Human Resources/Talent Management Generalist, Principal
CenterBusiness Services
GroupTalent Management
Salary Range$58,604-$99,627
  

POSITION SUMMARY:

The Atlanta Regional Commission (ARC) is the regional planning and intergovernmental coordination agency that focuses on issues critical to the region’s success, including growth and development, transportation, water resources, services for older adults and workforce solutions. ARC is dedicated to unifying the region’s collective resources to prepare the metropolitan area for a prosperous future. This is done through professional planning initiatives, the provision of objective information and the involvement of the community in collaborative partnerships.

The Talent Management Group is one of five functions housed within the Center for Strategic Operations and Administration, providing oversight and strategy for the agency’s critical business infrastructure, which also includes financial services, information technology, legal, and general services. The Talent Management Group supports approximately 200 employees in the execution and administration of a full range of talent management programs and initiatives, including talent acquisition, compensation and classification, benefits, pension administration, performance management, leadership and professional development, policy development, HRIS/Analytics, risk management, employment law compliance, and employee relations.

While the agency’s workforce is small in comparison, the complex work, diversified and cutting-edge skillset required to address the complex regional issues around transportation, natural resources, workforce development, and senior services for one of the fastest growing older adult populations in the country requires a unique Human Resources/Talent Management professional.

The Human Resources/Talent Management Generalist, Principal, will be responsible for aligning the talent management strategy with agency initiatives and work as a strategic partner supporting the agency’s mission through innovative and systematic approaches, process improvement, resource leveraging and integration, collaboration, open communication, and effective solutions. The Human Resources/Talent Management Generalist, Principal reports directly to the Talent Management Operations Director.

ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Perform complex professional human resources/talent management activities including learning and development, HRIS metrics and reporting, performance management, employment compliance and employee engagement;
  • Coordinate and contribute to and build on new and existing employee engagement initiatives that promote and contribute to a positive working environment;
  •  Develop and maintain affirmative action program; files EEO report annually; maintain other records, reports and logs to conform to EEO regulations;
  •  Administer HRIS applications; troubleshoot technical issues; create, develop, and process queries; serve as content manager for SharePoint site; analyze and compile HR/TM data into reports and presentations as need;
  •  Coordinate and facilitate training and development program on HR/TM related topics, including requirements, compliance, as well as management and administration of learning management system;
  •  Develop and monitor workflows, metrics, and automated data feeds through reporting and HRIS system audit functions.  Build processes and quality control strategies by running queries and analyzing data;
  •  Assist with learning and development programs for leadership, management, and employees including developing learning activities, audio-visual materials, instructor guides, and lesson plans;
  •  Coordinates the performance management process; maintain performance management software/database; generate reports; develop and conduct training; create reference guides and user manuals;
  •  Prepare reports and dashboards to monitor HR/TM processes and transactions. Interpret, organize, and communicate findings;
  •  Maintain and protect confidential data with utmost scrutiny, judgment, and care;
  •  Work in partnership with management to share and educate on the concepts of service excellence, employee engagement and recognition;
  •  Collaborate with other teams to provide key support to help drive decisions regarding staff and TM programs;
  •  Ensure and extend HRIS usage, design and deployment, data integrity and reporting needs within Human Resources/Talent Management and across the agency;
  •  Stay abreast of changes to local/state/federal laws that could impact employee policies and practices;
  •  Perform other duties as assigned to support agency goals and objectives.

REQUIRED KNOWLEDGE, SKILLS, ABILITIES AND COMPETENCIES

  • Knowledge of federal and state laws, regulations, and rules applicable to human resources/talent management;
  • Knowledge of trends, practices, and current thinking in the field of human resources/talent management;
  • Knowledge of current trends with a focus on product and service development, delivery, and support, and applying key technologies;
  • Ability to resolve employee relations situations including exploration of issues, leveraging agency policies and practice to determine outcomes, and partnering with employees and management to deliver appropriate solutions;
  • Ability to establish and maintain positive, collaborative relationships with all levels of staff and strategic partners;
  • Ability to take initiative, while being proactive and independent;
  • Ability to remain open to change and new information and ideas and adapt to the same;
  • Strong interpersonal, verbal, and written communications skills;
  • Excellent organizational, time management, and follow-up skills;
  • Expertise in analysis, critical decision making, project management, and process improvement;
  • Ability to multi-task and work under tight deadlines;
  • Demonstrated ability to anticipate and solve practical problems;
  • Ability to manage competing priorities in a fast-paced, demanding environment;
  • Ability to work well in a team environment and lead teams and committees;
  • Proven organizational and prioritization skills and attention to detail;
  • Demonstrates outstanding judgement, sensitivity, and high discretion;
  • Possess strong judgment, discretion, high level of confidentiality, flexibility, and integrity;
  • Possess project management experience to oversee various projects and must be comfortable working independently and making recommendations to the Talent Management Operations Director;
  • Proficiency with Microsoft Office and HRIS software applications;

MINIMUM QUALIFICATIONS:   

  • Bachelor’s degree in human resources or related field
  • Four (4) years of professional human resources experience

An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above, unless otherwise subject to any other requirements set forth in law or regulation.

PREFERRED QUALIFICATIONS:

  • Experience with NEOGOV Human Resources Suite or other HRIS experience
  • Public sector environment experience
  • Certified Professional in Human Resources (SHRM-CP) certification

SPECIAL REQUIREMENTS:

In addition to the detailed examples of responsibilities and abilities contained herein, all employees of the Atlanta Regional Commission are expected to model behavior consistent with the guiding principles outlined in our Evolution Strategy. Specifically, incumbents are responsible for demonstrating work habits that are:

  1. Interdisciplinary by promoting professional and interpersonal connections and integration across functional disciplines;
  2. Holistic by seeking expertise within the team, Group, or Agency to produce his/her work output, and demonstrating a strong understanding of and support for interrelationships between their work and the work of others in the team, Group, or Agency;
  3. Actionable by continuously striving to improve his/her capabilities to produce sustainable outcomes, and displaying a strong need for achievement and a high energy level to attain goals;
  4. Outcome Based by taking the initiative to meet goals and expectations, and consistently striving to produce tangible results with significant visible impact, and;
  5. Targeted toward Ensuring Colleagues' Success by willingly and deliberately providing his/her expertise to others in an effort to build and sustain effective internal and external working relationships, and by modeling behaviors that consistently demonstrate concern for colleagues' success, needs, respect, trust and integrity.