HR Specialist

Job Description

We are currently seeking an HR Specialist to support the HR leadership team. The preferred location for this position will be in Fairfax. Working with the HR leadership team, the HR Specialist will support retention and development efforts, assist with performance management, and report on and analyze hiring and attrition trends. The HR Specialist serves as a support member of the operational management team of internal clients.

Dewberry prides itself on a culture of collaboration where in-person interaction with our clients and each other is essential for full exchanging of ideas, successful project delivery, developing meaningful professional relationships, gaining mentorship, and developing our workforce. While we offer flexible schedules, we prioritize in-person presence in the office. This role will require working out of the Fairfax office at least three times a week.

Dewberry is a leading, market-facing professional services firm with more than 50 locations and 2,000 professionals nationwide. What sets us apart from our competitors is our people. At Dewberry, we seek out exceptional talent and strive to deliver the highest quality of services to our clients. Whether you’re an experienced professional or a new graduate, you’ll have the chance to collaborate with the best and brightest and work on innovative and complex projects at the forefront of the industry. Our commitment to excellence stems from our personal integrity and from other defining attributes, which we call “Dewberry at Work,” that have inspired our employees to be successful for more than a half-century.

Responsibilities

Responsiblities:

• Handles employment-related inquiries from employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
• Monitors changes in state and federal laws and regulations and recommends best practices; reviews policies and practices to maintain compliance; updates the employee handbook as needed.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Conducts research on a variety of employment related topics as needed
• Pulls and maintains reports for hiring, attrition, performance management, employee rosters and separation requirements by state. Serves as the liaison to IT for Power BI reporting needs.
• Analyzes trends for hiring, attrition and development of our employees
• Submits requests and monitors workflow in Dayforce system
• Conducts exit interviews, sharing themes with HR and operational leadership
• Partners with HR Directors, operations, and compensation on updating internal job family structure, titling, and job levels
• Updates the performance development program (PDP) system and reviews annual PDPs, sharing themes and trends with HR leadership
• Supports HR Directors with retention and performance management efforts including but not limited to:
  • Assisting with personnel concerns and performance management, drafting disciplinary documentation and MOUs
  • Taking notes during employee investigations and partnering with HR Director on solutions
  • Supporting retention efforts, including partnering on stay interviews and career development
  • Pulling together presentations with data, analysis and content

Leadership Competencies:

Achieving results

• Makes clear decisions on a path forward after risks have been assessed
• Demonstrates a willingness to advance an initiative forward without total certainty as to an outcome
• Works with managers on creative solutions and problem solving
• Responsive to requests and deliverables in a timely manner
• Ability to successfully bring assigned projects to a successful close and experience helping to management change in large organizations

Communication

• Knows when to talk and when to listen
• Adapts their personal communication style to reflect and support the styles of others
• Chooses the most effective medium for communication based on the subject matter and audience
• Ability to present and communicate information and policies to a diverse population

Critical thinking

• Examines the root cause behind issues prior to acting
• Models the ability to facilitate idea generation and remain open to new and untested ideas
• Ability to analyze situations and assist in bringing issues to successful resolution using sound HR problem solving skills
• Ability to proactivity engage in difficult conversations guide towards a positive outcome

Relationship Building

• Build relationships with teammates, managers and employees based on trust.
• Demonstrates emotional intelligence by managing emotions during stressful situations or in times of conflict, recognize how the emotions of team members may impact others’ reactions and counsel others to employ critical thinking skills to resolve emotionally charged problems and interactions

Resilience

• Support managers and team members through challenging and unprecedented times and help them navigate change and the unknown productively

Required Skills & Required Experience

• Bachelor’s degree required
• At least 3 years of progressive employee relations and/or relevant HR work experience preferred
• Willingness to assist any team member in need of support
• Strong business acumen
• Strong time management skills
• Ability to remain a neutral third-party and maintain credibility as a consultant to management and employees
• Knowledge of HR procedures and practices
• Analytical and problem-solving skills
• Knowledge of HR practices and procedures in addition to federal, state and local laws that govern personnel activities
• PHR Certification or pursuit of certification within first year preferred