Topics |
Details |
Weights |
Leadership and Strategy |
Leading the HR function by developing HR strategy, contributing to organizational strategy, influencing people management practices, and monitoring risk.
Responsibilities:
- Develop and execute HR plans that are aligned to the organization’s strategic plan (for example: HR strategic plans, budgets, business plans, service delivery plans, HRIS, technology)
- Evaluate the applicability of federal laws and regulations to organizational strategy (for example: policies, programs, practices, business expansion/reduction)
- Analyze and assess organizational practices that impact operations and people management to decide on the best available risk management strategy (for example: avoidance, mitigation, acceptance)
- Interpret and use business metrics to assess and drive achievement of strategic goals and objectives (for example: key performance indicators, financial statements, budgets)
- Design and evaluate HR data indicators to inform strategic actions within the organization (for example: turnover rates, cost per hire, retention rates)
- Evaluate credibility and relevance of external information to make decisions and recommendations (for example: salary data, management trends, published surveys and studies, legal/regulatory analysis)
- Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct)
- Develop and manage workplace practices that are aligned with the organization’s statements of vision, values, and ethics to shape and reinforce organizational culture
- Design and manage effective change strategies to align organizational performance with the organization’s strategic goals
- Establish and manage effective relationships with key stakeholders to influence organizational behavior and outcomes
Knowledge of:
- Vision, mission, and values of an organization and applicable legal and regulatory requirements
- Strategic planning process
- Management functions, including planning, organizing, directing, and controlling
- Corporate governance procedures and compliance
- Business elements of an organization (for example: products, competition, customers, technology, demographics, culture, processes, safety and security)
- Third-party or vendor selection, contract negotiation, and management, including development of requests for proposals (RFPs)
- Project management (for example: goals, timetables, deliverables, and procedures)
- Technology to support HR activities
- Budgeting, accounting, and financial concepts (for example: evaluating financial statements, budgets, accounting terms, and cost management)
- Techniques and methods for organizational design (for example: outsourcing, shared services, organizational structures)
- Methods of gathering data for strategic planning purposes (for example: Strengths, Weaknesses, Opportunities, and Threats [SWOT], and Political, Economic, Social, and Technological [PEST])
- Qualitative and quantitative methods and tools used for analysis, interpretation, and decision making purposes
- Change management processes and techniques
- Techniques for forecasting, planning, and predicting the impact of HR activities and programs across functional areas
- Risk management
- How to deal with situations that are uncertain, unclear, or chaotic
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40% |
Talent Planning and Acquisition |
Forecast organizational talent needs and develop strategies to attract and engage new talent.
Responsibilities:
- Evaluate and forecast organizational needs throughout the business cycle to create or develop workforce plans (for example: corporate restructuring, workforce expansion, or reduction)
- Develop, monitor, and assess recruitment strategies to attract desired talent (for example: labor market analysis, compensation strategies, selection process, onboarding, sourcing and branding strategy)
- Develop and evaluate strategies for engaging new employees and managing cultural integrations (for example: new employee acculturation, downsizing, restructuring, mergers and acquisitions, divestitures, global expansion)
Knowledge of:
- Planning techniques (for example: succession planning, forecasting)
- Talent management practices and techniques (for example: selecting and assessing employees)
- Recruitment sources and strategies
- Staffing alternatives (for example: outsourcing, temporary employment)
- Interviewing and selection techniques and strategies
- Impact of total rewards on recruitment and retention
- Termination approaches and strategies
- Employee engagement strategies
- Employer marketing and branding techniques
- Negotiation skills and techniques
- Due diligence processes (for example: mergers and acquisitions, divestitures)
- Transition techniques for corporate restructuring, mergers and acquisitions, offshoring, and divestitures
- Methods to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)
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16% |
Learning and Development |
Develop training, development, and employee retention strategies.
Responsibilities:
- Develop and evaluate training strategies (for example: modes of delivery, timing, content) to increase individual and organizational effectiveness
- Analyze business needs to develop a succession plan for key roles (for example: identify talent, outline career progression, coaching and development) to promote business continuity
- Develop and evaluate employee retention strategies and practices (for example: assessing talent, developing career paths, managing job movement within the organization)
Knowledge of:
- Training program design and development
- Adult learning processes
- Training and facilitation techniques
- Instructional design principles and processes (for example: needs analysis, content chunking, process flow mapping)
- Techniques to assess training program effectiveness, including use of applicable metrics
- Career and leadership development theories and applications
- Organizational development (OD) methods, motivation methods, and problem-solving techniques
- Coaching and mentoring techniques
- Effective communication skills and strategies (for example: presentation, collaboration, sensitivity)
- Employee retention strategies
- Techniques to encourage creativity and innovation
|
12% |
Total Rewards |
Monitor the effectiveness of compensation and benefit strategies for attracting, rewarding, and retaining talent.
Responsibilities:
- Analyze and evaluate compensation strategies (for example: philosophy, classification, direct, indirect, incentives, bonuses, equity, executive compensation) that attract, reward, and retain talent
- Analyze and evaluate benefit strategies (for example: health, welfare, retirement, recognition programs, work-life balance, wellness) that attract, reward, and retain talent
Knowledge of:
- Compensation strategies and philosophy
- Job analysis and evaluation methods
- Job pricing and pay structures
- External labor markets and economic factors
- Executive compensation methods
- Non-cash compensation methods
- Benefits program strategies
- Fiduciary responsibilities
- Motivation concepts and applications
- Benchmarking techniques
|
12% |
Employee Relations and Engagement |
Develop and/or monitor strategies impacting employee satisfaction and performance including diversity and inclusion, safety, security, and labor strategies.
Responsibilities:
- Design and evaluate strategies for employee satisfaction (for example: recognition, career path) and performance management (for example: performance evaluation, corrective action, coaching)
- Analyze and evaluate strategies to promote diversity and inclusion
- Evaluate employee safety and security strategies (for example: OSHA, HIPAA, emergency response plan, building access, data security/privacy)
- Develop and evaluate labor strategies (for example: collective bargaining, grievance program, concerted activity, staying union free, strategically aligning with labor)
Knowledge of:
- Strategies to facilitate positive employee relations
- Methods for assessing employee attitudes, opinions, and satisfaction
- Performance management strategies
- Human relations concepts and applications
- Ethical and professional standards
- Diversity and inclusion concepts and applications
- Occupational injury and illness prevention techniques
- Workplace safety and security risks, and strategies
- Emergency response, business continuity and disaster recovery strategies
- Internal investigation, monitoring, and surveillance techniques
- Data security and privacy
- The collective bargaining process, strategies, and concepts (for example: contract negotiation, costing, administration)
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20% |