Core Responsibilities:
-Performance Management - Provide advice and counsel to managers on the principles of performance management, use of tools and processes, appeals, and employee development needs. Facilitate training annually. Track status of plans, evaluations, appeals, developmental needs and remedies. Advise managers in developing improvement plans for those rated below contributor on the annual evaluation. Provide performance coaching to individual employees and teams. Train and work with customers on policy and responsibilities for effective performance management.
-Consultative Business partner - Develop and maintain creditability and effective working relationships with customers. Take advantage of opportunities to learn or be involved in their business operations. Provide information, analysis, interventions and data that will facilitate and support their business and better management of people and resources. Stay aware of employee and workforce needs. Provide counsel and advice to customers about human capital, workforce issues, training and organizational and individual performance issues. Partner with other workgroups to resolve matters. Conduct research and analyze information to provide accurate and timely interpretation of state and VDOT policies. Train and work with customers on policy and responsibilities for effective performance management. Work with managers to enhance their understanding and application of principles of progressive and responsive organizational and workforce management.
-Employee Relations - Provide consultant services on Standards of Conduct, Grievance Procedures, DHRM Policies, EDR, Mediation, Absence Management, Performance, and EAP as it relates to behavioral deficiencies and competency remedies. Investigate issues and assist in developing and implementing corrective action plans such as instructional guidance, counseling memos, performance action plans and written notices. Participate in grievance hearings, working closely with agency advocates. Work with managers to enhance their understanding and application of principles of progressive and responsive organizational and workforce management.
-Talent Acquisition - Ensure positions are classified appropriately and job descriptions meet acceptable standards before recruitment begins. Consult with managers to develop position requirements and advertisements based on accurate job descriptions. Develop recruitment strategy and disqualifying questions in consultation with manager. Screen applications, and participate on interview panels, career fairs and other events. Consult with managers to ensure interview questions are relevant and are within established guidelines and laws. Advocate for diversity in hiring decisions and inform HR Manager, Civil Rights Manager, and Senior management of issues which may expose VDOT to formal complaints. Review final employment recommendation ensuring justifications in compliance with program guidelines and laws. Conduct training in employee selection procedures. Conduct all pre-employment references and employment verifications and extend job offers in coordination with HR Manager.
-Change Agent - Provide short and long term recommendations, dynamic programs, interventions, and solutions to executive leaders and customers that will enable the organizations to better meet business and workforce needs. Understand and effectively plan and utilize change management initiatives and methodologies. Ensure integration of programs and compliance, policies, regulations, and program requirements. Model behaviors of a continuous learner and educator of leaders and customers. Research and recommend best practices in HR program delivery. Implement technology and automation tools and solutions to better manage information and work flow.
-Classification and Compensation - Consult with managers and field supervisors to ensure positions are classified appropriately and management is apprised of and utilizing available compensation tools effectively. Perform classification audits and conduct comparative analysis. Consult managers in determining appropriate pay using the Commonwealth's 13 pay factors. Advise managers on correct application of overtime pay. Guide consultants and managers on classification and compensation issues and concerns. Review pay action worksheets. Research wage and salary data. Guide consultants and managers on documenting pay decisions. Conduct research, analyze relevant materials, and determine FLSA status. Produce analytical briefs as necessary to support role and compensation recommendations. Participates as a team member on statewide classification or compensation projects.
-Policy and Procedure - Provide general information regarding policies and procedures to Department employees and managers, ensuring compliance is met in accordance with federal, state and agency laws and regulations.

Required Skills

• Knowledge of employee relations practices and principles to include progressive discipline and alternative dispute resolution techniques and ability to integrate with performance management program.
• Ability to develop strategies to improve customer services, program efficiency and effectiveness, and function as a team member with other HR staff.
• Knowledge of job analysis and job evaluation techniques and recruiting, screening, and interviewing techniques.
• Ability to analyze data and reach conclusions which are logical and legally supportable, and counsel and advise managers and employees in the resolution of HR issues.
• Skill in operating office equipment and a variety of Microsoft Office Suite software
• Knowledge of human resources management principles and practices including recruitment and selection, classification and compensation, organization and job design.
• Ability to balance multiple priorities, lead meetings, make effective business decisions and meet project -based deadlines.
• Ability to collect, assemble, process and file information using manual and automated systems
• Knowledge of employee relations and EO approaches such as counseling, mediation, grievance resolution, and complaint investigation.
• Ability to consult with management teams to implement organizational change and to identify strategic issues and organizational needs.
• Knowledge of Federal and state regulations related to human resources functions.
• Ability to communicate effectively orally and in writing with internal and external customers.
• Skill in providing good customer service.
• Able to maintain confidentiality at all times.

Education Level:

• Bachelor's degree in Human Resources, Organizational Development, Business Administration or related field preferred; equivalent experience or training may substitute for degree.

Experience Level:

• Experience in a variety of HR program areas.

If selected as a finalist, you will undergo:

• References and verification of work history
• DMV Records Check
• Fingerprint-based criminal history records check

This position is designated as essential to emergency operations and may be required to work outside of normal work hours, on weekends and holidays during emergency situations which may include but are not limited to inclement weather, disaster response and emergency operations to ensure the safety of the traveling public.

We have Shared Values and a Code of Ethics. Your success in our organization depends upon modeling these values, therefore, if in agreement, we welcome you to apply.