03776 - HR Consultant Supv

Virginia Department of Transportation•Colonial Heights, VA

6h•$80,320 - $130,520

About The Position

The HR Consultant Supv provides advanced professional human resources consultation to management and employees across a broad range of programs, including compensation, classification, talent acquisition, employee relations, and performance management. The role partners with agency leaders and customers to align HR programs and workforce plans with organizational needs, ensure compliance with applicable policies and regulations, and improve HR service delivery through research, change management, technology, and automation. The position advises managers on classification, compensation, pay and incentives, benefits and leave policies, overtime, telework, recognition, and wellness programs. It provides support across employee relations matters, including investigations, corrective action, grievance procedures, mediation, absence management, and employee assistance. The consultant also advises on performance planning and evaluation, employee development, onboarding, recruiting operations, talent sourcing, and workforce and talent-pool planning. The role manages HR transactions and documentation in MyCareerConnect and applicant tracking systems, prepares reports on hiring and workforce needs, and provides status updates to customers and the HR Manager. It may serve on special committees and projects. The position directly supports the District Executive and HR Manager with management and reporting of MEL allocation and strength, and may supervise staff providing HR services.

Requirements

Ability to analyze data and reach logical, legally supportable conclusions and advise 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 supervise staff, including work planning and performance management.
Knowledge of federal and state regulations related to human resources functions.
Knowledge of employee relations and equal opportunity approaches, including counseling, mediation, grievance resolution, and complaint investigation.
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.
Strong computer skills, including Microsoft software, web-based applications, and automated HRIS systems.
Must abide by VDOT’s Code of Ethics and the Commonwealth’s Standards of Conduct.
VDOT positions require pre-employment screenings, which may include a fingerprint-based criminal history background check, DMV record check, work history verification, references, pre-employment physical, and drug screen.

Nice To Haves

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

Responsibilities

Provide short- and long-term HR recommendations, programs, interventions, and solutions to executive leaders and customers, including change-management initiatives.
Ensure HR programs and activities are integrated with applicable policies, regulations, and program requirements; research and recommend HR delivery practices and use technology and automation to improve information and workflow management.
Consult with managers and field supervisors on position classification, compensation tools, pay, and incentives; conduct classification reviews and ensure accurate position profiles are established before recruitment begins.
Communicate and educate employees and managers on overtime policies and expectations, including emergency operations; support telework, recognition, and wellness programs; respond to benefit and leave policy inquiries.
Develop and maintain effective customer relationships, learn customers’ business operations, and provide HR information, analysis, recommendations, counsel, and advice on workforce, organizational, training, and performance issues.
Partner with other workgroups to resolve issues and train customers on HR policies, responsibilities, talent acquisition, and effective performance management.
Ensure HR transactions are submitted through MyCareerConnect and required approvals are secured within established deadlines.
Consult on employee relations matters involving Standards of Conduct, grievance procedures, DHRM policies, EDR, mediation, absence management, performance, and EAP; investigate issues, prepare reports, and recommend findings and remedies.
Assist in developing and implementing corrective action plans, including instructional guidance, counseling memos, performance improvement plans, and written notices; participate in grievance hearings with agency advocates.
Coordinate new-hire onboarding by communicating stakeholder expectations and following up with new hires through completion of their first day.
Advise managers on performance planning, monitoring, evaluation, appeals, and employee development; facilitate annual training, track plans and outcomes, advise on improvement plans, and provide coaching to employees and teams.
Review final employment recommendations and selection documentation; participate on interview panels and guide candidate discussions.
Perform recruiting operations when Talent Acquisition capacity is exceeded, including planning, posting, screening, assessments, interviewing, pre-employment clearances, and offers; maintain candidate disposition documentation and close postings promptly.
Generate reports on hiring needs and challenges and provide routine HR activity updates to the HR Manager and customers; serve on special committees or projects as assigned.
Partner with agency leaders to assess short- and long-term labor needs and develop staffing strategies using classified, wage, temporary, consultant, and outsourced labor.
Support the District Executive and HR Manager in managing and reporting MEL allocation and strength, and recommend district position-allocation changes as appropriate.
Support talent acquisition practices and efficiency goals, communicate district goals and utilization data, and collaborate with Civil Rights staff on workforce diversity strategies.
Consult with managers about anticipated turnover and confirm future position utilization and any needed classification work before recruitment begins.
Prepare and review talent-pool production reports with local HR staff and collaborate with Talent Acquisition staff, hiring managers, and leaders on sourcing strategies.
Attend meetings to remain aware of workforce needs and challenges.
Supervise staff, including planning work and managing performance, as applicable.