Virginia Department of Transportation

Plans, builds, maintains Virginia transportation infrastructure

HR Consultant Senior

HR Generalist & Employee RelationsPosted on Nov 9

Full-timeFredericksburg, VA, USA$86.7k - $141kIn-person

About the Job

Requirements

Ability to analyze data and reach logical, legally supportable conclusions and counsel managers and employees on HR issues.
Ability to communicate effectively orally and in writing with customers.
Ability to design, analyze, and implement policies, procedures, and programs.
Ability to develop strategies to improve customer service, program efficiency, and effectiveness, and function as a team member with other HR staff.
Knowledge of employee relations and equal opportunity approaches, including counseling, mediation, grievance resolution, and complaint investigation.
Knowledge of federal and state regulations related to human resources functions.
Knowledge of human resources management principles and practices, including recruitment, selection, classification, compensation, organization, and job design.
Knowledge of job analysis and job evaluation techniques, and recruiting, screening, and interviewing techniques.
Strong computer skills using Microsoft software, web-based applications, and automated human resources information systems.
Ability to maintain confidentiality.
Skill in operating office equipment and Microsoft Office Suite software.
Skill in providing customer service.

Responsibilities

Provide advanced-level professional human resources consultation to management and employees on compensation, classification, talent acquisition, employee relations, and performance management.
Recommend short- and long-term programs, interventions, and solutions to executive leaders and customers to address business and workforce needs; plan and use change-management initiatives, ensure program integration and compliance, model continuous learning and education, research human resources best practices, and use technology and automation to manage information and workflow.
Consult with managers and field supervisors on position classification and compensation tools; review vacant and filled positions, maintain accurate position profiles in MyCareerConnect before recruitment begins, and recommend pay and incentives using Commonwealth pay factors, Department of Human Resource Management policies, and the agency market-compensation program.
Participate in statewide classification or compensation projects; explain overtime policies and emergency-operation expectations; support telework, recognition, and wellness programs; and respond to benefit and leave policy inquiries with verbal consultation and written guidance.
Develop working relationships with customers, learn their operations, and provide information, analysis, and recommendations on human capital, workforce, training, organizational, and individual performance matters; partner with other workgroups to resolve issues and help managers apply workforce-management principles.
Train and guide employees and supervisors on talent-acquisition processes and managers on performance-management policies and responsibilities.
Submit human resources transactions through MyCareerConnect and secure required management approvals within schedule deadlines.
Provide employee-relations consulting on standards of conduct, grievance procedures, Department of Human Resource Management policies, employee dispute resolution, mediation, absence management, performance, and employee assistance matters; investigate issues, prepare findings and recommendations, assist with corrective-action plans, and participate in grievance hearings with agency advocates.
Support new hires’ onboarding by communicating stakeholder expectations and following up through completion of the first day.
Advise managers on performance planning, monitoring, evaluation, appeals, and employee development; facilitate annual training, track plans and outcomes, recommend improvement plans for employees rated below contributor, and provide performance coaching to employees and teams.
Review final employment recommendations and selection documentation for policy, guideline, and legal compliance; participate on interview panels and guide candidate evaluations; perform recruiting operations when talent-acquisition capacity is exceeded, including planning, posting, screening, assessments, interviewing, pre-employment clearances, and offers; maintain candidate disposition records and close postings promptly in the applicant tracking system.
Generate reports on hiring needs and challenges and provide status reports to the HR Manager and customers; serve on designated committees or special projects.
Partner with agency leaders to assess labor-resource needs, optimize workforce utilization across classified, wage, temporary, consultant, and outsourced labor, support district position-allocation management and reporting, recommend allocation changes, communicate goals and utilization data, and collaborate with civil-rights staff on workforce-diversity strategies.
Consult with managers about anticipated turnover, future position utilization, and required classification work before recruitment begins.
Prepare and review talent-pool production reports with the local human resources team to assess progress and improvement opportunities.
Work with talent-acquisition staff, hiring managers, and leaders to plan sourcing strategies for current and future workforce needs and attend meetings to understand workforce needs and challenges.

Desired Qualifications

Training, experience, or education in Human Resources, Organizational Development, Business Administration, or a related field.
Experience in a variety of human resources program areas.
Experience working in a matrix reporting environment.
PHR, SPHR, CCP, or program management certification.

To provide advanced level professional HR consultation to all levels of management and employees on a broad scope of HR programs including compensation, classification, talent acquisition, employee relations and performance management.

How you will contribute:

Change Agent: Provide short- and long-term recommendations, dynamic programs, interventions, and solutions to executive leaders and customers that will enable the organization to better meet business and workforce needs. Understand and effectively plan and utilize change management initiatives and methodologies. Ensure integration of programs and compliance, policies, regulations, and program requirements. Model behaviors of a continuous learner and educator of leaders and customers. Research and recommend best practices in HR program delivery. Embrace technology and automation tool solutions to better manage information and workflow.

Classification and Total Rewards: Consult with managers and field supervisors to ensure positions are classified appropriately and management is apprised of and utilizing available compensation tools effectively. Perform classification reviews for both vacant and filled positions in response to changing business conditions and turnover opportunities and ensures accurate position profiles are established within MyCareerConnect before recruitment work begins. Consult with managers in determining appropriate pay and incentives using the Commonwealth's 13 pay factors and DHRM policies in conjunction with VDOT’s market compensation program. May participate as a team member on statewide classification or compensation projects. Communicate and educate employees and managers on overtime policies and expectations, with emphasis on emergency operations. Support and assist in the administration of VDOT’s Telework, Recognition and Wellness programs. Respond to general benefit and leave policy inquiries from customers and administrators; Provide verbal consultation and written responses regarding policy requirements.

Consultative Business Partner: Develop and maintain creditability and effective working relationships with customers. Take advantage of opportunities to learn or be involved in their business operations. Provide information, analysis, and recommendations for HR solutions that will support their business and better management of people and resources. Stay aware of employee and workforce needs. Provide counsel and advice to customers about human capital, workforce issues, training, and organizational and individual performance issues. Partner with other workgroups to resolve matters. Work with managers to enhance their understanding and application of principles of progressive and responsive organizational and workforce management. Train and work with customers on policy and responsibilities for effective performance management. Provide guidance and conduct training on the Talent Acquisition process for employees and supervisors.

Data Management: Ensure transactions related to HR activities are submitted through MyCareerConnect and required approvals through the management chain are secured within required schedule deadlines.

Employee Relations: Provide consultant services on Standards of Conduct, Grievance Procedures, DHRM Policies, EDR, Mediation, Absence Management, Performance, and EAP as it relates to behavioral deficiencies and competency remedies. Investigate issues and complete summary reports identifying findings and recommendations. Assist in developing and implementing corrective action plans such as instructional guidance, counseling memos, performance improvement plans and written notices. Participate in grievance hearings, working closely with agency advocates. Work with managers to enhance their understanding and application of principles of progressive and responsive organizational and workforce management.

Onboarding: Ensures a smooth transition of new hire into the role on start date by clearly communicating expectations of all stakeholders involved in the onboarding of the new hire and following up with the new hire to maintain engagement up through completion of their first day.

Performance Management: Provide advice and counsel to managers on the principles of performance planning, monitoring and evaluation process, use of tools and processes, appeals, and employee development needs. Facilitate training annually. Track status of plans, evaluations, appeals, developmental needs and remedies. Advise managers in developing improvement plans for those rated below contributor on the annual evaluation. Provide performance coaching to individual employees and teams. Train and work with customers on policy and responsibilities for effective performance management.

Recruiting Operations: Review final employment recommendation ensuring documentation and rationale for selections follow applicable policies, guidelines, and laws. Participates on interview panels and guides discussions around candidates’ strengths and weaknesses to determine recommendations for best suited candidates for further consideration. When recruitment needs exceed capacity in Talent Acquisition function, performs full scope of recruiting operations duties (planning, posting, screening and other assessments, interviewing, pre-employment clearances, etc.) up to and including offers to candidates. Ensure appropriate documentation has been filed around dispositioning of candidates at each step of the recruitment process and closing of postings within applicant tracking system timely.

Reporting and Staff Responsibilities: Generate reports with data to indicate hiring needs and challenges. Provides routine status reports to HR Manager and customers regarding status of key HR activities. May be designated to serve on special committees (e.g., Class/Comp team, Recognition coordinator, etc.) or special projects.

Talent Acquisition Planning: Partner with agency leaders to assess and identify long-term and short-term labor resource needs. Work with customer leaders to maximum utilization of MEL through implementation of various staffing strategies that involve a mix of classified, wage, temporary, consultant and outsourced labor. Directly support the District Executive and HR Manager in management and reporting of MEL allocation and strength and make recommendations to change allocation of positions in the district as appropriate. Supports the talent acquisition program by complying with established practices and processes and driving for efficiency in accordance with Think 50! Goals. Communicate district goals and utilization data to support outcomes. Take action to increase diversity in the workforce and collaborate with district Civil Rights staff on strategies. Consults with managers when turnover is anticipated in a position to confirm future utilization and ensure any necessary classification work to repurpose a position is completed before referring to Talent Acquisition processes.

Talent Pool Management: Prepare and review production reports with respective local HR team to create mutual understanding of talent pool efforts, progress, and opportunities to improve and maintain a competitive edge in attracting top talent.

Talent Sourcing: Collaborate with Talent Acquisition staff, hiring managers, and leaders to proactively plan and develop a competitive TA sourcing strategy to support current and future business needs. Attend meetings to ensure awareness of workforce needs and challenges.

What will make you successful:

Ability to analyze data and reach conclusions which are logical and legally supportable, and counsel and advise managers and employees in the resolution of HR issues.

Ability to balance multiple priorities, lead meetings, make effective business decisions and meet project -based deadlines.

Ability to collect, assemble, process and file information using manual and automated systems.

Ability to communicate effectively orally and in writing with internal and external customers.

Ability to consult with management teams to implement organizational change and to identify strategic issues and organizational needs.

Ability to develop strategies to improve customer services, program efficiency and effectiveness, and function as a team member with other HR staff.

Able to maintain confidentiality at all times.

Knowledge of Federal and state regulations related to human resources functions.

Knowledge of employee relations and EO approaches such as counseling, mediation, grievance resolution, and complaint investigation.

Knowledge of employee relations practices and principles to include progressive discipline and alternative dispute resolution techniques and ability to integrate with performance management program.

Knowledge of human resources management principles and practices including recruitment and selection, classification and compensation, organization and job design.

Knowledge of job analysis and job evaluation techniques and recruiting, screening, and interviewing techniques.

Skill in operating office equipment and a variety of Microsoft Office Suite software.

Skill in providing good customer service.

Minimum Qualifications:

Ability to analyze data and reach conclusions which are logical and legally supportable, and counsel and advise managers and employees in the resolution of HR issues.

Ability to communicate effectively orally and in writing with customers.

Ability to design, analyze, implement policies, procedures and programs.

Ability to develop strategies to improve customer services, program efficiency, effectiveness, and function as a team member with other HR staff.

Knowledge of employee relations, EO approaches such as counseling, mediation, grievance resolution, and complaint investigation.

Knowledge of federal and state regulations related to human resources functions.

Knowledge of human resources management principles, practices including recruitment, selection, classification, compensation, organization and job design.

Knowledge of job analysis, job evaluation techniques, recruiting, screening, and interviewing techniques.

Strong skills in use of computers using MS software, web-based applications and automated HRIS systems.

Additional Considerations:

A combination of training, experience, or education in Human Resources, Organizational Development, Business Administration or related field desired.

Experience in a variety of HR program areas.

Experience working in a matrix reporting environment.

PHR, SPHR or CCP or program management certification desired.

Click below to learn more about the Competency Model associated with this Position:
Competency Model

Physical Requirements
Physical Requirements

VDOT employees must abide by VDOTs Code of Ethics and the Commonwealths Standards of Conduct.
VDOT Code of Ethics
Standards of Conduct
Physical Requirements
Physical Requirements

Minimum Salary: 86746.00

Maximum Salary: 140962.00

About the Company

Virginia Department of Transportation

Plans, builds, maintains Virginia transportation infrastructure

The Virginia Department of Transportation (VDOT) manages Virginia’s transportation network. It plans, builds, maintains, and operates roads, bridges, and tunnels to keep travel safe and efficient. Its work includes long-range planning (looking 20–25 years ahead), transportation modeling for regional partners, and public outreach to keep citizens informed and involved, such as campaigns promoting safer roundabouts. Unlike private companies, VDOT is a state government agency funded to serve the public interest rather than earn profits. Its goal is to provide a reliable, safe, and accessible highway system for all Virginians and to address future transportation needs through coordinated planning and infrastructure projects.

Company size: Not listed
Company stage: Not listed
Total funding: Not listed
Headquarters: Not listed
Founded: Not listed

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