Mid-Level HR Consultant

RP Professional Services is a rapidly growing Technology consulting firm headquartered in Virginia. We’re an 8a and Service-Disabled Veteran-Owned Small Business (SDVOSB) serving both federal and commercial customers. At RP, we help our clients achieve their mission by developing value driven, customized solutions that are executed by the best people. Our dedication to our employees and clients is driven by our promise to deliver Excellence, Value, and Flexibility. “People, not just Resources” is more than our motto; its the foundation on which we are built!

RP is seeking a Mid-Level HR Consultant to support the National Science Foundation. In this role, you will conduct research and evaluate the impact on the workforce caused by potential restructuring and potential staffing requirement changes to enhance ability to identify the most efficient and effective organizational structure. You will identify, implement, and document workforce planning measures.

Responsibilities:

Act as a strategic partner to organization, providing recommendations on HR trends, best practices in hiring, workforce planning, and employee engagement.

Advise on organizational restructuring and workforce realignment to ensure alignment with strategic goals.

Support organization in leveraging data and analytics to optimize hiring, succession planning, and retention strategies.

Collaborate with department heads and subject matter experts to create, review, and update comprehensive position descriptions (PDs) for various roles across the organization.

Ensure that PDs clearly define roles, responsibilities, required qualifications, and competencies in alignment with organizational needs.

Support department managers in aligning PDs with strategic organizational goals, job hierarchies, and pay scales.

Develop competency-based descriptions that will guide recruitment and performance management processes.

Leverage classification systems and standards to ensure PDs meet federal and organizational classification requirements.

Work with the HR team to classify positions accurately, ensuring compliance with regulations, such as the Fair Labor Standards Act (FLSA) and Equal Employment Opportunity (EEO) standards.

Provide guidance on job grading and classification nuances for both new and existing roles.

Conduct job analyses to identify key responsibilities, skills, and competencies necessary for effective performance in various roles.

Develop job analysis reports that will inform recruitment strategies, performance assessments, and compensation planning.

Ensure that job analyses are conducted in accordance with legal requirements and best practices in human resource management.

Prepare complete recruitment packages, including PDs, job analyses, and competency frameworks.

Partner with recruitment teams to create tailored job advertisements and outreach strategies to attract top talent for specific positions.

Ensure that recruitment packages are aligned with the organizations diversity and inclusion goals, labor market conditions, and current talent gaps.

Develop long-term workforce planning strategies to address current and future staffing needs, taking into account turnover rates, organizational growth, and skill gaps.

Work closely with organization to forecast staffing requirements and design strategies that will ensure the right talent is in place to meet organizational goals.

Provide insights into demographic trends, skill shortages, and labor market dynamics that could impact workforce planning efforts.

Road map future open positions that can be filled through promotions and developmental assignments.

Consolidate findings and recommendations into an integrated workforce planning report and implementation plan.

Collaborate with department heads to create succession plans for key positions, ensuring business continuity and leadership development.

Identify critical roles and high-potential employees, and design strategies to prepare them for future leadership opportunities.

Develop talent pipelines for key positions through targeted employee development, training programs, and mentorship initiatives.

Design and implement initiatives aimed at improving employee engagement and retention, with a special focus on supervisor engagement and leadership development.

Conduct surveys and focus groups to assess employee satisfaction, engagement levels, and areas for improvement.

Work closely with supervisors to ensure they are equipped with the tools and training necessary to foster a positive and motivating work environment.

Stay current with the latest research, trends, and best practices in human resources, leadership development, and organizational dynamics.

Apply industry insights to enhance leadership development programs, employee engagement strategies, and workforce planning initiatives.

Conduct benchmarking studies to ensure that HR practices are competitive within the industry and aligned with modern HRM trends.

Facilitate team-building exercises and group dynamics workshops to improve collaboration, communication, and cohesion among employees and supervisors.

Design and lead exercises aimed at enhancing problem-solving, decision-making, and conflict resolution within teams.

Guide leadership teams in understanding group dynamics and using those insights to improve organizational performance and culture

Other duties as assigned.

Requirements

Bachelor’s degree

5 years of experience

Experience with creating and developing position descriptions

Experience with identifying, implementing, and documenting workforce planning measures

Experience with identifying efficient and effective organizational structure

Ability to work for any US employer without requiring sponsorship

Detail-oriented and resourceful mindset

Excellent communication skills and interpersonal skills

Previous Federal HR Experience is a plus

Benefits

Health Benefits: Medical, Vision, Dental

4% retirement match with 100% vesting

Company paid STD and LTD

Company paid basic life insurance

Competitive PTO package

RP Professional Services, LLC provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.