HR Operations Consultant

About the role

Working closely with the CHRO to support the THGR ministry with execution of HR programs, data analysis, preparation of data for leadership, and serving as backup for other HROCs in the state and for the CHRO.

Responsibilities

• Provides consultative support to HR Leadership in the implementation of HR strategy, workforce plans, operational services & other initiatives.
• Proactively consults & engages operationally on the development & implementation of HR programs & strategies.
• Facilitates and develops HR operations processes & tools.
• Manages & implements small to medium-scale projects, programs & initiatives.
• Develops & manages aligned production, communications, service delivery plans & workflows to ensure plans are successfully implemented & services are delivered on time, on budget & to specifications.
• Research & compiles information to support ad-hoc operational projects & initiatives.
• Synthesizes & analyzes data & provides detailed summaries including graphical data presentations illustrating trends & recommends practical options or solutions while considering the impact on business strategy & supporting leadership decision making.
• Leverages program & operational data & measurements to define & demonstrate progress, ROI & impacts.
• Ensures HR services, processes, policies & procedures are communicated, implemented & aligned.
• Interfaces with operational leaders at all levels, as well as employees/colleagues.
• Participates with, provides guidance & support business operational leaders to identify & determine local business needs while leveraging Centers of Expertise (COE) resources to achieve desired business outcomes.
• Develops integrated solutions to resolve technical & business issues & strategies which support HR business needs.
• Serves as ministry point of contact for HR Shared Services (HRSS) & COE providing business context & ensures requests submitted to COE are consistent with HRBP & leadership organization & talent strategy (e.g. supervisory org changes, job evaluation, internal equity, & market pricing requests, etc.).
• Obtains & exchanges information in response to COE services; serves as a technical resource providing clarification of business operational services, issue resolution & implementation of recommended actions.
• Prepares, develops & presents communication materials, documentation, templates, toolkits, reports & detailed summaries & guidelines for a variety of audiences to ensure HR services, processes, policies & procedures are communicated, implemented & aligned.
• Maintains local HR intranet site updates, policy updates (reviewing, uploading & indexing).
• Gathers, validates, & prepares colleague & organizational data for transactions resulting from acquisition, colleague transitions, job elimination & transfers.
• Captures, validates, & prepares colleague & organizational data for transactions resulting from acquisition, colleague transitions, job eliminations & transfers.
• Coordinates support for actions resulting from organizational changes, colleague retention or other ministry initiatives, including data transactions & communications.
• Performs job description updates & maintenance for job families or job roles pending standardization.
• Interfaces with COE for review & guidance to ensure appropriateness.
• Responds to department business leader requests for internal HR/COE information & directs leaders toward self-service or shared services channels as appropriate.
• Provide training & guidance as needed.
• Acts as liaison between HR & executives, management, professionals, & colleagues.

Qualifications

• Bachelor’s degree in Human Resources Management, Business Administration or a related field, or an equivalent combination of education & experience.
• Minimum of three (3) years of progressively more responsible Human Resources experience which may include Talent Management, Organizational Development, Workforce Planning, Total Rewards, & Colleague & Labor Relations.
• Experience in state and federal laws & government & regulatory reporting requirements related to HR.
• Experience in the development, interpretation, and application of human resources policies, practices and programs.
• Demonstrated problem-solving skills.
• Self-directed.