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Summary The incumbent serves as a Human Resources (HR) Generalist for assigned business areas and focuses on performance management, leave management and onboarding related activities. Responsibilities The Office of the Chief Administrative Officer (CAO) provides operations support services and business solutions to the community of 10,000 House Members, Officers and staff. The CAO organization comprises more than 650 technical and administrative staff working in a variety of areas, including information technology, finance, budget management, human resources, payroll, child care, food and vending, procurement, logistics and administrative counsel. The incumbent serves as a Human Resources (HR) Generalist for assigned business areas and focuses on performance management, leave management and onboarding related activities. In addition to focus areas, the incumbent may assist with providing first line HR support in additional areas including employee relations, training, recruitment, position management, and other HR programs, projects, and initiatives. The incumbent regularly provides general consultation and guidance to employees and managers on CAO policies, practices and procedures and participates and/or leads projects where assigned. Specific examples of upcoming projects include assisting with building a comprehensive onboarding dashboard and module and revamping the performance management program to align with organizational strategic goals. Key Responsibilities: Performance Management Coordinate the annual evaluation process: schedule, oversee completion, and coach managers on goal setting and feedback. Update and maintain user-friendly performance tools and templates aligned with organizational goals. Monitor evaluation completion rates and follow up with departments to ensure timely compliance. Serve as a subject matter expert and provide year-round consultation and support to managers on performance practices, feedback conversations, promotions, development opportunities, and performance improvement plans. Analyze performance data & prepare reports to support leadership decision-making. Leave Management Act as the primary point of contact for employees' leave questions and issues. Manage the leave tracking system, ensuring accurate records and coordination with managers and payroll for accurate compensation pay. Maintain compliance with CAO leave policies and federal guidelines. Onboarding & Orientation Coordinate and conduct onboarding and orientation programs for new employees. Partner with hiring managers to prepare for new hires and support 30-60-90-day check-ins. Assist with monthly welcome activities to support employee engagement. Employee Relations Support May assist with employee relations matters, including investigations, drafting improvement documentation, and consulting with Employment Counsel. Support compliance with the Congressional Accountability Act and recommend corrective actions when needed. Recruitment Support May assist managers in refining position descriptions, sourcing strategies, and interview planning. May participate in interviews and advise on candidate selection and hiring decisions. HR Training & Development Identify training needs for employees and managers on HR policies and systems. Assist with delivering training sessions on topics like performance management, onboarding, and leave processes. Performs other official duties and special projects as assigned. Requirements Conditions of Employment Qualifications Bachelor’s degree in HR, Business, or a related field (or equivalent experience). PHR/SPHR or SHRM-CP/SCP certification preferred. 5+ years of HR experience across areas such as staffing, performance management, leave management, or employee relations. 3+ years advising and supporting multiple levels of management. 3+ years supporting performance programs and coaching managers. Experience developing and delivering HR training sessions on programming or policies preferred. Proficient in HRIS systems for performance, onboarding, or leave tracking. Participation in developing and implementing new HRIS-related programs and/or enhancements is preferred. Ability to interpret and explain HR laws, policies, and procedures to multiple staffing levels. Strong verbal and written communication skills. Ability to establish effective working relationships with senior staff and other high-ranking officials. Proven ability to manage multiple priorities in a fast-paced environment, both independently and as part of a team. Must be available for additional hours if needed and able to maintain a Federal Government security clearance as deemed appropriate by senior management. Continued employment is contingent upon satisfactorily completing a criminal history records check (or other applicable security clearance) and a pre-employment drug-test (pre-identified position only). Education Additional Information