NREL HR Compliance Officer Level V in Golden, Colorado

Posting Title

HR Compliance Officer Level V

.

Location

CO - Golden

.

Position Type

Regular

.

Hours Per Week

40

.

Job Description

NREL’s HR Compliance Officer is responsible for furthering a positive, engaged, and inclusive work environment for team members across NREL, in furtherance of our mission to advance the science and engineering of energy efficiency, sustainable transportation, and renewable power technologies; and provide the knowledge to integrate and optimize energy systems. Reporting to the Director of People Operations, the HR Compliance Officer also facilitates development, implementation and administration of human resources (HR) policies, procedures, and practices. This leader will conduct fact finding and address any deficiencies in the organization’s people practices. This leader advises and guides on HR policies and practices related to employee relations and human resources practices and compliance. This leader ensures HR alignment with the office of the General Counsel. This leader will evidence a passion and proven ability to offer balanced advocacy for multiple parties to achieve win-win outcomes, while reducing risk.

Responsibilities:

  • Serves as the HR subject matter expert on employee relations and compliance issues. Develops, designs, interprets policies, trainings, and communications and provides recommendations for corrective action policy revision and/or improving employee relations.

  • Work with ESH&Q to resolve any ADA requests for accommodations.

  • Employee relations case oversight. Work closely with HR Business Partners to investigate, document and resolve employee disciplinary issues including employee relations complaints/investigations, performance improvement plan (PIP) implementation and involuntary terminations.

  • Contributes to organizational efforts to maximize diversity and create an inclusive environment in which differences are valued. Actively participates as a thought leader in driving HR performance from a service, risk management, and performance perspective.

  • Ensures HR compliance with all existing governmental, regulatory and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Employee Retirement Income Security Act (ERISA), the Department of Labor (DOL), worker compensation, the Occupational Safety and Health Administration (OSHA).

  • Ensures change-controlled updates to Human Resources policies and procedures

  • Develops and delivers management training and facilitation to encourage effective communication, performance management, corrective action, coaching and support.

Knowledge, Skills, Expertise

  • Integrity and trust: Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself or situations.

  • Conflict management: Steps up to conflicts, seem them as opportunities; reads situations quickly; good at focused listening; can hammer out touch agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.

  • Creativity: Comes up with creative approaches; easily makes connections among previously unrelated notions; tends to be seen as possessing an advanced level of processing; adds value in brainstorming.

  • Customer focus: Dedicated to meeting the needs of internal customers; obtains first-hand customer information to improve HR’s policies, procedures and practices. Always acts with the organization’s interest in mind. Builds and maintains effective relationships.

  • Decision quality: Makes good decisions based on a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions or suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.

Complexity & Scope of Impact

  • Decisions effect the financial, employee, or public relations "health" of NREL. Erroneous decisions or recommendations would normally result in failure to achieve goals critical to the major objectives of the organization.

Decision Making & Problem Solving

  • Works on unusually complex problems and provide solutions which are highly innovative and ingenious.

Supervision & Independence

  • Works under consultative direction toward predetermined long-range goals and objectives. Assignments are often self-initiated. Determines and pursues courses of action necessary to obtain desired results. Work is checked through consultation and agreement with others.

Interaction & Collaboration

  • Serves as NREL spokesperson on advanced functional deliverables, projects and/or initiatives. Acts as advisor to management and customers on functional issues, studies and applications.

Responsibility & Accountability

  • Comprehensive and advanced knowledge of laws, regulations, principles, procedures, and practices related to specific field. Superior leadership, project management and problem solving skills. Ability to use various computer software programs.

.

Basic Qualifications

• Master’s degree in human resources specialization in employment law; and

• Minimum 12 years of experience supporting a human resources organization

.

Additional Qualifications

Applies advanced technical principles, theories and concepts. Contributes to the development of new principles and concepts. Develops advanced concepts, techniques and standards. Develops new applications based on professional principles and theories. Viewed externally as subject matter expert in field. Comprehensive and advanced knowledge of laws, regulations, principles, procedures and practices related to specific field. Superior leadership, project management and problem solving skills. Ability to use various computer software programs.

Preferred Qualifications

JD with specialization in employment law; and

Minimum of 9 years of experience supporting a human resources organization

.

Submission Guidelines

Please note that in order to be considered an applicant for any position at NREL you must submit an application form for each position for which you believe you are qualified. Applications are not kept on file for future positions. Please include a cover letter and resume with each position application.

.

EEO Policy

NREL is dedicated to the principles of equal employment opportunity. NREL promotes a work environment that does not discriminate against workers or job applicants and prohibits unlawful discrimination on the basis of race, color, religion, sex, national origin, disability, age, marital status, ancestry, actual or perceived sexual orientation, or veteran status, including special disabled veterans.

NREL validates right to work using E-Verify. NREL will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee’s Form I-9 to confirm work authorization. For additional information, click here at http://www.nrel.gov/careers/employment-policies.html .

The National Renewable Energy Laboratory (NREL) is a leader in the U.S. Department of Energy’s effort to secure an environmentally and economically sustainable energy future. With locations in Golden and Boulder, Colorado, and a satellite office in Washington, D.C., NREL is the primary laboratory for research, development, and deployment of renewable energy technologies in the United States.

Please review the information on our Hiring Process at https://www.nrel.gov/careers/hiring-process.html website before you create an account and apply for a job. We also hope you will learn more about NREL at https://www.nrel.gov/about/ , visit our Careers site at https://www.nrel.gov/careers/ , and continue to search for job opportunities at https://nrel.wd5.myworkdayjobs.com/NREL at the lab.

NREL discloses to you that a consumer report, including an investigative consumer report containing information as to your character, general reputation, personal characteristics and mode of living, may be obtained for employment purposes as part of the pre-employment background investigation and at any time during your employment. Should an investigative consumer report be requested, you will have the right to request a complete and accurate disclosure of the nature and scope of the investigation requested and a written summary of your rights under the Fair Credit Reporting Act (FCRA) at https://files.consumerfinance.gov/f/201504cfpbsummary_your-rights-under-fcra.pdf .