Human Resources Generalist - Full Performance TS/SCI with Poly

Position Description:

CGI Federal is seeking Human Resources Generalists to support a USG agency in the Washington Metropolitan Area (WMA). Successful candidates will be capable of providing substantive advice across a full range of Human Resource (HR) areas to include workforce planning, talent acquisition, staffing and selection, employee development, compensation, benefits, policy, performance management, rewards and recognition and retention.

The Human Resources Generalist partners with senior management to develop, implement and influence HR policies, plans and strategies that align with the USG agency and Intelligence Community talent initiatives to enable the mission. Individuals in these positions will be responsible for communicating policies supportive of the USG agency's talent and HR goals and objectives encouraging open and honest communication.

Position is located in Chantilly, VA

Your future duties and responsibilities:

 Serves as the HR resource to directorate or office/component managers and employees.
 Provides substantive information, advice and guidance to directorate or office managers and employees on a broad range of HR issues-staffing and selection, organizational structure, performance management and evaluation, employee development, adverse action and grievance procedures.
 Advises managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures and classification programs.
 Identifies and develops effective policies on the resolution of a full range of HR issues for management.
 Prepares studies on local organizational HR performance; identifies developing trends and issues based on changing workforce demographics or mission objectives; develops plans and/or policies for addressing those issues in coordination with the directorate or office management.
 Proactively seeks resolution to problems or challenges by focusing on improving processes and procedures to ensure optimal effectiveness.
 Gathers, analyzes and presents descriptive data and recommendations for use by managers in both tactical (day-to-day) and strategic decision making.
 Identifies long and short-range strategic organizational HR initiatives; develops and implements project plans and deliverables.
 Facilitates and participates in group decision making, working with managers to structure the content of discussions and actively participating and influencing discussions and decisions.
 Promotes actions and strategies that create a culture where employees are valued and respected.
 Conducts sophisticated research, collecting information from HR functional areas and/or referring to regulations, Directorate, office, or component policies, procedural instructions, or handbooks.
 Prepares moderate to complex memoranda for senior management to implement changes to HR regulations or to implement new regulations.
 Gathers, analyzes and presents data and recommendations on HR policy issues to HR and management.
 When necessary, requests a waiver from the Office of Personnel Management (OPM) on designated Federal regulations.
 Makes recommendations to managers on the best way to address an employee issue, balancing the needs of the employee with the needs of the Directorate, office, or component; explains issue cause and resolution to employee.
 Ensures accuracy and currency for the data and documents pertaining to Directorate or office employees and organizational structure.
 Evaluates job positions, determining classification, exempt or non-exempt status and salary.
 Provides current and prospective employees with information about policies, job duties, working conditions, wages, promotions and employee benefits.
 Serves as a resource on issues related to processing employee assignments to foreign/domestic locations.
 Instills the vision of that office in the design, implementation and management of a directorate or component HR program.
 Represents the Directorate or component by serving as a liaison between the Directorate or component and HR on staffing and employee development.
 Ensures data integrity is accurately maintained by creating and reviewing various standard and/or tailored HR reports on a regular basis to include strength reports, promotion panel results, staffing complements and performance metrics.

Required qualifications to be successful in this role:

 Working knowledge of and ability to apply analytic and diagnostic techniques sufficient to identify, evaluate and recommend appropriate HR interventions to resolve routine to moderately complex HR problems and issues.
 Knowledge of and ability to apply project management concepts and principles to plan and implement initiatives to address customer needs and plan for contingencies.
 Ability to interpret and apply HR business rules and use available job aids to accurately enter employee and organizational data into the Human Resource Information System (HRIS).
 Ability to interact with managers in order to contribute to and influence decision-making.
 Ability to prepare and deliver comprehensive briefings to senior managers on HR topics.
 Excellent oral and written communication skills to compose and deliver responses to employee questions in a clear and concise manner.
 Ability to consult and collaborate with senior managers to identify HR issues of concern and develop an understanding of the organizational environment, desired mission outcomes and objectives.
 Uses communication skills to persuade or convince others of need for change. Strategically leads, partners and plans within the office.
 Identify and pursue opportunities for innovation within HR organization; analyzes relative value of alternative approaches or process improvements, which impact achievements of HR objectives.
 Ability to obtain considerable knowledge of the USG agency's and Human Resources regulations, policies and unique authorities in order to address organizational/business issues and questions.
 Ability to obtain considerable knowledge of component operations to anticipate and develop human resources strategic plans in coordination with the customer's management and the USG agency's Human Resources Office.
 Considerable knowledge of quality assurance procedures to ensure data integrity and timeliness of the data.
 Considerable knowledge of the data maintained in the HR systems and the relevance of this data in addressing organizational issues and questions.
 Considerable knowledge of and ability to use information technology tools- HR databases, Excel PowerPoint and MSWord-to support decision making.
 Ability to handle multiple demands, shifting priorities and workflow management.
 Strong problems solving skills demonstrated by identifying the nature of the problem and impact on the organization, conducting research and analysis to ensure understanding of the problem and desired outcomes.

Minimum Qualifications

Clearance: A Top Secret clearance with polygraph.

Experience: Three (3) years of relevant professional experience in the application of Human Resources.

Education: A bachelor's degree is required. Three (3) additional years of experience may be substituted for the bachelor's degree (for a total of 6 years).

CGI is required by law in some jurisdictions to include a reasonable estimate of the compensation range for this role. The determination of this range includes various factors not limited to skill set, level, experience, relevant training, and licensure and certifications. To support the ability to reward for merit-based performance, CGI typically does not hire individuals at or near the top of the range for their role. Compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range for this role in the U.S. is $89,600.00 - $198,240.00.

CGI Federal's benefits are offered to eligible professionals on their first day of employment to include:
. Competitive compensation
. Comprehensive insurance options
. Matching contributions through the 401(k) plan and the share purchase plan
. Paid time off for vacation, holidays, and sick time
. Paid parental leave
. Learning opportunities and tuition assistance
. Wellness and Well-being programs

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What you can expect from us:

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Qualified applicants will receive consideration for employment without regard to their race, ethnicity, ancestry, color, sex, religion, creed, age, national origin, citizenship status, disability, pregnancy, medical condition, military and veteran status, marital status, sexual orientation or perceived sexual orientation, gender, gender identity, and gender expression, familial status or responsibilities, reproductive health decisions, political affiliation, genetic information, height, weight, or any other legally protected status or characteristics to the extent required by applicable federal, state, and/or local laws where we do business.

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All CGI offers of employment in the U.S. are contingent upon the ability to successfully complete a background investigation. Background investigation components can vary dependent upon specific assignment and/or level of US government security clearance held. Dependent upon role and/or federal government security clearance requirements, and in accordance with applicable laws, some background investigations may include a credit check. CGI will consider for employment qualified applicants with arrests and conviction records in accordance with all local regulations and ordinances.

CGI will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with CGI's legal duty to furnish information.