HUMAN RESOURCES TEAM LEAD

Location
Arlington, Virginia
Salary
$98,259.20 - $150,072.00 Annually
Posted
Sep 17, 2021
Closes
Oct 22, 2021
Ref
1102-22A-HRD-BL
Function
Human Resources
Hours
Full Time
Position Information
Arlington County is looking for a well-rounded Human Resources (HR) leader to coordinate efforts within our Recruiting or Classification and Compensation teams. You'll guide a team of HR professionals that support County departments and offer HR expertise and leadership in the areas of selection and recruitment or classification and compensation.

The successful candidate for this position will collaborate with stakeholders and HR team members to develop innovative solutions to attract, retain, promote and reward highly qualified employees. You will have the ability to influence HR strategy for the organization. And you'll work alongside, mentor, and develop our HR staff, while successfully managing and delegating workload.

This is an exciting time for Arlington County as we transition to a collective bargaining organization, which will present new and different challenges for our HR team. In this position you'll have an opportunity to proactively drive change that will ensure a positive employee experience across the multiple lines of business. The ideal candidate will have a strong base of HR knowledge, and be creative and flexible in applying that knowledge.

Specific duties may include:

  • Providing leadership, direction, coaching, and development opportunities for direct reports in order to mentor and grow staff and deliver top-notch service for the organization;
  • Developing innovative recruiting strategies to ensure Arlington attracts a diverse, high-performing workforce;
  • Overseeing public safety assessment centers and executive recruitments;
  • Providing subject matter expertise to hiring managers throughout the recruitment life cycle offering advice and guidance on job postings, recruiting and marketing trends, sourcing approaches, interview questions and salary negotiation techniques;
  • Directing complex compensation analyses, salary surveys, benchmarking, and budget formation, including the development of multi-year cost projections;
  • Overseeing analysis, data management, and advisory services in the areas of classification and workforce planning; and
  • Leading a team of business partners that provide employee relations, recruiting, and compensation advice and support.

The successful candidate will have the ability to solve problems at all levels of the organization, build productive relationships with a variety of stakeholders, and have strong analytical skills as well as a broad knowledge of classification and compensation and/or recruitment and outreach. The make-up of the team supervised by this position will be matched to the skill sets of the selected candidate.

Selection Criteria
Minimum: Bachelor's degree in Human Resources, Public or Business Administration, Industrial Organizational I/O Psychology or related field plus progressively responsible experience in recruiting, compensation, and Human Resource Management.

Substitution: Additional qualifying experience may be substituted for required education on a year-for-year basis.

Desirable: Preference may be given to applicants with one or more of the following:

  • Master's degree in Human Resources, Public, Business Administration, I/O Psychology or related field;
  • Experience in a wide variety of compensation areas including the interpretation and application of FLSA regulations; the analysis of compensation data and the development of compensation policy and procedures;
  • Experience developing and implementing innovative sourcing and selection options for an organization;
  • Experience leading a team of HR professionals; and/or
  • Experience working in a collective bargaining environment.

Special Requirements
Please attach a cover letter or use the space within the Supplemental Questionnaire
to detail your experience with the following:

  • Providing complex compensation analysis, including the development of multi-year cost projections, interpretation and application of FLSA regulations and/or the development of compensation policy;
  • Leading a team of HR professionals, either on a complex long-term project, or as a supervisor; and
  • Developing and implementing a recruiting strategy to attract candidates for a hard-to-fill position.

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