Human Resources Specialist in Contact Center Operations

at  Delta Defense LLC

POSITION SUMMARY:

If you are motivated by making a real difference in the lives of others, join the team at Delta Defense!
If you have HR experience supporting a contact center and want to break free from the traditional Policy Police approach, we want to talk to you!
Coach, partner with, and assist business leaders in implementing talent strategies and driving organizational change. Your responsibilities will include employee relations, talent development, onboarding, and serving as a key resource for employees and leaders at all levels within the organization.

REQUIRED EDUCATION/EXPERIENCE/SKILLS:

• Bachelor’s degree in human resources, business or related field or equivalent experience.
• Minimum 5 years related professional, progressive experience in human resources.
• HR experience in a call center or contact center environment required.
• Self-starter with the ability to react quickly and thrive in a fast-paced, dynamic environment
• Ability to think strategically and handle difficult and complex issues as well as willingness to roll up sleeves and get into the trenches and help out.
• Experience using data to identify insights and drive action.
• Extensive knowledge of principles & practices of HR, including HR regulations and compliance.
• Skilled in employee relations with demonstrated ability to partner and influence at all levels in the business and to be viewed as a credible, valuable source of information.
• Experience building and/or delivering change management and organizational development strategies preferred.
• Strong interpersonal and communication skills.
• Demonstrated critical thinking skills and the ability to solve complex problems.
• Demonstrates the Core Values of Delta Defense, LLC.

• Engage as a trusted advisor to senior leaders improving leadership capability, team effectiveness, strategic insights, and business/talent performance.
• Contribute to the development of people strategies that help drive business and organizational performance.
• Maintain continuity in approach and application of company policies and procedures while ensuring compliance with federal, state, and local regulations including EEO, FMLA, and FLSA.
• Identify root causes and conduct relevant data analysis in order to propose both short-term and long-term interventions and solutions.
• Provide guidance and input on business unit restructuring, workforce planning and succession planning.
• Help create and define structure around new positions including compensation analysis and competency development.
• Promote a culture of accountability, ethics, and compliance and formulate long-term strategies for education and implementation.
• Formulate partnerships across the HR function to deliver value-added service to leaders and employees that reflects the business objectives of the organization.
• Foster a culture of professional development, high performance, and integrity.