Human Resources Generalist SSG Investigator 3
Work with Shared Services Strategic Business Partners (HR) and other Human Resources Generalists to coordinate activity in the following area: HRG Investigations. This requires investigating employee issues which include complex and unique situations; making recommendations on appropriate corrective actions based on a thorough review of the facts and data from the investigation. Also requires knowledge of Human Resources (HR) policies and practices, along with strong investigation skills, analytical report writing skills, communication skills and ability to work under deadlines; analyze Employee Corrective Action (ECA) trends and provide education and resources as required; provide advice and counsel to management on corrective action, utilizing and supporting an Employee Corrective Action Review Board (ECARB) process to ensure consistency across the organization. Knowledge of HR systems such as an employee HR reporting tool and an Employee Incident Tracking System (EITS) is expected. Knowledge of metric preparation, analysis and trend interpretation is desired. Ability to work as a team member in a dynamic environment where some of the team is virtual. Travel to conduct investigations may be necessary.
Competencies
General• Decision Making
Recognizes a wide range of potentially difficult issues, problems, or opportunities in own work group, across the organization and occasionally with external customers; determines whether action is needed. Identifies the need for and collects information to better understand difficult issues, problems, and opportunities. Integrates information from a wide variety of sources; detects trends, associations, and cause-effect relationships; creates relevant options for addressing difficult problems/opportunities and achieving desired outcomes. Formulates and/or makes recommendations for decision criteria based on issue complexity; evaluates options by considering implications and consequences; chooses an effective option. Implements decisions or initiates action within a reasonable time. Includes fellow work group members, employees across the organization, and occasionally external customers in the decision-making process as warranted to obtain good information, make the most appropriate decisions, and ensure buy-in and understanding of the resulting decisions.
• Gaining Commitment
Describes expectations, goals, requests, or future states in a way that provides clarity and generates interest. Seeks, gives, and summarizes information; ensures that the situation/issue at hand is understood by fellow work group members, other internal employees and customers. Presents own ideas; seeks and develops suggestions of others; consistently makes procedural suggestions. Uses appropriate influence strategies (such as demonstrating benefits or giving rewards) to gain genuine agreement with fellow work group members, other internal employees, and customers; uses different approaches as needed to gain commitment. Summarizes outcomes of discussions and establishes next steps if needed; consistently establishes good interpersonal relationships by helping people feel valued, appreciated, and included in discussions.
• Systems Thinking
Evaluates job tasks and processes on how well they help meet team objective(s); identifies non-value-adding components and barriers. Formulates change strategies; seeks input from others to evaluate options for change and encourage buy-in. Makes appropriate changes to job/role structures and processes by communicating effectively and focusing on new skill development. Uses accurate measurement systems to monitor the implementation.
Technical• Analytical Skills
Skill and ability to: collect, organize, synthesize, and analyze data; summarize findings; develop conclusions and recommendations from appropriate data sources at the department level.
• Handling Boeing Proprietary
Complete skill and ability to work with sensitive information, safeguarding confidential information and working with it dispassionately.
• Investigative Interviewing
Complete knowledge of and ability to apply interviewing techniques to extract accurate information and viewpoints from interviewees.
Basic Qualifications For ConsiderationDo you have experience in conducting formal employee-related investigations?
Do you have experience conducting investigations for a public or private employer; in the legal profession; as a law enforcement officer; or in a social service agency?
Do you have experience drafting technical reports for courts, administrative authorities, or management to make informed decisions about the outcome of factual information you have gathered?
Typical Education/Experience
Bachelor's and typically 6 or more years' related work experience, a Master's degree and typically 4 or more years' related work experience or an equivalent combination of education and experience.
Other Job related information
- Business Unit Shared Services
- Division Corp & Ssg Hr Business Partner
- Program Investigations
- Job Type Non-Management
- Experience Level Career/Experienced
- US Person Status Required? Yes
Closing Date: 02/10/2012
