03776 - HR Consultant Supv

To provide advanced level professional HR consultation to all levels of management and employees on a broad scope of HR programs including compensation, classification, talent acquisition, employee relations and performance management.

How you will contribute:

- Change Agent: Provide short- and long-term recommendations, dynamic programs, interventions, and solutions to executive leaders and customers that will enable the organization 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. Embrace technology and automation tool solutions to better manage information and workflow.

- Classification and Total Rewards: 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 reviews for both vacant and filled positions in response to changing business conditions and turnover opportunities and ensures accurate position profiles are established within MyCareerConnect before recruitment work begins. Consult with managers in determining appropriate pay and incentives using the Commonwealth's 13 pay factors and DHRM policies in conjunction with VDOT’s market compensation program. May participate as a team member on statewide classification or compensation projects. Communicate and educate employees and managers on overtime policies and expectations, with emphasis on emergency operations. Support and assist in the administration of VDOT’s Telework, Recognition and Wellness programs. Respond to general benefit and leave policy inquiries from customers and administrators. Provide verbal consultation and written responses regarding policy requirements.

- 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, and recommendations for HR solutions that will 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. Work with managers to enhance their understanding and application of principles of progressive and responsive organizational and workforce management. Train and work with customers on policy and responsibilities for effective performance management. Provide guidance and conduct training on the Talent Acquisition process for employees and supervisors.

- Data Management: Ensure transactions related to HR activities are submitted through MyCareerConnect and required approvals through the management chain are secured within required schedule deadlines.

- 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 complete summary reports identifying findings and recommendations. Assist in developing and implementing corrective action plans such as instructional guidance, counseling memos, performance improvement 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.

- Onboarding: Ensure a smooth transition of new hire into the role on start date by clearly communicating expectations of all stakeholders involved in the onboarding of the new hire and following up with the new hire to maintain engagement up through completion of their first day.

- Performance Management: Provide advice and counsel to managers on the principles of performance planning, monitoring and evaluation process, 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.

- Recruiting Operations: Review final employment recommendation ensuring documentation and rationale for selections follow applicable policies, guidelines, and laws. Participates on interview panels and guides discussions around candidates’ strengths and weaknesses to determine recommendations for best suited candidates for further consideration. When recruitment needs exceed capacity in Talent Acquisition function, perform full scope of recruiting operations duties (planning, posting, screening and other assessments, interviewing, pre-employment clearances, etc.) up to and including offers to candidates. Ensure appropriate documentation has been filed around dispositioning of candidates at each step of the recruitment process and closing of postings within applicant tracking system timely.

- Reporting and Staff Responsibilities: Generate reports with data to indicate hiring needs and challenges. Provide routine status reports to HR Manager and customers regarding status of key HR activities. May be designated to serve on special committees (e.g., Class/Comp team, Recognition coordinator, etc.) or special projects.

- Talent Acquisition Planning: Partner with agency leaders to assess and identify long-term and short-term labor resource needs. Work with customer leaders to maximum utilization of MEL through implementation of various staffing strategies that involve a mix of classified, wage, temporary, consultant and outsourced labor. Directly support the District Executive and HR Manager in management and reporting of MEL allocation and strength and make recommendations to change allocation of positions in the district as appropriate. Supports the talent acquisition program by complying with established practices and processes and driving for efficiency in accordance with Think 50! Goals. Communicate district goals and utilization data to support outcomes. Take action to increase diversity in the workforce and collaborate with district Civil Rights staff on strategies. Consult with managers when turnover is anticipated in a position to confirm future utilization and ensure any necessary classification work to repurpose a position is completed before referring to Talent Acquisition processes.

- Talent Pool Management: Prepare and review production reports with respective local HR team to create mutual understanding of talent pool efforts, progress, and opportunities to improve and maintain a competitive edge in attracting top talent.

- Talent Sourcing: Collaborate with Talent Acquisition staff, hiring managers, and leaders to proactively plan and develop a competitive TA sourcing strategy to support current and future business needs. Attend meetings to ensure awareness of workforce needs and challenges.

What will make you successful:

- 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.

- 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.

- Ability to communicate effectively orally and in writing with internal and external customers.

- Ability to consult with management teams to implement organizational change and to identify strategic issues and organizational needs.

- Ability to develop strategies to improve customer services, program efficiency and effectiveness, and function as a team member with other HR staff.

- Able to maintain confidentiality at all times.

- Knowledge of Federal and state regulations related to human resources functions.

- Knowledge of employee relations and EO approaches such as counseling, mediation, grievance resolution, and complaint investigation.

- Knowledge of employee relations practices and principles to include progressive discipline and alternative dispute resolution techniques and ability to integrate with performance management program.

- Knowledge of human resources management principles and practices including recruitment and selection, classification and compensation, organization and job design.

- Knowledge of job analysis and job evaluation techniques and recruiting, screening, and interviewing techniques.

- Knowledge of supervisory principles and practices to include performance management and discipline.

- Skill in operating office equipment and a variety of Microsoft Office Suite software.

- Skill in providing good customer service.

Minimum Qualifications:

- 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.

- Ability to communicate effectively orally and in writing with customers.

- Ability to design, analyze, implement policies, procedures and programs.

- Ability to supervise staff to include planning of work and performance management.

- Knowledge of Federal and state regulations related to human resources functions.

- Knowledge of employee relations and EO approaches such as counseling, mediation, grievance resolution, and complaint investigation.

- Knowledge of human resources management principles and practices including recruitment and selection, classification and compensation, organization and job design.

- Knowledge of job analysis, job evaluation techniques, recruiting, screening, and interviewing techniques.

- Strong skills in use of computers using MS software, web-based applications and automated HRIS systems.

Additional Considerations:

- A combination of training, experience, or education in Human Resources, Organizational Development, Business Administration or related field desired.

- Experience in a variety of HR program areas.

- Experience supervising staff providing HR services.

- Experience working in a matrix reporting environment.

- PHR, SPHR or CCP or program management certification desired.

Click below to learn more about the Competency Model associated with this Position:

Competency Model (https://etgi.fa.us8.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_4005/pages/8012)

Physical Requirements

Physical Requirements (https://covgov.sharepoint.com/:w:/r/SITES/VDOT-SSEM-JSA/Shared%20Documents/Physical%20Requirements%20for%20VDOT%20Jobs/Office%20Worker%20-%20Inside.doc)

VDOT employees must abide by VDOTs Code of Ethics and the Commonwealths Standards of Conduct.

VDOT Code of Ethics (https://www.virginiadot.org/about/missionandvalues.asp)

Standards of Conduct (https://www.dhrm.virginia.gov/docs/default-source/hrpolicy/pol1-60--standards-of-conduct-eff-1-1-2025.pdf?sfvrsn=7c0d724e_0)

Physical Requirements

Physical Requirements (https://covgov.sharepoint.com/:w:/r/SITES/VDOT-SSEM-JSA/Shared%20Documents/Physical%20Requirements%20for%20VDOT%20Jobs/Office%20Worker%20-%20Inside.doc)