Sr. HR Business Partner

Congressional Federal Credit Union
Oakton, VA
Nov 23, 2021
Dec 04, 2021
Full Time
Major Duties and ResponsibilitiesFunctions as an employee advocate & a manager coach. Administers performance management program. Independently resolves noncomplex to moderately complex employee relations issues and assist the VP of HR with highly complex investigations / issues. Assist in the preparation and delivery of proactive Employee Relations training / coaching for managers. Proactively building relationships with the managers of the organization, assessing their skills, needs and responding appropriately.Provide oversight for recruiting process and ensure that the HR team is creatively and continually sourcing and engaging in talent acquisition per business needs. Responsible for full cycle recruiting for assigned positions.Administers the organization's compensation plan. Prepares job descriptions and evaluates jobs using established evaluation system. Administers annual merit increase plan, assists in preparation of annual budgets and development of merit increase plan. Assists in the administration of performance planning and review program. Maintains compensation system.Assists with analyzing training needs specific to core job functions. May develop and administering training plans and procedures, prepare training materials, and conduct courses to ensure appropriate levels of training for supervisory, and management staff.Coordinates sponsored employee services and activities designed to enhance employee/organization relationships. Administers employee relations programs, employee communications, EAP program, new employee orientation, service award programs, sponsored sports, fund raising, and social activities and food service operations. Recommends new programs or changes to existing programs.Apply a working knowledge of all company benefits programs to recruiting and employee relations functions. Oversee HR processes that include new hires, transfers, promotions, and terminations/resignations and other HRIS functions.Education and ExperienceA college degree and a professional certificate or a graduate degree. Five years to ten years of similar or related experience.Other SkillsA generalist background in personnel administration, compensation, benefits, training, payroll and employee relations.Interpersonal SkillsA significant level of trust, credibility and diplomacy is required. In-depth dialogue, conversations and explanations with customers, direct and indirect reports and outside vendors can be of a sensitive and/or highly confidential nature. Communications may involve motivating, influencing, educating and/or advising others on matters of significance. Typically includes subject matter experts as well as first level to middle managers.Physical Requirements:Congressional Federal is committed to working with its employees to reasonably accommodate them with the physical aspects of the position. The following list outlines the physical considerations that are normally encountered in this job.Ability to communicate with staff, members and the public.Ability to operate standard office equipment.Must be able to sit for extended periods of time and to occasionally lift and move items up to 20 lbs. in weight.Total Rewards:Congressional Federal offers a comprehensive benefits package including but not limited to health and dental, 401k, vacation and sick pay, 10 paid holidays, tuition reimbursement, flexible spending programs and work/life balance.EOE/M/F/D/V/SOEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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