Policy Guidance: Provide timely and accurate responses to standard inquiries regarding the interpretation and application of Human Resources policies and procedures.
Lifecycle Management: Manage Workday transactions for the full employee lifecycle, including promotions, job changes, anniversary tracking, contingent worker oversight, and temporary staff requests.
Onboarding & Offboarding: Coordinate introductory meetings, assist with the delivery of new hire orientations, and manage the end-to-end offboarding process, to include conducting exit interviews and identifying and tracking organizational trends.
Compliance & Reporting: Accurately process unemployment claims and new hire DC reporting.
Strategic Support & Engagement (30%)
Leadership & Engagement Initiatives: Provide administrative and logistical support for HRBP divisional leadership programs and help coordinate intentional employee engagement activities, such as Connection Days and the HRBP Forum.
Retention Framework: Support the Sr. HRBP by executing a formalized stay & exit interview process for frontline staff to proactively identify and address concerns that may impact staff retention.
Special Projects & Tactical Partnership (25%)
Sr. HRBP Partnership: Manage complex calendar logistics for the Sr. HRBP, including scheduling check-ins, divisional introductions, and follow-up communications post-training or orientation.
Risk Mitigation & Support: Assist the Sr. HRBP with maintaining divisional documentation, help draft separation agreements for legal review, and serve as an on-the-ground point of contact to identify emerging team needs.
Presentation Development: Create high-quality, professional slide decks and communications for leadership briefings, workshops (e.g., CliftonStrengths), and other reports.
Project Support: Support the Sr. HRBP with research for special projects and administrative tasks related to internal investigations.
Requirements
Minimum Education Required
Bachelor's degree in Human Resources, Business, Sociology, Psychology, or a related field. Relevant military experience and training in personnel management, administration, or leadership may be considered in lieu of a degree.
Minimum Years and Type of Experience
3+ years of progressively successful experience in Human Resources or a related field. Experience as a military non-commissioned officer (NCO) or officer with a focus on personnel actions, unit administration, or human capital is highly encouraged and will be counted toward years of experience.
Necessary Knowledge and Skills
Ethical Mindset: Must maintain strict confidentiality and demonstrate a strong ethical foundation regarding payroll, benefits, and sensitive employee data.
Communication & Urgency: Stellar organizational and interpersonal skills with the ability to work with a customer-first mindset and a high sense of urgency.
Collaboration: A highly collaborative spirit with the ability to be a representative for the HR team.
Regulatory Knowledge: Working knowledge of federal, state (DC), and local employment laws and regulations.
Technical Skills: Proficiency with HRMS platforms; Workday experience is highly desirable.
Problem Solving: Ability to solve a range of straightforward prob
Benefits
Vision insurance
Additional Information
How You'll Contribute
The Human Resources (HR) team works to find, grow, and retain talent and build the NGS community by designing strategies that enhance employee culture. As the National Geographic Society (NGS) prepares for the landmark 2026 opening of the Museum of Exploration (MOE), the HR team is expanding to support a rapidly growing workforce.
Reporting to the Senior HR Business Partner (Sr. HRBP), the HR Specialist provides essential client support and tactical execution for the Campus & Experiences and Legal & Business Affairs divisions. This role serves as a foundational support to the Sr. HRBP, supporting a client base of approximately 350 employees. The Specialist handles day-to-day HR inquiries, manages the worker lifecycle in Workday, and assists with high-impact projects that ensure the HR function is positioned to support a world-class visitor-centric operation.
Ngs · Washington, DC