Job Abstract

Working in collaboration with the Director of People and Talent and supporting the Executive Office, the HR Generalist partners with each division to implement Human Resources strategies and initiatives that impact employee engagement with a focus on diversity, equity, and inclusion (DE&I) vision alignment. Assists in ensuring the organization-wide DE&I roadmap is aligned with recruitment and retention, annual goals, priorities, and the strategic plan. Demonstrates a commitment and supports a culture of diversity, equity, and inclusion.

This is a generalist position with near near-term focus on DE&I roadmap implementation. The focus of this position may be modified or extended.

Assignment Position Responsibilities/Essential Job Functions:

• Oversees implementation and updating of the DE&I roadmap to include coordinating with business units across the organization and Prince William Water’s DE&I Committee to meet the organization's DE&I Belonging objectives.
• Manages DE&I initiatives to support the achievement of recruitment and retention.
• Ensures compliance with HR and personnel-related legal guidelines and policies to protect the business and its employees.
• Understand the nexus between EEO and DE&I and use data to report and analyze gaps.
• Partners with staff to develop and/or implement DE&I-related strategies to improve the company culture.
• Serves as an employee advocate and liaison to resolve employee morale issues, including recommending changes to processes, policies, or practices.
• Manages projects in a matrixed environment to include planning to all phases of execution and closeout.
• Implements policies, procedures, or programs. Ability to adapt to accommodate different cultures, business practices, or customs.
• Identify opportunities to understand and implement solutions to improve employee satisfaction, recognition, development, and productivity through focus groups, surveys, and other engagement activities. Champions employee satisfaction, development, and productivity by listening to employee needs through focus groups, surveys, and other engagement activities.
• Develop solutions that respond to employee needs and demonstrate an understanding of employees' preferences, including Employee Resource Group (ERG) resources that help employees meet work and family demands and promote retention strategy and DE&I roadmap.
• Interprets and explains policies, plans, programs (e.g., compensation and performance management), and resources for employees and stakeholders (e.g., employee assistance programs).
• May participate in and lead task forces, special projects, committees, and team meetings.
• Writes articles for employee newsletter and other publications.

• Provides organizational HR support to employees and works with divisions and departments to accomplish Prince William Water’s goals; assists divisions/departments in creatively solving complex problems in the areas of Recruitment, Systems Administration, Metrics and Reporting, Performance Administration, etc.
• Systems Administrator for HR systems, including Human Resources Information System (HRIS), Applicant Tracking System (ATS), and Performance Management system. Illustrative responsibilities in these areas include but are not limited to:
• Assists with the HRODS Division in collecting, writing reports, and reporting data to internal and external customers for various purposes, including PBAC. Illustrative responsibilities in these areas include but are not limited to:
• Leads or assists with Recruiting functions to include passive candidates, local students, relevant vocational programs, and Career and Technical Education (CTE) programs. Illustrative responsibilities in these areas include but are not limited to:
  1. Identify and participate in community outreach events that align with larger strategic goals related to vocational programs, CTE, diversity, veterans, and others as appropriate. This position will lead these efforts, and assistance will be provided from within HRODS and/or hiring managers and subject matter experts as needed.
• Processes payroll; receives and reviews documentation for accuracy and conformity according to rules and regulations surrounding personnel actions; prepares Personnel Actions Forms (PAFs) and enters employee data into HRIS to affect such actions as onboarding, pay-for-performance increases, promotions, new hires, separations, terminations, and transfers.
• Prepares and administers FMLA, ADAAA, and COBRA correspondence, forms, and other actions under federal or state law.
• Leads and/or supervises staff as needed or directed.
• Serves and/or leads HROD-related committees.
• May serve as a facilitator or co-facilitator for organizational development training.
• May be deemed essential at any time.
• Performs other duties as assigned or required.

Essential Skills and Experience:

• Comprehensive knowledge of the principles and practices of human resource management, program development, and program administration to include a specialty in functional areas; knowledge of and ability to research legislation and regulations applicable to and impacting the HR field.
• Ability to present ideas and recommendations clearly and concisely both orally and in writing; establish and maintain effective internal and external working relationships with Prince William Water employees, officials, management, and the public; good oral presentation and facilitation or training skills.
• Experience in technical HR work, including best practices in job analysis, job classification, salary determination, recruitment and selection, performance management, benefits administration and management, employee relations, and organizational development.
• Ability to analyze and develop comprehensive studies and evaluations; keep statistical records and make regular or special reports to employees, management, and the Board of Directors; good working knowledge and experience of personal computers, Microsoft Office software, and automated systems intrinsic to the human resource professional including HRIS; ability to enter, retrieve and analyze complex data.
• Knowledge and hands-on experience with HRIS-related software.
• At least four years of professionally responsible HR experience with a concentration in two functional areas including but not limited to: recruitment and selection, HRIS administration and reporting policy development and maintenance, classification and compensation, benefits analysis development and administration, and employee relations.
• Bachelor's degree in human resource management, Business, Public Administration, or related field.
• Or a combination of education and experience as described above.

• Five or more years of progressively responsible professional HR experience.
• DEI Certifications, Certified Internet Recruiter (CIR), or similar certifications.
• Lead or supervisory experience.

• Professional HR Certification (PHR), SHRM-CP, or equivalent or obtainment within two years of hire.
• Attendance at meetings, events, training, etc., before or after general business hours and performance of work that may need to be completed on weekends as required.
• Must possess and maintain a valid driver’s license consistent with Prince William Water’s policy requirements.

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

• Physical demands: The work is mostly sedentary with periods of light physical activity. Typical positions require workers to walk or stand for short periods; lift and carry up to 20 pounds; climb stairs, bend, reach, hold, grasp, and turn objects; and operate computer or typewriter keyboards. The work requires the ability to speak clearly and to see and hear clearly with or without correction. Ability to work in confined areas with limited access such as meter vaults, manholes, trenches, and other structures.
• Work environment: Primary work is performed indoors in a standard office environment. The noise level in the work environment is usually moderate. Employees are subject to working beyond normal scheduled work hours or to attending evening and weekend work sessions. The work is subject to inflexible deadlines. The employee is subject to call back in emergencies.