HR Consultant

PURPOSE OF POSITION Provide expert guidance in design, development and implementation of human resources programs within multiple organizations in group or business unit, including subsidiaries MAJOR RESPONSIBILITIES 1. Research and analyze human resources issues and problems, make recommendations to management and lead implementation of resolution. Conduct workforce analyses on future staffing requirements. Design recruitment programs to include advertising approaches and identification of recruitment sources and services. Assess work environment and advise management of potential employee relations issues. Recommend appropriate management training and suggest employee programs that promote positive work environment. Coordinate compensation studies and design salary structures for new subsidiaries and acquisitions and convert onto payroll system. Design compensation programs to meet operational needs. Assist Human Resources Manager in negotiation of labor agreements. Provide expert guidance to management regarding interpretation of labor agreement. Develop and design communication and administrative strategies for implementation of new benefit programs. Resolve complex benefit issues. Assist management in resolving EEO issues. Prepare responses to EEO charges. Attend litigation and fact-finding meetings to resolve EEO and other issues, charges or complaints. 2. Provide policy and labor contract interpretations to management and employees and advise appropriate course of action. 3. Design training programs and conduct presentations as required. 4. Assume leadership role in implementation of new human resources programs and services. POSITION SPECIFICATIONS Recognized expertise in one or more areas of human resources; through understanding of policy, laws and regulations. Bachelor's degree in non-technical field, such as, Business Administration or Human Resources. Typically, minimum of six to seven years professional experience. POSITION SPECIFICATIONS Creative problem solving ability Problems often are without precedent and are multi-faceted in nature. Analyze problem or program, formulate action plan, organize required resources, and lead process for problem resolution or program implementation. Management provides only general conceptual direction to this level of position. Conducts moderately complex business analysis. Communications include dealing with sensitive or emotional issues aimed at convincing employees and management to cooperate/accept recommendations. Communicate expertise concerning any number of human resource issues, requiring advanced oral and written communication skills. Negotiation skills utilized in dealing with Union, both at local level and beyond. Need to gain cooperation and build relationships is important.

Primary Responsibilities:
Provide H.R. generalist support to Engineering Services MCRE and PSDR departments in an HR generalist capacity.

. Provide Guidance and Leadership to business managers in facilitation and application of Human Resources initiatives for employee and leadership development, staffing of key roles, management of all aspects of Salary Planning and performance management/partnering for performance (PFP), and managing/driving the Human Capital Plan.
. Support and promote Customer 1st program.
. Support and promote Project Excellence and Technical Excellence programs.
. Drive and support change via Behavioral Differentiation and selected behaviors.
. Drive and support Human Performance initiative.
. Provide project support for the Engineering Services HR Manager.
. Function as an employee advocate and create greater awareness with Management
. Provide effective coaching and counseling at all levels of the organization for Global ES organization.
. Partner with other site HR and Pittsburgh-based generalists and specialists (compensation, leadership development and staffing) to optimize skills and ensure effective implementation of human resources initiatives. In addition, partner with other ES HR generalists in handling site issues, including disability matters, disciplinary investigations, hiring/interviews, etc.
. Provide support in preparation of AAP for the organizations supported
. Handle all matters of employee relations and advise employees and management on Company polices and procedures
. Assist in coordination of recruiting/staffing activities for all levels of the organization (ie..posting of jobs, assisting with career fairs as needed, and interviewing of candidates)
. Provide guidance and leadership to business managers in administrative tasks aspects related to Human Resources policies and procedures, including employee and/or union relations.

Educational Requirements:
Bachelors degree in Human Resources, Business Administration or related field. Masters degree in Human Resources or Business Administration is preferred but not required.

Experience:
Relevant work experience of at least 5 years, in at least four of the following functional areas of HR: Staffing, Organizational Development, Labor Relations, International Assignments, Training, Employee & Leadership Development and Compensation.