The Presidio Trust is seeking an Employee Support Services (HR) Senior Specialist to skillfully manage a wide range of HR functions including, but not limited to, talent acquisition, classification/job analysis, compensation, leave administration, accommodations, safety, performance management, and employee and labor relations. An unusual federal agency, the Presidio Trust runs the only national park site that is required by Congress to earn our own revenue. Each year we earn in excess of $100 million by leasing over 700 former military buildings as homes, hotels and commercial workspaces. We then must care for and protect these resources and the people who work and live here.
Our ideal candidate is an experienced HR generalist that loves turning problems into solutions, building efficient systems and creating a work environment where staff and the organization can thrive.
This is a full-time role with benefits. Applications received by January 11, 2021 will receive first consideration.
- Serves as primary advisor and support to managers and staff in a wide range of HR functions including but not limited to talent acquisition, classification/job analysis, compensation, leave administration, accommodations, performance management, and employee and labor relations.
- Diversity, Equity and Inclusion – Supports and helps inform Agency-wide efforts and HR practices and policies that promote and support a diverse, equitable and inclusive work environment.
- Position Classification - Classifies positions using the Trust's internal job analysis system to determine appropriate compensation and other conditions of employment.
- Talent Acquisition - Develops and implements talent acquisition strategies, including guiding managers in developing consistent and fair criteria for selecting and evaluating candidates. Provides support to hiring managers throughout recruitment process.
- Compensation – Provides guidance on compensation, hours of work, work schedules, within Trust policies. Has working knowledge of benefits programs and resources to help guide staff.
- Leave Administration – Provides guidance to managers and staff on leave policies, practices and administration. Understands interaction of various leave categories and benefits to effectively counsel managers and staff. Responsible for administering and following through on all aspects of leave administration.
- Accommodations – Responsible for partnering with managers and staff to evaluate and make decisions on requests for accommodation due to disability, personal injury, or on-the-job injury.
- Safety – Responsible for supporting managers and staff related to public health protocols and on-the-job injuries. Partners with Payroll to ensure appropriate claims processing and administration. Represents the Agency with the Department of Labor. Partners with managers and staff on return-to-work strategies and accommodations. Partners with Safety Team, as necessary, to mitigate safety issues and prevent workplace injuries.
- Performance Management – Provides coaching and guidance to managers to assist them with empowering and motivating their staff to reach their greatest potential. Responsible for training managers on progressive discipline methods and documentation to ensure consistent, fair and equitable application of performance standards and practices. Provides guidance and support on separations and offboarding, as necessary.
- Employee Relations – Provides support and coaching to managers and staff on employee relations issues including investigating reports, resolving conflicts, holding staff accountable through progressive discipline, and addressing root causes to prevent future conflicts.
- Labor Relations – Provides support to managers and staff on labor relations issues including resolving conflicts, grievances, mediation, arbitration, and appeals and makes every effort to effectively resolve matters at the lowest level possible. Represents the Agency in term and mid-term labor negotiations and other labor relations issues, as requested.
- Employee Engagement – Provides support for staff surveys, events, awards, and recognition programs.
- Policy Development – Researches, develops and drafts proposed policies or changes to current policies affecting HR programs.
- Workforce Planning – Participates in workforce management planning and organization design analysis; conducts data analysis to identify long and short-term workforce needs.
- HR Administration – Responsible for timely processing of personnel action notices, updating relevant HR technology tools, developing processes and documentation for HR workflows, documenting HR matters, decisions and justifications, maintaining staff and HR records, and training colleagues, as needed. Stays abreast of relevant employment and labor policies and laws, HR trends and workforce strategies. Identifies trends and patterns and utilizes data to improve policies, systems and tools. Partner with other functions within HR to provide support to staff and improve processes and programs.
- Customer Service - Provides effective, timely and thorough customer service and continuously seeks to improve the quality of service by implementing best practices identified by data analysis and customer feedback.
- Other duties as assigned.
- 5-8 years of progressively responsible experience in a variety of human resources specialties
- Undergraduate degree or equivalent experience
- Demonstrated critical thinking skills - ability to define problems, identify relationships, evaluate and assess impacts, and arrive at conclusions when analyzing complex or highly sensitive topics
- Ability to articulate, interpret, and clearly explain orally and in writing complex issues and findings using research and data analysis
- Ability to rapidly and thoroughly research novel problems and issues where there are conflicting requirements, guidelines are scarce or of limited use, and case law is vague
- Effective collaboration, written and oral communication, project management, and problem-solving skills
- Ability to effectively manage and prioritize multiple, competing tasks and projects in a fast-paced environment
- Demonstrated experience researching, developing, implementing and continuously improving HR policies, protocols and/or systems
- Track record of utilizing technology and/or increasing your own technology skills to make work more efficient, user-friendly and easier to run and maintain
- Proficiency with Microsoft Word, Excel, PowerPoint, and Teams
- Demonstrated emotional intelligence and cultural humility; interest and ability to connect with and engage a diversity of people by showing empathy and sensitivity to their individual perspectives and needs
- Exceptional judgment and discretion; ability to keep sensitive information confidential
- Demonstrated ability to balance the needs of the business, manager and staff while managing risk for the organization
- Optimistic and positive attitude with a demonstrated deep commitment to exceptional customer service
- SHRM Certification or equivalent
- Graduate degree in HR-related field
- Federal experience in HR specialties, for example classification, staffing, benefits, and employee/labor relations
- Experience with labor union negotiations, relationship management, grievances, etc.
- A sense of humor
- A love for national parks, especially the Presidio!
About the Presidio Employee Support Services Team
The Employee Support Services (ESS) team is responsible for creating and supporting a world class employee experience for the Trust's 300 staff. The ESS team has nine (9) members and manages all aspects of human resources, compensation, benefits, payroll and learning.
The Presidio Trust has identified this position as subject to a standard employment background investigation which shall consist of a review of applicable county, state and Federal criminal and civil records, state bankruptcy indexes, driver's license, and a credit report. An individual's granting of a background investigation and resulting report is voluntary, however, employment is contingent upon the successful completion of the investigation. The Trust may refuse to hire an individual, rescind an offer of employment, or review and terminate the employment of a current employee who does not successfully complete a background investigation.
This position may require the completion of the U.S. Office of Government Ethics (OGE) Form 278, Public Financial Disclosure Report, both as a New Entrant into the position and annually thereafter. The purpose of the financial disclosure system is to assist employees and their agencies in avoiding conflicts between official duties and private financial interests or affiliations.