Human Resource Generalist

Sayres Defense•Washington, DC

11d•$71,000 - $82,000•Hybrid

About The Position

Sayres Defense is seeking a HR Generalist to support the Washington DC office. This position is hybrid remote with on site 2-3 days a week. The HR Generalist provides comprehensive, day-to-day human resources support to an assigned business unit. Reporting to the HR Business Unit Manager, this position serves as a trusted resource to employees and business unit leaders on a broad range of HR matters, including employee relations, performance management, recruitment, onboarding, HR policies and programs, workforce changes, and compliance. The position exercises independent judgment in routine HR matters and appropriately escalates complex employee relations, compliance, organizational, and other sensitive matters to the HR Business Unit Manager. This position does not have direct supervisory responsibility but may provide guidance and support to managers and employees regarding HR compliance, processes and programs.

Requirements

Bachelor's degree and 2 to 4 years relevant progressive HR experience.
Experience with principles and practices of benefits administration, FMLA administration, compensation analysis and employee relations.
Demonstrated ability to maintain strict confidentiality of business-sensitive, proprietary, and Personally Identifiable Information (PII).
General knowledge of federal and state employment laws and regulations applicable to company operations and compliance.
Demonstration of using sound judgment, sensitivity and creativity when applying HR policies, processes, employment laws, and government compliance requirements and when responding to changing business and employee needs.
Professional demeanor and experience working collaboratively within a team environment, with strong facilitation, communication, and relationship-building skills.
Proficiency working within HRIS systems with demonstrated ability to quickly adapt to changing priorities and learning new processes and systems.
Ability to work independently with minimal supervision while effectively managing multiple priorities and competing deadlines.
Strong attention to detail, organization, time management, and follow-up with excellent written, verbal, interpersonal, critical thinking, and problem-solving skills.
Proficiency with Microsoft Word and Excel.

Nice To Haves

Experience with ISolved HRIS, ADP WorkforceNow, Costpoint, Mineral Learning Management System, and Microsoft SharePoint.
Experience in a federal government contracting environment
Ability to obtain and maintain a security clearance if needed.

Responsibilities

Serve as a day-to-day HR point of contact for employees and managers, building effective working relationships.
Provide guidance on and support consistent application of HR policies, procedures, programs, and employee-related processes.
Assist in the administration of employee benefit plans, including medical, dental, vision, life, AD&D, disability, voluntary plans, FSA, and HSA programs including support for annual benefits open enrollment and FMLA administration.
Support the development and continuous improvement of HR goals, objectives, systems, policies, procedures, and processes to promote efficiency and effectiveness.
Process and maintain personnel files documentation (i.e., I-9, E-Verify, promotion, transfer and termination records), HR records and systems, ensuring accuracy, confidentiality, and compliance with applicable regulations and laws.
Conduct new hire orientations and identify opportunities to improve onboarding practices and procedures.
Coordinate with HR, Payroll, Benefits, Finance, Security, IT, and other departments as needed to support employee lifecycle activities.
Assist with compliance activities related to applicable federal, state, and local employment requirements.
Support workers' compensation claim reporting.
Prepare and maintain HR metrics, spreadsheets, reports, and other information as requested.
Help managers navigate performance management processes, including performance improvement plans and corrective action.
Track completion of required performance management activities and follow up as needed.
Assist managers in identifying and addressing employee development needs.