DISTRICT HR GENERALIST - PROGRESSIVE

Job Summary: This position serves as a development position that includes guidance and instruction in various HR disciplines to prepare the incumbent for non-competitive selection to a higher-level Human Resources position. Under the general direction of a District Human Resources Manager works with assigned location management to ensure HR programs and strategies are employed to support and achieve business objectives and improve organization effectiveness across the entire workforce. This position is a bridge position available only for HR Generalists selected into a district NF3 4 progression posting with a final assignment as an NF4 Assistant District HR Manager. Duties and Responsibilities: In a training capacity works directly with District Human Resources Manager and Assistant District Human Resource Manager to successfully accomplish the following duties and responsibilities Provide support to multiple retail services distribution hospitality locations typically over multiple states and or Headquarter Codes i.e. Information Technology-Code I Merchandising-Code M Finance-Code F etc.. - Works under the general supervision of the District Human Resources Manager and Assistant District HR Manager who provide technical guidance and direction in administering policies and programs for all district activities. Work assignments are established through communication of general business priorities. Work is reviewed via regular progress reviews and assessed in terms of outcomes achieved. - Areas of emphasis include assisting the District HR Manager in delivering and implementing core HR functions and strategies in management staff recruitment selection and placement compensation management performance management classification training new hire orientation communication of rewards programs leave management programs and benefits enrollments. - Provides support and guidance to location managers regarding employee relations issues. Counsel associates and attempt to resolve problems informally. Assists the district HR manager and assistant district HR manager with internal investigations prepares employee relations corrective action documents and resolves grievances and complaints. Responds to information requests for EEO complaints. - Provides district guidance and assistance for local recruitment plans to support location and district objectives. Identifies recruitment opportunities and assists with locating and developing relationships with external sources to recruit high-quality talent. - Supervises assigned local NF-03 and NF-02 HR Staff. Provides direction and guidance to subordinates in the execution of HR policies and procedures and ensures HR services are provided to supported activities in an effective and timely manner. Ensures ongoing HR skills training and individual development plans are in place. - Maintains high visibility in assigned locations. Regularly meets with associates and managers to communicate HR programs and stay abreast with organizational changes climate concerns etc. - Coordinates Award nominations selections and presentations. - Prepares various forms and statistical data relating to NEXCOM personnel. - Ensures HR systems PeopleSoft Taleo etc. data integrity is complete accurate and timely and administrative functions are accurate relevant and timely. Ensuring customer service and satisfaction is the paramount priority. Compiles data and prepares district reports as required. - Participates in compensation program administration including participating and or assuming a leadership role in regular major wage surveys maintains salary and wage schedules. - Maintains official personnel records. Is responsible for the current and accurate maintenance of associates official personnel folders and ensures the privacy of the data contained therein. - Identifies and coordinates with the District HR Manager and Assistant District HR Manager on-site training sessions for managers by providing information and guidance on HR policies and procedures. - Conducts organizational reviews and makes recommendations regarding work assignments to maximize efficiency and use of available talent. Ensures consistent job classifications and pay levels. Identifies skills needs and gaps and initiates action to remedy. Identifies high-potential associates for development. Performs other related duties as assigned. Incumbent may progress non-competitively to the NF-04 level HR position assigned to a higher pay range i.e. salary code 4A etc. upon the completion of one year in the training capacity and the completion of the NF-03 3D qualification requirements training. An incumbent may not advance to the NF-04 4A level position with less than 6 months of experience at the NF-03 3D level. This position may require mobility The incumbent may be relocated via PCS TCS TDY upon successfully completing the qualification training requirements. This is a non-competitive move to a higher position.

A total of 2 years of experience, consisting of the following:

GENERAL EXPERIENCE: 1 year of responsible experience in non-routine work which enabled the applicant to gain a good general understanding of the systems, methods and administrative machinery for accomplishing work; the ability to analyze problems, apply sound judgment in assessing practical implications of alternative solutions and resolving the problems presented; and the ability to communicate effectively with others, both orally and in writing.

OR SUBSTITUTION OF EDUCATION FOR EXPERIENCE: 1 year of academic study above the high school level may be substituted for 9 months of experience, up to a maximum of a 4 year bachelor's degree for 3 years of general experience.

AND SPECIALIZED EXPERIENCE: 1 year of progressively responsible experience in Human Resources work in at least two of the functional areas such as: employment, labor/employee relations, classification and wage administration, employee development and training, or career management; or one of the predominant specialization's (labor/employee relations, employment, or training and development) with a total background and experience which provides evidence of an understanding of the relationship of the specialization to the other functional areas.