Labor Relations Human Resources Generalist II

Kansas City National Security Campus•Kansas City, MO

11h•Hybrid

About The Position

The Human Resources (HR) Generalist II supports and facilitates HR strategies for one or more assigned business unit(s) under direction of a Manager in HR. The HR Generalist II partners with other HR team members to be a HR liaison to business functions and actively engage in staffing, organizational development, talent management, coaching, employee relations issues, have direct employee interaction and provide guidance to managers. Conducts employee relations investigations and recommends related actions.

Requirements

2+ years HR experience in one or more functions
Bachelor's degree is required
Ability to travel up to 10% of the time (job description and job posting)
Ability to work remote, hybrid, or on-site as directed by management and is determined by the needs of the business
Regular and reliable attendance is an essential function of this job
United States Citizenship
Ability to obtain and maintain, if required for position, a U.S. Department of Energy (DOE) security clearance (some positions require additional DOE designations)

Nice To Haves

Bachelor's degree in human resources, organizational behavior, business administration, or related discipline is preferred
Master's degree
Professional certification (e.g., SHRM; HRCI)
Prior experience in an HR Generalist role
Experience in interviewing, counseling, investigations, employee relations and/or presenting to and facilitating groups
Experience planning and managing projects to achieve targets
Working knowledge of employment laws, regulations, and legal decisions

Responsibilities

Provide HR support for a portion of the business by partnering with cross-functional teams and leaders and leveraging HR functional expertise to support HR strategies and objectives of varying complexity
Visit work areas regularly to maintain visibility and accessibility to all employees on all shifts
Build a workforce that creates a competitive advantage by recruiting, developing, and retaining top talent
Drive continuous improvement and lead change using contemporary HR devices
Implement initiatives in partnership with division leaders
Conduct job analyses and job description creation; support compensation and reward processes with business unit(s)
Participate in performance management system activities
Conduct, and may lead, employee relations investigations, document findings, and recommend actions and resolutions
Coach and counsel employees and management on multiple topics, including career planning, development, effective engagement, and policy
Cognizant of, interpret and advise on compliance with Collective Bargaining Agreements (CBA) and labor laws
Participate in grievance meetings and prepares company responses
Some assignments may support, or lead activities aligned to new hire orientation, talent acquisition, benefits, community relations, talent learning and development, and related HR functions