Human Resources Specialist – DOS Projects-FHI360 Retour vers les opportunités

ABOUT FHI 360

FHI 360 (www.fhi360.org) is a nonprofit human development organization dedicated to improving lives in lasting ways by advancing integrated, locally driven solutions. Our staff includes experts in health, education, nutrition, environment, economic development, civil society, gender, youth, research and technology — creating a unique mix of capabilities to address today’s interrelated development challenges. FHI 360 serves more than 70 countries and all U.S. states and territories.

The HR Specialist will report the HR Associate Director and will be part of FHI 360 Platform Team.

The HR Specialist will work on HR management of the DOS Projects.

Job Summary:
Develops efficient processes by working with subject matter experts, end-users, and
management to identify breakdown in workflow across functional areas including but not limited to benefits administration, compensation, employee relations, HRIS, payroll and training & development. Interprets policies and practices. Ensures compliance with federal and state laws and regulations relative to compensation, benefits, employment, payroll and worker’s compensation as applicable. Addresses employee relations issues, such as new employee work complaints or other employee concerns. Serves as a point of contact for team and managers with questions related to their personal employee information. Conducts new-hire orientations and may handle or facilitate employee exit interviews. Prepares special reports using HRIS data that may include COBRA, OSHA, EEO and headcount.

Accountabilities:

• Serves as an experienced resource in multiple areas to include but not limited: HRIS, compensation, benefits, recruiting, payroll and training and development.
  Ensures that the Employee Service Center (ESC) ticketing system is functioning on a daily basis and monitors that all transactions are addressed within the specified time period.
• Assists in the evaluation of complex problems that generated within the ESC, evaluates, and recommends solutions.
  
• Proactively promotes positive customer relationships and mentors others to ensure customer satisfaction.
  Creates and streamlines reports and processes.
  
• Prepares required reports for benefits, COBRA, OSHA, EEO, AA, and headcount reports.
  
• Able to create custom reports for special projects.
  
• Conducts domestic and international new employee orientation and may assist with separation process/exit interviews.
• Conducts HR trend analysis and reporting activities to identify opportunities and recommend solutions.
• Develops and implements procedures, including communication plans, new employee orientation, and training programs.
• Ensures prompt response and resolution to employee questions by monitoring response time of others to incoming questions.
• Identifies frequently asked questions and provides recommendations for how information should be communicated to staff.
• Identifies and solves holistic business problems through broad and up-to-date knowledge of employment law, organizational behavior, change management, best practices and company policy.
• Trains staff and management on use of HR communication and analytical tools.
• Manages continuous improvement initiative and always looking for ways to streamline or improve user experience.
• May investigate and resolve routine employee relations issues.
• Serves as a backup to Manager and HR ESC team members; represents HR ESC at
  meetings

Applied Knowledge and Skills:

• Ability to handle oral and written communications independently.
• Able to communicate effectively and tactfully with all levels of staff, individuals from diverse cultures, and the public.
• Demonstrates ability to assume sole and independent responsibility for various assigned projects.

Problem Solving & Impact:

• Works on assignments that are typical for an HR administrative office setting. May work on special and ad-hoc projects, if needed.
  
• Has ability to recognize and suggest improvement for situations that deviate from accepted practice; seeks managerial advice prior to taking action.
• Errors may seriously impact other team members or departmental function and ability to meet deadlines.

Supervision Given/Received:

• Work is under limited supervision and general instructions are given for new activities or special assignments.
  
• Offers ideas and suggestions for improving efficiency but does not change procedures without supervisor’s approval.
  
• May supervise junior level staff.