• recruiting and staffing;
• performance management and improvement systems;
• employee orientation, development, and training;
• policy compliance;
• employee relations;
• compensation and benefits administration;
• employee safety, welfare, wellness and health;
• employee services and counseling.
• The HR Generalist supports Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

• Safety of the workforce.
• Development of a superior workforce.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
• Personal ongoing development

Primarily responsible for at least 2 functional areas of HR service delivery. *

1. Assists with the selection and supervision of Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
2. Assists with the conduction of a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. *
3. Contributes to the development of department goals, objectives, and systems. *
4. Provides data for departmental measurements that support the accomplishment of the company’s strategic goals. *
5. Prepares and maintains such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment. *
6. Supports and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
7. Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
8. Utilizes HRIS software to the company’s advantage.
9. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. *
10. Supports an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.
11. Assists managers with the selection and contracting of external training programs and consultants.
12. Assists with the development of and monitors the spending of the corporate training budget.
13. Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. *
14. Interviews various-level candidates; serves as interviewer for position finalists. *
15. Recommends Human Resources policies and objectives for the company with regard to employee relations.
16. Partners with management to communicate Human Resources policies, procedures, programs, and laws. *
17. Assesses and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. *
18. Conducts investigations when employee complaints or concerns are brought forth. *

19. 20.Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.

20. Reviews employee appeals through the company complaint procedure.
21. Assists with the company wage and salary structure, pay policies, and assists with the variable pay systems within the company including bonuses and raises. *
22. Assists with competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
23. Monitors all pay practices and systems for effectiveness and cost containment.
24. With the assistance of the Sr. Director of HR and Administration, obtains cost effective, employee serving benefits; monitors national benefits environment for options and cost savings. *
25. Leads the development of benefit orientations and other benefit training. *
26. Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
27. Responsible for tracking and reconciliation of all benefits programs. *
28. Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies. *
29. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. *
30. Assists with managing employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
31. Assists with the identification and monitoring of the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction. *
32. Keeps the Sr. Director of HR and Administration informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. *
33. The HR Generalist assumes other responsibilities as assigned by the Sr. Director of HR and Administration. *

About The American Foreign Service Protective Association

As a center of Health Care Excellence, AFSPA is the premier provider of creative, innovative health benefits, insurance programs, and professional services to its eligible membership as well as an expert resource to the entire Federal workforce.

Connections working at The American Foreign Service Protective Association