Human Resources Generalist 2'3 Job in Everett, Washington US
Human Resources Generalist 2'3
Location Everett, WA Security Clearance Required? No Security Clearance Required about security clearance definitions Position Description Everett Fabrication Human Resources is seeking a highly motivated HR Generalist to join our team. Key responsibilities for this position include partnering with the business to achieve key program goals around Leadership Development, Workforce Planning, and Open Culture. In addition, develops, provides guidance, coaching and implementation assistance to all levels of management on HR policies, practices and strategies to advance organizational objectives. Tracks and analyzes staffing and diversity strategy performance and recommends or implements corrective solutions. Partners with leadership to implement workforce strategies to meet organization objectives. Conducts employee investigations, tracks and monitors case activities. Provides resolution to the HR Service Center on elevated issues. Competencies General + Adaptability Generally understands changes in own and others work-group tasks and situations as well as the logic or basis for change; generally seeks information about changes affecting own and fellow employees jobs. Treats changes and new situations as opportunities for learning or growth; focuses on the beneficial aspects of change; speaks positively about the change to work group members, direct supervisor, and occasionally members of others work groups. 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 Demonstrates honesty; keeps commitments; behaves in a consistent manner. Usually shares thoughts, feelings, and rationale so that work group members, direct supervisor, and occasionally members of others work groups understand personal positions. Generally listens to others and objectively considers others ideas and opinions, even when they conflict with one's own. Treats people with dignity, respect, and fairness; gives proper credit to others; stands up for deserving others and their ideas. + Coaching/Teaching Generally clarifies expected behaviors, knowledge, and level of proficiency by seeking and giving information and checking for understanding. Usually provides instruction, positive models, and opportunities for observation in order to help work group members and occasionally members of others work groups to develop skills; encourages questions to ensure understanding. Offers timely, appropriate feedback on performance; reinforces efforts and progress. Generally establishes good interpersonal relationships by helping work group members and occasionally members of others work groups feel valued, appreciated, and included in discussions. + Customer Focus Considers customers and their needs when performing and/or working with others on routine tasks; supports others and occasionally becomes directly involved in developing and sustaining customer relationships; assists more experienced employees in seeking information to understand customers circumstances, problems, expectations, and needs; prepares information which more experienced employees will share with customers to build their understanding of issues and capabilities; considers how day-to-day actions or plans affect customers; responds quickly to help others address customer needs and resolve problems. Technical + Labor/Employment Laws Basic - General knowledge and understanding of federal and state labor/employment laws, regulations, procedures, and standards as they apply to one's job responsibilities. Preferred - Complete knowledge and understanding of federal and state labor/employment laws, regulations, procedures, and standards as they apply to one's job responsibilities. + Organizational Development Basic - General knowledge of organizational development dynamics/principles (e.g., mitigate resistance to change, whole systems thinking and design, organization design and effectiveness). Preferred - Complete knowledge of organizational development dynamics/principles (e.g., mitigate resistance to change, whole systems thinking and design, organization design and effectiveness). Basic Qualifications For Consideration Do you have experience with HR Labor and/or Employment related laws, policies and procedures? Do you have experience using Word, Excel, PowerPoint and/or HR systems? Do you have experience participating on HR project or team? Do you experience partnering with business leaders to deliver HR services and products? Typical Education/Experience Level 2 - Bachelor's degree and typically 3 or more years related work experience, a Master's degree and typically 1 or more years related work experience or an equivalent combination of education and experience. Level 3 - 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 This position requires a high level of collaboration with strong interpersonal and communication skills. Must be comfortable working in a team environment and taking initiative to bring issues to resolution. This role will support hourly IAM employees, will partner with Sr. Managers to drive HR initiatives and lead a culture change of engagement where every employee feels valued, relevant and inspired. Business Unit Commercial Airplanes Division Human Resources Program Hr - Supply Chain Mgmt Ops Job Type Non-Management Experience Level Career/Experienced US Person Status Required? Yes Closing Date: 03/27/2012 about closing dates Apply Online Today!