employee misconduct, including writing clear, concise, and comprehensive investigative reports.
At least 6 months experience reviewing and allocating positions in the Washington State classification system.
Prior professional human resource experience in public sector and/or unionized workplace.
PHR, SPHR, SHRM-CP, SHRM-SCP, or CLRP certification.
Note: Having some (or all) of this desired experience may make your application more competitive in a highly competitive applicant pool.
Supplemental Information
Ecology seeks diverse applicants: We view diversity, equity, inclusion, and respect through a broad lens including race, ethnicity, class, age, religion, sexual orientation, gender identity, immigration status, military background, language, education, life experience, physical disability, neurodiversity, and intersectional identities. Qualified candidates from all backgrounds are encouraged to apply. Need an Accommodation in the application and/or screening process or this job announcement in an alternative format?
Please call: (360) 407-6186 or email: careers@ecy.wa.gov and we will be happy to assist.
If you are deaf or hard of hearing you can reach the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388 .
If you need assistance applying for this job, please e-mail careers@ecy.wa.gov . Please do not send an email to this address to follow-up on the status of your application. You can view the latest status of your application on your profile's main page.
If you are reading this announcement in print format , please enter the following URL to your search engine to apply: https://ecology.wa.gov/About-us/Get-to-know-us/Jobs-at-Ecology .
Application Instructions: It's in the applicant's best interest to submit all of the documents listed below. Applications without these documents may be declined.
A cover letter describing why you are interested in this position.
A resume outlining your experience and education (if applicable) as it relates to the minimum qualifications of this position.
Three professional references.
Please do NOT include your salary history. Wage/salary depends on qualifications or rules of promotion, if applicable. For Your Privacy: When attaching documents to your application (such as Resume, Cover Letter, Transcripts, DD-214, etc.):
Please be sure to remove private information such as your social security number, date of birth, etc.
Do not attach documents that are password-protected, as these documents may not be reviewed and may cause errors within your application when downloaded.
Additional Application Instructions for Current Ecology Employees: Please make sure to answer the agency-wide questions regarding permanent status as a classified employee within the Washington General Service or Washington Management Service. Do not forget to select Department of Ecology as a response to question 2, and type your personnel ID number for question 3. If you are not sure of your status or do not know your personnel ID number, please contact Human Resources. Application Attestation: The act of submitting application materials electronically is considered affirmation that the information is complete and truthful. The state may verify this information and any untruthful or misleading answers are cause for rejection of your application or dismissal if employed. Other Information:
If you have specific questions about the position, please email Mollie Clinton at: Mocl461@ecy.wa.gov . Please do not contact Mollie to inquire about the status of your application. To request the full position description: email careers@ecy.wa.gov
Why work for Ecology? As an agency, our mission is to protect, preserve and enhance Washington's environment for current and future generations. We invest in our employees to create and sustain a working environment that encourages creative leadership, effective resource management, teamwork, professionalism, and accountability. Joining Ecology means becoming a part of a team committed to protecting and restoring Washington State's environment. A career in public service allows you to help solve some of the most challenging problems facing our state, while keeping your health and financial security a priority. We combine one of the most competitive benefits packages in the nation with a strong commitment to life/work balance. Ecology employees may be eligible for the following: Medical/Dental/Vision for employee & dependent(s) , Public Employees Retirement System (PERS) , Vacation, Sick, and other Leave *, 11 Paid Holidays per year *, Public Service Loan Forgiveness , Tuition Waiver , Long Term Disability & Life Insurance , Deferred Compensation Programs , Dependent Care Assistance Program (DCAP) , Flexible Spending Arrangement (FSA) , Employee Assistance Program , Commute Trip Reduction Incentives (Download PDF reader) , Combined Fund Drive , SmartHealth *See the Benefits tab in this announcement for more information Student debt: how working for Ecology can help The Department of Ecology is a qualifying employer for the Public Service Forgiveness Program (PSLF). See https://studentaid.ed.gov/sa/repay-loans/forgiveness-cancellation/public-service for more details.
To learn more about The Department of Ecology, please visit our website at www.ecology.wa.gov and follow, like or visit us on LinkedIn , Twitter , Facebook , Instagram or our blog .
Equal Opportunity Employer: The Washington State Department of Ecology is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, veterans, military spouses or people with military status, and people of all sexual orientations and gender identities are encouraged to apply. Persons needing accommodation in the application/testing process or this job announcement in an alternative format may call (360) 407-6186 . Applicants who are deaf or hard of hearing may call the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388 .
Note: This recruitment may be used to fill other positions of the same job classification across the agency.
May 16, 2022
Full time
Per Governor Inslee’s Proclamation 21-14.2 (Download PDF reader) , Washington State employees must be fully vaccinated against COVID-19. As a condition of employment, the successful candidate will be required to provide proof of their COVID-19 vaccination as part of the hiring process, prior to their start date. Requests for medical and religious exemptions will be considered. If you have questions, please contact Careers@ecy.wa.gov with “ COVID-19 vaccination ” in the subject line.
Keeping Washington Clean and Evergreen
Are you a knowledgeable, creative problem solver who works well in a collaborative, professional, and responsive environment? Do you want to be part of proactive problem solving and help to create change, rather than reacting to issues as they come up? If so, become a part of an organization that is focused on being the leader in protecting, preserving and enhancing the environment for the people in our Evergreen State. The Human Resources Office (HRO) at the Department of Ecology in Lacey, WA is looking to fill a Human Resource Business Partner (Human Resource Consultant 4) (In-Training) position. The Department of Ecology is a medium sized agency with 1600+ employees and 10 environmental programs. We employ a large group of highly educated people who are passionate about the environment. Take your career to the next level . As an HR generalist, you have exposure to multiple areas of HR (compensation, classification, employee relations, and labor relations) and have an opportunity to work on state-wide issues within the Washington State HR community. Because of our size and structure, you have an opportunity to work collaboratively with all levels of our management and executive teams. We are able to have a strong influence on our leaders, and really make an impact at our agency. As an HR team, we value collaboration and inclusion and promote opportunities for growth. The mission of Ecology's Human Resources Office (HRO) is to develop successful employees, promote healthy and productive relationships, ensure a safe work environment and recruit great talent to achieve Ecology's mission.
About the Department of Ecology
Protecting Washington State's environment for current and future generations is what we do every day at Ecology. We are a culture that is invested in making a difference. Join a team that is highly effective and collaborative, with leadership that embraces the value of people. Ecology cares deeply about employee wellness; we go beyond traditional benefits, proudly offering:
A healthy life/work balance by offering flexible schedules and telework options for most positions.
An Infants at Work Program that is based on the long-term health values of infant-parent bonding and breastfeeding newborns.
Continuous growth and development opportunities.
A wellness program that offers education, fitness classes, and an agency-wide fondness for outdoor meetings.
Opportunities to serve your community and make an impact through meaningful work.
Our commitment to DEIR
Diversity, equity, inclusion, and respect (DEIR) are core values central to Ecology’s work. We strive to be a workplace where we are esteemed for sharing our authentic identities, while advancing our individual professional goals and collaborating to protect, preserve, and enhance the environment for current and future generations.
Diversity : We celebrate and appreciate diversity; our unique perspectives and abilities enrich us all and lead to innovative approaches and solutions.
Equity : We champion equity, recognizing that each of us need different things to thrive.
Inclusion : We intentionally create and hold space so that we all have meaningful opportunities to participate and contribute to Ecology’s work.
Respect : We treat each other with respect and dignity, acknowledging the inherent worth of our diverse perspectives and lived experiences, even in times of uncertainty and disagreement.
We believe that DEIR is both a goal and an action. We are on a journey, honoring our shared humanity and taking steps to demonstrate our commitment to a vision where each of us is heard, seen, and valued. During Healthy Washington Roadmap to Recovery, employees are working a combination of in-office and/or telework based on position and business need. This position is not currently required to work in the office on a regular basis . Ecology is following current state guidance regarding mask requirements, health screening questions before entry, and social distancing. Looking ahead, Ecology has recently updated the agency policies on telework and flexible and compressed work schedules. Applicants with questions about position location options, telework, and flexible or compressed schedules are encouraged to reach out to the contact person listed below in “other information.”
Application Timeline: This position will remain open until filled, with an initial screening date of May 25, 2022. In order to be considered for initial screening, please submit an application on or before May 24, 2022. The agency reserves the right to make an appointment any time after the initial screening date.
Duties
What makes this role unique? In this role you will serve as the subject matter expert and HR lead in Protected Leave. You will also provide consultation and training to HR staff and agency managers on the designated area of expertise. This position is not transaction-focused, rather the focus is on consulting, creating, and improving. What you will do:
Work with team mates to ensure DEIR is integrated into position descriptions and the hiring process. We are working to ensure unnecessary barriers do not exist when seeking employment with Ecology, including updating our required minimum qualifications to account for alternative ways to be qualified, instead of always relying upon degrees, wherever possible.
Collaborate with assigned programs to identify workforce issues, and be empowered to help resolve them. We encourage our HR Business Partners to identify creative solutions wherever possible, and not rely upon “the way we’ve always done it”. These opportunities may include working on classification & compensation proposals, modifying existing procedures, and stakeholder work to ensure proposed policy meets our customers’ needs.
Become an expert in human resource management, and employee and labor relations; be the strategic partner and advocate to the executives, managers, and supervisors in assigned programs for workforce planning, employee performance management, labor relations, and all other human resource management and personnel functions.
As an expert in protected leave, you will develop and maintain expert level knowledge and serve as the agency expert in this area. Use expert level knowledge to develop training, tools and training for HR staff, agency supervisors and managers or employees.
Provide accurate and research-based guidance on performance management, labor relations, and disciplinary processes to Ecology managers and supervisors so that actions align with Just Cause principles and stand up through the scrutiny of grievances and arbitrations.
Work collaboratively to support the goals of the programs/offices and the mission of the agency by strategically partnering with program staff to manage issues related to Classification and Compensation in assigned programs. Provide expertise and consultation on job classifications, compensation and workforce planning. Analyze position descriptions and make allocation determinations. Represent agency in classification appeals and coordinate preparation. Perform FLSA designation review and determinations. Serve as a member of the agency WMS Banding Committee.
Consult with employees and supervisors and provide assistance regarding state and federal employment laws, civil service rules, collective bargaining agreements, agency policies, career development opportunities, classification and pay and other issues. Investigate and analyze problems having broad potential impact, making recommendations, providing options, or suggesting necessary actions on matters.
The successful applicant for this position will be expected to accomplish the following:
Build and maintain strong business relationships and credibility with peers, customers, and the team.
Identify and implement continuous problem improvement solutions to create more effective and efficient business practices.
Meet established and mutually agreed upon service deliveries or timelines associated with work product.
Contribute positively to our agency and team culture.
Quickly learn about assigned business areas to be able to be a trusted, strategic business partner.
Opportunities to solve problems:
This position has the opportunity to approach problems with the philosophy of providing risk-based advice with options. The conversation doesn't begin or end with "no." We seek to understand and provide creative solutions when possible, utilizing our subject matter expertise to clearly communicate risk associated with each option.
Classification and compensation challenges – true position planning from start to finish, including identifying workforce gaps that may lead to classification &compensation proposals.
Performance management challenges – how to coach leaders to address issues appropriately to reach the best outcome, including opportunities to provide focused, individual training or broader training to groups of employees.
Opportunity to identify gaps in our processes and work together to resolve those gaps. We empower our HR Business Partners to work closely with programs to provide specialized support and consultation.
Culture of the team: We are a creative and productive team that appreciates the variety of personalities, perspectives, and communication styles of our teammates! We are committed to each other’s success and are invested in maintaining a happy, healthy workplace. This is an incredible opportunity to join a team that is dedicated to Ecology's mission to protect, preserve and enhance Washington's environment for current and future generations. Our agency is comprised of passionate professionals who are focused on protecting our environment. We highly value providing employees opportunities to learn and grow, in both formal training opportunities and informal on the job training. We are a strong team of HR professionals, who support our customers and each other, to provide the best service possible.
Qualifications
Required Qualifications:
The Goal class for the position is a Human Resource Consultant 4 (HRC4). We will consider applicants who meet the requirements for both the HRC3 and HRC4 levels. If the finalist meets the requirements for the HRC3 level, they will be hired in as an HRC3 and will be placed into a training program to become an HRC4 within a specified period of time.
At the Human Resource Consultant 3 Level: Pay Range 55 – ($4509 - $5913) Monthly There are multiple ways to qualify for this position; see the options below. Option 1:
Six (6) years of combined education and experience:
Education: With a focus on human resources, labor relations, organizational development, business, social or behavioral science
Experience: Broad-based professional human resources experience, including advising and consulting on human resource issues.
Option 2:
A Bachelor's degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.
Two (2) years of broad-based professional human resources experience, including advising and consulting on human resource issues.
Option 3:
A Master’s degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.
One (1) year of broad-based professional human resources experience, including advising and consulting on human resource issues.
Additional (experience and education) combinations of how you can meet the requirements for this position:
Possible Combinations | College credit hours or degree | Years of required experience
Combination 1 | No college credit hours or degree | 6 years of experience
Combination 2 | I have 30-59 semester or 45-89 quarter credits. | 5 years of experience
Combination 3 | I have 60-89 semester or 90-134 quarter credits (AA degree). | 4 years of experience
Combination 4 | I have 90-119 semester or 135-179 quarter credits. | 3 years of experience
Combination 5 | A Bachelor's Degree | 2 years of experience
Combination 6 | A Master's Degree | 1 years of experience
At the Human Resource Consultant 4 Level: Pay Range 59 – ($4974 - $6534) Monthly There are multiple ways to qualify for this position; see the options below. Option 1:
Seven (7) years of combined education and experience:
Education: With a focus on human resources, labor relations, organizational development, business, social or behavioral science
Experience: Broad-based professional human resources experience, including advising and consulting on human resource issues.
Option 2:
A Bachelor's degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.
Three (3) years of broad-based professional human resources experience, including advising and consulting on human resource issues.
Option 3:
A Master’s degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.
Two (2) years of broad-based professional human resources experience, including advising and consulting on human resource issues.
Additional (experience and education) combinations of how you can meet the requirements for this position: Possible Combinations | College credit hours or degree | Years of required experience
Combination 1 | No college credit hours or degree | 7 years of experience
Combination 2 | I have 30-59 semester or 45-89 quarter credits. | 6 years of experience
Combination 3 | I have 60-89 semester or 90-134 quarter credits (AA degree). | 5 years of experience
Combination 4 | I have 90-119 semester or 135-179 quarter credits. | 4 years of experience
Combination 5 | A Bachelor's Degree | 3 years of experience
Combination 6 | A Master's Degree | 2 years of experience Desired Qualifications: We highly encourage you to apply even if you do not have some (or all) of the desired experience below.
At least 6 months of experience conducting just cause investigations into allegations of employee misconduct, including writing clear, concise, and comprehensive investigative reports.
At least 6 months experience reviewing and allocating positions in the Washington State classification system.
Prior professional human resource experience in public sector and/or unionized workplace.
PHR, SPHR, SHRM-CP, SHRM-SCP, or CLRP certification.
Note: Having some (or all) of this desired experience may make your application more competitive in a highly competitive applicant pool.
Supplemental Information
Ecology seeks diverse applicants: We view diversity, equity, inclusion, and respect through a broad lens including race, ethnicity, class, age, religion, sexual orientation, gender identity, immigration status, military background, language, education, life experience, physical disability, neurodiversity, and intersectional identities. Qualified candidates from all backgrounds are encouraged to apply. Need an Accommodation in the application and/or screening process or this job announcement in an alternative format?
Please call: (360) 407-6186 or email: careers@ecy.wa.gov and we will be happy to assist.
If you are deaf or hard of hearing you can reach the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388 .
If you need assistance applying for this job, please e-mail careers@ecy.wa.gov . Please do not send an email to this address to follow-up on the status of your application. You can view the latest status of your application on your profile's main page.
If you are reading this announcement in print format , please enter the following URL to your search engine to apply: https://ecology.wa.gov/About-us/Get-to-know-us/Jobs-at-Ecology .
Application Instructions: It's in the applicant's best interest to submit all of the documents listed below. Applications without these documents may be declined.
A cover letter describing why you are interested in this position.
A resume outlining your experience and education (if applicable) as it relates to the minimum qualifications of this position.
Three professional references.
Please do NOT include your salary history. Wage/salary depends on qualifications or rules of promotion, if applicable. For Your Privacy: When attaching documents to your application (such as Resume, Cover Letter, Transcripts, DD-214, etc.):
Please be sure to remove private information such as your social security number, date of birth, etc.
Do not attach documents that are password-protected, as these documents may not be reviewed and may cause errors within your application when downloaded.
Additional Application Instructions for Current Ecology Employees: Please make sure to answer the agency-wide questions regarding permanent status as a classified employee within the Washington General Service or Washington Management Service. Do not forget to select Department of Ecology as a response to question 2, and type your personnel ID number for question 3. If you are not sure of your status or do not know your personnel ID number, please contact Human Resources. Application Attestation: The act of submitting application materials electronically is considered affirmation that the information is complete and truthful. The state may verify this information and any untruthful or misleading answers are cause for rejection of your application or dismissal if employed. Other Information:
If you have specific questions about the position, please email Mollie Clinton at: Mocl461@ecy.wa.gov . Please do not contact Mollie to inquire about the status of your application. To request the full position description: email careers@ecy.wa.gov
Why work for Ecology? As an agency, our mission is to protect, preserve and enhance Washington's environment for current and future generations. We invest in our employees to create and sustain a working environment that encourages creative leadership, effective resource management, teamwork, professionalism, and accountability. Joining Ecology means becoming a part of a team committed to protecting and restoring Washington State's environment. A career in public service allows you to help solve some of the most challenging problems facing our state, while keeping your health and financial security a priority. We combine one of the most competitive benefits packages in the nation with a strong commitment to life/work balance. Ecology employees may be eligible for the following: Medical/Dental/Vision for employee & dependent(s) , Public Employees Retirement System (PERS) , Vacation, Sick, and other Leave *, 11 Paid Holidays per year *, Public Service Loan Forgiveness , Tuition Waiver , Long Term Disability & Life Insurance , Deferred Compensation Programs , Dependent Care Assistance Program (DCAP) , Flexible Spending Arrangement (FSA) , Employee Assistance Program , Commute Trip Reduction Incentives (Download PDF reader) , Combined Fund Drive , SmartHealth *See the Benefits tab in this announcement for more information Student debt: how working for Ecology can help The Department of Ecology is a qualifying employer for the Public Service Forgiveness Program (PSLF). See https://studentaid.ed.gov/sa/repay-loans/forgiveness-cancellation/public-service for more details.
To learn more about The Department of Ecology, please visit our website at www.ecology.wa.gov and follow, like or visit us on LinkedIn , Twitter , Facebook , Instagram or our blog .
Equal Opportunity Employer: The Washington State Department of Ecology is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, veterans, military spouses or people with military status, and people of all sexual orientations and gender identities are encouraged to apply. Persons needing accommodation in the application/testing process or this job announcement in an alternative format may call (360) 407-6186 . Applicants who are deaf or hard of hearing may call the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388 .
Note: This recruitment may be used to fill other positions of the same job classification across the agency.
Description
Unite America seeks a Vice President, People & Operations . This senior executive role is a unique and timely opportunity to join a leading national, nonpartisan democracy reform organization and 25-person team that is poised to make a scalable, sustainable, and significant impact on the U.S. electoral system. The role will be primarily responsible for acquiring, developing, and retaining top talent to advance the organization’s mission, cultivating a high performing team culture and effective organizational practices that prioritize our shared values, and overseeing all operations functions, including legal and finance. The Vice President, People & Operations reports to the Executive Director and currently manages a team of three full-time staff as well as multiple contractors and vendors.
OUR ORGANIZATION
Unite America is a coalition of Democrats, Republicans, and independents that aims to foster a representative and functional government committed to solving the nation’s major challenges. We invest in candidates, campaigns, and organizations to advance nonpartisan electoral reforms that improve governing incentives and put voters first.
Founded in 2014, Unite America and its 25-person team has grown to be a leader in the democracy reform movement — supporting, coordinating and executing to advance policy and elect pro-reform candidates. The Unite America Fund launched in 2019 and has since mobilized tens of millions of dollars from dozens of philanthropists to reform campaigns and candidates across the country.
Over the last three years, the Unite America Fund has been the driving force behind passing and implementing Ranked Choice Voting (RCV) in New York City, the largest expansion of RCV in history; defeating the most extremist member of Congress in their primary election in 2020; adopting a first of it's kind final-four voting system in Alaska to address the “ primary problem ;” winning an anti-gerrymandering campaign in Virginia; and electing state lawmakers across the country who have formed cross-partisan legislative caucuses already advancing groundbreaking electoral reforms. We are focused on dramatically scaling our impact in the years to come.
At Unite America, we are working to build a more representative and functional government that puts voters first and reflects the diversity of our country. We believe in an inclusive democracy where leaders embrace problem solving over fueling divisiveness. Likewise, organizationally, we have a vision of building a team that reflects diverse identities, experiences and perspectives; a culture of working across differences toward common goals; and a workplace where everyone feels included, respected and heard. To that end, Unite America is proud to have made diversifying our team, ensuring more equitable opportunity, and fostering a culture of belonging a priority. Our organizational values reinforce this commitment as we work to model the leadership we seek, solve problems together, and take care of one another, to name a few.
THE ROLE
This is a senior executive position at Unite America. The role has high accountability, will report directly to the Executive Director, and will serve as an integral member of the executive team helping to drive the mission, values, and performance of the organization.
This is an opportunity for a hardworking and mission-driven individual to work alongside a talented team of political reformers. The position is based in Denver, Colorado (though remote opportunities exist for exceptional candidates) and is a full-time role with full benefits.
RESPONSIBILITIES
Serve as a strategic partner to the Executive Director and the rest of the executive team to develop, communicate, and execute a holistic people strategy.
Support Unite America’s mission through talent acquisition, development, and management, including implementing long-range strategic talent management objectives.
Design and implement learning and professional development programs and staff retreats to engage, motivate, and empower employees – unlocking their potential and helping them grow in their careers.
Support and develop managers, equipping them with standardized frameworks (e.g. The Five Dysfunctions of a Team ) and utilizing best practices in leadership excellence.
Identify key performance indicators for the organization's human resource and talent management functions; assess the organization's success and market competitiveness based on these metrics.
Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs.
Identify and implement new Human Resource processes, technologies, and systems to improve and streamline organizational processes and use of staff time and financial resources.
Collaborate with departmental and executive leadership to draft and implement the organization's staffing and operations budgets.
Ensure that departmental decisions and project plans such as those for staffing, professional development, organizational structure, hardware acquisitions, and facilities are in line with the organization’s objectives and long-term strategy.
Promote Diversity, Equity, Inclusion, and Belonging (DEIB) practices throughout the employee lifecycle, ensuring awareness and appreciation of underrepresented perspectives and training on equitable processes.
Manage three full-time staff as well as multiple contractors and vendors responsible for finance and accounting, legal and compliance, information technology, facilities management, and various other operationally-related accountabilities.
Ensure compliance with employment, benefits, insurance, safety, and other applicable federal, state, and local laws, regulations, and requirements; maintain knowledge of best practices in employment law; consult with Unite America’s legal counsel when needed.
Think one step ahead in regards to legal liability, risk management, threats to the organization, etc.
Requirements
WHO WE’RE LOOKING FOR
You are a highly agile team player with the ability to effectively lead a critical department and expansive functional area at Unite America, while independently overseeing a broad range of accountabilities in support of the entire organization. You are highly organized, communicative, and poised, especially in a fast-paced, often remote, and demanding environment. You value authenticity and humility, and you embody the axiom that culture eats strategy for breakfast . You excel working in a mission-driven, nonpartisan organization alongside Democrats, Republicans, and independents.
REQUIRED QUALIFICATIONS
You possess a strong desire to fix a broken political system and passion for our cause.
You have 12+ years of relevant work experience (e.g. Human Resources, operations, talent management, recruiting, etc.) and 6+ years of direct supervision experience.
You enjoy coaching, mentoring, and developing people; helping your colleagues become the best version of themselves matters to you.
You possess exceptional interpersonal and conflict resolution skills, and, when necessary, you’re willing to have hard conversations with subordinates, peers, and superiors alike.
You are a clear, concise, and effective communicator when writing to and speaking with colleagues and external stakeholders.
You possess a working knowledge of applicant tracking and HRIS systems, as well as best practices in interview techniques and applicant screening.
You have an all hands on deck, team-first mentality and believe no task is beneath you; you are a true servant leader.
You have an exceptionally high standard of professionalism and personal integrity.
You have experience developing a strong program of professional development for staff.
You have experience using best practices in assessing job performance.
You are familiar with employment laws and regulations (or are willing to learn fast), especially in Colorado.
PREFERRED QUALIFICATIONS
You are familiar with the landscape of organizations, parties, and interest groups in the U.S. political system.
You have helped to grow and then lead or help manage a team or organization of 20-40+ employees.
You have experience managing both in-person and remote teams.
You are proficient using LinkedIn Recruiter.
Benefits
THE PERKS
Competitive Compensation (est. $150k - $180k)
401(k) Plan (with up to a 3% employer contribution match)
Health Care Plan (medical, dental, and vision)
Unlimited Paid Time Off (vacation, sick days, and public holidays)
Family Leave (maternity, paternity, and adoption)
Training & Professional Development
Wellness Resources
Expense Reimbursements (up to $100 per month for daily transit, parking, and/or home office expenses)
Two days a week of remote/flex work permitted
Opportunity to join an inclusive, vibrant, and diverse team
Ability to live and work in one of the best large cities in America (Denver, CO)
May 10, 2022
Full time
Description
Unite America seeks a Vice President, People & Operations . This senior executive role is a unique and timely opportunity to join a leading national, nonpartisan democracy reform organization and 25-person team that is poised to make a scalable, sustainable, and significant impact on the U.S. electoral system. The role will be primarily responsible for acquiring, developing, and retaining top talent to advance the organization’s mission, cultivating a high performing team culture and effective organizational practices that prioritize our shared values, and overseeing all operations functions, including legal and finance. The Vice President, People & Operations reports to the Executive Director and currently manages a team of three full-time staff as well as multiple contractors and vendors.
OUR ORGANIZATION
Unite America is a coalition of Democrats, Republicans, and independents that aims to foster a representative and functional government committed to solving the nation’s major challenges. We invest in candidates, campaigns, and organizations to advance nonpartisan electoral reforms that improve governing incentives and put voters first.
Founded in 2014, Unite America and its 25-person team has grown to be a leader in the democracy reform movement — supporting, coordinating and executing to advance policy and elect pro-reform candidates. The Unite America Fund launched in 2019 and has since mobilized tens of millions of dollars from dozens of philanthropists to reform campaigns and candidates across the country.
Over the last three years, the Unite America Fund has been the driving force behind passing and implementing Ranked Choice Voting (RCV) in New York City, the largest expansion of RCV in history; defeating the most extremist member of Congress in their primary election in 2020; adopting a first of it's kind final-four voting system in Alaska to address the “ primary problem ;” winning an anti-gerrymandering campaign in Virginia; and electing state lawmakers across the country who have formed cross-partisan legislative caucuses already advancing groundbreaking electoral reforms. We are focused on dramatically scaling our impact in the years to come.
At Unite America, we are working to build a more representative and functional government that puts voters first and reflects the diversity of our country. We believe in an inclusive democracy where leaders embrace problem solving over fueling divisiveness. Likewise, organizationally, we have a vision of building a team that reflects diverse identities, experiences and perspectives; a culture of working across differences toward common goals; and a workplace where everyone feels included, respected and heard. To that end, Unite America is proud to have made diversifying our team, ensuring more equitable opportunity, and fostering a culture of belonging a priority. Our organizational values reinforce this commitment as we work to model the leadership we seek, solve problems together, and take care of one another, to name a few.
THE ROLE
This is a senior executive position at Unite America. The role has high accountability, will report directly to the Executive Director, and will serve as an integral member of the executive team helping to drive the mission, values, and performance of the organization.
This is an opportunity for a hardworking and mission-driven individual to work alongside a talented team of political reformers. The position is based in Denver, Colorado (though remote opportunities exist for exceptional candidates) and is a full-time role with full benefits.
RESPONSIBILITIES
Serve as a strategic partner to the Executive Director and the rest of the executive team to develop, communicate, and execute a holistic people strategy.
Support Unite America’s mission through talent acquisition, development, and management, including implementing long-range strategic talent management objectives.
Design and implement learning and professional development programs and staff retreats to engage, motivate, and empower employees – unlocking their potential and helping them grow in their careers.
Support and develop managers, equipping them with standardized frameworks (e.g. The Five Dysfunctions of a Team ) and utilizing best practices in leadership excellence.
Identify key performance indicators for the organization's human resource and talent management functions; assess the organization's success and market competitiveness based on these metrics.
Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs.
Identify and implement new Human Resource processes, technologies, and systems to improve and streamline organizational processes and use of staff time and financial resources.
Collaborate with departmental and executive leadership to draft and implement the organization's staffing and operations budgets.
Ensure that departmental decisions and project plans such as those for staffing, professional development, organizational structure, hardware acquisitions, and facilities are in line with the organization’s objectives and long-term strategy.
Promote Diversity, Equity, Inclusion, and Belonging (DEIB) practices throughout the employee lifecycle, ensuring awareness and appreciation of underrepresented perspectives and training on equitable processes.
Manage three full-time staff as well as multiple contractors and vendors responsible for finance and accounting, legal and compliance, information technology, facilities management, and various other operationally-related accountabilities.
Ensure compliance with employment, benefits, insurance, safety, and other applicable federal, state, and local laws, regulations, and requirements; maintain knowledge of best practices in employment law; consult with Unite America’s legal counsel when needed.
Think one step ahead in regards to legal liability, risk management, threats to the organization, etc.
Requirements
WHO WE’RE LOOKING FOR
You are a highly agile team player with the ability to effectively lead a critical department and expansive functional area at Unite America, while independently overseeing a broad range of accountabilities in support of the entire organization. You are highly organized, communicative, and poised, especially in a fast-paced, often remote, and demanding environment. You value authenticity and humility, and you embody the axiom that culture eats strategy for breakfast . You excel working in a mission-driven, nonpartisan organization alongside Democrats, Republicans, and independents.
REQUIRED QUALIFICATIONS
You possess a strong desire to fix a broken political system and passion for our cause.
You have 12+ years of relevant work experience (e.g. Human Resources, operations, talent management, recruiting, etc.) and 6+ years of direct supervision experience.
You enjoy coaching, mentoring, and developing people; helping your colleagues become the best version of themselves matters to you.
You possess exceptional interpersonal and conflict resolution skills, and, when necessary, you’re willing to have hard conversations with subordinates, peers, and superiors alike.
You are a clear, concise, and effective communicator when writing to and speaking with colleagues and external stakeholders.
You possess a working knowledge of applicant tracking and HRIS systems, as well as best practices in interview techniques and applicant screening.
You have an all hands on deck, team-first mentality and believe no task is beneath you; you are a true servant leader.
You have an exceptionally high standard of professionalism and personal integrity.
You have experience developing a strong program of professional development for staff.
You have experience using best practices in assessing job performance.
You are familiar with employment laws and regulations (or are willing to learn fast), especially in Colorado.
PREFERRED QUALIFICATIONS
You are familiar with the landscape of organizations, parties, and interest groups in the U.S. political system.
You have helped to grow and then lead or help manage a team or organization of 20-40+ employees.
You have experience managing both in-person and remote teams.
You are proficient using LinkedIn Recruiter.
Benefits
THE PERKS
Competitive Compensation (est. $150k - $180k)
401(k) Plan (with up to a 3% employer contribution match)
Health Care Plan (medical, dental, and vision)
Unlimited Paid Time Off (vacation, sick days, and public holidays)
Family Leave (maternity, paternity, and adoption)
Training & Professional Development
Wellness Resources
Expense Reimbursements (up to $100 per month for daily transit, parking, and/or home office expenses)
Two days a week of remote/flex work permitted
Opportunity to join an inclusive, vibrant, and diverse team
Ability to live and work in one of the best large cities in America (Denver, CO)
The U.S. Fish and Wildlife Service is the premier government agency dedicated to the conservation, protection, and enhancement of fish, wildlife and plants, and their habitats. We are the only agency in the federal government whose primary responsibility is the management of these important natural resources for the American public. The Service also helps ensure a healthy environment for people through its work benefiting wildlife, and by providing opportunities for Americans to enjoy the outdoors and our shared natural heritage.
Most of our mission critical positions are in the environmental science and require a college degree, with several having specific academic credit requirements. Common majors include Biology, Botany, Fisheries and Wildlife Management, Forestry, Natural Resource Management, Park and Recreation Management, Environmental Science, Education. Our professional administrative positions are highly competitive among candidates with degrees in Human Resource Management, Facilities Management, Public Administration, Business Management, and Law Enforcement.
To view and apply for our opportunities, please click on the "Apply To" link below. Positions are located at our field offices throughout the United States and its territories. If you have a question about a specific position vacancy, please contact the Human Resources point of contact listed on that specific announcement.
Thank you for your interest in the U.S. Fish & Wildlife Service, and good luck in your career endeavors.
Apr 26, 2022
Full time
The U.S. Fish and Wildlife Service is the premier government agency dedicated to the conservation, protection, and enhancement of fish, wildlife and plants, and their habitats. We are the only agency in the federal government whose primary responsibility is the management of these important natural resources for the American public. The Service also helps ensure a healthy environment for people through its work benefiting wildlife, and by providing opportunities for Americans to enjoy the outdoors and our shared natural heritage.
Most of our mission critical positions are in the environmental science and require a college degree, with several having specific academic credit requirements. Common majors include Biology, Botany, Fisheries and Wildlife Management, Forestry, Natural Resource Management, Park and Recreation Management, Environmental Science, Education. Our professional administrative positions are highly competitive among candidates with degrees in Human Resource Management, Facilities Management, Public Administration, Business Management, and Law Enforcement.
To view and apply for our opportunities, please click on the "Apply To" link below. Positions are located at our field offices throughout the United States and its territories. If you have a question about a specific position vacancy, please contact the Human Resources point of contact listed on that specific announcement.
Thank you for your interest in the U.S. Fish & Wildlife Service, and good luck in your career endeavors.
Harvard University
Cambridge, Massachusetts, United States, 02138
Harvard University Associate Director for Human Resources Harvard Graduate School of Education 57944BR Position Description The Associate Director of Human Resources will be part of a forward thinking, high-performing committed team of colleagues providing a broad range of HR services with a focus on service excellence, developing creative solutions, flexibility, and innovation for our staff and student worker communities. Reporting to the Associate Dean for Human Resources, the Associate Director will be responsible for providing expert, innovative, pro-active, strategic, accurate, and timely human resources services to a portfolio of key customers including staff working in administrative and research positions, faculty engaged in research, prospective employees, and the broader HGSE and Harvard communities. As with all HGSE Human Resources team members, all activities are carried out with a lens of diversity, equity, inclusion and belonging.
Expertly counsels and advises on complex labor and employee relations and conflict management/resolution, organizational design and staffing structures, FMLA/ ADA, FLSA determination and compensation models, career development, compliance, and training.
Strategically develops, evaluates, and advises on creative options and solutions; makes recommendations for approaches and alternatives; develops and analyzes HR metrics and other data to inform decision making.
Expertly interprets and communicates policies.
Possesses deep knowledgeable of employment law and Harvard's union and non-union policies in providing expert level advice to employees and managers.
Partners with the Associate Dean and other colleagues to share responsibility for the office a needed including annual processes, operations, payroll, and HR systems.
The Associate Director will have leadership responsibility for the policies, practices, and metrics related to all leaves at HGSE. Develops, implements, and communicates process improvements for leaves management for HGSE team members. Ensures compliance with all university and school-wide processes to ensure leaves are managed and communicated appropriately. Serves as the HGSE leaves expert and represents the school at the University level sharing relevant information as needed while working closely with two HR Coordinators to manage the leave processes.
Serves as the HGSE Human Resources expert for contingent workforce planning and implementation. Reviews, analyzes, and recommends long term strategy on managing/moving contingent workforce to the managed service provider (MSP), including all change management issues and communications.
Develops the strategy and leads the HGSE reward and recognition program, partnering closely with the Dean's Office to honor and recognize HGSE employees at events. Represents HGSE at the University for Harvard Heroes and manages and implements at HGSE. Conceives and leads continual process improvement initiatives related to employee recognition.
Identifies, develops, and executes relevant HR programming to support the HGSE community.
Partners with the Director and Associate Director for Talent Acquisition on the development and implementation of progressive leading edge HR services.
Provides recruitment services to select departments and serves as the backup for the Associate Director for Talent Acquisition, the Director for HR Operations, and the Associate Dean as needed.
Serves as a mentor to HR Coordinators in the office and provides opportunity for career development and growth.
Serves on school-wide and University committees as opportunities arise.
Basic Qualifications
Bachelor's degree or equivalent work experience required
Minimum of 8 years' relevant HR experience
Additional Qualifications and Skills
Any candidate wishing to be considered must supply a cover letter in addition to their resume.
Previous human resources experience in a teaching and research environment is strongly preferred.
Demonstrated ability to be strategic and integrate the big picture into day-to-day HR advice, decisions, and approaches.
Demonstrated ability to quickly learn the needs of a broad range of business units and individuals required.
Solutions-oriented and flexible with a creative approach to problem solving.
Strong negotiating and influencing skills and the ability to conduct difficult/sensitive conversations successfully.
Demonstrated ability to maintain strict confidentiality.
Advanced knowledge of employment and labor laws/regulations.
Experience in unionized environments preferred.
Demonstrated ability to provide customer service excellence in a "high touch" diverse environment.
Strong ability in building relationships across all levels of an organization
Analytical skills and ability to think strategically and creatively to anticipate and solve problems.
Excellent oral/written/presentation skills.
Adaptability/flexibility to meet frequently changing needs.
Highly detail-oriented team player.
Strong Microsoft Office skills.
SPHR/PHR and/or advanced coursework in field preferred.
Working Conditions The position is located on the Cambridge, MA campus. Successful candidate will have the opportunity to work a hybrid schedule with some days on campus and some days off campus if desired. Details will be discussed with those invited to interview. Successful candidate must live and work in a Harvard registered state (MA, NH, ME, CT, RI, VT, MD, and NY) with the ability to travel to campus weekly. The University requires all Harvard community members to be fully vaccinated against COVID-19 and remain up to date with COVID-19 vaccine boosters, as detailed in Harvard's Vaccine & Booster Requirements . Individuals may claim exemption from the vaccine requirement for medical or religious reasons. More information regarding the University's COVID vaccination requirement, exemptions, and verification of vaccination status may be found at the University's "COVID-19 Vaccine Information" webpage: http://www.harvard.edu/coronavirus/covid-19-vaccine-information/ . We regret that the Harvard Graduate School of Education does not provide Visa sponsorship. Commitment to Equity, Diversity, Inclusion, and Belonging Harvard University views equity, diversity, inclusion, and belonging as the pathway to achieving inclusive excellence and fostering a campus culture where everyone can thrive. We strive to create a community that draws upon the widest possible pool of talent to unify excellence and diversity while fully embracing individuals from varied backgrounds, cultures, races, identities, life experiences, perspectives, beliefs, and values. Job Function Human Resources Sub Unit ------------ Location USA - MA - Cambridge Department Human Resources Time Status Full-time Union 00 - Non Union, Exempt or Temporary Pre-Employment Screening Identity Commitment to Equity, Diversity, Inclusion, and Belonging Harvard University views equity, diversity, inclusion, and belonging as the pathway to achieving inclusive excellence and fostering a campus culture where everyone can thrive. We strive to create a community that draws upon the widest possible pool of talent to unify excellence and diversity while fully embracing individuals from varied backgrounds, cultures, races, identities, life experiences, perspectives, beliefs, and values. EEO Statement We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, gender identity, sexual orientation, pregnancy and pregnancy-related conditions, or any other characteristic protected by law. Apply Here: https://www.click2apply.net/p75n18h5o4nnMCgzOIN4X2 PI174928296
Apr 22, 2022
Full time
Harvard University Associate Director for Human Resources Harvard Graduate School of Education 57944BR Position Description The Associate Director of Human Resources will be part of a forward thinking, high-performing committed team of colleagues providing a broad range of HR services with a focus on service excellence, developing creative solutions, flexibility, and innovation for our staff and student worker communities. Reporting to the Associate Dean for Human Resources, the Associate Director will be responsible for providing expert, innovative, pro-active, strategic, accurate, and timely human resources services to a portfolio of key customers including staff working in administrative and research positions, faculty engaged in research, prospective employees, and the broader HGSE and Harvard communities. As with all HGSE Human Resources team members, all activities are carried out with a lens of diversity, equity, inclusion and belonging.
Expertly counsels and advises on complex labor and employee relations and conflict management/resolution, organizational design and staffing structures, FMLA/ ADA, FLSA determination and compensation models, career development, compliance, and training.
Strategically develops, evaluates, and advises on creative options and solutions; makes recommendations for approaches and alternatives; develops and analyzes HR metrics and other data to inform decision making.
Expertly interprets and communicates policies.
Possesses deep knowledgeable of employment law and Harvard's union and non-union policies in providing expert level advice to employees and managers.
Partners with the Associate Dean and other colleagues to share responsibility for the office a needed including annual processes, operations, payroll, and HR systems.
The Associate Director will have leadership responsibility for the policies, practices, and metrics related to all leaves at HGSE. Develops, implements, and communicates process improvements for leaves management for HGSE team members. Ensures compliance with all university and school-wide processes to ensure leaves are managed and communicated appropriately. Serves as the HGSE leaves expert and represents the school at the University level sharing relevant information as needed while working closely with two HR Coordinators to manage the leave processes.
Serves as the HGSE Human Resources expert for contingent workforce planning and implementation. Reviews, analyzes, and recommends long term strategy on managing/moving contingent workforce to the managed service provider (MSP), including all change management issues and communications.
Develops the strategy and leads the HGSE reward and recognition program, partnering closely with the Dean's Office to honor and recognize HGSE employees at events. Represents HGSE at the University for Harvard Heroes and manages and implements at HGSE. Conceives and leads continual process improvement initiatives related to employee recognition.
Identifies, develops, and executes relevant HR programming to support the HGSE community.
Partners with the Director and Associate Director for Talent Acquisition on the development and implementation of progressive leading edge HR services.
Provides recruitment services to select departments and serves as the backup for the Associate Director for Talent Acquisition, the Director for HR Operations, and the Associate Dean as needed.
Serves as a mentor to HR Coordinators in the office and provides opportunity for career development and growth.
Serves on school-wide and University committees as opportunities arise.
Basic Qualifications
Bachelor's degree or equivalent work experience required
Minimum of 8 years' relevant HR experience
Additional Qualifications and Skills
Any candidate wishing to be considered must supply a cover letter in addition to their resume.
Previous human resources experience in a teaching and research environment is strongly preferred.
Demonstrated ability to be strategic and integrate the big picture into day-to-day HR advice, decisions, and approaches.
Demonstrated ability to quickly learn the needs of a broad range of business units and individuals required.
Solutions-oriented and flexible with a creative approach to problem solving.
Strong negotiating and influencing skills and the ability to conduct difficult/sensitive conversations successfully.
Demonstrated ability to maintain strict confidentiality.
Advanced knowledge of employment and labor laws/regulations.
Experience in unionized environments preferred.
Demonstrated ability to provide customer service excellence in a "high touch" diverse environment.
Strong ability in building relationships across all levels of an organization
Analytical skills and ability to think strategically and creatively to anticipate and solve problems.
Excellent oral/written/presentation skills.
Adaptability/flexibility to meet frequently changing needs.
Highly detail-oriented team player.
Strong Microsoft Office skills.
SPHR/PHR and/or advanced coursework in field preferred.
Working Conditions The position is located on the Cambridge, MA campus. Successful candidate will have the opportunity to work a hybrid schedule with some days on campus and some days off campus if desired. Details will be discussed with those invited to interview. Successful candidate must live and work in a Harvard registered state (MA, NH, ME, CT, RI, VT, MD, and NY) with the ability to travel to campus weekly. The University requires all Harvard community members to be fully vaccinated against COVID-19 and remain up to date with COVID-19 vaccine boosters, as detailed in Harvard's Vaccine & Booster Requirements . Individuals may claim exemption from the vaccine requirement for medical or religious reasons. More information regarding the University's COVID vaccination requirement, exemptions, and verification of vaccination status may be found at the University's "COVID-19 Vaccine Information" webpage: http://www.harvard.edu/coronavirus/covid-19-vaccine-information/ . We regret that the Harvard Graduate School of Education does not provide Visa sponsorship. Commitment to Equity, Diversity, Inclusion, and Belonging Harvard University views equity, diversity, inclusion, and belonging as the pathway to achieving inclusive excellence and fostering a campus culture where everyone can thrive. We strive to create a community that draws upon the widest possible pool of talent to unify excellence and diversity while fully embracing individuals from varied backgrounds, cultures, races, identities, life experiences, perspectives, beliefs, and values. Job Function Human Resources Sub Unit ------------ Location USA - MA - Cambridge Department Human Resources Time Status Full-time Union 00 - Non Union, Exempt or Temporary Pre-Employment Screening Identity Commitment to Equity, Diversity, Inclusion, and Belonging Harvard University views equity, diversity, inclusion, and belonging as the pathway to achieving inclusive excellence and fostering a campus culture where everyone can thrive. We strive to create a community that draws upon the widest possible pool of talent to unify excellence and diversity while fully embracing individuals from varied backgrounds, cultures, races, identities, life experiences, perspectives, beliefs, and values. EEO Statement We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, gender identity, sexual orientation, pregnancy and pregnancy-related conditions, or any other characteristic protected by law. Apply Here: https://www.click2apply.net/p75n18h5o4nnMCgzOIN4X2 PI174928296
Reporting into the Executive Director of Human Resources, the Human Resources Generalist (HRG) role is responsible for leading Talent Acquisition and partnering with hiring managers ensuring that job openings are filled with an emphasis on improving diversity at KQED. The HRG leads the recruiting and onboarding of employee and will serve as a knowledgeable resource on behalf of the Human Resources Department in a variety of areas including benefits and compensation.
One of our core values at KQED is that we are better together, and that we commit to learning, growth, and holding ourselves accountable. We value the contributions of marginalized people in society — including Black, Indigenous, and all people of color, people with disabilities, and LGBTQIA+ people — and we believe that these communities must be centered in the work we do, and we strongly encourage members of these communities to apply.
This role will work hybrid between working in KQED's newly renovated headquarters and working remotely. KQED requires employees to be fully vaccinated against COVID-19, or to provide documentation of a need for exemption.
Essential Functions:
Manages and oversees full-cycle recruiting for positions ensuring a qualified and diverse candidate pool
Oversees HR Admin Assistant on interview scheduling/coordinator, candidate outreach, and onboarding processes including reference and background checks
Conducts recruitment strategy meetings with hiring managers to develop a specific recruitment action plan and follows through with recruiting plan making adjustments as necessary to ensure that the position is filled timely
Partners with managers/leaders to build a stronger team and solve HR challenges they may be facing
Develops relationships with colleges and external hiring partners in our market and potentially beyond to advertise KQED’s job postings to new and diverse applicants
Leads onboarding for new employees including orientation and engagement with their team
Manages Applicant Tracking System back-end workflows and reporting, continuously suggesting and implementing process improvements
Attends career and networking fairs (Virtual or Onsite) to promote KQED internships and identify potential candidates, and implements ongoing improvements to the overall KQED internship program
Works with managers as needed to develop revise and edit job descriptions
Collaborates with Human Resources staff to promote strong company culture and unified HR strategy
Provides data and reporting on Talent Acquisition through JazzHR and Dayforce and uses data-driven insights to influence KQED’s recruiting strategy
Completes mandatory FCC reporting as required
Knowledge/Experience Required:
3+ years of experience in a recruiting or talent acquisition function
2+ years of experience in managing multiple internal clients, and providing strong consultative skills throughout the search process and with other HR concerns
Previous working experience with Applicant Tracking Systems (i.e. JazzHR)
Knowledge and experience in a wide range of current recruiting policies, practices, and trends and the ability to grasp new technologies.
Ability to work in a team environment,
Self-directed and highly motivated with a strong sense of urgency.
Must have general HR knowledge
Strong customer service orientation
Extreme attention to detail
Strong problem solving and critical thinking skills
Excellent written and oral communication skills and strong organizational, project management and interpersonal skills required
Ability to communicate effectively with KQED staff as well as applicants and the general public. Tact, diplomacy and confidentiality a must
Excellent skills with the Microsoft Office Suite of products including: MS Word, Excel and PowerPoint as well as database packages
Let us tell you more about our benefits:
Whether you’re single, married, have children, are in a domestic partnership or anything in between, we have you covered. Employees at KQED enjoy a family-friendly workplace offering paid time off, paid holidays, paid parental leave, family medical leave benefits, comprehensive health/vision/dental and commuter benefits as well as a 403(b) plan. KQED encourages diversity, openness and offers training to support personal and professional development. In addition, we are proud to offer Employee Resource Groups, wellness programs as well as free KQED membership.
The mission that drives us:
KQED is for everyone who wants to be more.
Our television, radio, digital media, and educational services change lives for the better and help individuals and communities achieve their full potential.
KQED serves the people of Northern California with a community-supported alternative to commercial media.
We provide people with the knowledge they need to make informed decisions; convene community dialogue; bring the arts to everyone and engage audiences to share their stories. We help students and teachers thrive in 21st-century classrooms, and take people of all ages on journeys of exploration- exposing them to new people, places and ideas.
Apr 21, 2022
Full time
Reporting into the Executive Director of Human Resources, the Human Resources Generalist (HRG) role is responsible for leading Talent Acquisition and partnering with hiring managers ensuring that job openings are filled with an emphasis on improving diversity at KQED. The HRG leads the recruiting and onboarding of employee and will serve as a knowledgeable resource on behalf of the Human Resources Department in a variety of areas including benefits and compensation.
One of our core values at KQED is that we are better together, and that we commit to learning, growth, and holding ourselves accountable. We value the contributions of marginalized people in society — including Black, Indigenous, and all people of color, people with disabilities, and LGBTQIA+ people — and we believe that these communities must be centered in the work we do, and we strongly encourage members of these communities to apply.
This role will work hybrid between working in KQED's newly renovated headquarters and working remotely. KQED requires employees to be fully vaccinated against COVID-19, or to provide documentation of a need for exemption.
Essential Functions:
Manages and oversees full-cycle recruiting for positions ensuring a qualified and diverse candidate pool
Oversees HR Admin Assistant on interview scheduling/coordinator, candidate outreach, and onboarding processes including reference and background checks
Conducts recruitment strategy meetings with hiring managers to develop a specific recruitment action plan and follows through with recruiting plan making adjustments as necessary to ensure that the position is filled timely
Partners with managers/leaders to build a stronger team and solve HR challenges they may be facing
Develops relationships with colleges and external hiring partners in our market and potentially beyond to advertise KQED’s job postings to new and diverse applicants
Leads onboarding for new employees including orientation and engagement with their team
Manages Applicant Tracking System back-end workflows and reporting, continuously suggesting and implementing process improvements
Attends career and networking fairs (Virtual or Onsite) to promote KQED internships and identify potential candidates, and implements ongoing improvements to the overall KQED internship program
Works with managers as needed to develop revise and edit job descriptions
Collaborates with Human Resources staff to promote strong company culture and unified HR strategy
Provides data and reporting on Talent Acquisition through JazzHR and Dayforce and uses data-driven insights to influence KQED’s recruiting strategy
Completes mandatory FCC reporting as required
Knowledge/Experience Required:
3+ years of experience in a recruiting or talent acquisition function
2+ years of experience in managing multiple internal clients, and providing strong consultative skills throughout the search process and with other HR concerns
Previous working experience with Applicant Tracking Systems (i.e. JazzHR)
Knowledge and experience in a wide range of current recruiting policies, practices, and trends and the ability to grasp new technologies.
Ability to work in a team environment,
Self-directed and highly motivated with a strong sense of urgency.
Must have general HR knowledge
Strong customer service orientation
Extreme attention to detail
Strong problem solving and critical thinking skills
Excellent written and oral communication skills and strong organizational, project management and interpersonal skills required
Ability to communicate effectively with KQED staff as well as applicants and the general public. Tact, diplomacy and confidentiality a must
Excellent skills with the Microsoft Office Suite of products including: MS Word, Excel and PowerPoint as well as database packages
Let us tell you more about our benefits:
Whether you’re single, married, have children, are in a domestic partnership or anything in between, we have you covered. Employees at KQED enjoy a family-friendly workplace offering paid time off, paid holidays, paid parental leave, family medical leave benefits, comprehensive health/vision/dental and commuter benefits as well as a 403(b) plan. KQED encourages diversity, openness and offers training to support personal and professional development. In addition, we are proud to offer Employee Resource Groups, wellness programs as well as free KQED membership.
The mission that drives us:
KQED is for everyone who wants to be more.
Our television, radio, digital media, and educational services change lives for the better and help individuals and communities achieve their full potential.
KQED serves the people of Northern California with a community-supported alternative to commercial media.
We provide people with the knowledge they need to make informed decisions; convene community dialogue; bring the arts to everyone and engage audiences to share their stories. We help students and teachers thrive in 21st-century classrooms, and take people of all ages on journeys of exploration- exposing them to new people, places and ideas.
This role has been designated as ‘Edge’, which means you will primarily work outside of an HPE office .
Job Description:
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
This HR Business Partner II role will partner will work within the High Performance Compute, AI, and Labs HR team to support shared people initiatives, while supporting people leaders to achieve their talent goals. This role will have high impact on the business, supporting our requisition management, recognition, and engagement programs. This HRBP will support and learn from the Sr. HRBPs on the team to help support executives.
At HPE, the HRBP acts as a consultant and partner to HPE High Performance Compute, Artificial Intelligence, and Labs Business Unit. They are responsible for shared operations of the HRBP team, including requisition management and recognition programs. They partner with Sr HRBPs to drive the people strategy and organizational design, and the process of transformation, talent management, and workforce planning. They lead change initiatives and implement specific HR strategies to achieve organization goals and objectives. Additionally, they align performance management and reward systems to drive and reinforce desired behaviors. They ensure HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures. They balance corporate, function, geographic and business needs in deploying HR programs to the business unit. Finally, they collaborate with HR program/policy/process owners to deliver effective HR programs.
Responsibilities:
Provides support to HR programs and initiatives within a business or function. May interface with managers on HR processes and policies.
Identifies complex issues and assists HR management with solution development.
Supports business HR by compiling and synthesizing relevant data, and develops reports that meet business needs.
Utilizes tools and designs solutions to improve effectiveness. Conducts the quantitative and qualitative analyses of financial and workforce data to support HR programs and initiatives.
Provides operational support to project teams on key HR transformational initiatives.
Develops a broad understanding of the full spectrum of HR programs and a working knowledge of the business.
Education and Experience Required:
First level university degree recommended or equivalent experience.
Masters Degree or MBA in Industrial/Organizational Psychology, Labor Relations, or Human Resources Management preferred.
Typically 2-4 years of experience in an HR function and/or a generalist role.
Knowledge and Skills:
Solid written and verbal skills.
Solid quantitative and qualitative analytical skills, including competency in financial analysis.
Data management experience preferred.
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Job:
Human Resources
Job Level:
Intermediate
Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.
Apr 20, 2022
Full time
This role has been designated as ‘Edge’, which means you will primarily work outside of an HPE office .
Job Description:
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
This HR Business Partner II role will partner will work within the High Performance Compute, AI, and Labs HR team to support shared people initiatives, while supporting people leaders to achieve their talent goals. This role will have high impact on the business, supporting our requisition management, recognition, and engagement programs. This HRBP will support and learn from the Sr. HRBPs on the team to help support executives.
At HPE, the HRBP acts as a consultant and partner to HPE High Performance Compute, Artificial Intelligence, and Labs Business Unit. They are responsible for shared operations of the HRBP team, including requisition management and recognition programs. They partner with Sr HRBPs to drive the people strategy and organizational design, and the process of transformation, talent management, and workforce planning. They lead change initiatives and implement specific HR strategies to achieve organization goals and objectives. Additionally, they align performance management and reward systems to drive and reinforce desired behaviors. They ensure HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures. They balance corporate, function, geographic and business needs in deploying HR programs to the business unit. Finally, they collaborate with HR program/policy/process owners to deliver effective HR programs.
Responsibilities:
Provides support to HR programs and initiatives within a business or function. May interface with managers on HR processes and policies.
Identifies complex issues and assists HR management with solution development.
Supports business HR by compiling and synthesizing relevant data, and develops reports that meet business needs.
Utilizes tools and designs solutions to improve effectiveness. Conducts the quantitative and qualitative analyses of financial and workforce data to support HR programs and initiatives.
Provides operational support to project teams on key HR transformational initiatives.
Develops a broad understanding of the full spectrum of HR programs and a working knowledge of the business.
Education and Experience Required:
First level university degree recommended or equivalent experience.
Masters Degree or MBA in Industrial/Organizational Psychology, Labor Relations, or Human Resources Management preferred.
Typically 2-4 years of experience in an HR function and/or a generalist role.
Knowledge and Skills:
Solid written and verbal skills.
Solid quantitative and qualitative analytical skills, including competency in financial analysis.
Data management experience preferred.
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Job:
Human Resources
Job Level:
Intermediate
Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.
This role has been designated as ‘Edge’, which means you will primarily work outside of an HPE office .
Job Description:
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The HR Business Partner acts as a strategic HR business consultant and partner to leaders within the North America Sales geography. They drive the people strategies and organizational design, as well as the process of transformation, talent management, and workforce planning. The lead change initiatives and implement specific HR strategies to achieve organization goals and objectives. Additionally, they align performance management and reward systems to drive and reinforce desired behaviors. They ensure HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures. Balances corporate, function, geographic and business needs in deploying HR programs to the business unit. They collaborate with HR program/policy/process owners to deliver effective HR programs.
Responsibilities:
Represents the full spectrum of HR functions, programs, and processes within a global business or function. Establishes and maintains relationships with top management (typically L2 or L3) in order to drive the execution of HR programs.
Responsible for designing an organization that effectively implements HR programs and processes.
Develops the change management strategy within the business to support the implementation of HR programs and initiatives.
Leads the HR programs and processes within the business or function. Assesses HR implications of the business strategy, identifies opportunities to further meet business needs, and designs solutions.
Represents the business or functional organization to the rest of the HR community. Collaborates on design of enterprise-wide programs and initiatives by providing an organization-specific perspective.
Evaluates proposed HR programs to determine organization-wide viability. Will act as the senior adviser inside the organization during the implementation phase.
Collaborates with senior colleagues in the centers of expertise in order to apply sufficient HR resources to meet the business needs.
Coaches senior leadership within the business or function on issues that impact HR.
Education and Experience Required:
Time supporting GTM/Sales organization
First level university degree; advanced university degree preferred.
Typically 10+ years of experience in a diverse range of HR functions desired.
Demonstrated experience driving organizational change initiatives, developing workforce plans, and influencing business managers.
Experience partnering with managers to deliver HR solutions is required.
Knowledge and Skills:
Excellent written and verbal skills.
Intimate business knowledge; Understands financials and business model dynamics.
Excellent program management and process development skills.
Excellent relationship management skills.
Excellent quantitative and qualitative analytical skills, including competency in financial analysis.
Strong leadership and influence skills.
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Job:
Human Resources
Job Level:
Master
Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.
Apr 20, 2022
Full time
This role has been designated as ‘Edge’, which means you will primarily work outside of an HPE office .
Job Description:
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The HR Business Partner acts as a strategic HR business consultant and partner to leaders within the North America Sales geography. They drive the people strategies and organizational design, as well as the process of transformation, talent management, and workforce planning. The lead change initiatives and implement specific HR strategies to achieve organization goals and objectives. Additionally, they align performance management and reward systems to drive and reinforce desired behaviors. They ensure HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures. Balances corporate, function, geographic and business needs in deploying HR programs to the business unit. They collaborate with HR program/policy/process owners to deliver effective HR programs.
Responsibilities:
Represents the full spectrum of HR functions, programs, and processes within a global business or function. Establishes and maintains relationships with top management (typically L2 or L3) in order to drive the execution of HR programs.
Responsible for designing an organization that effectively implements HR programs and processes.
Develops the change management strategy within the business to support the implementation of HR programs and initiatives.
Leads the HR programs and processes within the business or function. Assesses HR implications of the business strategy, identifies opportunities to further meet business needs, and designs solutions.
Represents the business or functional organization to the rest of the HR community. Collaborates on design of enterprise-wide programs and initiatives by providing an organization-specific perspective.
Evaluates proposed HR programs to determine organization-wide viability. Will act as the senior adviser inside the organization during the implementation phase.
Collaborates with senior colleagues in the centers of expertise in order to apply sufficient HR resources to meet the business needs.
Coaches senior leadership within the business or function on issues that impact HR.
Education and Experience Required:
Time supporting GTM/Sales organization
First level university degree; advanced university degree preferred.
Typically 10+ years of experience in a diverse range of HR functions desired.
Demonstrated experience driving organizational change initiatives, developing workforce plans, and influencing business managers.
Experience partnering with managers to deliver HR solutions is required.
Knowledge and Skills:
Excellent written and verbal skills.
Intimate business knowledge; Understands financials and business model dynamics.
Excellent program management and process development skills.
Excellent relationship management skills.
Excellent quantitative and qualitative analytical skills, including competency in financial analysis.
Strong leadership and influence skills.
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Job:
Human Resources
Job Level:
Master
Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.
WHO WE ARE
The Humane League (THL) is a global nonprofit ending the abuse of animals raised for food. THL fosters a high-energy culture of teamwork and mission-driven problem solving, and we have earned recognition as Top Charity from Animal Charity Evaluators for all of their rating periods. Over the past few years, we’ve grown to a staff of 90+ talented individuals dispersed across the country and around the world.
YOUR OPPORTUNITY
As Senior Director of People Operations, you will help support our team and drive operational excellence, efficiency and performance. Your role will partner with cross functional teams from Legal, Finance, Tech, Communications and external Business Partners. You will leverage your broad HR experience in systems and project management to continuously improve our policies, procedures and operations.
You will manage our growing People Operations team and help design and drive our people programs, processes, systems, and tools to ensure scalability and efficiency. You are super process-oriented, love to inspire change within an organization, and thrive in a fast-paced environment. The Humane League’s People Operations team is dedicated to creating and delivering an exceptional employee experience at every stage of the employee lifecycle efficiently and seamlessly. We strive to remove barriers and provide the tools needed to help our team develop and thrive. We’ve built an organizational culture that is unparalleled and we’re dedicated to elevating our own bar of excellence. This position reports directly to the Senior Vice President of Operations.
This is a full-time, remote position. This position requires domestic travel, this is equivalent to approximately 2-4 trips per year.
CORE RESPONSIBILITIES
Hire and manage a growing team accountable for the global employee experience throughout the employee lifecycle (recruiting, onboarding, employee engagement, employee relations, transfers, performance cycles, benefits, compensation, leaves of absence and offboarding). Provide vision and role clarity, leadership, coaching, training, and accountability. Our People Operations team also acts as the first point of contact for HR-related concerns for both employees and managers.
Continuously model anti-racism in leadership and embrace THL’s commitments to diversity, equity, inclusion and belonging; and through leadership promote an ongoing learning and evolution in anti-racism and equitable practices throughout the organization.
Define and execute the organization's people, culture, and operations strategy that aligns with the organization’s values, mission, DEI vision, and long-term strategic objectives.
Actively contribute to the organizational design and operational planning to continuously inspire org-wide engagement, sustained organizational health, and a positive, people-focused culture.
Implement the best methodologies, tools, systems, and processes required to run our people and talent functions with a focus on diversity, inclusion, and equity while providing real-time transparent evaluations and ensuring alignment to our objectives.
Counsel and coach THL leadership and management on all people and culture matters to ensure we are thinking about our needs in an open-minded, inclusive way that will build and sustain a healthy and diverse organization.
Own HR compliance and assess readiness in close partnership with legal and finance on everything from EEO filings, 5500s, wage and hour laws, ADA, FMLA, etc.
Oversee and improve organization-wide performance management programs, professional development, feedback, employee relations, promotion, and compensation cycles, as well as other critical people programs.
Recognize and anticipate gaps, opportunities, and challenges as they relate to operations and administrative systems; generating ideas, innovative solutions, and strategies to drive transformational organization-wide collaboration and deepening impact.
Train team members on new technology and process updates to ensure competency in our HRIS and HR related processes as well as policy and program compliance.
Utilize metrics as a tool. Manage the development of the HR reporting and analytics function to support effective decision making and establishing business needs. Develop key operational metrics and dashboards for the team and monitor key performance metric scores.
Manage the team’s budget and spending.
Ensure that all operational decisions are supported by sound business practices and systems, and in alignment with THL’s commitment to diversity, equity, inclusion, belonging and anti-racism.
Other duties as assigned.
The ideal candidate will possess most, if not all the following qualities, skills, and characteristics:
You are a skilled and passionate people operations leader with 10+ years of relevant experience in people operations, talent or a progressive HR role, with a minimum of 4 years management experience. You have a professional certification (SHRM-CP or PHR), or willingness to obtain it.
You can demonstrate your ability to define and execute the organization’s talent, people, and cultural needs and have relevant experience across all of the core people functions - talent, HR operations, and culture.
Experience leading, empowering, and supporting Black, Indigenous, and people of the global majority.
You are committed to a diverse and inclusive approach with a developed multicultural competence.
You have the experience to implement effective tools, processes, and behaviors to build a unique human-centered and value-based experience for everyone.
You have and can operate as a counselor, coach and strategic advisor on all people operations matters and their impact on the organization’s strategic and cultural goals.
You have a high-proficiency using contemporary office software applications and people software platforms including applicant tracking systems (like Greenhouse) and HRIS systems (like Namely and Rippling). You have a demonstrated ability to learn new software quickly.
You have excellent oral and written communication and analytical skills.
Your work style is collaborative, solution-focused and you are a team player with low-ego.
You have a demonstrated ability to manage through ambiguity and contending priorities.
You lead with your can-do, make it happen attitude.
Starting salary $103,100 or salary to commensurate with experience.
Employees enjoy full medical coverage, optional dental and vision packages, a 401(k) retirement plan, optional pet savings plans, working from home, up to 12 weeks of paid parental leave for eligible employees, paid holidays, flexible vacation time, professional development, and the supportive environment at The Humane League!
At The Humane League (THL), animal welfare is at the forefront of our everyday work. As such, many of our staff are vegan by personal choice, and all of our THL-hosted events offer fully vegan menus. We welcome all mission-aligned candidates to apply, no matter where you are in your journey to end the abuse of animals raised for food.
The Humane League is committed to creating a diverse environment and is proud to be an equal opportunity employer. Women, people of color, people with disabilities, and veterans are strongly encouraged to apply. In compliance with laws and in furtherance of our commitment to fostering an environment that welcomes and embraces diversity, all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, disability, age, or veteran status.
The Humane League is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please email People Operations (rhw@thehumaneleague.org) and let us know the nature of your request and your contact information.
Apr 15, 2022
Full time
WHO WE ARE
The Humane League (THL) is a global nonprofit ending the abuse of animals raised for food. THL fosters a high-energy culture of teamwork and mission-driven problem solving, and we have earned recognition as Top Charity from Animal Charity Evaluators for all of their rating periods. Over the past few years, we’ve grown to a staff of 90+ talented individuals dispersed across the country and around the world.
YOUR OPPORTUNITY
As Senior Director of People Operations, you will help support our team and drive operational excellence, efficiency and performance. Your role will partner with cross functional teams from Legal, Finance, Tech, Communications and external Business Partners. You will leverage your broad HR experience in systems and project management to continuously improve our policies, procedures and operations.
You will manage our growing People Operations team and help design and drive our people programs, processes, systems, and tools to ensure scalability and efficiency. You are super process-oriented, love to inspire change within an organization, and thrive in a fast-paced environment. The Humane League’s People Operations team is dedicated to creating and delivering an exceptional employee experience at every stage of the employee lifecycle efficiently and seamlessly. We strive to remove barriers and provide the tools needed to help our team develop and thrive. We’ve built an organizational culture that is unparalleled and we’re dedicated to elevating our own bar of excellence. This position reports directly to the Senior Vice President of Operations.
This is a full-time, remote position. This position requires domestic travel, this is equivalent to approximately 2-4 trips per year.
CORE RESPONSIBILITIES
Hire and manage a growing team accountable for the global employee experience throughout the employee lifecycle (recruiting, onboarding, employee engagement, employee relations, transfers, performance cycles, benefits, compensation, leaves of absence and offboarding). Provide vision and role clarity, leadership, coaching, training, and accountability. Our People Operations team also acts as the first point of contact for HR-related concerns for both employees and managers.
Continuously model anti-racism in leadership and embrace THL’s commitments to diversity, equity, inclusion and belonging; and through leadership promote an ongoing learning and evolution in anti-racism and equitable practices throughout the organization.
Define and execute the organization's people, culture, and operations strategy that aligns with the organization’s values, mission, DEI vision, and long-term strategic objectives.
Actively contribute to the organizational design and operational planning to continuously inspire org-wide engagement, sustained organizational health, and a positive, people-focused culture.
Implement the best methodologies, tools, systems, and processes required to run our people and talent functions with a focus on diversity, inclusion, and equity while providing real-time transparent evaluations and ensuring alignment to our objectives.
Counsel and coach THL leadership and management on all people and culture matters to ensure we are thinking about our needs in an open-minded, inclusive way that will build and sustain a healthy and diverse organization.
Own HR compliance and assess readiness in close partnership with legal and finance on everything from EEO filings, 5500s, wage and hour laws, ADA, FMLA, etc.
Oversee and improve organization-wide performance management programs, professional development, feedback, employee relations, promotion, and compensation cycles, as well as other critical people programs.
Recognize and anticipate gaps, opportunities, and challenges as they relate to operations and administrative systems; generating ideas, innovative solutions, and strategies to drive transformational organization-wide collaboration and deepening impact.
Train team members on new technology and process updates to ensure competency in our HRIS and HR related processes as well as policy and program compliance.
Utilize metrics as a tool. Manage the development of the HR reporting and analytics function to support effective decision making and establishing business needs. Develop key operational metrics and dashboards for the team and monitor key performance metric scores.
Manage the team’s budget and spending.
Ensure that all operational decisions are supported by sound business practices and systems, and in alignment with THL’s commitment to diversity, equity, inclusion, belonging and anti-racism.
Other duties as assigned.
The ideal candidate will possess most, if not all the following qualities, skills, and characteristics:
You are a skilled and passionate people operations leader with 10+ years of relevant experience in people operations, talent or a progressive HR role, with a minimum of 4 years management experience. You have a professional certification (SHRM-CP or PHR), or willingness to obtain it.
You can demonstrate your ability to define and execute the organization’s talent, people, and cultural needs and have relevant experience across all of the core people functions - talent, HR operations, and culture.
Experience leading, empowering, and supporting Black, Indigenous, and people of the global majority.
You are committed to a diverse and inclusive approach with a developed multicultural competence.
You have the experience to implement effective tools, processes, and behaviors to build a unique human-centered and value-based experience for everyone.
You have and can operate as a counselor, coach and strategic advisor on all people operations matters and their impact on the organization’s strategic and cultural goals.
You have a high-proficiency using contemporary office software applications and people software platforms including applicant tracking systems (like Greenhouse) and HRIS systems (like Namely and Rippling). You have a demonstrated ability to learn new software quickly.
You have excellent oral and written communication and analytical skills.
Your work style is collaborative, solution-focused and you are a team player with low-ego.
You have a demonstrated ability to manage through ambiguity and contending priorities.
You lead with your can-do, make it happen attitude.
Starting salary $103,100 or salary to commensurate with experience.
Employees enjoy full medical coverage, optional dental and vision packages, a 401(k) retirement plan, optional pet savings plans, working from home, up to 12 weeks of paid parental leave for eligible employees, paid holidays, flexible vacation time, professional development, and the supportive environment at The Humane League!
At The Humane League (THL), animal welfare is at the forefront of our everyday work. As such, many of our staff are vegan by personal choice, and all of our THL-hosted events offer fully vegan menus. We welcome all mission-aligned candidates to apply, no matter where you are in your journey to end the abuse of animals raised for food.
The Humane League is committed to creating a diverse environment and is proud to be an equal opportunity employer. Women, people of color, people with disabilities, and veterans are strongly encouraged to apply. In compliance with laws and in furtherance of our commitment to fostering an environment that welcomes and embraces diversity, all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, disability, age, or veteran status.
The Humane League is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please email People Operations (rhw@thehumaneleague.org) and let us know the nature of your request and your contact information.
Title: Recruitment Coordinator
Department: Human Resources & Administration
Status: Non-Exempt
Reports to: Director of Recruitment
Positions Reporting to this Position: None
Location: Washington, DC Metropolitan Area
Union Position: Yes
Job Classification Level: B
Salary Range (depending on experience) : $55,784-$65,439
General Description :
LCV believes our earth is worth fighting for because everyone has a right to clean air, water, and a safe, healthy community. To ensure those rights are protected, we help people use their power to shape policy, hold politicians and polluters accountable, and influence elections.
For more than 50 years, LCV has grown into a potent political force for protecting our planet and everyone who inhabits it. We have built a powerful national movement with 30 state affiliates, and grassroots and community organizing programs across the country.
LCV is hiring a Recruitment Coordinator to support the recruitment and hiring programs for LCV and LCVEF. Working with the Director of Recruitment, this role will be responsible for assisting all administrative and department support functions of recruitment and talent sourcing including, but not limited to: managing the transition, training and support of our Applicant Tracking System (ATS) ClearCompany; providing support and coaching of hiring committees and coordinating hiring committee trainings; monitoring hiring committee compliance against hiring process standards; managing posting accounts and postings externally, internally and on our websites; and hiring administration.
Responsibilities :
Assist in the creation of job descriptions for new and vacant positions, working with the Director of Recruitment to ensure that all job descriptions reflect racial justice and equity responsibilities.
Post job vacancy announcements on various job posting sites, list servs, and other relevant sources, including outreach that is focused on historically underrepresented groups.
Research new recruitment strategies and sources for active and passive candidate recruitment.
Support the Director of Recruitment in building out our networks of qualified candidates.
Manage the LCV Careers and LCV Staff pages on the website, updating staff changes and job vacancies.
Manage a recruitment database in the Applicant Tracking System to be able to identify qualified candidates in advance of the need.
Work with the Director of Recruitment to develop employer branding messaging and tools around the organization’s mission, values and commitment to racial justice and equity.
Work with the Director of Recruitment on the internship program.
Manage and track recruitment and internship budgets.
Manage the distribution of job applications received via the HR email inbox.
Work within the Applicant Tracking System to set up job requisitions and related materials.
Provide support for hiring committees, including scheduling and preparation of materials.
Assist in screening resumes, conducting phone screens, in-person interviews, reference checks and background checks, as needed. Follow up with candidates to complete job applicant questionnaire, as needed.
Support the Director of Recruitment in updating policies, procedures, and materials related to recruitment, hiring and retention.
Attend college recruitment fairs, develop relationships with colleges and universities to aid in recruiting, including Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), Asian American and Native American Pacific Islander-Serving Institutions (AANAPISIs) and Tribal Colleges and Universities (TCUs).
Provide support to the Human Resources & Administration department, as needed.
Support strategic initiatives around internal operations.
Perform other duties as assigned.
Qualifications :
Work Experience: Minimum of two years’ experience in human resources, recruiting or related work. Experience with project management. Experience working with a database. Experience developing user guides and other training materials. Experience working with an Applicant Tracking System. Experience working with the ClearCompany Applicant Tracking System is a plus.
Skills: General knowledge of various employment laws and practices; well-organized; thorough & detail-oriented; effective oral and written communication skills; able to manage multiple tasks at once; ability to work across departments and foster teamwork; proven ability to maintain confidential information. Proficient in Microsoft Office Suite and Google Drive.
Cultural Competence: Shares our commitment to integrating justice and equity into the work we do and ensuring an inclusive organizational culture. Commitment to equity and inclusion as organizational practice and culture. Understands how environmental issues intersect with racism, economic and social inequality in the U.S. and has a passion for working to dismantle these systems.
Working Conditions: This job operates in a professional office environment, and routinely uses standard office equipment such as computers, phones, photocopiers, and audiovisual systems. This position is largely sedentary, often standing or sitting for prolonged periods. The person in this position frequently communicates with prospective candidates and must be able to exchange accurate information. Ability and willingness to travel for recruitment opportunities, staff retreats, meetings, conferences and professional development opportunities, as needed (currently paused due to COVID). This position is based in Washington, DC. Applicants need to be located in and legally authorized to work in the United States. Please note that most LCV staff are currently working remotely during the COVID-19 pandemic, through April 30, 2022.
To Apply : Send cover letter and resume to hr@lcv.org with “Recruitment Coordinator” in the subject line by April 12, 2022. No phone calls please.
LCV is an Equal Opportunity Employer committed to a racially just, equitable and inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information, or any other protected status. LCV is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please contact hr@lcv.org.
Apr 01, 2022
Full time
Title: Recruitment Coordinator
Department: Human Resources & Administration
Status: Non-Exempt
Reports to: Director of Recruitment
Positions Reporting to this Position: None
Location: Washington, DC Metropolitan Area
Union Position: Yes
Job Classification Level: B
Salary Range (depending on experience) : $55,784-$65,439
General Description :
LCV believes our earth is worth fighting for because everyone has a right to clean air, water, and a safe, healthy community. To ensure those rights are protected, we help people use their power to shape policy, hold politicians and polluters accountable, and influence elections.
For more than 50 years, LCV has grown into a potent political force for protecting our planet and everyone who inhabits it. We have built a powerful national movement with 30 state affiliates, and grassroots and community organizing programs across the country.
LCV is hiring a Recruitment Coordinator to support the recruitment and hiring programs for LCV and LCVEF. Working with the Director of Recruitment, this role will be responsible for assisting all administrative and department support functions of recruitment and talent sourcing including, but not limited to: managing the transition, training and support of our Applicant Tracking System (ATS) ClearCompany; providing support and coaching of hiring committees and coordinating hiring committee trainings; monitoring hiring committee compliance against hiring process standards; managing posting accounts and postings externally, internally and on our websites; and hiring administration.
Responsibilities :
Assist in the creation of job descriptions for new and vacant positions, working with the Director of Recruitment to ensure that all job descriptions reflect racial justice and equity responsibilities.
Post job vacancy announcements on various job posting sites, list servs, and other relevant sources, including outreach that is focused on historically underrepresented groups.
Research new recruitment strategies and sources for active and passive candidate recruitment.
Support the Director of Recruitment in building out our networks of qualified candidates.
Manage the LCV Careers and LCV Staff pages on the website, updating staff changes and job vacancies.
Manage a recruitment database in the Applicant Tracking System to be able to identify qualified candidates in advance of the need.
Work with the Director of Recruitment to develop employer branding messaging and tools around the organization’s mission, values and commitment to racial justice and equity.
Work with the Director of Recruitment on the internship program.
Manage and track recruitment and internship budgets.
Manage the distribution of job applications received via the HR email inbox.
Work within the Applicant Tracking System to set up job requisitions and related materials.
Provide support for hiring committees, including scheduling and preparation of materials.
Assist in screening resumes, conducting phone screens, in-person interviews, reference checks and background checks, as needed. Follow up with candidates to complete job applicant questionnaire, as needed.
Support the Director of Recruitment in updating policies, procedures, and materials related to recruitment, hiring and retention.
Attend college recruitment fairs, develop relationships with colleges and universities to aid in recruiting, including Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), Asian American and Native American Pacific Islander-Serving Institutions (AANAPISIs) and Tribal Colleges and Universities (TCUs).
Provide support to the Human Resources & Administration department, as needed.
Support strategic initiatives around internal operations.
Perform other duties as assigned.
Qualifications :
Work Experience: Minimum of two years’ experience in human resources, recruiting or related work. Experience with project management. Experience working with a database. Experience developing user guides and other training materials. Experience working with an Applicant Tracking System. Experience working with the ClearCompany Applicant Tracking System is a plus.
Skills: General knowledge of various employment laws and practices; well-organized; thorough & detail-oriented; effective oral and written communication skills; able to manage multiple tasks at once; ability to work across departments and foster teamwork; proven ability to maintain confidential information. Proficient in Microsoft Office Suite and Google Drive.
Cultural Competence: Shares our commitment to integrating justice and equity into the work we do and ensuring an inclusive organizational culture. Commitment to equity and inclusion as organizational practice and culture. Understands how environmental issues intersect with racism, economic and social inequality in the U.S. and has a passion for working to dismantle these systems.
Working Conditions: This job operates in a professional office environment, and routinely uses standard office equipment such as computers, phones, photocopiers, and audiovisual systems. This position is largely sedentary, often standing or sitting for prolonged periods. The person in this position frequently communicates with prospective candidates and must be able to exchange accurate information. Ability and willingness to travel for recruitment opportunities, staff retreats, meetings, conferences and professional development opportunities, as needed (currently paused due to COVID). This position is based in Washington, DC. Applicants need to be located in and legally authorized to work in the United States. Please note that most LCV staff are currently working remotely during the COVID-19 pandemic, through April 30, 2022.
To Apply : Send cover letter and resume to hr@lcv.org with “Recruitment Coordinator” in the subject line by April 12, 2022. No phone calls please.
LCV is an Equal Opportunity Employer committed to a racially just, equitable and inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information, or any other protected status. LCV is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please contact hr@lcv.org.
The Sr. DEI Program Specialist reports directly to and works under the general direction of the DEI Program Manager and is responsible for having a direct impact on the success of ODEI addressing the needs of assigned client divisions. The Sr. DEI Program Specialist serves as a strategic internal diversity consultant to business areas, ERGs, and People, Strategy and Organizational (PSO) functional branches such as talent acquisition and human resources business partners, ensures operationalizing the Board?s Diversity, Equity, and Inclusion Strategic Plan. Compliance with Section 342 of the Dodd-Frank Act 2010 and serves as ODEI principal to DI division liaison in consulting/collaborating on DEI strategies, actions, metrics and accountability. Works with the D&I/EEO compliance section in the strategic oversight and management of the Affirmative Employment program (MD-715) initiatives and barrier analysis.
REQUIRED SKILLS: Undergraduate degree with course work in human resources, business administration or related discipline such as EEO, diversity, or equivalent combination of training and experience normally acquired through at least five years of work experience in organizational development, talent management change management and a minimum of 5 years of demonstrated work experience in diversity and inclusion strategic planning and implementation. Ability to multi-task; adjust to changing priorities, and manage major organizational projects or programs associated with Diversity and Inclusion strategic programs. Must have demonstrated ability to interact effectively with all levels of management and staff. Must possess initiative in identifying potential problems, suggesting creative solutions and implementing them.
Other Requirements and Considerations: • Full vaccination for COVID-19 is required as a condition of employment, unless a legally required exception applies * This is an on-site position, however a variety of work arrangements are available to help balance career and personal needs.
Apr 01, 2022
Full time
The Sr. DEI Program Specialist reports directly to and works under the general direction of the DEI Program Manager and is responsible for having a direct impact on the success of ODEI addressing the needs of assigned client divisions. The Sr. DEI Program Specialist serves as a strategic internal diversity consultant to business areas, ERGs, and People, Strategy and Organizational (PSO) functional branches such as talent acquisition and human resources business partners, ensures operationalizing the Board?s Diversity, Equity, and Inclusion Strategic Plan. Compliance with Section 342 of the Dodd-Frank Act 2010 and serves as ODEI principal to DI division liaison in consulting/collaborating on DEI strategies, actions, metrics and accountability. Works with the D&I/EEO compliance section in the strategic oversight and management of the Affirmative Employment program (MD-715) initiatives and barrier analysis.
REQUIRED SKILLS: Undergraduate degree with course work in human resources, business administration or related discipline such as EEO, diversity, or equivalent combination of training and experience normally acquired through at least five years of work experience in organizational development, talent management change management and a minimum of 5 years of demonstrated work experience in diversity and inclusion strategic planning and implementation. Ability to multi-task; adjust to changing priorities, and manage major organizational projects or programs associated with Diversity and Inclusion strategic programs. Must have demonstrated ability to interact effectively with all levels of management and staff. Must possess initiative in identifying potential problems, suggesting creative solutions and implementing them.
Other Requirements and Considerations: • Full vaccination for COVID-19 is required as a condition of employment, unless a legally required exception applies * This is an on-site position, however a variety of work arrangements are available to help balance career and personal needs.
Our small non-profit, Tech Talent Project , is hiring for a Chief of Staff position! We're looking for someone to lay the operational groundwork that will allow Tech Talent to grow effectively over the next few years. This role will focus on operational excellence and process improvement, stakeholder engagement, as well as leading administrative and operational projects.
Join us for an info session this Weds, 3/31 at 3pm PST/6pm EST and meet the Executive Director! Register through Zoom here.
The role is remote; 5-7+ years experience, and reports to the Executive Director of the Tech Talent Project. Apply through Lever here .
Position: Chief of Staff
Location: Remote
Status: Exempt, Full-time
Salary: $90,000 -$110,000
Essential Responsibilities and Tasks
Operational Excellence & Process Improvement
Identify and address potential and actual operational challenges
Plan and run meetings necessary to achieve the organization’s goals
Lead projects to improve operational processes as requested Meeting Preparation & Administrative Support
Manage the leadership team’s calendars, including scheduling meetings as requested, proactively addressing conflicts, and making sure the leadership team is prepared for and on time for meetings and events
Manage the leadership team’s travel, including booking travel and handling receipts, expenses, and reimbursements
Work closely with team, leadership, advocates, and others to proactively schedule meetings for the leadership team
Lead operational support for the steering committee and other external meeting logistics
Personnel
Manage hiring processes in consultation with the Executive Director, including creating job descriptions, building interview processes, engaging with prospective employees, and onboarding
Manage relationships with contractors and other personnel
Lead employee engagement efforts and our intern program to build a positive remote work experience
Ensure interns are engaged, effective, and feel valued
Office & Project Management
May include day to day engagement with the fiscal sponsor to manage back-office operations (accounting, payroll, office space, insurance, legal, etc)
Track tasks and deliverables for projects as requested
Manage budget, financial planning, approving spending, etc., including providing oversight and guidance to the rest of staff in partnership with the Executive Director
Required Education, Experience, Knowledge, Skills and Ability
5-7+ years experience leading operations, managing projects, and supporting a team
Experience with helping to set organizational strategy and goals, and iteratively building processes and tools to meet those goals
Experience with budgeting and financial management
Familiarity with the tech industry and/or government
Valued and Non-Essential Education, Experience, Knowledge, Skills and Ability
Experience with collecting and analyzing data
Familiarity with government, politics, and campaigns preferred
Experience with data analysis and/or project management
Experience with startups and/or remote teams
Familiarity with creating and executing on OKRs (Objectives and Key Results) preferred
Attributes
Strong communicator
Exceptional people skills, the ability to identify wants and needs and connect and empathize with strangers
Proactive with strong follow through and willing to do whatever is necessary to complete a job
Demonstrates discretion and comfortable handling confidential information
Extremely well organized, detail-oriented and analytical
Sense of humor
Patient
Applications for the Chief of Staff role are currently open. Apply Here
The Tech Talent Project is a project of the New Venture Fund, a 501(c)(3) public charity that incubates new and innovative public-interest projects and grant-making programs. NVF is committed to attracting, developing and retaining exceptional people, and to creating a work environment that is dynamic, rewarding and enables each of us to realize our potential. NVF’s work environment is safe and open to all employees and partners, respecting the full spectrum of race, color, religious creed, sex, gender identity, sexual orientation, national origin, political affiliation, ancestry, age, disability, genetic information, veteran status, and all other classifications protected by law in the locality and/or state in which you are working. Our comprehensive benefits package includes employer-paid health, dental, and vision insurance, 3% employer match on 401k contributions, pre-tax transportation benefits, and paid holidays, vacation, sick, and volunteer time off.
Mar 26, 2022
Full time
Our small non-profit, Tech Talent Project , is hiring for a Chief of Staff position! We're looking for someone to lay the operational groundwork that will allow Tech Talent to grow effectively over the next few years. This role will focus on operational excellence and process improvement, stakeholder engagement, as well as leading administrative and operational projects.
Join us for an info session this Weds, 3/31 at 3pm PST/6pm EST and meet the Executive Director! Register through Zoom here.
The role is remote; 5-7+ years experience, and reports to the Executive Director of the Tech Talent Project. Apply through Lever here .
Position: Chief of Staff
Location: Remote
Status: Exempt, Full-time
Salary: $90,000 -$110,000
Essential Responsibilities and Tasks
Operational Excellence & Process Improvement
Identify and address potential and actual operational challenges
Plan and run meetings necessary to achieve the organization’s goals
Lead projects to improve operational processes as requested Meeting Preparation & Administrative Support
Manage the leadership team’s calendars, including scheduling meetings as requested, proactively addressing conflicts, and making sure the leadership team is prepared for and on time for meetings and events
Manage the leadership team’s travel, including booking travel and handling receipts, expenses, and reimbursements
Work closely with team, leadership, advocates, and others to proactively schedule meetings for the leadership team
Lead operational support for the steering committee and other external meeting logistics
Personnel
Manage hiring processes in consultation with the Executive Director, including creating job descriptions, building interview processes, engaging with prospective employees, and onboarding
Manage relationships with contractors and other personnel
Lead employee engagement efforts and our intern program to build a positive remote work experience
Ensure interns are engaged, effective, and feel valued
Office & Project Management
May include day to day engagement with the fiscal sponsor to manage back-office operations (accounting, payroll, office space, insurance, legal, etc)
Track tasks and deliverables for projects as requested
Manage budget, financial planning, approving spending, etc., including providing oversight and guidance to the rest of staff in partnership with the Executive Director
Required Education, Experience, Knowledge, Skills and Ability
5-7+ years experience leading operations, managing projects, and supporting a team
Experience with helping to set organizational strategy and goals, and iteratively building processes and tools to meet those goals
Experience with budgeting and financial management
Familiarity with the tech industry and/or government
Valued and Non-Essential Education, Experience, Knowledge, Skills and Ability
Experience with collecting and analyzing data
Familiarity with government, politics, and campaigns preferred
Experience with data analysis and/or project management
Experience with startups and/or remote teams
Familiarity with creating and executing on OKRs (Objectives and Key Results) preferred
Attributes
Strong communicator
Exceptional people skills, the ability to identify wants and needs and connect and empathize with strangers
Proactive with strong follow through and willing to do whatever is necessary to complete a job
Demonstrates discretion and comfortable handling confidential information
Extremely well organized, detail-oriented and analytical
Sense of humor
Patient
Applications for the Chief of Staff role are currently open. Apply Here
The Tech Talent Project is a project of the New Venture Fund, a 501(c)(3) public charity that incubates new and innovative public-interest projects and grant-making programs. NVF is committed to attracting, developing and retaining exceptional people, and to creating a work environment that is dynamic, rewarding and enables each of us to realize our potential. NVF’s work environment is safe and open to all employees and partners, respecting the full spectrum of race, color, religious creed, sex, gender identity, sexual orientation, national origin, political affiliation, ancestry, age, disability, genetic information, veteran status, and all other classifications protected by law in the locality and/or state in which you are working. Our comprehensive benefits package includes employer-paid health, dental, and vision insurance, 3% employer match on 401k contributions, pre-tax transportation benefits, and paid holidays, vacation, sick, and volunteer time off.
Job Description:
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The Global Onboarding Program Manager will primarily be responsible for global onboarding coordination and execution, focusing on new employees. This includes strategy and execution of corporate welcome kits program, new hires introductory courses programming and executive onboarding coordination in collaboration with executive recruiting team. He/she will ensure that welcome kits and introductory onboarding programming materials align with HPE brand strategy and coordinate with key content owners across HPE groups (e.g. Global Employment Screening (GES), Information Technology, Global Real Estate (GRE), HR Global People Operations) to ensure relevant processes are accurately reflect across materials (quick reference guides, workday notifications, learning journeys, etc.).
Responsibilities:
Interacts with service providers, new hires, hiring managers and HR resources at a global level.
Full responsibility of Welcome Kits program framework and operations: welcome kits content, ordering process, demand forecast, statement of work, purchase order and invoicing management.
Manage escalations from vendors, internal ASK HR tickets and executive onboarding team. This includes onboarding mailboxes.
Content coordinator and training programmatic owner for HPE Introductory course for new employees
Life inside the element (LITE)
Intern Onboarding in collaboration with University Program
Campus to Corporate offerings
Coordinate Executive Onboarding ancillary documents ensuring its current and in alignment with HPE talent and brand strategy.
Provides Onboarding training to recruiters and executive onboarding teams as needed.
Onboarding Reporting/Dashboard
Lead small/medium size projects as needed.
Education and Experience Required:
Bachelor’s Degree (Business or HR) or equivalent work experience.
Typically 4-6 years of related experience.
Knowledge and Skills Required:
Strong communication skills.
Experience in managing relationships.
Experience in process improvement.
Project management skills; experience in managing small projects or participating in larger projects.
Comfortable working in a global virtual environment and flexible work schedule
Proficient with Excel and Power Point.
Business level English.
Knowledge and Skills Preferred
Applicant tracking system knowledge (Workday)
Learning / Training Development knowledge
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Job:
Human Resources
Job Level:
Specialist
Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.
Mar 24, 2022
Full time
Job Description:
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The Global Onboarding Program Manager will primarily be responsible for global onboarding coordination and execution, focusing on new employees. This includes strategy and execution of corporate welcome kits program, new hires introductory courses programming and executive onboarding coordination in collaboration with executive recruiting team. He/she will ensure that welcome kits and introductory onboarding programming materials align with HPE brand strategy and coordinate with key content owners across HPE groups (e.g. Global Employment Screening (GES), Information Technology, Global Real Estate (GRE), HR Global People Operations) to ensure relevant processes are accurately reflect across materials (quick reference guides, workday notifications, learning journeys, etc.).
Responsibilities:
Interacts with service providers, new hires, hiring managers and HR resources at a global level.
Full responsibility of Welcome Kits program framework and operations: welcome kits content, ordering process, demand forecast, statement of work, purchase order and invoicing management.
Manage escalations from vendors, internal ASK HR tickets and executive onboarding team. This includes onboarding mailboxes.
Content coordinator and training programmatic owner for HPE Introductory course for new employees
Life inside the element (LITE)
Intern Onboarding in collaboration with University Program
Campus to Corporate offerings
Coordinate Executive Onboarding ancillary documents ensuring its current and in alignment with HPE talent and brand strategy.
Provides Onboarding training to recruiters and executive onboarding teams as needed.
Onboarding Reporting/Dashboard
Lead small/medium size projects as needed.
Education and Experience Required:
Bachelor’s Degree (Business or HR) or equivalent work experience.
Typically 4-6 years of related experience.
Knowledge and Skills Required:
Strong communication skills.
Experience in managing relationships.
Experience in process improvement.
Project management skills; experience in managing small projects or participating in larger projects.
Comfortable working in a global virtual environment and flexible work schedule
Proficient with Excel and Power Point.
Business level English.
Knowledge and Skills Preferred
Applicant tracking system knowledge (Workday)
Learning / Training Development knowledge
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Job:
Human Resources
Job Level:
Specialist
Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.
This role has been designated as ‘Edge’, which means you will primarily work outside of an HPE office.
Job Description:
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The HR Program Manager acts as a consultant and partner to HPE businesses and functional organizations. They drive the people strategy and organizational design, and the process of transformation, talent management, and workforce planning. They lead change initiatives and implements specific HR strategies to achieve organization goals and objectives. Additionally, they aligns performance management and reward systems to drive and reinforce desired behaviors. Ensures HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures. They balance corporate, function, geographic and business needs in deploying HR programs to the business unit, as well as collaborate with HR program/policy/process owners to deliver effective HR programs.
Responsibilities:
Provides support to HR programs and initiatives within a business or function. May interface with managers on HR processes and policies.
Identifies complex issues and assists HR management with solution development.
Supports business HR by compiling and synthesizing relevant data, and develops reports that meet business needs.
Utilizes tools and designs solutions to improve effectiveness. Conducts the quantitative and qualitative analyses of financial and workforce data to support HR programs and initiatives.
Provides operational support to project teams on key HR transformational initiatives.
Develops a broad understanding of the full spectrum of HR programs and a working knowledge of the business.
Education and Experience Required:
First level university degree recommended or equivalent experience.
Typically 2-4 years of experience in an HR function and/or a generalist role.
Knowledge and Skills:
Solid written and verbal skills.
Solid quantitative and qualitative analytical skills, including competency in financial analysis.
Data management experience preferred.
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Job:
Human Resources
Job Level:
Intermediate
Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.
Mar 24, 2022
Full time
This role has been designated as ‘Edge’, which means you will primarily work outside of an HPE office.
Job Description:
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The HR Program Manager acts as a consultant and partner to HPE businesses and functional organizations. They drive the people strategy and organizational design, and the process of transformation, talent management, and workforce planning. They lead change initiatives and implements specific HR strategies to achieve organization goals and objectives. Additionally, they aligns performance management and reward systems to drive and reinforce desired behaviors. Ensures HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures. They balance corporate, function, geographic and business needs in deploying HR programs to the business unit, as well as collaborate with HR program/policy/process owners to deliver effective HR programs.
Responsibilities:
Provides support to HR programs and initiatives within a business or function. May interface with managers on HR processes and policies.
Identifies complex issues and assists HR management with solution development.
Supports business HR by compiling and synthesizing relevant data, and develops reports that meet business needs.
Utilizes tools and designs solutions to improve effectiveness. Conducts the quantitative and qualitative analyses of financial and workforce data to support HR programs and initiatives.
Provides operational support to project teams on key HR transformational initiatives.
Develops a broad understanding of the full spectrum of HR programs and a working knowledge of the business.
Education and Experience Required:
First level university degree recommended or equivalent experience.
Typically 2-4 years of experience in an HR function and/or a generalist role.
Knowledge and Skills:
Solid written and verbal skills.
Solid quantitative and qualitative analytical skills, including competency in financial analysis.
Data management experience preferred.
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Job:
Human Resources
Job Level:
Intermediate
Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.
Bureau of Safety and Environmental Enforcement
Washington, DC
As a basic requirement for entry into the SES, each applicant must provide evidence of progressively responsible executive leadership and supervisory experience that is indicative of executive-level management capabilities that are directly related to the skills and abilities outlined under Executive Core Qualifications and Mandatory Technical Qualifications listed below. The ideal candidate will have experience managing employees through subordinate supervisors and have experience hiring, developing, and evaluating employees. Typically, experience of this nature will have been gained at or above the GS-14/15 grade level in the federal service or equivalent in the private sector or non-governmental organizations. Failure to meet this basic qualification requirements in addition to all executive and technical qualification factors will automatically disqualify an applicant.
Mar 21, 2022
Full time
As a basic requirement for entry into the SES, each applicant must provide evidence of progressively responsible executive leadership and supervisory experience that is indicative of executive-level management capabilities that are directly related to the skills and abilities outlined under Executive Core Qualifications and Mandatory Technical Qualifications listed below. The ideal candidate will have experience managing employees through subordinate supervisors and have experience hiring, developing, and evaluating employees. Typically, experience of this nature will have been gained at or above the GS-14/15 grade level in the federal service or equivalent in the private sector or non-governmental organizations. Failure to meet this basic qualification requirements in addition to all executive and technical qualification factors will automatically disqualify an applicant.
Conservation Voters of PA is the statewide political voice for the environment. We elect environmentally responsible candidates to state and local offices, advocate for strong environmental policies, and hold our elected officials accountable to safeguard the health of our communities, the beauty of our state, and the strength of our economy.
Position Description:
The Development and Operations Associate is primarily responsible for supporting CVPA’s fundraising efforts and internal operations. Their work will fall under three categories.
Development: Work directly with the Executive Director to plan, execute, and oversee organizational fundraising priorities. Duties may include planning and executing fundraising events (including full planning and ownership of annual Green Gala), assisting the Executive Director with high-dollar individual fundraising and grant writing, and collaborating with the digital team to plan for and execute online fundraising campaigns.
Financial Operations: Responsibilities may include ensuring organizational compliance through filing campaign finance and lobbying reports, assisting with annual IRS filings, and assisting the Executive Director with board and general financial management.
HR Operations: Associate will work with Senior Leadership to establish and improve key HR policies and practices, particularly focusing on hiring and performance reviews. Additional duties will include providing operational support to Executive Director and other staff members as assigned.
Specific Job Duties:
Development:
Work with the Executive Director and other teams throughout the organization to plan and manage low-dollar, event, and online fundraising initiatives.
Work with the Executive Director to execute the annual Green Gala fundraising event.
Effectively communicate CVPA’s programmatic priorities to supporters through written communications - including fundraising emails, renewal letters, direct mail appeals, and stewardship materials.
As needed, support the fundraising activities of Board Members and the Executive Director, including donor research, call time management, and grant writing.
Manage all aspects of operations for fundraising, including tracking fundraising efforts and performance, processing contributions, managing contribution and donor data in EveryAction CRM, and generating acknowledgement letters.
Collaborating with staff across the organization to identify opportunities and implement activities to attract new supporters and/or transition members and volunteers into financial supporters of the organization.
Operations
Work with the Executive Director to implement and improve all operational policies and procedures for the organization, helping to provide a strong, sustainable, equitable, and transparent foundation for programmatic activities.
Work with the Executive Director to facilitate planning processes (ie: strategic planning, cross-departmental programming).
Direct and execute HR processes, including hiring processes (posting jobs, gathering applications, and coordinating onboarding processes)
Manage annual staff evaluation process.
Respond to day-to-day needs of staff members and provide additional operations support to the Executive Director, as needed.
Schedule, communicate about, prepare for, and take minutes at all board meetings.
Finance
Ensure organizational compliance through preparing and filing lobbying and campaign finance reports
Work with the Executive Director, auditors, and bookkeeper to prepare, review, and file annual 990s and audits.
Work with CVPA’s bookkeeper to review monthly financial reports and track grant spending.
Handle logistics as needed related to finances, compliance, contracts, technology, and utilities.
The following skills are required for the successful applicant:
Strong commitment to CVPA’s mission.
Minimum 1-2 years of relevant experience, including in development, operations and administration, HR, or similar field.
Demonstrated commitment to racial justice and equity.
Excellent personal organization and time management skills.
Collaborative spirit. Must be a dependable team player.
Strong written communication skills and ability to connect with people.
The following skills and experience are preferred for the successful applicant:
Experience working in a nonprofit or political organization.
Experience working with IRS or Campaign Finance compliance regulations.
Experience working with CRM databases.
Experience in writing fundraising materials, securing donations, or event planning.
The right person for this role will be highly motivated, detail-oriented, have excellent written communication skills, and the ability to manage multiple tasks simultaneously.
Compensation: $42,000. Benefits include medical and dental coverage; 401K with employer match; paid vacation and sick leave; life insurance; and short- and long-term disability coverage.
Position Requirements: This is a full-time, remote position based in Pennsylvania, with a preference for candidates in Philadelphia.
Submissions: Please submit your cover letter, resume, and contact information for two references to molly@conservationpa.org. Please write “Development and Operations Associate” in the subject line. Phone calls will not be accepted. Applications will be processed on a rolling basis.
Conservation Voters of PA is an Equal Opportunity Employer committed to a just, equitable, and inclusive workplace, and encourages people from all backgrounds to apply. CVPA celebrates diversity and is committed to building a team that represents a variety of backgrounds, perspectives, and skills, and to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race; color; sex; sexual orientation; gender identity or expression; age; religion; national origin; ancestry; citizenship status; disability; association or relationship with a person with a disability; use of a guide or support animal because of the blindness, deafness or physical handicap of the user or because the user is a handler or trainer of support or guide animals; familial status; veteran status; pregnancy or related condition; having a GED rather than a high school diploma; or any other basis protected by law. CVPA’s hiring and employment decisions are based solely on merit, qualifications, and business needs.
Mar 06, 2022
Full time
Conservation Voters of PA is the statewide political voice for the environment. We elect environmentally responsible candidates to state and local offices, advocate for strong environmental policies, and hold our elected officials accountable to safeguard the health of our communities, the beauty of our state, and the strength of our economy.
Position Description:
The Development and Operations Associate is primarily responsible for supporting CVPA’s fundraising efforts and internal operations. Their work will fall under three categories.
Development: Work directly with the Executive Director to plan, execute, and oversee organizational fundraising priorities. Duties may include planning and executing fundraising events (including full planning and ownership of annual Green Gala), assisting the Executive Director with high-dollar individual fundraising and grant writing, and collaborating with the digital team to plan for and execute online fundraising campaigns.
Financial Operations: Responsibilities may include ensuring organizational compliance through filing campaign finance and lobbying reports, assisting with annual IRS filings, and assisting the Executive Director with board and general financial management.
HR Operations: Associate will work with Senior Leadership to establish and improve key HR policies and practices, particularly focusing on hiring and performance reviews. Additional duties will include providing operational support to Executive Director and other staff members as assigned.
Specific Job Duties:
Development:
Work with the Executive Director and other teams throughout the organization to plan and manage low-dollar, event, and online fundraising initiatives.
Work with the Executive Director to execute the annual Green Gala fundraising event.
Effectively communicate CVPA’s programmatic priorities to supporters through written communications - including fundraising emails, renewal letters, direct mail appeals, and stewardship materials.
As needed, support the fundraising activities of Board Members and the Executive Director, including donor research, call time management, and grant writing.
Manage all aspects of operations for fundraising, including tracking fundraising efforts and performance, processing contributions, managing contribution and donor data in EveryAction CRM, and generating acknowledgement letters.
Collaborating with staff across the organization to identify opportunities and implement activities to attract new supporters and/or transition members and volunteers into financial supporters of the organization.
Operations
Work with the Executive Director to implement and improve all operational policies and procedures for the organization, helping to provide a strong, sustainable, equitable, and transparent foundation for programmatic activities.
Work with the Executive Director to facilitate planning processes (ie: strategic planning, cross-departmental programming).
Direct and execute HR processes, including hiring processes (posting jobs, gathering applications, and coordinating onboarding processes)
Manage annual staff evaluation process.
Respond to day-to-day needs of staff members and provide additional operations support to the Executive Director, as needed.
Schedule, communicate about, prepare for, and take minutes at all board meetings.
Finance
Ensure organizational compliance through preparing and filing lobbying and campaign finance reports
Work with the Executive Director, auditors, and bookkeeper to prepare, review, and file annual 990s and audits.
Work with CVPA’s bookkeeper to review monthly financial reports and track grant spending.
Handle logistics as needed related to finances, compliance, contracts, technology, and utilities.
The following skills are required for the successful applicant:
Strong commitment to CVPA’s mission.
Minimum 1-2 years of relevant experience, including in development, operations and administration, HR, or similar field.
Demonstrated commitment to racial justice and equity.
Excellent personal organization and time management skills.
Collaborative spirit. Must be a dependable team player.
Strong written communication skills and ability to connect with people.
The following skills and experience are preferred for the successful applicant:
Experience working in a nonprofit or political organization.
Experience working with IRS or Campaign Finance compliance regulations.
Experience working with CRM databases.
Experience in writing fundraising materials, securing donations, or event planning.
The right person for this role will be highly motivated, detail-oriented, have excellent written communication skills, and the ability to manage multiple tasks simultaneously.
Compensation: $42,000. Benefits include medical and dental coverage; 401K with employer match; paid vacation and sick leave; life insurance; and short- and long-term disability coverage.
Position Requirements: This is a full-time, remote position based in Pennsylvania, with a preference for candidates in Philadelphia.
Submissions: Please submit your cover letter, resume, and contact information for two references to molly@conservationpa.org. Please write “Development and Operations Associate” in the subject line. Phone calls will not be accepted. Applications will be processed on a rolling basis.
Conservation Voters of PA is an Equal Opportunity Employer committed to a just, equitable, and inclusive workplace, and encourages people from all backgrounds to apply. CVPA celebrates diversity and is committed to building a team that represents a variety of backgrounds, perspectives, and skills, and to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race; color; sex; sexual orientation; gender identity or expression; age; religion; national origin; ancestry; citizenship status; disability; association or relationship with a person with a disability; use of a guide or support animal because of the blindness, deafness or physical handicap of the user or because the user is a handler or trainer of support or guide animals; familial status; veteran status; pregnancy or related condition; having a GED rather than a high school diploma; or any other basis protected by law. CVPA’s hiring and employment decisions are based solely on merit, qualifications, and business needs.
Title: HR Coordinator
Job Number: REQ-88703
Salary: $4,059 – $5,986 per month
Deadline: 03/02/22 at 11:59pm Pacific Time
Are you passionate about providing excellent customer service, working with an amazing team of HR professionals and growing in your HR career? Come join our team an excellent HR team with Oregon Parks and Recreation!
If this sounds like you, come join Oregon Parks and Recreation’s Human Resources Team as our new HR Coordinator and support one of Oregon’s greatest resources – State Parks!
This position falls under the classification Human Resource Analyst 1 .
Our Mission
OPRD’s mission is to provide and protect outstanding natural, scenic, cultural, historic and recreational sites for the enjoyment and education of present and future generations.
Our Operating Principles
Oregon Parks and Recreation Department (OPRD) believes Operating Principles are core values that, if mutually accepted and supported by all employees, will create a connected, respectful, and trusting work environment. Our Operating Principles are: Accountability, Commitment, Empathy, Empowerment, Fun, Integrity, Respect, & Well-being.
What you will do:
As an HR Coordinator, your responsibilities will include:
Providing consultative assistance to managers and employees regarding approvals and denials of leaves and recommendations.
Monitoring and updating personnel data in Workday HRIS to ensure accuracy.
Administering the agency’s FMLA/OFLA program.
Effectively communicating claim and entitlement information surrounding FMLA/OFLA, Workers Compensation and COVID-19 notifications.
Serving as the point of contact for leave inquiries.
Working closely with payroll and other HR team members.
Assisting with seasonal and permanent recruitments.
Minimum Qualifications:
(a) A Bachelor's degree in Human Resource Management, Organizational Behavior or Development, Business or Public Administration, the Applied Behavioral Sciences, Industrial Relations or a job-related course of study determined by the appointing authority.
OR (b) A valid Certification as a Professional in Human Resource awarded by the Human Resource Certification Institute; AND One (1) year of Human Resources experience.
OR (c) Three (3) years of Human Resources paraprofessional or technical-level experience.
OR
(d) The State Certified Human Resources Professional (SCHRP) certification, awarded by the Oregon Chief Human Resources Office, AND Two and a half (2.5) years of Human Resource professional-level experience.
OR
(e) A Valid Certification as a SHRM Certified Professional awarded by a nationally recognized organization, AND Two (2) years of Human Resource professional-level experience.
The State of Oregon requires all executive branch employees to complete their COVID-19 vaccination series or have an approved exception to the requirement due to a medical condition or sincerely held religious belief. Successful candidates for this position must submit vaccination documentation or be approved for an exception prior to their first day of employment. Failure to provide proof of full documentation or receipt of an approved exception will lead to withdrawal of the job offer. For more information, visit our policy listed here .
What we are looking for (Desired Attributes):
Experience using Workday.
One (1) year of experience administering FMLA/OFLA or similar programs.
Knowledge of various HR services.
Basic knowledge of Workers’ Compensation laws, rules and regulations.
Excellent written and verbal communication and presentation skills.
Ability to prioritize and balance multiple projects and tasks.
Experience in promoting a culturally competent and diverse work environment.
What's in it for you:
This is a fantastic opportunity to support millions of visitors connecting with the best state park system in America. You will work with a team of supportive, talented and highly motivated professionals. And, you’ll receive a fantastic benefits packaging including:
Comprehensive medical, dental and vision plans for the employee and qualified family members
Paid sick leave, vacation, personal leave and 10 paid holidays per year
Membership in the Public Employees Retirement System (PERS)/Oregon Public Service Retirement Plan (OPSRP).
LINK TO OFFICIAL STATE APPLICATION (required)
Feb 16, 2022
Full time
Title: HR Coordinator
Job Number: REQ-88703
Salary: $4,059 – $5,986 per month
Deadline: 03/02/22 at 11:59pm Pacific Time
Are you passionate about providing excellent customer service, working with an amazing team of HR professionals and growing in your HR career? Come join our team an excellent HR team with Oregon Parks and Recreation!
If this sounds like you, come join Oregon Parks and Recreation’s Human Resources Team as our new HR Coordinator and support one of Oregon’s greatest resources – State Parks!
This position falls under the classification Human Resource Analyst 1 .
Our Mission
OPRD’s mission is to provide and protect outstanding natural, scenic, cultural, historic and recreational sites for the enjoyment and education of present and future generations.
Our Operating Principles
Oregon Parks and Recreation Department (OPRD) believes Operating Principles are core values that, if mutually accepted and supported by all employees, will create a connected, respectful, and trusting work environment. Our Operating Principles are: Accountability, Commitment, Empathy, Empowerment, Fun, Integrity, Respect, & Well-being.
What you will do:
As an HR Coordinator, your responsibilities will include:
Providing consultative assistance to managers and employees regarding approvals and denials of leaves and recommendations.
Monitoring and updating personnel data in Workday HRIS to ensure accuracy.
Administering the agency’s FMLA/OFLA program.
Effectively communicating claim and entitlement information surrounding FMLA/OFLA, Workers Compensation and COVID-19 notifications.
Serving as the point of contact for leave inquiries.
Working closely with payroll and other HR team members.
Assisting with seasonal and permanent recruitments.
Minimum Qualifications:
(a) A Bachelor's degree in Human Resource Management, Organizational Behavior or Development, Business or Public Administration, the Applied Behavioral Sciences, Industrial Relations or a job-related course of study determined by the appointing authority.
OR (b) A valid Certification as a Professional in Human Resource awarded by the Human Resource Certification Institute; AND One (1) year of Human Resources experience.
OR (c) Three (3) years of Human Resources paraprofessional or technical-level experience.
OR
(d) The State Certified Human Resources Professional (SCHRP) certification, awarded by the Oregon Chief Human Resources Office, AND Two and a half (2.5) years of Human Resource professional-level experience.
OR
(e) A Valid Certification as a SHRM Certified Professional awarded by a nationally recognized organization, AND Two (2) years of Human Resource professional-level experience.
The State of Oregon requires all executive branch employees to complete their COVID-19 vaccination series or have an approved exception to the requirement due to a medical condition or sincerely held religious belief. Successful candidates for this position must submit vaccination documentation or be approved for an exception prior to their first day of employment. Failure to provide proof of full documentation or receipt of an approved exception will lead to withdrawal of the job offer. For more information, visit our policy listed here .
What we are looking for (Desired Attributes):
Experience using Workday.
One (1) year of experience administering FMLA/OFLA or similar programs.
Knowledge of various HR services.
Basic knowledge of Workers’ Compensation laws, rules and regulations.
Excellent written and verbal communication and presentation skills.
Ability to prioritize and balance multiple projects and tasks.
Experience in promoting a culturally competent and diverse work environment.
What's in it for you:
This is a fantastic opportunity to support millions of visitors connecting with the best state park system in America. You will work with a team of supportive, talented and highly motivated professionals. And, you’ll receive a fantastic benefits packaging including:
Comprehensive medical, dental and vision plans for the employee and qualified family members
Paid sick leave, vacation, personal leave and 10 paid holidays per year
Membership in the Public Employees Retirement System (PERS)/Oregon Public Service Retirement Plan (OPSRP).
LINK TO OFFICIAL STATE APPLICATION (required)
Faunalytics is now accepting applications for our part-time, permanently remote Operations Specialist! This newly created position will play an integral role in supporting our organization behind the scenes by helping our team with finance administration, human resources, and board/staff support, ultimately increasing our impact for animals. If you’re detail-oriented with a passion for animal protection and operations management, this is the role for you!
Responsibilities:
Finance
Maintain compliance with state and federal filings
Oversee updates of corporate documents as needed
Support the executive director with financial reports and records maintenance
Submit monthly expense summaries and quarterly payroll allocations to bookkeeper
Handle bookkeeping-type tasks as needed
Update and maintain compensation and benefits benchmarking
Human Resources
Manage administrative aspects of the hiring and onboarding processes (including registering as an employer in new states as needed)
Maintain updated legal workplace compliance posters
Support staff with professional development plans
Reissue Anti-Harassment and Non-Discrimination Training to staff (annual)
Ensure Staff, Board, Advisor, and Volunteer birthdays and anniversaries are recognized
Board and Advisory Support
Record and finalize Board meeting minutes
Schedule Board meetings
Help organize and update Board action items in Trello
Provide monthly Board Digest of opportunities to share Faunalytics’ work
Engage Advisors in Faunalytics’ work as appropriate
Virtual Office Management
Proactively find ways to optimize internal systems and processes
Review and organize the shared Google Drive as needed
Create and manage staff calendar to synchronize and outline Faunalytics’ major initiatives (research, communications, fundraising) throughout the year
Program Support
Support the creation of a future Intern or Fellow program
Support staff with updating Quarterly Dashboard Report
Support senior staff during annual ACE Review
Provide additional support to executive director as needed
Essential Qualifications:
Belief in Faunalytics’ mission and animal protection
Two or more years of nonprofit experience
Administrative, HR, or financial management experience
Meticulous attention to detail
Self-driven and able to work remotely with limited oversight
Ability to work effectively as part of a small remote team, including a willingness to help other team members as needed
Familiarity with Google for business (Sheets/Docs/Drive)
Preferred Qualifications:
Commitment to a vegan or vegetarian lifestyle
Bachelor’s degree or higher in a relevant field
Three or more years of nonprofit experience for an animal-related organization
Three or more years of administrative, HR, and financial management experience
Familiarity with Quickbooks Online
Familiarity with communication tools including Asana, Slack, and Trello
Familiarity with effective animal advocacy and effective altruism
Details:
Reports to: Executive Director
Schedule: Part-time (20 hours/week, flexible)
Salary: $20-$21/hr USD (depending on experience and education)
Benefits: Health care stipend, equipment stipend
Vacation Package: 5 paid vacation days, 5 paid holidays, plus 8 paid sick days
Location: Permanently remote (open to candidates in the U.S. or Canada)
Deadline: Apply by March 5, 2022
Target Start Date: April 18, 2022
Feb 10, 2022
Part time
Faunalytics is now accepting applications for our part-time, permanently remote Operations Specialist! This newly created position will play an integral role in supporting our organization behind the scenes by helping our team with finance administration, human resources, and board/staff support, ultimately increasing our impact for animals. If you’re detail-oriented with a passion for animal protection and operations management, this is the role for you!
Responsibilities:
Finance
Maintain compliance with state and federal filings
Oversee updates of corporate documents as needed
Support the executive director with financial reports and records maintenance
Submit monthly expense summaries and quarterly payroll allocations to bookkeeper
Handle bookkeeping-type tasks as needed
Update and maintain compensation and benefits benchmarking
Human Resources
Manage administrative aspects of the hiring and onboarding processes (including registering as an employer in new states as needed)
Maintain updated legal workplace compliance posters
Support staff with professional development plans
Reissue Anti-Harassment and Non-Discrimination Training to staff (annual)
Ensure Staff, Board, Advisor, and Volunteer birthdays and anniversaries are recognized
Board and Advisory Support
Record and finalize Board meeting minutes
Schedule Board meetings
Help organize and update Board action items in Trello
Provide monthly Board Digest of opportunities to share Faunalytics’ work
Engage Advisors in Faunalytics’ work as appropriate
Virtual Office Management
Proactively find ways to optimize internal systems and processes
Review and organize the shared Google Drive as needed
Create and manage staff calendar to synchronize and outline Faunalytics’ major initiatives (research, communications, fundraising) throughout the year
Program Support
Support the creation of a future Intern or Fellow program
Support staff with updating Quarterly Dashboard Report
Support senior staff during annual ACE Review
Provide additional support to executive director as needed
Essential Qualifications:
Belief in Faunalytics’ mission and animal protection
Two or more years of nonprofit experience
Administrative, HR, or financial management experience
Meticulous attention to detail
Self-driven and able to work remotely with limited oversight
Ability to work effectively as part of a small remote team, including a willingness to help other team members as needed
Familiarity with Google for business (Sheets/Docs/Drive)
Preferred Qualifications:
Commitment to a vegan or vegetarian lifestyle
Bachelor’s degree or higher in a relevant field
Three or more years of nonprofit experience for an animal-related organization
Three or more years of administrative, HR, and financial management experience
Familiarity with Quickbooks Online
Familiarity with communication tools including Asana, Slack, and Trello
Familiarity with effective animal advocacy and effective altruism
Details:
Reports to: Executive Director
Schedule: Part-time (20 hours/week, flexible)
Salary: $20-$21/hr USD (depending on experience and education)
Benefits: Health care stipend, equipment stipend
Vacation Package: 5 paid vacation days, 5 paid holidays, plus 8 paid sick days
Location: Permanently remote (open to candidates in the U.S. or Canada)
Deadline: Apply by March 5, 2022
Target Start Date: April 18, 2022
Human Resources Partner
Union of Concerned Scientists
Washington, DC
The Union of Concerned Scientists (UCS) is an independent national nonprofit that uses science to protect our health, safety, and environment. We are scientists, engineers, economists, activists, and everyday people who develop and advocate for innovative, practical solutions to some of our planet’s most pressing problems—from combating global warming and developing sustainable ways to feed, power, and transport ourselves, to fighting misinformation, advancing racial equity, and reducing the threat of nuclear war.
To ensure we continue to provide opportunities to the people within our community, the Union of Concerned Scientists has exclusively retained Impact Search Advisors by Nonprofit HR to assist in the recruitment efforts for its Human Resources Partner. This role will consult and advise managers and staff in designated client groups regarding relevant human resource strategies, initiatives, and practices in the areas of staffing, performance management and development, employee relations, work environment, and compensation to maximize employee engagement within the company. Candidates who possess some combination of the following competencies are encouraged to submit their qualifications.
Key Responsibilities
Provides advice and consultation to managers and supervisors on people and culture matters.
Works with managers and supervisors to ensure employment and sourcing systems are implemented that meet the demands of the company’s current and future skill needs.
Provides compensation support including assisting in the education and interpretation of programs for managers and staff.
Supports the annual salary adjustment process, promotion, and equity reviews for designated groups. Provides seasoned guidance on pay-related questions, annual performance reviews, and merit processes.
Facilitates the annual performance assessment and ongoing performance management process to ensure alignment of individual performance with UCS goals.
Educates and supports management and staff in the implementation of HR programs and practices.
Investigates and resolves routine employee relations issues.
Conducts people trend analysis and reporting activities to identify opportunities and recommend solutions.
Collaborates with the people team, staff, and management in a team-oriented environment.
Manages all areas of HR generalist administration, policy interpretation, employee complaints, corrective action procedures, hiring/terminations support, and compensation.
Participates in ongoing organization design
Conducts exit interviews, reviews turnover data, and makes recommendations for improvement.
Serves as an advisor to employees and line management on internal organizational structure, HR policies, and procedures.
Maintains awareness of role as representative of UCS; ensures activities and statements enhance organization’s reputation; promotes UCS, advances organizational objectives, and enhances funding opportunities.
Independently coordinates and advises on issues and projects for the People and Culture team.
Serves as a resource; leads project teams or others on moderate to complex subject matters.
Recommends and develops solutions to HR-related issues.
Establish partnerships to deliver value-added services to management and employees that reflect the goals and objectives of the organization.
Knowledge, Skills, and Experience
Comprehensive working knowledge of HR procedures and processes for onboarding, staffing, compensation, benefits, HRIS, and employee relations.
Ensures compliance with applicable local, state, and federal regulations. Understands impact if regulations are not followed.
Proficiency in MS Office Suite (Word, Outlook, Excel, PowerPoint, and HRIS / Payroll systems. Familiarity with Teams and Zoom. A willingness to increase knowledge and update skills as required.
Ability to maintain confidentiality with sensitive HR issues/projects.
Ability to handle oral and written communications independently, effectively, and tactfully with all levels of staff, individuals from diverse cultures, and the public.
Ability to multi-task and set priorities for self and manage time to achieve goals / complete projects on or ahead of the due date.
Minimum Requirements
Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field. Comparable training and/ or experience can be substituted for degrees when appropriate.
Five years of experience covering Employee Relations, HR Policy & Compliance, Workplace Safety, Compensation, and Global Office Management & Administration.
Five years in a strategic HR leadership role providing a full range of HR generalist support in a medium to large organization.
Experience with technology, research, and building relationships among several organizational teams to resolve problems and initiate improvements.
Three years of consultative experience is preferred and certification of PHP or SPHR is preferred.
A strong diversity, equity, inclusion, and belonging lens, cultural sensitivity, and a dedicated focus in supporting all members of the organization in this effort are critical.
Compensation and Benefits
The salary range is TBD and commensurate with experience. Benefits include paid time off (PTO) and holidays, dental, vision, life insurance, health insurance, and long-term disability coverage.
Success in this role requires a deep commitment to the mission of The Union of Concerned Scientists, to use rigorous, independent science to solve our planet's most pressing problems and maintain a workplace culture that inspires innovation as we achieve societal and scientific success for a healthy, safe, and sustainable future.
How to Apply
Impact Search Advisors by Nonprofit HR is managing the search process on behalf of the Union of Concerned Scientists. Please submit a cover letter, your resume to Human Resources Partner (Union of Concerned Scientists) - Nonprofit HR - Career Page (applytojob.com) Inquiries regarding the search process should be directed to Bert Ruiz, Senior Consultant, Nonprofit HR at bruiz@nonprofithr.com.
Jan 21, 2022
Full time
Human Resources Partner
Union of Concerned Scientists
Washington, DC
The Union of Concerned Scientists (UCS) is an independent national nonprofit that uses science to protect our health, safety, and environment. We are scientists, engineers, economists, activists, and everyday people who develop and advocate for innovative, practical solutions to some of our planet’s most pressing problems—from combating global warming and developing sustainable ways to feed, power, and transport ourselves, to fighting misinformation, advancing racial equity, and reducing the threat of nuclear war.
To ensure we continue to provide opportunities to the people within our community, the Union of Concerned Scientists has exclusively retained Impact Search Advisors by Nonprofit HR to assist in the recruitment efforts for its Human Resources Partner. This role will consult and advise managers and staff in designated client groups regarding relevant human resource strategies, initiatives, and practices in the areas of staffing, performance management and development, employee relations, work environment, and compensation to maximize employee engagement within the company. Candidates who possess some combination of the following competencies are encouraged to submit their qualifications.
Key Responsibilities
Provides advice and consultation to managers and supervisors on people and culture matters.
Works with managers and supervisors to ensure employment and sourcing systems are implemented that meet the demands of the company’s current and future skill needs.
Provides compensation support including assisting in the education and interpretation of programs for managers and staff.
Supports the annual salary adjustment process, promotion, and equity reviews for designated groups. Provides seasoned guidance on pay-related questions, annual performance reviews, and merit processes.
Facilitates the annual performance assessment and ongoing performance management process to ensure alignment of individual performance with UCS goals.
Educates and supports management and staff in the implementation of HR programs and practices.
Investigates and resolves routine employee relations issues.
Conducts people trend analysis and reporting activities to identify opportunities and recommend solutions.
Collaborates with the people team, staff, and management in a team-oriented environment.
Manages all areas of HR generalist administration, policy interpretation, employee complaints, corrective action procedures, hiring/terminations support, and compensation.
Participates in ongoing organization design
Conducts exit interviews, reviews turnover data, and makes recommendations for improvement.
Serves as an advisor to employees and line management on internal organizational structure, HR policies, and procedures.
Maintains awareness of role as representative of UCS; ensures activities and statements enhance organization’s reputation; promotes UCS, advances organizational objectives, and enhances funding opportunities.
Independently coordinates and advises on issues and projects for the People and Culture team.
Serves as a resource; leads project teams or others on moderate to complex subject matters.
Recommends and develops solutions to HR-related issues.
Establish partnerships to deliver value-added services to management and employees that reflect the goals and objectives of the organization.
Knowledge, Skills, and Experience
Comprehensive working knowledge of HR procedures and processes for onboarding, staffing, compensation, benefits, HRIS, and employee relations.
Ensures compliance with applicable local, state, and federal regulations. Understands impact if regulations are not followed.
Proficiency in MS Office Suite (Word, Outlook, Excel, PowerPoint, and HRIS / Payroll systems. Familiarity with Teams and Zoom. A willingness to increase knowledge and update skills as required.
Ability to maintain confidentiality with sensitive HR issues/projects.
Ability to handle oral and written communications independently, effectively, and tactfully with all levels of staff, individuals from diverse cultures, and the public.
Ability to multi-task and set priorities for self and manage time to achieve goals / complete projects on or ahead of the due date.
Minimum Requirements
Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field. Comparable training and/ or experience can be substituted for degrees when appropriate.
Five years of experience covering Employee Relations, HR Policy & Compliance, Workplace Safety, Compensation, and Global Office Management & Administration.
Five years in a strategic HR leadership role providing a full range of HR generalist support in a medium to large organization.
Experience with technology, research, and building relationships among several organizational teams to resolve problems and initiate improvements.
Three years of consultative experience is preferred and certification of PHP or SPHR is preferred.
A strong diversity, equity, inclusion, and belonging lens, cultural sensitivity, and a dedicated focus in supporting all members of the organization in this effort are critical.
Compensation and Benefits
The salary range is TBD and commensurate with experience. Benefits include paid time off (PTO) and holidays, dental, vision, life insurance, health insurance, and long-term disability coverage.
Success in this role requires a deep commitment to the mission of The Union of Concerned Scientists, to use rigorous, independent science to solve our planet's most pressing problems and maintain a workplace culture that inspires innovation as we achieve societal and scientific success for a healthy, safe, and sustainable future.
How to Apply
Impact Search Advisors by Nonprofit HR is managing the search process on behalf of the Union of Concerned Scientists. Please submit a cover letter, your resume to Human Resources Partner (Union of Concerned Scientists) - Nonprofit HR - Career Page (applytojob.com) Inquiries regarding the search process should be directed to Bert Ruiz, Senior Consultant, Nonprofit HR at bruiz@nonprofithr.com.
University of Washington | Institute for Health Metrics and Evaluation
Seattle, WA [remote available]
IHME has an outstanding opportunity for a Diversity, Equity, and Inclusion Program Officer who will report to our Chief Diversity Officer. The Program Officer will help IHME to fulfil the objectives of its current Diversity, Equity, and Inclusion (DEI) activities and to provide expert management on their further development and evolution. This position is contingent upon project funding availability.
The Diversity, Equity, and Inclusion Program Officer will be a leader and thought partner in execution and facilitation to ensure IHME meets its diversity, equity, and inclusion objectives both within and external to the organization. This will require excellent interpersonal communication. IHME’s faculty and staff, as well as external stakeholders, are very invested in this work. The Program Officer will assist in troubleshooting, assessing, evaluating, and improving existing processes; collaborate with teams; and help to find creative solutions to challenges that arise. They will work directly with different entities at IHME including Employee Resource Groups, the DEI Council, Organizational Development and Training team, and the Department of Health Metrics Sciences. They will be a crucial contributor to IHME’s office of Diversity, Equity and Inclusion.
They will also assist IHME’s research teams on different approaches through which they might approach or present their research to ensure it acknowledges intersectionality and racial justice and employs de-colonial actions through collaboration and other research activities. There are myriad opportunities for this position to effect change in our research funding strategies, our ongoing research, and our dissemination and collaboration strategies.
As an organization that values people, teamwork, and collaboration, it is also imperative that IHME develop its internal culture and infrastructure in a way that invites and amplifies the most diverse array of talent and expertise. Help to create a leadership culture that is responsive, trusted, and competent in issues of anti-racism, social justice, diversity, equity, and inclusion.
This position will work closely with the Chief Diversity Officer (CDO) to coordinate, manage and execute IHME’s strategic priorities for Diversity, Equity, Inclusion & Engagement.
For more information or to apply, please visit the online job post: https://uwhires.admin.washington.edu/ENG/Candidates/default.cfm?szCategory=jobprofile&szOrderID=201787
Jan 18, 2022
Full time
IHME has an outstanding opportunity for a Diversity, Equity, and Inclusion Program Officer who will report to our Chief Diversity Officer. The Program Officer will help IHME to fulfil the objectives of its current Diversity, Equity, and Inclusion (DEI) activities and to provide expert management on their further development and evolution. This position is contingent upon project funding availability.
The Diversity, Equity, and Inclusion Program Officer will be a leader and thought partner in execution and facilitation to ensure IHME meets its diversity, equity, and inclusion objectives both within and external to the organization. This will require excellent interpersonal communication. IHME’s faculty and staff, as well as external stakeholders, are very invested in this work. The Program Officer will assist in troubleshooting, assessing, evaluating, and improving existing processes; collaborate with teams; and help to find creative solutions to challenges that arise. They will work directly with different entities at IHME including Employee Resource Groups, the DEI Council, Organizational Development and Training team, and the Department of Health Metrics Sciences. They will be a crucial contributor to IHME’s office of Diversity, Equity and Inclusion.
They will also assist IHME’s research teams on different approaches through which they might approach or present their research to ensure it acknowledges intersectionality and racial justice and employs de-colonial actions through collaboration and other research activities. There are myriad opportunities for this position to effect change in our research funding strategies, our ongoing research, and our dissemination and collaboration strategies.
As an organization that values people, teamwork, and collaboration, it is also imperative that IHME develop its internal culture and infrastructure in a way that invites and amplifies the most diverse array of talent and expertise. Help to create a leadership culture that is responsive, trusted, and competent in issues of anti-racism, social justice, diversity, equity, and inclusion.
This position will work closely with the Chief Diversity Officer (CDO) to coordinate, manage and execute IHME’s strategic priorities for Diversity, Equity, Inclusion & Engagement.
For more information or to apply, please visit the online job post: https://uwhires.admin.washington.edu/ENG/Candidates/default.cfm?szCategory=jobprofile&szOrderID=201787
ORGANIZATIONAL OVERVIEW
About Us and Our Philosophy
Breakthrough Greater Boston (BTGB) is a transformative college access and teacher training program. BTGB offers six years of academic enrichment and college preparation to middle school and high school students with high potential but limited opportunities. Simultaneously, BTGB recruits, trains and inspires a diverse cohort of high achieving college students to become the next generation of urban teachers. Leveraging a Students Teaching Students model, BTGB provides engaging, tuition-free academic programming during the summer and after school. Our students gain the skills and motivation to succeed in rigorous high school courses and, ultimately, in college. Meanwhile, our teachers gain hands-on experience, research-based training and coaching from professional educators.
Over the past eight years, 97% of our graduating students have matriculated to college, and 82% of them have persisted through their undergraduate years. On average, more than 70% of our graduating teachers have gone on to pursue careers in education. After two decades of success at our original Cambridge site, BTGB embarked upon a significant program expansion and opened a second site in Boston in the summer of 2013 and a third site in Somerville in 2018. As an independent 501c3 nonprofit, Breakthrough Greater Boston is part of The Breakthrough Collaborative, a national educational movement working to improve educational outcomes for youth across 25 U.S. cities.
With a deep commitment to our mission, BTGB operates with the highest standards of integrity and best practices, while also enjoying the ability to be innovative and flexible to meet the evolving needs of our students, families and teachers. Our team is diverse, high-performing and dedicated. We continue to build an organizational culture that emphasizes our core values for every member of our community:
Spirit: We cherish and embody the youthful energy and spirit of our students and teachers
Continual Learning: Everyone in our community has something to learn and something to teach
Team Together: We all chip in to accomplish whatever is needed for our teammates and the broader organization
Student Centered: Our students are our first priority and our decisions center around what benefits our students
Equity and Opportunity: We value diversity of identity, background and thought. We treat everyone with dignity and respect
Excellence in Everything: We maintain high expectations for ourselves
Breakthrough Greater Boston encourages individuals of all backgrounds to apply for this position, and we do not discriminate on any basis prohibited by applicable law. We celebrate the diversity of our world and our community, and we seek to build a team that reflects that diversity in every way. We welcome and encourage all qualified applicants who share that same vision, as we wish to engage all those who can contribute to our work and this mission.
THE OPPORTUNITY
Breakthrough Greater Boston is currently seeking a highly motivated and talented Director of Operations (DO) to ensure effective operational strategy and smooth day-to-day management including the oversight of essential systems and functions including finance, human resources, technology, business planning, facilities, and program operations management. As the organization continues to grow, the DO is responsible for ensuring that our processes and systems adapt and improve as the organization continues to evolve. The DO will have a primary area of focus, preferably within human resources or program management, while also support all areas of operations. The DO reports directly to the Managing Director of Operations, is part of a three person operations team, and works closely with the Management Team and program staff.
YOUR CONTRIBUTION
In this exciting role you will be responsible for a variety of critical operational responsibilities including:
Operations and General Administration
Identify system gaps and propose solutions to improve operations across three sites
Design, implement, and maintain standard policies, processes, and procedures for operations including the continual maintenance of an operations manual
Manage day-to-day operations of the organization
Support risk management strategies including insurance reviews and audits, coordinating student and staff safety, emergency procedure reviews, and background checks of all staff
Human Resources
Maintain a positive work culture that emphasizes our core values, professional development, retention, and ensures a high level of employee morale
Lead on monthly staff meeting coordination and bi-weekly full staff communications
As BTGB continues to grow, evaluate current policies and practices to ensure compliance as well as promoting best practices and making equity informed recommendations
In partnership with Management Team, develop processes and metrics that support and appropriately evaluate employee goals and performance
Manage payroll and benefits portfolio; oversee and continually enhances benefits with the goal of improving overall employee satisfaction and market competitiveness
Oversee all processes and systems supporting the employment lifecycle including but not limited to, recruitment, onboarding, and offboarding
Review employee and volunteer handbooks and trainings annually to ensure compliance with labor laws
Ensure timely report submission as required by federal and state laws
Program Operations
Support Campus Directors and program staff with program management including emergency planning, food services, transportation, student data, and procurement and inventory management
Oversee on-site program operations during After School Program and the Summer Program
Liaise with key program partners, including Cambridge, Boston, and Somerville Public Schools, local universities, and other community organizations to ensure strong and sustainable partnerships
Finance
Support day-to-day financial management, including but not limited to, the management of accounts payable, purchasing, and inventory management
Assist in the annual audit process
Technology
Ensure the technology needs of students, faculty, and staff are met and technology is maintained
Supervise technology information systems and manage relationship with IT consultant
Maintain file server
YOUR BACKGROUND AND QUALIFICATIONS
As the incoming Director of Operations, you will possess many, though perhaps not all, of the following characteristics and qualifications:
Four years of experience with operations management or nonprofit administration with significant experience in finance, human resources, or program management, preferably in a school or education setting
An unwavering commitment to equity, in deepening your personal understanding and in advancing our collective work
Outstanding interpersonal and communication skills with students, families and educators
Superior organization and project management skills
Ability to work on multiple projects, adjust quickly to shifting priorities, meet deadlines, exercise good judgment and handle high-pressure situations
Exceptional written and verbal communication skills with the ability to interact effectively with a variety of audiences
Team player who demonstrates a positive attitude, sense of humor, energy, entrepreneurial spirit and dedication to collaboration
Prior experience with Breakthrough model highly desirable; familiarity with partner schools or districts a plus
Flexibility that allows for periodic work on Saturdays and evenings
Candidates of color and those from low-income backgrounds are strongly encouraged to apply as are those with fluency in Spanish, Portuguese, Haitian Creole, Amharic, Somali, Arabic, Bengali, Hindi, Tigrinya or Urdu
Bachelor’s degree
COMPENSATION
Breakthrough Greater Boston offers a competitive compensation package and is deeply committed to pay equity and transparency. The salary range for this position is $64,345-87,055; Breakthrough Greater Boston makes an offer based on relevant years of experience and does not negotiate salaries.
HOW TO JOIN OUR TEAM
If you are interested in learning more about how your passion and experience can help Breakthrough meet its mission and grow its impact, please submit your resume and a thoughtful and targeted cover letter outlining how your skills and experience meet the qualifications of the position and stating how you heard about this opportunity. Applications can be submitted to Jennifer Stange, Managing Director of Operations, at jobs@btgbmail.org .
Jan 12, 2022
Full time
ORGANIZATIONAL OVERVIEW
About Us and Our Philosophy
Breakthrough Greater Boston (BTGB) is a transformative college access and teacher training program. BTGB offers six years of academic enrichment and college preparation to middle school and high school students with high potential but limited opportunities. Simultaneously, BTGB recruits, trains and inspires a diverse cohort of high achieving college students to become the next generation of urban teachers. Leveraging a Students Teaching Students model, BTGB provides engaging, tuition-free academic programming during the summer and after school. Our students gain the skills and motivation to succeed in rigorous high school courses and, ultimately, in college. Meanwhile, our teachers gain hands-on experience, research-based training and coaching from professional educators.
Over the past eight years, 97% of our graduating students have matriculated to college, and 82% of them have persisted through their undergraduate years. On average, more than 70% of our graduating teachers have gone on to pursue careers in education. After two decades of success at our original Cambridge site, BTGB embarked upon a significant program expansion and opened a second site in Boston in the summer of 2013 and a third site in Somerville in 2018. As an independent 501c3 nonprofit, Breakthrough Greater Boston is part of The Breakthrough Collaborative, a national educational movement working to improve educational outcomes for youth across 25 U.S. cities.
With a deep commitment to our mission, BTGB operates with the highest standards of integrity and best practices, while also enjoying the ability to be innovative and flexible to meet the evolving needs of our students, families and teachers. Our team is diverse, high-performing and dedicated. We continue to build an organizational culture that emphasizes our core values for every member of our community:
Spirit: We cherish and embody the youthful energy and spirit of our students and teachers
Continual Learning: Everyone in our community has something to learn and something to teach
Team Together: We all chip in to accomplish whatever is needed for our teammates and the broader organization
Student Centered: Our students are our first priority and our decisions center around what benefits our students
Equity and Opportunity: We value diversity of identity, background and thought. We treat everyone with dignity and respect
Excellence in Everything: We maintain high expectations for ourselves
Breakthrough Greater Boston encourages individuals of all backgrounds to apply for this position, and we do not discriminate on any basis prohibited by applicable law. We celebrate the diversity of our world and our community, and we seek to build a team that reflects that diversity in every way. We welcome and encourage all qualified applicants who share that same vision, as we wish to engage all those who can contribute to our work and this mission.
THE OPPORTUNITY
Breakthrough Greater Boston is currently seeking a highly motivated and talented Director of Operations (DO) to ensure effective operational strategy and smooth day-to-day management including the oversight of essential systems and functions including finance, human resources, technology, business planning, facilities, and program operations management. As the organization continues to grow, the DO is responsible for ensuring that our processes and systems adapt and improve as the organization continues to evolve. The DO will have a primary area of focus, preferably within human resources or program management, while also support all areas of operations. The DO reports directly to the Managing Director of Operations, is part of a three person operations team, and works closely with the Management Team and program staff.
YOUR CONTRIBUTION
In this exciting role you will be responsible for a variety of critical operational responsibilities including:
Operations and General Administration
Identify system gaps and propose solutions to improve operations across three sites
Design, implement, and maintain standard policies, processes, and procedures for operations including the continual maintenance of an operations manual
Manage day-to-day operations of the organization
Support risk management strategies including insurance reviews and audits, coordinating student and staff safety, emergency procedure reviews, and background checks of all staff
Human Resources
Maintain a positive work culture that emphasizes our core values, professional development, retention, and ensures a high level of employee morale
Lead on monthly staff meeting coordination and bi-weekly full staff communications
As BTGB continues to grow, evaluate current policies and practices to ensure compliance as well as promoting best practices and making equity informed recommendations
In partnership with Management Team, develop processes and metrics that support and appropriately evaluate employee goals and performance
Manage payroll and benefits portfolio; oversee and continually enhances benefits with the goal of improving overall employee satisfaction and market competitiveness
Oversee all processes and systems supporting the employment lifecycle including but not limited to, recruitment, onboarding, and offboarding
Review employee and volunteer handbooks and trainings annually to ensure compliance with labor laws
Ensure timely report submission as required by federal and state laws
Program Operations
Support Campus Directors and program staff with program management including emergency planning, food services, transportation, student data, and procurement and inventory management
Oversee on-site program operations during After School Program and the Summer Program
Liaise with key program partners, including Cambridge, Boston, and Somerville Public Schools, local universities, and other community organizations to ensure strong and sustainable partnerships
Finance
Support day-to-day financial management, including but not limited to, the management of accounts payable, purchasing, and inventory management
Assist in the annual audit process
Technology
Ensure the technology needs of students, faculty, and staff are met and technology is maintained
Supervise technology information systems and manage relationship with IT consultant
Maintain file server
YOUR BACKGROUND AND QUALIFICATIONS
As the incoming Director of Operations, you will possess many, though perhaps not all, of the following characteristics and qualifications:
Four years of experience with operations management or nonprofit administration with significant experience in finance, human resources, or program management, preferably in a school or education setting
An unwavering commitment to equity, in deepening your personal understanding and in advancing our collective work
Outstanding interpersonal and communication skills with students, families and educators
Superior organization and project management skills
Ability to work on multiple projects, adjust quickly to shifting priorities, meet deadlines, exercise good judgment and handle high-pressure situations
Exceptional written and verbal communication skills with the ability to interact effectively with a variety of audiences
Team player who demonstrates a positive attitude, sense of humor, energy, entrepreneurial spirit and dedication to collaboration
Prior experience with Breakthrough model highly desirable; familiarity with partner schools or districts a plus
Flexibility that allows for periodic work on Saturdays and evenings
Candidates of color and those from low-income backgrounds are strongly encouraged to apply as are those with fluency in Spanish, Portuguese, Haitian Creole, Amharic, Somali, Arabic, Bengali, Hindi, Tigrinya or Urdu
Bachelor’s degree
COMPENSATION
Breakthrough Greater Boston offers a competitive compensation package and is deeply committed to pay equity and transparency. The salary range for this position is $64,345-87,055; Breakthrough Greater Boston makes an offer based on relevant years of experience and does not negotiate salaries.
HOW TO JOIN OUR TEAM
If you are interested in learning more about how your passion and experience can help Breakthrough meet its mission and grow its impact, please submit your resume and a thoughtful and targeted cover letter outlining how your skills and experience meet the qualifications of the position and stating how you heard about this opportunity. Applications can be submitted to Jennifer Stange, Managing Director of Operations, at jobs@btgbmail.org .
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The Program Lead for Americas - University Recruitment creates, delivers and manages a broad array of talent programs to attract, develop and retain the best leaders and engaged employees. Specific areas include diversity, talent management, performance management, career development, culture and engagement programs, succession planning, executive recruiting and slating, individual and organizational assessment, and executive coaching. Partners with HR and business leaders to align talent strategies to meet business, function and regional priorities. Designs and delivers global diversity initiatives. Analyzes performance, assessment and talent data.
Unique mastery and recognized authority on relevant subject matter knowledge including technologies, theories and techniques. Contributes to the development of innovative principles and ideas. Successfully operates in the most complex disciplines, in which the company must operate to be successful. Provides highly innovative solutions. Leads large, cross-division functional teams or projects that affect the organization's long-term goals and objectives. May participate in cross-division, multi-function teams. Provides mentoring and guidance to lower level employees. Routinely exercises independent judgment in developing methods, techniques and criteria for achieving objectives. Develops strategy and sets functional policy and direction. Acts as a functional manager within area of expertise but does not manage other employees as a primary job function.
Responsibilities:
Maintains relationships with key leaders at the top of a business unit.
Identifies recruitment and development program success criteria, designs program strategy, and establishes goals and metrics to measure performance.
Develops change management strategy spanning across program offerings and facilitates/manages execution in the business.
Communicates programs to senior leadership, organizes and participates in information summits, and oversees content updates in relevant portals.
Assesses the ongoing effectiveness of a large and complex program including managing program costs and tracking key metrics.
Refines strategies and develops new solutions to improve cost efficiency and ensure the program is delivering results that are aligned with the success criteria.
Manages projects of high complexity that promote the effectiveness of programs.
Evaluates major process improvement and strategic proposals from within the business and functions to determine enterprise-wide viability.
Partner with recruitment vendor/RPO for regional recruitment strategy and activities - providing leadership, expertise and influence change
Support recruitment related activities as needed
Education and Experience Required:
Bachelors Degree required; advanced degree preferred
Typically 8+ years of experience in an HR function and/or a generalist role.
Previous experience building and delivering complex programs (recruitment and development) to a large business, preferably global.
Previous experience in recruitment program or recruitment process design
Ability to travel up to 10%
Knowledge and Skills:
Excellent communication skills.
Demonstrated success executing staffing programs in multiple businesses in which the company competes for talent
Excellent project management and process development skills.
Excellent business acumen.
Excellent budget management and accounting skills.
Capable of delivering a program to a large employee population.
Jan 04, 2022
Full time
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The Program Lead for Americas - University Recruitment creates, delivers and manages a broad array of talent programs to attract, develop and retain the best leaders and engaged employees. Specific areas include diversity, talent management, performance management, career development, culture and engagement programs, succession planning, executive recruiting and slating, individual and organizational assessment, and executive coaching. Partners with HR and business leaders to align talent strategies to meet business, function and regional priorities. Designs and delivers global diversity initiatives. Analyzes performance, assessment and talent data.
Unique mastery and recognized authority on relevant subject matter knowledge including technologies, theories and techniques. Contributes to the development of innovative principles and ideas. Successfully operates in the most complex disciplines, in which the company must operate to be successful. Provides highly innovative solutions. Leads large, cross-division functional teams or projects that affect the organization's long-term goals and objectives. May participate in cross-division, multi-function teams. Provides mentoring and guidance to lower level employees. Routinely exercises independent judgment in developing methods, techniques and criteria for achieving objectives. Develops strategy and sets functional policy and direction. Acts as a functional manager within area of expertise but does not manage other employees as a primary job function.
Responsibilities:
Maintains relationships with key leaders at the top of a business unit.
Identifies recruitment and development program success criteria, designs program strategy, and establishes goals and metrics to measure performance.
Develops change management strategy spanning across program offerings and facilitates/manages execution in the business.
Communicates programs to senior leadership, organizes and participates in information summits, and oversees content updates in relevant portals.
Assesses the ongoing effectiveness of a large and complex program including managing program costs and tracking key metrics.
Refines strategies and develops new solutions to improve cost efficiency and ensure the program is delivering results that are aligned with the success criteria.
Manages projects of high complexity that promote the effectiveness of programs.
Evaluates major process improvement and strategic proposals from within the business and functions to determine enterprise-wide viability.
Partner with recruitment vendor/RPO for regional recruitment strategy and activities - providing leadership, expertise and influence change
Support recruitment related activities as needed
Education and Experience Required:
Bachelors Degree required; advanced degree preferred
Typically 8+ years of experience in an HR function and/or a generalist role.
Previous experience building and delivering complex programs (recruitment and development) to a large business, preferably global.
Previous experience in recruitment program or recruitment process design
Ability to travel up to 10%
Knowledge and Skills:
Excellent communication skills.
Demonstrated success executing staffing programs in multiple businesses in which the company competes for talent
Excellent project management and process development skills.
Excellent business acumen.
Excellent budget management and accounting skills.
Capable of delivering a program to a large employee population.
Job Description
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The Global Intern Program Manager drives the global strategic programs, policies, platforms, services, and tools that enable HPE to align staffing with the workforce plans. They will drive programs in areas such as Intern program management, university hiring, mentorship, and development. Additionally, they will support staffing and disengagement activity resulting from mergers, acquisitions, outsourcing and divestitures. They are responsible for designing and implementing attraction strategies and ensuring local practices are compliant with global/regional initiatives and legal requirements, and meet business priorities such as diversity objectives. Finally, they will develop and manage relationships with vendors and Global Business Services (GBS) organizations.
Responsibilities:
Provides the global framework for Intern Program Management; including overall experience, operations, programming/events, performance management, program(s) effectiveness and tools/technology
Establishes and maintains relationships with key decision-makers within a business and region; develops relationships with key leaders at the top of a business unit.
Drives the achievement of the hiring targets and conversions
Supervises the beginning to end intern process and troubleshoots and manages any escalations to senior management.
Provides senior level advice to hiring managers on the hiring process, and ensures that managers are in compliance with corporate and government policy.
Manages vendor relationships and participates in the assessment of their performance; provides solutions for improving vendor relationships.
Leads initiatives globally; may provide support on hiring initiatives that span across regions or businesses.
Uses advanced business knowledge and subject matter expertise to design the hiring and talent attraction strategy.
Assesses the efficiency of tools, identifies gaps and presents opportunities to management.
Education and Experience Required:
First level university degree; advanced university degree preferred.
Typically 6-10 years of related experience.
Previous program management experience; preferably with early career talent
Knowledge and Skills:
Excellent organization and time management
Excellent communication skills with the ability to influence change
Experience executing programs in multiple businesses in which the company competes for talent.
Demonstrated experience to work collaboratively cross-region
Good relationship management skills.
Excellent project management and process development skills.
Jan 04, 2022
Full time
Job Description
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The Global Intern Program Manager drives the global strategic programs, policies, platforms, services, and tools that enable HPE to align staffing with the workforce plans. They will drive programs in areas such as Intern program management, university hiring, mentorship, and development. Additionally, they will support staffing and disengagement activity resulting from mergers, acquisitions, outsourcing and divestitures. They are responsible for designing and implementing attraction strategies and ensuring local practices are compliant with global/regional initiatives and legal requirements, and meet business priorities such as diversity objectives. Finally, they will develop and manage relationships with vendors and Global Business Services (GBS) organizations.
Responsibilities:
Provides the global framework for Intern Program Management; including overall experience, operations, programming/events, performance management, program(s) effectiveness and tools/technology
Establishes and maintains relationships with key decision-makers within a business and region; develops relationships with key leaders at the top of a business unit.
Drives the achievement of the hiring targets and conversions
Supervises the beginning to end intern process and troubleshoots and manages any escalations to senior management.
Provides senior level advice to hiring managers on the hiring process, and ensures that managers are in compliance with corporate and government policy.
Manages vendor relationships and participates in the assessment of their performance; provides solutions for improving vendor relationships.
Leads initiatives globally; may provide support on hiring initiatives that span across regions or businesses.
Uses advanced business knowledge and subject matter expertise to design the hiring and talent attraction strategy.
Assesses the efficiency of tools, identifies gaps and presents opportunities to management.
Education and Experience Required:
First level university degree; advanced university degree preferred.
Typically 6-10 years of related experience.
Previous program management experience; preferably with early career talent
Knowledge and Skills:
Excellent organization and time management
Excellent communication skills with the ability to influence change
Experience executing programs in multiple businesses in which the company competes for talent.
Demonstrated experience to work collaboratively cross-region
Good relationship management skills.
Excellent project management and process development skills.
Are you looking for a meaningful career that has a positive impact on the community ? If you answered yes, come join the City of Sparks! Aside from working for an organization that is dedicated to the community, you will also receive a generous and competitive salary, benefit package, tuition reimbursement, bilingual pay (when applicable) and retirement plan . People who come to Sparks stay in Sparks. Apply here to start the process.
Application Tips :
Fill out and update your general online application before attaching it to any new job posting. HR reviews information listed on the application submitted to the specific job posting
The Qualifications section below is your cheat sheet to understand what the City is looking for on your application, use this to your advantage. It is up to the candidate seeking employment/promotion to include all relevant information for qualification purposes, on the application the candidate submits to be considered for the job
One step is eliminated for you! Do not attach resumes or cover letters . The City of Sparks does not review these items with the application. Only attach any licenses/transcripts/certificates that are required for qualification (see qualifications section to determine what documents to attach)
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Special Information : Candidates interested in working for the City of Sparks should be aware that the City of Sparks follows all Nevada OSHA guidelines for COVID-19 mandates. While a determination might not be finalized regarding a vaccination mandate in the State of Nevada, all City of Sparks employees will be required to follow whichever vaccination or testing guidelines and/or mandates as determined pursuant to Nevada OSHA.
This posting is open to all interested persons meeting the minimum qualifications. There is currently one (1) Human Resources Analyst I/II opening in the Human Resources Division of the Management Services Department. The City of Sparks is an Equal Opportunity Employer. If you have any questions, please email hrstaff@cityofsparks.us or call Human Resources at (775) 353-2345.
Supplemental Questions : In addition to submitting the application, all applicants must answer all of the questions attached to the job posting in order to be considered.
HUMAN RESOURCES ANALYST I
DESCRIPTION
Under supervision, perform specialized and routine generalist and analytical work for human resources in the functional areas of labor relations, employee relations, employment law, recruitment and selection, classification and compensation, organizational development, benefits, worker’s compensation, HRIS/payroll and diversity, equity, and inclusion.
DISTINGUISHING CHARACTERISTICS
This is the entry level in the Analyst series. Incumbents are capable of independently operating in at least one (1) of the Human Resources functional areas. HUMAN RESOURCES ANALYST II DESCRIPTION
Perform specialized and advanced generalist and analytical work for human resources in the functional areas of labor relations, employee relations, employment law, recruitment and selection, classification and compensation, organizational development, benefits, worker’s compensation, HRIS/payroll and diversity, equity, and inclusion.
DISTINGUISHING CHARACTERISTICS
This is the experienced class in the Analyst series. It is distinguished from Human Resources Analyst I by the increased complexity of the work. Incumbents are capable of independently operating in at least two (2) of the Human Resources functional areas and can support employee relations to at least one department.
QUALIFICATIONS
Applicants must possess the following minimum qualifications to continue in the recruitment process:
Human Resources Analyst I
Education and Experience:
Bachelor’s Degree in business, public administration, employee relations or a related field and two (2) years of experience in at least one (1) functional area of human resources. Experience in a public agency setting is preferred.
Licenses and Certificates:
Specified positions may require possession and maintenance of the equivalent to a valid Nevada Class C driver's license within thirty (30) days of hire.
A Professional in Human Resources (PHR) or a Senior in Professional Human Resources (SPHR) or other generally accepted Human Resources professional certificate is preferred.
Human Resources Analyst II
Education and Experience:
Bachelor’s Degree in business, public administration, employee relations or a related field and three (3) years of experience in at least three (3) functional areas of human resources. Administrative or supervisory experience is preferred. Experience in a public agency setting is preferred.
Licenses and Certificates:
Specified positions may require possession and maintenance of the equivalent to a valid Nevada Class C driver's license within thirty (30) days of hire.
A Professional in Human Resources (PHR) or a Senior in Professional Human Resources (SPHR) or other generally accepted Human Resources professional certificate is preferred.
EXAMPLE OF ESSENTIAL DUTIES
Human Resources Analyst I
For assigned functional area(s): Responsible for the day-to-day operations including compliance with federal, state, City ordinances, civil service, administrative rules, collective bargaining agreements and department policies.
Provide sound advice and counsel on a variety of human resources topics and/or functional areas. Analyze information, evaluate alternatives, and make sound judgments within established guidelines and exercise sound judgement in escalating complex matters to appropriate levels in the organization.
Prepare sensitive and statistical reports and written documents. Analyze trends and data and evaluate the effectiveness of programs and services delivered. Make recommendations to Director in budget matters. Streamline work processes, set work priorities, and meet critical deadlines. Develop reports and presentations for staff and City Council. Manage contracts and third-party administrators. Effectively and regularly communicate information to those affected. Prepare clear, concise, and effective reports and written materials. Ensure the maintenance, accuracy and confidentially of all employee records, files, and personal information. Manage and enter information into assigned databases and use computer software related to the work.
Serve as a liaison between HR and all City departments to advocate for all and to ensure that City departments maintain compliance with state or federal regulations on diversity, equity, and inclusion initiatives. Measure and forecast diversity metrics for assigned department and divisions, support management as they aim to ensure staff is receiving adequate training in the selection, management, evaluation, and retention of all groups of employees.
Review legislation related to human resources matters. Analyze impact on City operations and recommend policy and procedural improvements. Provide general assistance on employment issues to staff. With guidance, answer questions regarding policies and procedures, federal and state law, EEOC policies, Civil Service Regulations and Administrative Rules.
Indirectly supervise human resources operations and support staff in assigned area(s) of work. Participate in the selection and evaluation of their performance and a ssist in staff development. May provide work direction to support staff on a project basis, relating to the areas of assignment.
Provide support for the labor relations program. Provide analysis relating to the cost and impact of contract proposals in areas of assignment. Coordinate efforts with payroll to accurately pay employees and manage human resources data. Serve as employee relations representative for City departments, participate in investigations and may participate in hearings and arbitrations.
Monitor changes and developments related to human resources. Evaluate impact on city operations and recommend and implement policy and procedural improvements. Advise on policies and procedures and ensure consistent interpretation and application of federal and state law, Civil Service Regulations, Administrative Rules, Standard Operating Procedures (SOP’s) and various collective bargaining agreements and resolutions.
Design and implement recruitment programs. Construct testing materials. Conduct job analyses to determine appropriate selection factors, resources, and tools. Participate in recruitment testing and interviews. Analyze scoring and determine results. Coordinate reasonable testing accommodations.
Ensure the maintenance, accuracy and confidentially of all employee records, files and personal information. Manage and enter information into assigned databases and use computer software related to the work. Influence others in organization with regards to policies, practices, employment decisions, change management initiatives and program roll-outs.
Conduct classification and compensation studies. Analyze information and make recommendations for appropriate classification, class specifications and compensation levels.
Coordinate the City insurance and non-insurance benefits. Monitor, analyze and recommend compliance actions for new and evolving benefit legislation and trends and recommend changes.
Coordinate and implement training programs. Ensure completion of citywide compliance training. Coordinate vendor training and evaluate content and presentation.
Represent human resources to staff and Civil Service, City Council, citizens, governmental agencies, third party administrators, community groups and professional organizations.
Perform other duties which may be assigned.
Knowledge, Skills and Abilities:
Applicable state and federal laws and regulations related to the work
Principles and practices of public personnel administration
Knowledge or ability to learn labor relations and applicable principles and practices in a collective bargaining environment
Knowledge of ability to learn basic medical terminology for administration of benefits and worker’s compensation program
Ability to use computer applications and software related to the work
Ability to independently maintain and manage tasks and responsibilities efficiently and effectively
Ability to arrange multiple projects effectively to be completed within expected deadlines
Ability to have direct and tough conversations with others as needed
Ability to reason logically and make sound decisions, to consider alternative and diverse perspectives, to communicate effectively both orally and in writing, to remain poised under all circumstances, and to interact effectively with people in a positive manner that engenders confidence and trust
Prioritization practices with the ability to reprioritize competing tasks/projects duties, effectively, in a constantly changing environment
Train others in work procedures
Physical Demands:
Aside from working in a general office environment while using standard office equipment, the majority of the work is sedentary in nature and consists of daily exposure to equipment that may potentially cause visual sensitivity such as computer monitors. The person in this position will be expected to be effective in the face of workplace stressors such as, but not limited to, exposure to information that may be sensitive and emotionally difficult to process, customer service complaints, maintaining the security of information, competing priorities of reasonable or high significance to the successful function of the department, etc. May need to lift, carry, push and/or pull light to moderate amounts of weight and occasionally work outdoors.
SUPPLEMENTAL JOB INFORMATION
This position is Exempt under FLSA guidelines
This position is at-will and exempt from the Regulations of the Civil Service Commission
This position reports to a Senior Human Resources Analyst
Supervision exercised: May direct the work of support staff on a project basis
May be required to work during emergency circumstances or inclement weather conditions
May be required to pass a pre-placement drug screen and background investigation
Human Resources Analyst II
For assigned functional area(s): Responsible for the day-to-day operations including compliance with federal, state, City ordinances, civil service, administrative rules, collective bargaining agreements and department policies.
Provide sound advice and counsel on a variety of human resources topics and/or functional areas. Analyze information, evaluate alternatives, and make sound judgments within established guidelines and exercise sound judgement in escalating complex matters to appropriate levels in the organization.
Prepare sensitive and statistical reports and written documents. Analyze trends and data and evaluate the effectiveness of programs and services delivered. Make recommendations to Director in budget matters. Streamline work process, set work priorities, and meet critical deadlines. Develop reports and presentations for staff and City Council. Manage contracts and third-party administrators. Effectively and regularly communicate information to those affected. Prepare clear, concise, and effective reports, presentations, training, and written materials. Interpret and apply applicable state and federal laws and regulations. Engage experts and prepare data and liability reporting for financial services, regular actuarial studies, audits, and regulatory reporting requirements. Manage resources to work within defined scope, time, and cost constraints.
Serve as a liaison between HR and all City departments to advocate for all and to ensure that City departments maintain compliance with state or federal regulations on diversity, equity, and inclusion initiatives. Measure and forecast diversity metrics for assigned department and divisions, support management as they aim to ensure staff is receiving adequate training in the selection, management, evaluation, and retention of all groups of employees.
Review legislation related to human resources matters. Analyze impact on City operations and recommend policy and procedural improvements. Provide general assistance on employment issues to staff. With guidance, answer questions regarding policies and procedures, federal and state law, EEOC policies, Civil Service Regulations and Administrative Rules.
Indirectly supervise human resources operations and support staff in assigned area(s) of work. Participate in the selection and evaluation of their performance and a ssist in staff development. May provide work direction to support staff on a project basis, relating to the areas of assignment.
Provide support for the labor relations program. Provide input and analysis relating to the cost and impact of contract proposals in areas of assignment. Coordinate efforts with payroll to accurately pay employees and manage human resources data. Serve as employee relations representative for City departments, manage investigations and/or investigate employee relations issues, participate, and prepare documents in hearings and arbitration.
Monitor changes and developments related to human resources. Evaluate impact on city operations and recommend and implement policy and procedural improvements. Advise on policies and procedures and ensure consistent interpretation and application of federal and state law, Civil Service Regulations, Administrative Rules, Standard Operating Procedures (SOP’s) and various collective bargaining agreements and resolutions.
Design and implement recruitment programs. Construct testing materials. Conduct job analyses to determine appropriate selection factors, resources and tools. Participate in recruitment testing and interviews. Analyze complex scoring and determine results. Coordinate reasonable testing accommodations.
Ensure the maintenance, accuracy and confidentially of all employee records, files and personal information. Manage and enter information into assigned databases and use computer software related to the work. Influence others in organization with regards to policies, practices, employment decisions, change management initiatives and program roll-outs.
Conduct classification and compensation studies. Analyze information and make recommendations for appropriate classification, class specifications and compensation levels.
Coordinate the City’s Group Health Plan, insurance benefits and non-insurance benefits. Monitor, analyze and recommend compliance actions for new and evolving benefit legislation and trends and recommend changes. May serve as co-chair on the Group Health Committee.
Coordinate and implement training programs. Ensure completion of citywide compliance training. Coordinate vendor training and evaluate content and presentation.
Represent human resources to staff and Civil Service, City Council, citizens, governmental agencies, third party administrators, community groups and professional organizations. May serve as the back-up for the City’s Civil Service Commission. Ensure staff completion of agenda, minutes, and confidential packet within assigned areas. Participate in quarterly meetings when necessary.
Perform other duties which may be assigned.
Knowledge, Skills and Abilities:
Applicable state and federal laws and regulations related to the work
Principles and practices of public personnel administration
Knowledge of labor relations and applicable principles and practices in a collective bargaining environment
Knowledge of basic medical terminology for administration of benefits and worker’s compensation program
Ability to use computer applications and software related to the work
Ability to independently maintain and manage tasks and responsibilities efficiently and effectively
Ability to arrange multiple projects effectively to be completed within expected deadlines
Ability to have direct and tough conversations with others as needed
Ability to reason logically and make sound decisions, to consider alternative and diverse perspectives, to communicate effectively both orally and in writing, to remain poised under all circumstances, and to interact effectively with people in a positive manner that engenders confidence and trust
Prioritization practices with the ability to reprioritize competing tasks/projects duties, effectively, in a constantly changing environment
Train others in work procedures
Physical Demands:
Aside from working in a general office environment while using standard office equipment, the majority of the work is sedentary in nature and consists of daily exposure to equipment that may potentially cause visual sensitivity such as computer monitors. The person in this position will be expected to be effective in the face of workplace stressors such as, but not limited to, exposure to information that may be sensitive and emotionally difficult to process, customer service complaints, maintaining the security of information, competing priorities of reasonable or high significance to the successful function of the department, etc. May need to lift, carry, push and/or pull light to moderate amounts of weight and occasionally work outdoors.
SUPPLEMENTAL JOB INFORMATION
This position is Exempt under FLSA guidelines
This position is at-will and exempt from the Regulations of the Civil Service Commission
This position reports to a Senior Human Resources Analyst
Supervision exercised: Supervise the work of support staff
May be required to work during emergency circumstances or inclement weather conditions
May be required to pass a pre-placement drug screen and background investigation
SUPPLEMENTAL JOB POSTING INFORMATION You are required to submit any required documents as requested above, at time of application for further consideration. Failure to submit the required and/or requested information may result in rejection of your application.
Recruitment Communication:
Human Resources will be contacting you at various stages of the recruitment process via email, even if you have chosen U.S. mail for prior application processes or for applications with other agencies. Please make sure your email address is accurate.
Reasonable Accommodation:
Human Resources will make efforts to provide reasonable accommodations to disabled candidates in the selection process. If you have special needs, please notify the Human Resources office when you turn in your application or at least three (3) business days prior to the examination/interview by calling (775) 353-2345.
Disclaimer:
The City of Sparks reserves the right to select applicants who demonstrate the best combination of qualifications for the position.
Dec 20, 2021
Full time
Are you looking for a meaningful career that has a positive impact on the community ? If you answered yes, come join the City of Sparks! Aside from working for an organization that is dedicated to the community, you will also receive a generous and competitive salary, benefit package, tuition reimbursement, bilingual pay (when applicable) and retirement plan . People who come to Sparks stay in Sparks. Apply here to start the process.
Application Tips :
Fill out and update your general online application before attaching it to any new job posting. HR reviews information listed on the application submitted to the specific job posting
The Qualifications section below is your cheat sheet to understand what the City is looking for on your application, use this to your advantage. It is up to the candidate seeking employment/promotion to include all relevant information for qualification purposes, on the application the candidate submits to be considered for the job
One step is eliminated for you! Do not attach resumes or cover letters . The City of Sparks does not review these items with the application. Only attach any licenses/transcripts/certificates that are required for qualification (see qualifications section to determine what documents to attach)
**NEW** Don't forget to enable TEXT messaging in your application before you hit submit! This feature will allow the recruiter to send you important reminders throughout the recruitment process.
Special Information : Candidates interested in working for the City of Sparks should be aware that the City of Sparks follows all Nevada OSHA guidelines for COVID-19 mandates. While a determination might not be finalized regarding a vaccination mandate in the State of Nevada, all City of Sparks employees will be required to follow whichever vaccination or testing guidelines and/or mandates as determined pursuant to Nevada OSHA.
This posting is open to all interested persons meeting the minimum qualifications. There is currently one (1) Human Resources Analyst I/II opening in the Human Resources Division of the Management Services Department. The City of Sparks is an Equal Opportunity Employer. If you have any questions, please email hrstaff@cityofsparks.us or call Human Resources at (775) 353-2345.
Supplemental Questions : In addition to submitting the application, all applicants must answer all of the questions attached to the job posting in order to be considered.
HUMAN RESOURCES ANALYST I
DESCRIPTION
Under supervision, perform specialized and routine generalist and analytical work for human resources in the functional areas of labor relations, employee relations, employment law, recruitment and selection, classification and compensation, organizational development, benefits, worker’s compensation, HRIS/payroll and diversity, equity, and inclusion.
DISTINGUISHING CHARACTERISTICS
This is the entry level in the Analyst series. Incumbents are capable of independently operating in at least one (1) of the Human Resources functional areas. HUMAN RESOURCES ANALYST II DESCRIPTION
Perform specialized and advanced generalist and analytical work for human resources in the functional areas of labor relations, employee relations, employment law, recruitment and selection, classification and compensation, organizational development, benefits, worker’s compensation, HRIS/payroll and diversity, equity, and inclusion.
DISTINGUISHING CHARACTERISTICS
This is the experienced class in the Analyst series. It is distinguished from Human Resources Analyst I by the increased complexity of the work. Incumbents are capable of independently operating in at least two (2) of the Human Resources functional areas and can support employee relations to at least one department.
QUALIFICATIONS
Applicants must possess the following minimum qualifications to continue in the recruitment process:
Human Resources Analyst I
Education and Experience:
Bachelor’s Degree in business, public administration, employee relations or a related field and two (2) years of experience in at least one (1) functional area of human resources. Experience in a public agency setting is preferred.
Licenses and Certificates:
Specified positions may require possession and maintenance of the equivalent to a valid Nevada Class C driver's license within thirty (30) days of hire.
A Professional in Human Resources (PHR) or a Senior in Professional Human Resources (SPHR) or other generally accepted Human Resources professional certificate is preferred.
Human Resources Analyst II
Education and Experience:
Bachelor’s Degree in business, public administration, employee relations or a related field and three (3) years of experience in at least three (3) functional areas of human resources. Administrative or supervisory experience is preferred. Experience in a public agency setting is preferred.
Licenses and Certificates:
Specified positions may require possession and maintenance of the equivalent to a valid Nevada Class C driver's license within thirty (30) days of hire.
A Professional in Human Resources (PHR) or a Senior in Professional Human Resources (SPHR) or other generally accepted Human Resources professional certificate is preferred.
EXAMPLE OF ESSENTIAL DUTIES
Human Resources Analyst I
For assigned functional area(s): Responsible for the day-to-day operations including compliance with federal, state, City ordinances, civil service, administrative rules, collective bargaining agreements and department policies.
Provide sound advice and counsel on a variety of human resources topics and/or functional areas. Analyze information, evaluate alternatives, and make sound judgments within established guidelines and exercise sound judgement in escalating complex matters to appropriate levels in the organization.
Prepare sensitive and statistical reports and written documents. Analyze trends and data and evaluate the effectiveness of programs and services delivered. Make recommendations to Director in budget matters. Streamline work processes, set work priorities, and meet critical deadlines. Develop reports and presentations for staff and City Council. Manage contracts and third-party administrators. Effectively and regularly communicate information to those affected. Prepare clear, concise, and effective reports and written materials. Ensure the maintenance, accuracy and confidentially of all employee records, files, and personal information. Manage and enter information into assigned databases and use computer software related to the work.
Serve as a liaison between HR and all City departments to advocate for all and to ensure that City departments maintain compliance with state or federal regulations on diversity, equity, and inclusion initiatives. Measure and forecast diversity metrics for assigned department and divisions, support management as they aim to ensure staff is receiving adequate training in the selection, management, evaluation, and retention of all groups of employees.
Review legislation related to human resources matters. Analyze impact on City operations and recommend policy and procedural improvements. Provide general assistance on employment issues to staff. With guidance, answer questions regarding policies and procedures, federal and state law, EEOC policies, Civil Service Regulations and Administrative Rules.
Indirectly supervise human resources operations and support staff in assigned area(s) of work. Participate in the selection and evaluation of their performance and a ssist in staff development. May provide work direction to support staff on a project basis, relating to the areas of assignment.
Provide support for the labor relations program. Provide analysis relating to the cost and impact of contract proposals in areas of assignment. Coordinate efforts with payroll to accurately pay employees and manage human resources data. Serve as employee relations representative for City departments, participate in investigations and may participate in hearings and arbitrations.
Monitor changes and developments related to human resources. Evaluate impact on city operations and recommend and implement policy and procedural improvements. Advise on policies and procedures and ensure consistent interpretation and application of federal and state law, Civil Service Regulations, Administrative Rules, Standard Operating Procedures (SOP’s) and various collective bargaining agreements and resolutions.
Design and implement recruitment programs. Construct testing materials. Conduct job analyses to determine appropriate selection factors, resources, and tools. Participate in recruitment testing and interviews. Analyze scoring and determine results. Coordinate reasonable testing accommodations.
Ensure the maintenance, accuracy and confidentially of all employee records, files and personal information. Manage and enter information into assigned databases and use computer software related to the work. Influence others in organization with regards to policies, practices, employment decisions, change management initiatives and program roll-outs.
Conduct classification and compensation studies. Analyze information and make recommendations for appropriate classification, class specifications and compensation levels.
Coordinate the City insurance and non-insurance benefits. Monitor, analyze and recommend compliance actions for new and evolving benefit legislation and trends and recommend changes.
Coordinate and implement training programs. Ensure completion of citywide compliance training. Coordinate vendor training and evaluate content and presentation.
Represent human resources to staff and Civil Service, City Council, citizens, governmental agencies, third party administrators, community groups and professional organizations.
Perform other duties which may be assigned.
Knowledge, Skills and Abilities:
Applicable state and federal laws and regulations related to the work
Principles and practices of public personnel administration
Knowledge or ability to learn labor relations and applicable principles and practices in a collective bargaining environment
Knowledge of ability to learn basic medical terminology for administration of benefits and worker’s compensation program
Ability to use computer applications and software related to the work
Ability to independently maintain and manage tasks and responsibilities efficiently and effectively
Ability to arrange multiple projects effectively to be completed within expected deadlines
Ability to have direct and tough conversations with others as needed
Ability to reason logically and make sound decisions, to consider alternative and diverse perspectives, to communicate effectively both orally and in writing, to remain poised under all circumstances, and to interact effectively with people in a positive manner that engenders confidence and trust
Prioritization practices with the ability to reprioritize competing tasks/projects duties, effectively, in a constantly changing environment
Train others in work procedures
Physical Demands:
Aside from working in a general office environment while using standard office equipment, the majority of the work is sedentary in nature and consists of daily exposure to equipment that may potentially cause visual sensitivity such as computer monitors. The person in this position will be expected to be effective in the face of workplace stressors such as, but not limited to, exposure to information that may be sensitive and emotionally difficult to process, customer service complaints, maintaining the security of information, competing priorities of reasonable or high significance to the successful function of the department, etc. May need to lift, carry, push and/or pull light to moderate amounts of weight and occasionally work outdoors.
SUPPLEMENTAL JOB INFORMATION
This position is Exempt under FLSA guidelines
This position is at-will and exempt from the Regulations of the Civil Service Commission
This position reports to a Senior Human Resources Analyst
Supervision exercised: May direct the work of support staff on a project basis
May be required to work during emergency circumstances or inclement weather conditions
May be required to pass a pre-placement drug screen and background investigation
Human Resources Analyst II
For assigned functional area(s): Responsible for the day-to-day operations including compliance with federal, state, City ordinances, civil service, administrative rules, collective bargaining agreements and department policies.
Provide sound advice and counsel on a variety of human resources topics and/or functional areas. Analyze information, evaluate alternatives, and make sound judgments within established guidelines and exercise sound judgement in escalating complex matters to appropriate levels in the organization.
Prepare sensitive and statistical reports and written documents. Analyze trends and data and evaluate the effectiveness of programs and services delivered. Make recommendations to Director in budget matters. Streamline work process, set work priorities, and meet critical deadlines. Develop reports and presentations for staff and City Council. Manage contracts and third-party administrators. Effectively and regularly communicate information to those affected. Prepare clear, concise, and effective reports, presentations, training, and written materials. Interpret and apply applicable state and federal laws and regulations. Engage experts and prepare data and liability reporting for financial services, regular actuarial studies, audits, and regulatory reporting requirements. Manage resources to work within defined scope, time, and cost constraints.
Serve as a liaison between HR and all City departments to advocate for all and to ensure that City departments maintain compliance with state or federal regulations on diversity, equity, and inclusion initiatives. Measure and forecast diversity metrics for assigned department and divisions, support management as they aim to ensure staff is receiving adequate training in the selection, management, evaluation, and retention of all groups of employees.
Review legislation related to human resources matters. Analyze impact on City operations and recommend policy and procedural improvements. Provide general assistance on employment issues to staff. With guidance, answer questions regarding policies and procedures, federal and state law, EEOC policies, Civil Service Regulations and Administrative Rules.
Indirectly supervise human resources operations and support staff in assigned area(s) of work. Participate in the selection and evaluation of their performance and a ssist in staff development. May provide work direction to support staff on a project basis, relating to the areas of assignment.
Provide support for the labor relations program. Provide input and analysis relating to the cost and impact of contract proposals in areas of assignment. Coordinate efforts with payroll to accurately pay employees and manage human resources data. Serve as employee relations representative for City departments, manage investigations and/or investigate employee relations issues, participate, and prepare documents in hearings and arbitration.
Monitor changes and developments related to human resources. Evaluate impact on city operations and recommend and implement policy and procedural improvements. Advise on policies and procedures and ensure consistent interpretation and application of federal and state law, Civil Service Regulations, Administrative Rules, Standard Operating Procedures (SOP’s) and various collective bargaining agreements and resolutions.
Design and implement recruitment programs. Construct testing materials. Conduct job analyses to determine appropriate selection factors, resources and tools. Participate in recruitment testing and interviews. Analyze complex scoring and determine results. Coordinate reasonable testing accommodations.
Ensure the maintenance, accuracy and confidentially of all employee records, files and personal information. Manage and enter information into assigned databases and use computer software related to the work. Influence others in organization with regards to policies, practices, employment decisions, change management initiatives and program roll-outs.
Conduct classification and compensation studies. Analyze information and make recommendations for appropriate classification, class specifications and compensation levels.
Coordinate the City’s Group Health Plan, insurance benefits and non-insurance benefits. Monitor, analyze and recommend compliance actions for new and evolving benefit legislation and trends and recommend changes. May serve as co-chair on the Group Health Committee.
Coordinate and implement training programs. Ensure completion of citywide compliance training. Coordinate vendor training and evaluate content and presentation.
Represent human resources to staff and Civil Service, City Council, citizens, governmental agencies, third party administrators, community groups and professional organizations. May serve as the back-up for the City’s Civil Service Commission. Ensure staff completion of agenda, minutes, and confidential packet within assigned areas. Participate in quarterly meetings when necessary.
Perform other duties which may be assigned.
Knowledge, Skills and Abilities:
Applicable state and federal laws and regulations related to the work
Principles and practices of public personnel administration
Knowledge of labor relations and applicable principles and practices in a collective bargaining environment
Knowledge of basic medical terminology for administration of benefits and worker’s compensation program
Ability to use computer applications and software related to the work
Ability to independently maintain and manage tasks and responsibilities efficiently and effectively
Ability to arrange multiple projects effectively to be completed within expected deadlines
Ability to have direct and tough conversations with others as needed
Ability to reason logically and make sound decisions, to consider alternative and diverse perspectives, to communicate effectively both orally and in writing, to remain poised under all circumstances, and to interact effectively with people in a positive manner that engenders confidence and trust
Prioritization practices with the ability to reprioritize competing tasks/projects duties, effectively, in a constantly changing environment
Train others in work procedures
Physical Demands:
Aside from working in a general office environment while using standard office equipment, the majority of the work is sedentary in nature and consists of daily exposure to equipment that may potentially cause visual sensitivity such as computer monitors. The person in this position will be expected to be effective in the face of workplace stressors such as, but not limited to, exposure to information that may be sensitive and emotionally difficult to process, customer service complaints, maintaining the security of information, competing priorities of reasonable or high significance to the successful function of the department, etc. May need to lift, carry, push and/or pull light to moderate amounts of weight and occasionally work outdoors.
SUPPLEMENTAL JOB INFORMATION
This position is Exempt under FLSA guidelines
This position is at-will and exempt from the Regulations of the Civil Service Commission
This position reports to a Senior Human Resources Analyst
Supervision exercised: Supervise the work of support staff
May be required to work during emergency circumstances or inclement weather conditions
May be required to pass a pre-placement drug screen and background investigation
SUPPLEMENTAL JOB POSTING INFORMATION You are required to submit any required documents as requested above, at time of application for further consideration. Failure to submit the required and/or requested information may result in rejection of your application.
Recruitment Communication:
Human Resources will be contacting you at various stages of the recruitment process via email, even if you have chosen U.S. mail for prior application processes or for applications with other agencies. Please make sure your email address is accurate.
Reasonable Accommodation:
Human Resources will make efforts to provide reasonable accommodations to disabled candidates in the selection process. If you have special needs, please notify the Human Resources office when you turn in your application or at least three (3) business days prior to the examination/interview by calling (775) 353-2345.
Disclaimer:
The City of Sparks reserves the right to select applicants who demonstrate the best combination of qualifications for the position.
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work.
The Diversity Sourcing and Talent Pipeline Programs (University Recruitment Team) creates, delivers and manages a broad array of talent programs to attract, develop and retain the best leaders and engaged employees. Specific areas include diversity, talent management, performance management, career development, culture and engagement programs. This person will partner with HR and business leaders to align talent strategies to meet business, function and regional priorities. They will design and deliver global diversity initiatives. as well as develop competency models, and facilitate talent evaluations. Lastly, they will analyze performance, assessment and talent data.
Responsibilities:
Build the strategy and foster deep relationships with HBCU and HSI institutions
Applies deep subject matter expertise to planning, implementing, and monitoring global early career programs with a diversity and inclusion focus that support business priorities
Identifies program success criteria, designs program strategy, and establishes goals and metrics to measure performance.
Executes and contributes to development of change management strategy. Serves as a global resource to business leaders and the HR community to ensure the effective execution of implementation plans.
Communicates programs to senior leadership, organizes and participates in information summits, and manages content updates in relevant portals.
Assesses the ongoing effectiveness of a program including managing program costs and tracking key metrics.
Refines strategies and develops new solutions to improve cost efficiency and ensure the program is delivering results that are aligned with the success criteria.
Manages projects that promote the effectiveness of programs.
Evaluates relevant process improvement proposals from within the business and functions to determine enterprise-wide viability.
Partner with our internal Inclusion and Diversity team and stakeholders
Support recruitment related activities as needed
Education and Experience Required:
First level university degree; advanced university degree preferred.
Typically 6-10 years of experience in an HR function and/or a generalist role.
Previous program management experience highly desired
Previous experience supporting diversity and inclusion efforts and initiatives
Knowledge and Skills:
Excellent communication skills.
Excellent project management and process development skills.
Strong business acumen.
Strong budget management and accounting skills.
Capable of delivering a program to a large employee population.
Excellent communication skills.
Excellent project management and process development skills.
Strong business acumen.
Strong budget management and accounting skills.
Capable of delivering a program to a large employee population.
Previous experience building recruitment and development programs is highly desirable
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth.
If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Dec 06, 2021
Full time
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work.
The Diversity Sourcing and Talent Pipeline Programs (University Recruitment Team) creates, delivers and manages a broad array of talent programs to attract, develop and retain the best leaders and engaged employees. Specific areas include diversity, talent management, performance management, career development, culture and engagement programs. This person will partner with HR and business leaders to align talent strategies to meet business, function and regional priorities. They will design and deliver global diversity initiatives. as well as develop competency models, and facilitate talent evaluations. Lastly, they will analyze performance, assessment and talent data.
Responsibilities:
Build the strategy and foster deep relationships with HBCU and HSI institutions
Applies deep subject matter expertise to planning, implementing, and monitoring global early career programs with a diversity and inclusion focus that support business priorities
Identifies program success criteria, designs program strategy, and establishes goals and metrics to measure performance.
Executes and contributes to development of change management strategy. Serves as a global resource to business leaders and the HR community to ensure the effective execution of implementation plans.
Communicates programs to senior leadership, organizes and participates in information summits, and manages content updates in relevant portals.
Assesses the ongoing effectiveness of a program including managing program costs and tracking key metrics.
Refines strategies and develops new solutions to improve cost efficiency and ensure the program is delivering results that are aligned with the success criteria.
Manages projects that promote the effectiveness of programs.
Evaluates relevant process improvement proposals from within the business and functions to determine enterprise-wide viability.
Partner with our internal Inclusion and Diversity team and stakeholders
Support recruitment related activities as needed
Education and Experience Required:
First level university degree; advanced university degree preferred.
Typically 6-10 years of experience in an HR function and/or a generalist role.
Previous program management experience highly desired
Previous experience supporting diversity and inclusion efforts and initiatives
Knowledge and Skills:
Excellent communication skills.
Excellent project management and process development skills.
Strong business acumen.
Strong budget management and accounting skills.
Capable of delivering a program to a large employee population.
Excellent communication skills.
Excellent project management and process development skills.
Strong business acumen.
Strong budget management and accounting skills.
Capable of delivering a program to a large employee population.
Previous experience building recruitment and development programs is highly desirable
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth.
If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Please Apply Here:
https://ltmwebprod01.dpsk12.org/ltmprod/xmlhttp/shorturl.do?key=9PH
HUMAN RESOURCES
Traditional 235 work days
FTE: 1.0
Salary Range: $56,277 - $68,243
Essential Functions and Objectives:
T he Talent Acquisition Specialist will implement and monitor district-wide recruitment and retention strategies for various positions across the district. The position will assist with the design and delivery of campus, community and diversity based recruiting activities for local, state, national and international recruitment programs, including developing Social Media and marketing campaigns in order to attract candidates and increase districts visibility in the community. Duties include, but are not limited to the following:
- Identify, recruit, source, cold call passive candidates and cultivate talented candidates across schools and/or a variety of central offices and positions.
- Compile and create data, reports, and other forms of recruitment and retention statistics. Assist in the creation of a variety of state of the art recruitment communications (e.g. banners, advertisements, brochures, web content).
- Conduct/Perform recruitment efforts on a multi-year, full-cycle of recruitment and retention activities (e.g., identification, recruitment and placement) of highly qualified candidates.
- Develop and implement an effective sourcing strategy including social media campaigns in order to promote the district's visibility in the community.
K nowledge, Experience & Other Qualifications:
- Three ( 3) or more year of recruiting or related experience required.
- Experience working with Social Media Marketing preferred.
- Bilingual in Spanish required.
E ducation Requirements:
- Bachelor’s Degree in Business, Human Resources or related field or equivalent experience in lieu of education.
Other information:
Our Human Resources Team is an integral part of DPS. Although we aren’t always in the schools, we’re in it for the kids. We work closely with our school leaders to ensure we’re putting great teachers in every classroom, and take great care to ensure DPS hires and retains the highest quality candidates for all roles throughout the district. We do this by incorporating our Shared Core Values—Students First, Integrity, Equity, Collaboration, Accountability and Fun – into everything we do. Additionally, we support retention of our valued team members in a variety of ways including facilitating professional development and performance management activities and designing and managing Total Rewards Programs to help Team DPS achieve health and wellness for themselves and their families. When you join us, you join a dedicated, diverse team of over one hundred professionals who come from many walks of life. One thing we all share is a deep sense of commitment to support Denver Public Schools’ vision: Every Child Succeeds.
Additional Information:
- Work Year Calendars (including accrued time off): http://thecommons.dpsk12.org/Page/1129
- Benefits (including DPS contributions): http://thecommons.dpsk12.org/Page/1397
- Compensation Structures: http://thecommons.dpsk12.org/Page/244
- Employee must live and work with a permanent home address in Colorado while working for Denver Public Schools.
About Denver Public Schools:
Denver Public Schools is committed to meeting the educational needs of every student with great schools in every neighborhood. Our goal is to provide every child in Denver with rigorous, enriching educational opportunities from preschool through high school graduation. DPS is comprised of nearly 200 schools including traditional, magnet, charter and alternative pathways schools, with an enrollment of more than 90,000 students.
DPS has become the fastest-growing school district in the country in terms of enrollment and the fastest-growing large school district in the state in terms of student academic growth. Learn more at dpsk12.org .
Denver Public Schools is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, national origin, sex, sexual orientation, age, disability, or any other status protected by law or regulation. It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors.
Dec 01, 2021
Full time
Please Apply Here:
https://ltmwebprod01.dpsk12.org/ltmprod/xmlhttp/shorturl.do?key=9PH
HUMAN RESOURCES
Traditional 235 work days
FTE: 1.0
Salary Range: $56,277 - $68,243
Essential Functions and Objectives:
T he Talent Acquisition Specialist will implement and monitor district-wide recruitment and retention strategies for various positions across the district. The position will assist with the design and delivery of campus, community and diversity based recruiting activities for local, state, national and international recruitment programs, including developing Social Media and marketing campaigns in order to attract candidates and increase districts visibility in the community. Duties include, but are not limited to the following:
- Identify, recruit, source, cold call passive candidates and cultivate talented candidates across schools and/or a variety of central offices and positions.
- Compile and create data, reports, and other forms of recruitment and retention statistics. Assist in the creation of a variety of state of the art recruitment communications (e.g. banners, advertisements, brochures, web content).
- Conduct/Perform recruitment efforts on a multi-year, full-cycle of recruitment and retention activities (e.g., identification, recruitment and placement) of highly qualified candidates.
- Develop and implement an effective sourcing strategy including social media campaigns in order to promote the district's visibility in the community.
K nowledge, Experience & Other Qualifications:
- Three ( 3) or more year of recruiting or related experience required.
- Experience working with Social Media Marketing preferred.
- Bilingual in Spanish required.
E ducation Requirements:
- Bachelor’s Degree in Business, Human Resources or related field or equivalent experience in lieu of education.
Other information:
Our Human Resources Team is an integral part of DPS. Although we aren’t always in the schools, we’re in it for the kids. We work closely with our school leaders to ensure we’re putting great teachers in every classroom, and take great care to ensure DPS hires and retains the highest quality candidates for all roles throughout the district. We do this by incorporating our Shared Core Values—Students First, Integrity, Equity, Collaboration, Accountability and Fun – into everything we do. Additionally, we support retention of our valued team members in a variety of ways including facilitating professional development and performance management activities and designing and managing Total Rewards Programs to help Team DPS achieve health and wellness for themselves and their families. When you join us, you join a dedicated, diverse team of over one hundred professionals who come from many walks of life. One thing we all share is a deep sense of commitment to support Denver Public Schools’ vision: Every Child Succeeds.
Additional Information:
- Work Year Calendars (including accrued time off): http://thecommons.dpsk12.org/Page/1129
- Benefits (including DPS contributions): http://thecommons.dpsk12.org/Page/1397
- Compensation Structures: http://thecommons.dpsk12.org/Page/244
- Employee must live and work with a permanent home address in Colorado while working for Denver Public Schools.
About Denver Public Schools:
Denver Public Schools is committed to meeting the educational needs of every student with great schools in every neighborhood. Our goal is to provide every child in Denver with rigorous, enriching educational opportunities from preschool through high school graduation. DPS is comprised of nearly 200 schools including traditional, magnet, charter and alternative pathways schools, with an enrollment of more than 90,000 students.
DPS has become the fastest-growing school district in the country in terms of enrollment and the fastest-growing large school district in the state in terms of student academic growth. Learn more at dpsk12.org .
Denver Public Schools is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, national origin, sex, sexual orientation, age, disability, or any other status protected by law or regulation. It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors.
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
This leader will apply expert subject matter knowledge of both compensation and benefits including regulatory compliance, exert influence across organizational and hierarchical boundaries, and establish and drive to key metrics of success. This leader is a key member of the HR M&A leadership team, advising, collaborating, and consulting with Key HR and Business leadership both at HPE and the target company, Regional / Country / Business HR, the Global Compensation COE, and Corporate Development stakeholders. Dual perspectives and data sets (outside in / inside out) will be leveraged to consider reward elements such as base salary, short-term incentives, long-term incentives, and harmonization, and to determine the best approaches for retention, job mapping, and levelling. Travel would be less than 10% and only as needed.
Responsibilities
Leads a team of individual contributors by setting performance goals and objectives for deals, allocating project resources equitably and effectively, and fostering a growth mindset within an increasingly acquisitive environment.
Conducts comprehensive due diligence and side-by-side review of target company’s data and policies to identify, quantify, and swiftly mitigate risks and exposures related to compensation and benefits, including equity, retirement/pensions, change in control, and severance.
Develop and present Total Rewards proposal partnering with Executive Compensation, Global Benefits, and receiving BU HR to ensure compelling job offers and long term retention levers.
Lead discussions with BU leadership, BU HR, target company executives, and HR partners to set clear expectations and provide consultative guidance on job mapping.
Design and deliver live / on demand Total Rewards training for acquired employees aligned with key deal milestones (job offers, onboarding, etc.) as well as facilitate live Q&A and develop a broader question management plan.
Drive and champion continuous improvement in partnership with the HR PMs including quick start guides, tools, templates, partner reporting, and retrospectives.
Remain knowledgeable about industry best practices and make recommendations for innovation, automation, and streamlining where possible for repeatable processes.
Education and Experience
First-level university degree or equivalent experience; advanced university degree preferred
10+ years in Compensation and Benefits
Typically 5+ years related experience in cross-functional human resources areas
Typically 3+ years experience in HR M&A and international transactions
Typically 2+ years supervisory experience
Knowledge and Skills:
Advanced HR knowledge of the M&A deal life cycle and associated cross-functional HR activities.
Superior knowledge of the legal and regulatory environment as it pertains to employment law, including emerging legislation.
Exceptional financial and business acumen.
Excellent inspirational leadership skills, including coaching, management, problem solving, and evaluation.
Clear and concise communication skills required, including ability to present to all levels and audiences across multiple formats.
Excellent project management skills, including planning, execution, and change management.
Ability to perform in an ambiguous, fast paced environment and make decisions in short timeframes.
Expert PowerPoint and Excel skills required.
Nov 05, 2021
Full time
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
This leader will apply expert subject matter knowledge of both compensation and benefits including regulatory compliance, exert influence across organizational and hierarchical boundaries, and establish and drive to key metrics of success. This leader is a key member of the HR M&A leadership team, advising, collaborating, and consulting with Key HR and Business leadership both at HPE and the target company, Regional / Country / Business HR, the Global Compensation COE, and Corporate Development stakeholders. Dual perspectives and data sets (outside in / inside out) will be leveraged to consider reward elements such as base salary, short-term incentives, long-term incentives, and harmonization, and to determine the best approaches for retention, job mapping, and levelling. Travel would be less than 10% and only as needed.
Responsibilities
Leads a team of individual contributors by setting performance goals and objectives for deals, allocating project resources equitably and effectively, and fostering a growth mindset within an increasingly acquisitive environment.
Conducts comprehensive due diligence and side-by-side review of target company’s data and policies to identify, quantify, and swiftly mitigate risks and exposures related to compensation and benefits, including equity, retirement/pensions, change in control, and severance.
Develop and present Total Rewards proposal partnering with Executive Compensation, Global Benefits, and receiving BU HR to ensure compelling job offers and long term retention levers.
Lead discussions with BU leadership, BU HR, target company executives, and HR partners to set clear expectations and provide consultative guidance on job mapping.
Design and deliver live / on demand Total Rewards training for acquired employees aligned with key deal milestones (job offers, onboarding, etc.) as well as facilitate live Q&A and develop a broader question management plan.
Drive and champion continuous improvement in partnership with the HR PMs including quick start guides, tools, templates, partner reporting, and retrospectives.
Remain knowledgeable about industry best practices and make recommendations for innovation, automation, and streamlining where possible for repeatable processes.
Education and Experience
First-level university degree or equivalent experience; advanced university degree preferred
10+ years in Compensation and Benefits
Typically 5+ years related experience in cross-functional human resources areas
Typically 3+ years experience in HR M&A and international transactions
Typically 2+ years supervisory experience
Knowledge and Skills:
Advanced HR knowledge of the M&A deal life cycle and associated cross-functional HR activities.
Superior knowledge of the legal and regulatory environment as it pertains to employment law, including emerging legislation.
Exceptional financial and business acumen.
Excellent inspirational leadership skills, including coaching, management, problem solving, and evaluation.
Clear and concise communication skills required, including ability to present to all levels and audiences across multiple formats.
Excellent project management skills, including planning, execution, and change management.
Ability to perform in an ambiguous, fast paced environment and make decisions in short timeframes.
Expert PowerPoint and Excel skills required.
The Human Resources Director will manage, execute, and offer leadership and guidance to the organization’s HR operations. This position will plan, develop, coordinate, and direct the Human Resources policies for the institution, ensuring legal compliance and missional alignment. It will emphasize talent development, teamwork, relationship building, and will be a champion for employees and the institution. The Human Resources Director will manage and direct all activities and staff associated with compensation, benefits, employment, wellness and payroll. Additionally, as a member of the broader campus leadership team, s/he will coordinate with appropriate campus partners to determine policies, practices and programs that support the full employment experience for the employees of Hope College. PRIMARY JOB DUTIES:
Counsel and advise management relative to employee relations by interpreting policies and handbook, informing management of special employee relations problems, and recommending action to improve relationships with the workforce.
Coordinate with leadership to create and implement organization-wide strategies and objectives.
Direct employment activities including workforce planning, staffing needs assessment, recruiting, onboarding, succession planning, training/development, and outplacement.
Develop, manage, adjust, and administer the compensation program, including monitoring salary structures, and ensuring the consistent application of the performance appraisal system for employees. This includes making recommendations for salaries and equity strategies.
Maintain current knowledge and assure compliance with federal, state, and local government laws and college policies regarding employment.
Participate in long-range planning to support department needs relative to human resources.
Develop and oversee all benefit programs in conjunction with the Benefits Manager, including leading campus conversations regarding benefit strategies.
Oversee the Wellness Program in conjunction with the Wellness Director.
Oversee the Student Employment Program in conjunction with the Student Employment Coordinator.
Oversee the Payroll function in conjunction with the Payroll Coordinator.
Oversee and work with the Employee Development Coordinator to create effective training programs for campus employees. This includes leading team development meetings.
Create and manage departmental budget while also creating the annual college salary budget for finance.
Provide employment data for reporting needs (e.g., IPEDS, AAUP, CUPA, GLCA)
Serve as a member of the President's cabinet.
Qualifications
Must have a Bachelor’s degree, Master’s degree preferred.
HRCI or SHRM certification preferred.
Must be familiar with laws/rules governing COBRA, HIPPA, FMLA, ERISA, ADA, etc.
Must be familiar with payroll and applicable rules/laws including FLSA, and taxation of various types of earnings.
Must have excellent math and analytical skills.
Must be able to work under time pressures and the stress of deadlines.
Must have proficient computer skills, including Microsoft programs.
Must have excellent interpersonal and communication skills, including public speaking.
Must be able to manage conflict.
Application Instructions
As part of the online application, candidates will upload a cover letter, resume and contact information for three references.
Nov 04, 2021
Full time
The Human Resources Director will manage, execute, and offer leadership and guidance to the organization’s HR operations. This position will plan, develop, coordinate, and direct the Human Resources policies for the institution, ensuring legal compliance and missional alignment. It will emphasize talent development, teamwork, relationship building, and will be a champion for employees and the institution. The Human Resources Director will manage and direct all activities and staff associated with compensation, benefits, employment, wellness and payroll. Additionally, as a member of the broader campus leadership team, s/he will coordinate with appropriate campus partners to determine policies, practices and programs that support the full employment experience for the employees of Hope College. PRIMARY JOB DUTIES:
Counsel and advise management relative to employee relations by interpreting policies and handbook, informing management of special employee relations problems, and recommending action to improve relationships with the workforce.
Coordinate with leadership to create and implement organization-wide strategies and objectives.
Direct employment activities including workforce planning, staffing needs assessment, recruiting, onboarding, succession planning, training/development, and outplacement.
Develop, manage, adjust, and administer the compensation program, including monitoring salary structures, and ensuring the consistent application of the performance appraisal system for employees. This includes making recommendations for salaries and equity strategies.
Maintain current knowledge and assure compliance with federal, state, and local government laws and college policies regarding employment.
Participate in long-range planning to support department needs relative to human resources.
Develop and oversee all benefit programs in conjunction with the Benefits Manager, including leading campus conversations regarding benefit strategies.
Oversee the Wellness Program in conjunction with the Wellness Director.
Oversee the Student Employment Program in conjunction with the Student Employment Coordinator.
Oversee the Payroll function in conjunction with the Payroll Coordinator.
Oversee and work with the Employee Development Coordinator to create effective training programs for campus employees. This includes leading team development meetings.
Create and manage departmental budget while also creating the annual college salary budget for finance.
Provide employment data for reporting needs (e.g., IPEDS, AAUP, CUPA, GLCA)
Serve as a member of the President's cabinet.
Qualifications
Must have a Bachelor’s degree, Master’s degree preferred.
HRCI or SHRM certification preferred.
Must be familiar with laws/rules governing COBRA, HIPPA, FMLA, ERISA, ADA, etc.
Must be familiar with payroll and applicable rules/laws including FLSA, and taxation of various types of earnings.
Must have excellent math and analytical skills.
Must be able to work under time pressures and the stress of deadlines.
Must have proficient computer skills, including Microsoft programs.
Must have excellent interpersonal and communication skills, including public speaking.
Must be able to manage conflict.
Application Instructions
As part of the online application, candidates will upload a cover letter, resume and contact information for three references.
Summary: Pioneer Interests is a vertically operated cannabis company seeking an experienced HR specialist to support our retail, wholesale, and corporate divisions. Qualified candidates are be a self starter with great interpersonal skills.
Duties and Responsibilities:
Manage employee lifecycle: recruiting, onboarding, training, employee relations, training/development, offboarding
Spearhead HR projects and overall strategy
Oversee team member communication and management systems
Implementation of all HR processes and projects
Working with our Diversity, Equity, and Inclusion committee to identify areas we need improvement and implement team member trainings
Manage human resource programs including, but not limited to, compensation, benefits, leaves, and workers’ compensation
Partner with management to organize company culture programs and events
Provide administrative assistance as needed
Coordinate online orientation classes and keep software and programing up to date
Requirements:
Bachelor's Degree in degree in Human Resources, Business Administration, or related field (preferred)
A minimum of 3+ years of experience
Proficient in Microsoft Office Suite (Word, Excel, Outlook) and Google Suites
Communication skills, both written and oral
Quick learner
Attention to detail
Slack
MED Badge
Pioneer Interests is an equal opportunity employer. We are committed to cultivating an environment where people of all backgrounds and identities are included and feel valued for the work they produce and the perspectives they bring
Nov 02, 2021
Full time
Summary: Pioneer Interests is a vertically operated cannabis company seeking an experienced HR specialist to support our retail, wholesale, and corporate divisions. Qualified candidates are be a self starter with great interpersonal skills.
Duties and Responsibilities:
Manage employee lifecycle: recruiting, onboarding, training, employee relations, training/development, offboarding
Spearhead HR projects and overall strategy
Oversee team member communication and management systems
Implementation of all HR processes and projects
Working with our Diversity, Equity, and Inclusion committee to identify areas we need improvement and implement team member trainings
Manage human resource programs including, but not limited to, compensation, benefits, leaves, and workers’ compensation
Partner with management to organize company culture programs and events
Provide administrative assistance as needed
Coordinate online orientation classes and keep software and programing up to date
Requirements:
Bachelor's Degree in degree in Human Resources, Business Administration, or related field (preferred)
A minimum of 3+ years of experience
Proficient in Microsoft Office Suite (Word, Excel, Outlook) and Google Suites
Communication skills, both written and oral
Quick learner
Attention to detail
Slack
MED Badge
Pioneer Interests is an equal opportunity employer. We are committed to cultivating an environment where people of all backgrounds and identities are included and feel valued for the work they produce and the perspectives they bring
Job Description
Hewlett Packard Enterprise advances the way people live and work. We bring together the brightest minds to create breakthrough technology solutions, helping our customers make their mark on the world. HPE Storage fosters ONE inclusive storage culture to accelerate innovation. It brings together the best of converged and hyperconverged architectures on a flexible platform with independent scaling of compute and storage. We drive IT agility and accelerate time to market with 99.9999% availability.
As a member of the Hewlett Packard Enterprise Storage Culture and Transformation Office, you have a unique opportunity to develop and manage transformational programs that foster a highly motivated, team member-centric culture. Our goal is to inspire, educate, and engage our team members and create a high-performing, inclusive, and innovative culture to accelerate business objectives.
The HPE Storage organization is on the cutting edge of HPE development, driving high-margin growth for the company. The HPE Storage portfolio includes all-flash & hybrid storage, collaborative platforms, big data, hyperconverged infrastructure, and primary storage solutions. We are focused on capturing emerging markets and driving innovation to help our customers.
As part of your responsibilities, you will be working closely with the HPE Storage leadership team and human resources to assess feedback from our team members to develop programs, tools, resources, and incentives to recruit, retain, and develop team members. Specifically, we need someone who can work with our current and future people managers to cultivate leadership talent pipeline and ensure they have the skills necessary to effectively lead and grow teams.
We are looking for an energetic, creative team member with exceptional verbal and written communication and program management skills. The ideal candidate delivers continuous results in a fast-paced environment, collaborates effectively with immediate and extended team members, and feels comfortable working in a high-visibility role.
Responsibilities:
Create, maintain, and deliver complex deliverables for multiple, concurrent projects.
Prepare and deliver communication deliverables (slides, organizational messages, infographics etc.) to support our leaders
Develop and support leadership programs for managers and leaders
Facilitate roundtables to gather feedback and provide recommendations to leaders and create culture programs and initiatives.
Develop and support management of change plans to support growth and transformation.
Participate in team meetings, coordinate reviews, and ensure feedback is addressed and incorporated into transformational program deliverables.
Qualifications:
Ability to summarize abstract ideas clearly and independently manage project objectives.
Very strong verbal and written communication skills, including delivering training and presentation skills.
Superior group facilitation and interviewing skills.
Excellent project management skills.
Strong relationship management skills, including partnering and consulting.
Developed leadership skills, including team-building, conflict resolution, and management.
High-level of professional and business judgment when communicating with cross-functional teams including engineers, managers, and executives
Comfortable working in a technical and innovative environment
Team player willing to collaborate, leverage and share best practices
Highly organized, efficient, and demonstrates incredible attention to detail
Education and Experience Required:
Typically 3-5 year’s work experience. Bachelor’s Degree in Human Resources, Journalism, Marketing, Business, Communications, or related field.
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Oct 21, 2021
Full time
Job Description
Hewlett Packard Enterprise advances the way people live and work. We bring together the brightest minds to create breakthrough technology solutions, helping our customers make their mark on the world. HPE Storage fosters ONE inclusive storage culture to accelerate innovation. It brings together the best of converged and hyperconverged architectures on a flexible platform with independent scaling of compute and storage. We drive IT agility and accelerate time to market with 99.9999% availability.
As a member of the Hewlett Packard Enterprise Storage Culture and Transformation Office, you have a unique opportunity to develop and manage transformational programs that foster a highly motivated, team member-centric culture. Our goal is to inspire, educate, and engage our team members and create a high-performing, inclusive, and innovative culture to accelerate business objectives.
The HPE Storage organization is on the cutting edge of HPE development, driving high-margin growth for the company. The HPE Storage portfolio includes all-flash & hybrid storage, collaborative platforms, big data, hyperconverged infrastructure, and primary storage solutions. We are focused on capturing emerging markets and driving innovation to help our customers.
As part of your responsibilities, you will be working closely with the HPE Storage leadership team and human resources to assess feedback from our team members to develop programs, tools, resources, and incentives to recruit, retain, and develop team members. Specifically, we need someone who can work with our current and future people managers to cultivate leadership talent pipeline and ensure they have the skills necessary to effectively lead and grow teams.
We are looking for an energetic, creative team member with exceptional verbal and written communication and program management skills. The ideal candidate delivers continuous results in a fast-paced environment, collaborates effectively with immediate and extended team members, and feels comfortable working in a high-visibility role.
Responsibilities:
Create, maintain, and deliver complex deliverables for multiple, concurrent projects.
Prepare and deliver communication deliverables (slides, organizational messages, infographics etc.) to support our leaders
Develop and support leadership programs for managers and leaders
Facilitate roundtables to gather feedback and provide recommendations to leaders and create culture programs and initiatives.
Develop and support management of change plans to support growth and transformation.
Participate in team meetings, coordinate reviews, and ensure feedback is addressed and incorporated into transformational program deliverables.
Qualifications:
Ability to summarize abstract ideas clearly and independently manage project objectives.
Very strong verbal and written communication skills, including delivering training and presentation skills.
Superior group facilitation and interviewing skills.
Excellent project management skills.
Strong relationship management skills, including partnering and consulting.
Developed leadership skills, including team-building, conflict resolution, and management.
High-level of professional and business judgment when communicating with cross-functional teams including engineers, managers, and executives
Comfortable working in a technical and innovative environment
Team player willing to collaborate, leverage and share best practices
Highly organized, efficient, and demonstrates incredible attention to detail
Education and Experience Required:
Typically 3-5 year’s work experience. Bachelor’s Degree in Human Resources, Journalism, Marketing, Business, Communications, or related field.
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The HR Workday Talent System Analyst will partner with HR Talent Centers of Excellence. Manage mid-size and large pan-HPE talent projects and work requests in teams with other analysts. They will map pre-defined business requirements to system capabilities, identify gaps and recommend technical solutions. Additionally, they will design and configure solutions primarily in Workday, as well as lead project implementation (enhanced functionality and process improvements) and engage vendors on support issues. They will analyze and improve business process workflows and develop use cases, test cases, customer scenarios, and system demos. They will plan, coordinate and perform testing of newly developed or enhanced applications, document current and future state business processes, and document change requests and create troubleshooting guides. Finally, they will provide day-to-day operational support for HPE learning systems and applications.
Responsibilities:
Conduct business process analyses, needs assessments, and preliminary cost/benefit analysis in an effort to align system solutions with talent business initiatives.
Work with HR Talent Centers of Excellence and business users to define and analyze problems and align the most appropriate technical, application or configuration solutions.
Consider the business implications or the application of technology to the current and future business environment.
Solicit, develop, document and manage business and technical requirements and provide detailed design and business rules to support the requirements throughout the talent life cycle
Partner with internal customers and vendors, examining complex issues or concerns to find a long term solution, both process and system related.
Develop detailed implementation plans and update project plans
Design and configure solutions
Document processes, procedures, or new approaches.
Write and review system test plans and system test modules before implementation.
Work cooperatively with business analysts to ensure all processes are fully tested.
Provide initial assessment of change requests and system issues and partner with IT as necessary to troubleshoot or correct problems.
Communicate issues or outages to the users.
Knowledge and Skills:
Workday Talent Systems Administration Experience
Workday System Configuration and Deployment Experience (preferably in the Talent space: Learning, Core Talent, Recruiting, Performance Management)
Knowledge of system architectures and software development methodologies.
Analytical skills - the ability to synthesize change quickly using subject and process knowledge.
Independent problem solving – ability to articulate issues across projects and the business.
Collaborate with other members of the HR organization to bring about solutions.
Strong written and verbal communications with the ability to tailor communications appropriately to the audience.
Self-starter.
Strong business analysis skills.
Business and technical specification writing experience.
Knowledge of policies, programs and procedures.
Familiarity with learning web applications
Experience with ERP Systems and/or Point Solutions in the Talent space (preferably Workday)
Expert use of Microsoft Visio, Excel and Project.
Education and Experience Required:
Undergraduate degree with a focus on Computer Science, Information Systems, Human Resources and 7+ years relevant work experience.
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Job:
Human Resources
Job Level:
Specialist
Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.
Oct 13, 2021
Full time
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The HR Workday Talent System Analyst will partner with HR Talent Centers of Excellence. Manage mid-size and large pan-HPE talent projects and work requests in teams with other analysts. They will map pre-defined business requirements to system capabilities, identify gaps and recommend technical solutions. Additionally, they will design and configure solutions primarily in Workday, as well as lead project implementation (enhanced functionality and process improvements) and engage vendors on support issues. They will analyze and improve business process workflows and develop use cases, test cases, customer scenarios, and system demos. They will plan, coordinate and perform testing of newly developed or enhanced applications, document current and future state business processes, and document change requests and create troubleshooting guides. Finally, they will provide day-to-day operational support for HPE learning systems and applications.
Responsibilities:
Conduct business process analyses, needs assessments, and preliminary cost/benefit analysis in an effort to align system solutions with talent business initiatives.
Work with HR Talent Centers of Excellence and business users to define and analyze problems and align the most appropriate technical, application or configuration solutions.
Consider the business implications or the application of technology to the current and future business environment.
Solicit, develop, document and manage business and technical requirements and provide detailed design and business rules to support the requirements throughout the talent life cycle
Partner with internal customers and vendors, examining complex issues or concerns to find a long term solution, both process and system related.
Develop detailed implementation plans and update project plans
Design and configure solutions
Document processes, procedures, or new approaches.
Write and review system test plans and system test modules before implementation.
Work cooperatively with business analysts to ensure all processes are fully tested.
Provide initial assessment of change requests and system issues and partner with IT as necessary to troubleshoot or correct problems.
Communicate issues or outages to the users.
Knowledge and Skills:
Workday Talent Systems Administration Experience
Workday System Configuration and Deployment Experience (preferably in the Talent space: Learning, Core Talent, Recruiting, Performance Management)
Knowledge of system architectures and software development methodologies.
Analytical skills - the ability to synthesize change quickly using subject and process knowledge.
Independent problem solving – ability to articulate issues across projects and the business.
Collaborate with other members of the HR organization to bring about solutions.
Strong written and verbal communications with the ability to tailor communications appropriately to the audience.
Self-starter.
Strong business analysis skills.
Business and technical specification writing experience.
Knowledge of policies, programs and procedures.
Familiarity with learning web applications
Experience with ERP Systems and/or Point Solutions in the Talent space (preferably Workday)
Expert use of Microsoft Visio, Excel and Project.
Education and Experience Required:
Undergraduate degree with a focus on Computer Science, Information Systems, Human Resources and 7+ years relevant work experience.
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Job:
Human Resources
Job Level:
Specialist
Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The Learning and Career Development team delivers business-focused, efficient and innovative learning and development programs and experiences, thoughtfully designed to help our team members learn and grow. Through the work of this Center of Excellence (COE), development is not just about education - development is a vital part of HPE’s leadership culture. We emphasize a holistic approach to development that is not just about education, but also self-awareness, exposure to real-world problems, and connections to people.
As a Manager, you will actively lead projects focused on aligning learning and development solutions with business priorities. Reporting to the Director, Learning and Career Development, your responsibilities may include:
Leading the design, development, pilot, delivery, and evaluation of innovative learning and capability development solutions that support HPE team member performance and growth
Defining and executing L&D strategies in collaboration with leadership and talent stakeholders
Managing one or more curriculum portfolios of development experiences, including leadership development, culture and diversity and inclusion learning solutions
Leading project teams, which may include Development Specialists, Subject Matter Resources, Delivery Managers, vendors, and instructional designers and technical teams, to ensure the effective development and delivery of curriculum, programs, and processes
Aligning project teams and stakeholders to implement highly effective and innovative L&D solutions, including digitized content, individualized learning paths, and development in the flow of work
Building, managing, and leveraging positive, collaborative partnerships among business stakeholders, SMEs and peers
Providing functional expertise to identify, research, and resolve complex problems
Responsibilities
Develop and implement learning strategies and programs
Evaluate organizational learning and development needs
Implement various learning methods companywide
Design and deliver e-learning courses, workshops and other trainings
Assess the success of development plans and help employees make the most of learning opportunities
Track budgets and negotiate contracts
Hire and oversee training and L&D Specialists
Manages a team or teams of development resources providing an effective environment for people to meet their established objectives.
Manages business processes and drives strategic alignment of priorities with the needs of the company
Engages client and/or subject matter experts in the identification and prioritization of needs
Education and Experience
Proven experience as an L&D Leader, Training Manager or similar
Current knowledge of effective learning and development methods
Familiarity with e-learning platforms and practices
Experience in project management and budgeting
Proficient in Learning Management Systems (LMS)
Excellent communication and negotiation skills; sharp business acumen
Ability to build rapport with team members, stakeholders, vendors
Professional certification is a plus
Typically 10+ years in a training development or equivalent role
Typically 2+ years of supervisory experience, 8+ years in managing multiple large projects
Knowledge and Skills
Superior planning, communication, change management, and cultural awareness skills, including financial and global business acumen
Superior ability to quickly lead the adoption of new, complex technology and concepts
Superior familiarity with learning content, training solutions, and operational systems and processes
Excellent people management capabilities
Impact/Scope
Leads corporate, business, or function-wide development solutions that impact a majority of business units globally.
Typically partners with HR Business Partners, corporate, business or functional leaders
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Oct 13, 2021
Full time
At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world. We’re solving the world’s most complex challenges, and our people are at the forefront of progress.
The Learning and Career Development team delivers business-focused, efficient and innovative learning and development programs and experiences, thoughtfully designed to help our team members learn and grow. Through the work of this Center of Excellence (COE), development is not just about education - development is a vital part of HPE’s leadership culture. We emphasize a holistic approach to development that is not just about education, but also self-awareness, exposure to real-world problems, and connections to people.
As a Manager, you will actively lead projects focused on aligning learning and development solutions with business priorities. Reporting to the Director, Learning and Career Development, your responsibilities may include:
Leading the design, development, pilot, delivery, and evaluation of innovative learning and capability development solutions that support HPE team member performance and growth
Defining and executing L&D strategies in collaboration with leadership and talent stakeholders
Managing one or more curriculum portfolios of development experiences, including leadership development, culture and diversity and inclusion learning solutions
Leading project teams, which may include Development Specialists, Subject Matter Resources, Delivery Managers, vendors, and instructional designers and technical teams, to ensure the effective development and delivery of curriculum, programs, and processes
Aligning project teams and stakeholders to implement highly effective and innovative L&D solutions, including digitized content, individualized learning paths, and development in the flow of work
Building, managing, and leveraging positive, collaborative partnerships among business stakeholders, SMEs and peers
Providing functional expertise to identify, research, and resolve complex problems
Responsibilities
Develop and implement learning strategies and programs
Evaluate organizational learning and development needs
Implement various learning methods companywide
Design and deliver e-learning courses, workshops and other trainings
Assess the success of development plans and help employees make the most of learning opportunities
Track budgets and negotiate contracts
Hire and oversee training and L&D Specialists
Manages a team or teams of development resources providing an effective environment for people to meet their established objectives.
Manages business processes and drives strategic alignment of priorities with the needs of the company
Engages client and/or subject matter experts in the identification and prioritization of needs
Education and Experience
Proven experience as an L&D Leader, Training Manager or similar
Current knowledge of effective learning and development methods
Familiarity with e-learning platforms and practices
Experience in project management and budgeting
Proficient in Learning Management Systems (LMS)
Excellent communication and negotiation skills; sharp business acumen
Ability to build rapport with team members, stakeholders, vendors
Professional certification is a plus
Typically 10+ years in a training development or equivalent role
Typically 2+ years of supervisory experience, 8+ years in managing multiple large projects
Knowledge and Skills
Superior planning, communication, change management, and cultural awareness skills, including financial and global business acumen
Superior ability to quickly lead the adoption of new, complex technology and concepts
Superior familiarity with learning content, training solutions, and operational systems and processes
Excellent people management capabilities
Impact/Scope
Leads corporate, business, or function-wide development solutions that impact a majority of business units globally.
Typically partners with HR Business Partners, corporate, business or functional leaders
What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Hewlett Packard Enterprise advances the way people live and work. We bring together the brightest minds to create breakthrough technology solutions, helping our customers make their mark on the world.
Global Operations prioritizes putting customers and partners first by developing the workforce of the future. This involves strategic, inclusive, and collaborative working culture. At our core, we strive to uphold HPE’s values – to partner, innovate and act – we are an organization that plan, source, and provide quality customer and partner experiences.
We are hiring a Technical Career Path (TCP) Program Manager .
Responsibilities:
Responsible for strategy development to improve the TCP program and drive increased attraction, development and retention of technologists at HPE.
Provides HR support for TCP review board structure and governance
Acts as the subject matter expert for the TCP program managing day to day operations
Drives the linkage of a career path for technologists to developmental opportunities for team members to advance along the career path. This includes learning via coursework/trainings, advisory/mentorship programs and experiential learning opportunities.
Manages and updates TCP content, guidelines and is responsible for the TCP website ecosystem with the support of internal or external resources. Also evaluates additional channels to reach and share updates with the TCP audience.
Gathers and monitors data and uses that data to make recommendations on program promotion, modification and expansion.
Presents regular updates and reports on the progress of the TCP program.
Is an ambassador to the program and supports evangelizing the benefits of TCP.
Stays up to date with similar programs in the marketplace to drive constant improvement and leverage best practices.
Manages consultants, vendors and third parties to ensure program delivery.
Ensures adherence to contracts/SOWs. Makes plan and design recommendations based on performance and trends.
Participates in Requests for Proposals (RFPs) when appropriate.
Partners with team members to resolve employee escalations.
Develops relationships and partners with Board Chairs, HR Liasons, Business Liasons and peer COE groups to move forward the TCP strategy.
Education and Experience Required:
Bachelor’s degree required; Master’s degree preferred.
Typically, 5+ years related experience in HR Technical Talent, Program Management
Desired 3+ years of Learning program management experience
Desired 3+ years of technical experiences
Knowledge and Skills:
Ability to shape and deploy advanced HR/People solutions for technical talent.
Strong technical background with an understanding of the technical population.
Familiarity with large scale career pathing initiatives
Track record of successfully implementing programs.
Very strong project management and communication skills.
Strong quantitative and qualitative analytical skills.
Ability to apply management core competencies in working with both internal groups and external vendors.
Ability to understand team member needs and interpret needs into workable programs.
Critical thinking capabilities and problem-solving skills.
Self-starter with a desire to drive improvements.
We offer:
A competitive salary and extensive social benefits
Diverse and dynamic work environment
Work-life balance and support for career development
An amazing life inside the element!
Want to know more about it? Then let’s stay connected!
https://www.facebook.com/HPECareers
https://twitter.com/HPE_Careers
HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Oct 13, 2021
Full time
Hewlett Packard Enterprise advances the way people live and work. We bring together the brightest minds to create breakthrough technology solutions, helping our customers make their mark on the world.
Global Operations prioritizes putting customers and partners first by developing the workforce of the future. This involves strategic, inclusive, and collaborative working culture. At our core, we strive to uphold HPE’s values – to partner, innovate and act – we are an organization that plan, source, and provide quality customer and partner experiences.
We are hiring a Technical Career Path (TCP) Program Manager .
Responsibilities:
Responsible for strategy development to improve the TCP program and drive increased attraction, development and retention of technologists at HPE.
Provides HR support for TCP review board structure and governance
Acts as the subject matter expert for the TCP program managing day to day operations
Drives the linkage of a career path for technologists to developmental opportunities for team members to advance along the career path. This includes learning via coursework/trainings, advisory/mentorship programs and experiential learning opportunities.
Manages and updates TCP content, guidelines and is responsible for the TCP website ecosystem with the support of internal or external resources. Also evaluates additional channels to reach and share updates with the TCP audience.
Gathers and monitors data and uses that data to make recommendations on program promotion, modification and expansion.
Presents regular updates and reports on the progress of the TCP program.
Is an ambassador to the program and supports evangelizing the benefits of TCP.
Stays up to date with similar programs in the marketplace to drive constant improvement and leverage best practices.
Manages consultants, vendors and third parties to ensure program delivery.
Ensures adherence to contracts/SOWs. Makes plan and design recommendations based on performance and trends.
Participates in Requests for Proposals (RFPs) when appropriate.
Partners with team members to resolve employee escalations.
Develops relationships and partners with Board Chairs, HR Liasons, Business Liasons and peer COE groups to move forward the TCP strategy.
Education and Experience Required:
Bachelor’s degree required; Master’s degree preferred.
Typically, 5+ years related experience in HR Technical Talent, Program Management
Desired 3+ years of Learning program management experience
Desired 3+ years of technical experiences
Knowledge and Skills:
Ability to shape and deploy advanced HR/People solutions for technical talent.
Strong technical background with an understanding of the technical population.
Familiarity with large scale career pathing initiatives
Track record of successfully implementing programs.
Very strong project management and communication skills.
Strong quantitative and qualitative analytical skills.
Ability to apply management core competencies in working with both internal groups and external vendors.
Ability to understand team member needs and interpret needs into workable programs.
Critical thinking capabilities and problem-solving skills.
Self-starter with a desire to drive improvements.
We offer:
A competitive salary and extensive social benefits
Diverse and dynamic work environment
Work-life balance and support for career development
An amazing life inside the element!
Want to know more about it? Then let’s stay connected!
https://www.facebook.com/HPECareers
https://twitter.com/HPE_Careers
HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
System Soft Technologies is a leading technology company that provides innovative technical solutions and consulting services to enhance innovation, business value, and competitiveness. For over 20 years, our focus on becoming a trusted partner to each client has allowed us to become a $136MM+ company with a pool of over 800 associates who cover the full spectrum of IT expertise. We are distinguished by our ability to anticipate the unique needs of our clients and deliver a level of quality that far exceeds their expectations.
Why System Soft Technologies?
At System Soft Technologies, we are a family unit powered by diversity, inclusion, transparency, respect, integrity and passion for our clients and our people. Our business growth depends on your professional development, as we collaborate, share ideas and innovation, and invest in our future. By forging a meaningful partnership with our people, we come together with the same purpose, exceeding our goals. This keeps us nimble, ahead of the competition, and on top of our industry. Our continued success begins with you.
Job Summary:
System Soft Technologies is seeking an HR Generalist who will deliver customized human resources solutions to support Recruitment/Prospects Sourcing, Onboarding, Employee Engagement, Performance Management, Employee Relations, etc. This role interfaces openly and effectively with all System Soft employees to coordinate, implement and promote people strategies and programs that support the business strategy, priorities, mission, and vision.
Responsibilities:
Develop and implement new approaches, policies and procedures to effect continual improvements in business objectives, employee and prospects engagement, productivity, and development of HR within the company.
Partner with Talent Acquisition and Resource Management Groups to develop sources of qualified diverse candidates and create a pipeline of prospects to recruit and fill positions.
Participate in corporate interviews to assess sound cultural fit.
Draft Offer Letters and Employment Agreements, coordinate with other departments to facilitate efficient and effective onboarding of new employees.
Attend and participate in employee disciplinary meetings, terminations, and investigations.
Works closely with department leaders and advanced practice providers to improve work relationships, build morale, increase productivity and improve retention rates.
Analyzes trends and develops metrics to develop programs to meet key business objectives and goals.
Prepares reports and oversees the submission of the annual EEO-1 Report to the EEOC and other required regulatory reporting.
Analyzes HR policies and processes and makes recommendations for improvements as appropriate.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Partner with payroll team to ensure compliance of payroll and tax reporting processes, which may include, but not limited to: SITW/SUI registrations, responding to tax agency notices, etc.
Support the HR Manager with benefits management and 401k administration upon request.
Other duties as assigned.
Qualifications:
Bachelor’s degree in Human Resources, Business, or related field.
3+ years' experience in Human Resources required.
Knowledge of ERISA, HIPAA, FMLA, EEO Compliance, Worker’s Compensation, Unemployment Claims processing and COBRA.
Excellent written, verbal and social communication skills, and a dedication to provide outstanding people-care and customer service.
Microsoft Office knowledge required.
Experience with ADP preferred.
Demonstrated ability to keep information confidential and commitment to produce high-quality work.
Sep 28, 2021
Full time
System Soft Technologies is a leading technology company that provides innovative technical solutions and consulting services to enhance innovation, business value, and competitiveness. For over 20 years, our focus on becoming a trusted partner to each client has allowed us to become a $136MM+ company with a pool of over 800 associates who cover the full spectrum of IT expertise. We are distinguished by our ability to anticipate the unique needs of our clients and deliver a level of quality that far exceeds their expectations.
Why System Soft Technologies?
At System Soft Technologies, we are a family unit powered by diversity, inclusion, transparency, respect, integrity and passion for our clients and our people. Our business growth depends on your professional development, as we collaborate, share ideas and innovation, and invest in our future. By forging a meaningful partnership with our people, we come together with the same purpose, exceeding our goals. This keeps us nimble, ahead of the competition, and on top of our industry. Our continued success begins with you.
Job Summary:
System Soft Technologies is seeking an HR Generalist who will deliver customized human resources solutions to support Recruitment/Prospects Sourcing, Onboarding, Employee Engagement, Performance Management, Employee Relations, etc. This role interfaces openly and effectively with all System Soft employees to coordinate, implement and promote people strategies and programs that support the business strategy, priorities, mission, and vision.
Responsibilities:
Develop and implement new approaches, policies and procedures to effect continual improvements in business objectives, employee and prospects engagement, productivity, and development of HR within the company.
Partner with Talent Acquisition and Resource Management Groups to develop sources of qualified diverse candidates and create a pipeline of prospects to recruit and fill positions.
Participate in corporate interviews to assess sound cultural fit.
Draft Offer Letters and Employment Agreements, coordinate with other departments to facilitate efficient and effective onboarding of new employees.
Attend and participate in employee disciplinary meetings, terminations, and investigations.
Works closely with department leaders and advanced practice providers to improve work relationships, build morale, increase productivity and improve retention rates.
Analyzes trends and develops metrics to develop programs to meet key business objectives and goals.
Prepares reports and oversees the submission of the annual EEO-1 Report to the EEOC and other required regulatory reporting.
Analyzes HR policies and processes and makes recommendations for improvements as appropriate.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Partner with payroll team to ensure compliance of payroll and tax reporting processes, which may include, but not limited to: SITW/SUI registrations, responding to tax agency notices, etc.
Support the HR Manager with benefits management and 401k administration upon request.
Other duties as assigned.
Qualifications:
Bachelor’s degree in Human Resources, Business, or related field.
3+ years' experience in Human Resources required.
Knowledge of ERISA, HIPAA, FMLA, EEO Compliance, Worker’s Compensation, Unemployment Claims processing and COBRA.
Excellent written, verbal and social communication skills, and a dedication to provide outstanding people-care and customer service.
Microsoft Office knowledge required.
Experience with ADP preferred.
Demonstrated ability to keep information confidential and commitment to produce high-quality work.
