Professional in Human Resources (PHR)

– Using information about the organization and business environment to reinforce expectations, influence decision making, and avoid risk.

Responsibilities:

• Interpret and apply information related to general business environment and industry best practices
• Understand the role of cross-functional stakeholders in the organization and establish relationships for effective decision making (for example: org charts, span of control, shared services, centers of excellence)
• Identify risks and recommend best practices (for example: compliance audit, mitigation, internal/external threats, safety, conflict of interest, employee relations, change management [automation, digitalization, gap analysis])
• Understand metrics and interpret data to support business initiatives and recommend strategies (for example: attrition rates, diversity in hiring, time-to-hire, time-to-fill, ROI, success of training, promote continuous improvement using data)
• Understand and reinforce organizational culture, core values, and ethical and behavioral expectations (for example: identify opportunities and make recommendations, contribute to diversity, equity, and inclusion [DEI], employer branding)

– Identifying, attracting, and employing talent while following all federal laws related to the hiring process.

Responsibilities:

• Apply US federal laws and organizational policies to adhere to legal and ethical requirements in hiring (for example: Title VII, nepotism, disparate impact, FLSA, independent contractors)
• Identify and implement sourcing methods and techniques to attract talent (for example: employee referrals, social media, diversity, equity, and inclusion [DEI] metrics, agencies, job boards, internal postings, job fairs, college recruitment, remote/hybrid work solutions)
• Manage the talent acquisition lifecycle (for example: interviews, job offers, background checks, job descriptions, onboarding, orientation, assessment/skills exercises, employee integration)

– Contributing to the organization’s learning and development activities by implementing and evaluating programs, providing internal consultation, and providing data.

Responsibilities:

• Implement and evaluate career development and training programs, including providing resources and guidance on professional growth and development opportunities (for example: career pathing, management training, mentorship, coaching, learning development plan)
• Contribute to succession planning discussions with management by understanding and providing relevant data (for example: compensation, performance, turnover, exit surveys, attrition, evaluations, skills assessments, skills development resources)
• Administer learning and development programs designed to achieve desired outcomes by the organization (for example: compliance, safety, benefits, HR systems and security, diversity, equity, and inclusion [DEI])

– Implementing, promoting, and managing compensation and benefit programs that attract and retain talent while complying with federal laws.

Responsibilities:

• Manage and communicate total rewards programs to foster employee engagement and enhance employee experience (for example: compensation, payroll, recognition programs, incentives)
• Implement and promote awareness of non-monetary rewards (for example: paid volunteer time, tuition assistance, workplace amenities, and employee recognition programs)
• Implement benefit programs (for example: workplace amenities, flexible scheduling, remote/hybrid options)
• Monitor and sustain US federally compliant compensation and benefit programs (for example: pay equity, benchmarking, salary bands, status changes, and life events)

– Developing, communicating, and enhancing employee engagement initiatives to support optimal employee performance management activities throughout the employee lifecycle.

Responsibilities:

• Measure and advise on functional effectiveness at each stage of the employee lifecycle and identify alternate approaches as needed (for example: hiring, onboarding, performance management, retention, exit process, alumni program)
• Support the implementation and communication of organizational programs to enhance employee participation and engagement (for example: surveys, focus groups, welfare/wellness activities, employee resource groups [ERG], action plans from feedback)
• Support the organization’s performance management strategy by completing appropriate steps in order to achieve organizational goals and objectives (for example: employee reviews, promotions, recognition programs)
• Support performance and employment activities (for example: coaching, performance improvement plans, corrective actions, involuntary separations, job eliminations, reductions in force [RIF], offboarding)

– Manage, monitor, and/or promote legally compliant programs and policies that impact the employee experience.

Responsibilities:

• Understand and apply knowledge of programs, US federal laws, and regulations to promote outreach, diversity, equity, and inclusion (DEI) (for example: affirmative action, employee resource groups [ERG], community outreach, corporate social responsibility [CSR])
• Support workplace programs related to US federal health, safety, security, and privacy laws and regulations (for example: OSHA, workers’ compensation, emergency response, workplace violence, substance abuse, legal postings, documentation, investigations)
• Provide interpretation and ensure compliance to organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)
• Process and support the resolution of employee complaints, concerns, or conflicts and escalate as needed (for example: investigate, document, initiate, recommend solutions, abide by grievance and ADR [alternative dispute resolution] procedures)
• Promote techniques and tools for facilitating positive employee and labor relations with knowledge of US federal laws affecting union and nonunion workplaces (for example: anti-discrimination policies, harassment)

– Tools, technology, and systems that efficiently optimize the organization’s access to its human resource data.

Responsibilities:

• Utilize and manage HR database content and technologies (for example: HRIS, maintain personnel data, employee status changes, salary changes)
• Assess and communicate information obtained from HR databases (for example: generate reports, data analytics, identify trends)
• Promote and maintain security best practices (for example: system access and permissions, front end user support, compliance, data integrity and data accuracy)