Human Resources Generalist 4
Deploys and administers HR programs, policies, practices and processes. Develops integrated HR initiatives and solutions to advance organizational objectives. Analyzes staffing and diversity strategy performance and develops corrective solutions. Partners with leadership to design and implement workforce strategies to meet organization objectives. Consults with management on staff selection. Leads or conducts employee investigations, tracks and monitors case activities.
Competencies
General• Adaptability
Fully understands changes in own and fellow senior employees' work and situations; is frequently called upon to explain the logic or basis for change to other employees; is generally seen as an expert on information about changes affecting own and fellow senior employees' jobs; occasionally mentors fellow employees around the change. Treats changes and new situations as opportunities for learning or growth; focuses on the beneficial aspects of change; speaks positively about the change to fellow senior employees and external customers. Quickly modifies behavior to deal effectively with changes in the work environment; readily tries new approaches appropriate for new or changed situations; does not persist with ineffective behaviors.
• Building Trust
Consistently demonstrates honesty; keeps commitments; behaves in a consistent manner. Guides others in sharing thoughts, feelings, and rationale so that other project leads, managers, interorganizational employees and external customers understand personal positions. Consistently listens to others and objectively considers others' ideas and opinions, even when they conflict with one's own. Consistently treats people with dignity, respect, and fairness; gives proper credit to others; stands up for deserving others and their ideas even in the face of resistance or challenge.
• Coaching/Teaching
Consistently clarifies expected behaviors, knowledge, and level of proficiency by guiding, seeking and giving information and checking for understanding. Consistently provides instruction, positive models, and opportunities for observation in order to help other project managers, internal employees, and external customers develop skills; encourages questions to ensure understanding. Consistently gives timely, appropriate feedback on performance; reinforces efforts and progress. Consistently establishes good interpersonal relationships by helping project leads, internal employees, and external customers feel valued, appreciated, and included in discussions.
• Cross Functional Partnerships
Analyzes the organization, potential external partners, and own area to identify key relationships that should be initiated or improved to further the attainment of own area's goals. Exchanges information with project leads, internal employees, and external customers to clarify partnership benefits and potential problems; collaboratively determines the scope and expectations of the partnership so that both areas' needs can be met. Collaboratively determines courses of action to realize mutual goals; facilitates agreement on each partner's responsibilities and needed support. Places higher priority on organization's goals than on own area's goals; anticipates effects of own area's actions and decisions on partners; influences others throughout the organization and in partner organizations to support partnership objectives. Implements effective means for monitoring and evaluating the partnership process and the attainment of mutual goals.
• Customer Focus
Makes customers and their needs a primary focus of one's actions as a project team leader; develops and sustains productive customer relationships as they relate to project team leadership responsibilities; actively seeks information to understand customers' circumstances, problems, expectations, and needs; presents project level information to customers to build their understanding of issues and capabilities; considers how project level actions or plans will affect customers; responds quickly to meet customer needs and resolve problems; assists other project team leaders in implementing ways to monitor and evaluate customer concerns, issues, and satisfaction and to anticipate customer needs.
• Diversity Awareness
Proactively establishes relationships with and learns more about people of other cultures and backgrounds; continually examines own biases and behaviors to avoid stereotypical responses; exhibits sensitivity to the perspectives and interests of people from different cultures; shows respect for decisions and actions that reflect cultural concerns and expectations; maintains focus on success and on effectively handling cross-cultural challenges; does not give up easily; works hard to overcome cultural barriers and deals constructively with challenging situations; consistently demonstrates flexibility in adapting personal style to cultural norms across situations.
• Project Management
Extensive experience in creating comprehensive multi-tiered project schedules for significant Business Unit projects; identifies time frames for key project milestones and ensure alignment of sub tier activities for overall project visibility, tracking and completion. Directs and manages very complex project schedules requiring interfacing with multi regional or international activities. Independently identifies project resource requirements, integrate and direct multi project elements into a single collective overall project plan. Collaborates with others on the most complex projects assigned. Ability to direct, delegate and ensure performance of assigned responsibilities and tasks as a project team leader in support of the overall large scale and complex projects. Identifies and resolves any issues and provide solutions and or recommendations to ensure the successful completion of the project.
Technical• Boeing Knowledge
Extensive and specialized knowledge of Boeing's organizations, processes, program plans, policies and procedures, and products required to effectively perform functional responsibilities of the occupation.
• Human Resource Policies
Extensive and specialized knowledge of company HR policies and procedures and how they relate to local, state, and federal labor laws and regulations.
• Labor/Employment Laws
Extensive and specialized knowledge and understanding of federal and state labor/employment laws, regulations, procedures, and standards as they apply to one's job responsibilities.
Basic Qualifications For ConsiderationDo you have experience leading an HR project or team?
Do you have experience with HR Labor and/or Employment related laws, policies and procedures?
Do you have at least two years partnering with business leaders to deliver HR services and products?
Typical Education/Experience
Bachelor's degree and typically 10 or more years' related work experience, a Master's degree and typically 8 or more years' related work experience or an equivalent combination of education and experience.
Other Job related information
As part of the GS&S Functional HR team, you will partner with various Functional Skills Leaders and Program/BU Human Resources team members to drive HR strategic direction and solutions for skills management. Your primary focus will include leading the development and deployment of key strategies and tactics to support Strategic Workforce Planning including staffing, critical skills assessments, recruiting, and internal skill development. You will partner with key representatives from Global Staffing, Hourly Workforce, Recruiting, Global Diversity and Employee Relations, Compensation and Training to deliver processes to meet the business objectives. As the skill team HR leader, you will ensure daily skill team practices meet both Boeing policy and functional people plans. The preferred candidate will have a strong ability to develop strategic plans in line with GS&S business initiatives related to assigned functions that enhance functional excellence. Experience in change management and organizational effectiveness will be beneficial. Also the ability to foster strong relationships and a high level of collaboration with the GS&S senior leadership, Central Function partners and various GS&S HR team members.
- Business Unit Defense, Space&Security
- Division Global Services & Support
- Program Gs&S Staff
- Job Type Non-Management
- Experience Level Career/Experienced
- US Person Status Required? Yes
Closing Date: 02/09/2012
