AGA’s Talent Operations Team supports the operational functions of the AGA office and its employees. The Internal Manager focuses on the needs of AGA’s active and retired employees. Areas of responsibility for active employees include onboarding, engagement, benefits, performance management and training & development. For retired employees, areas of responsibilities include benefit plans and vendor management. The Internal Manager works closely with the VP to collaborate on efficiencies and improvements and to develop thoughtful and effective engagement strategies and a variety of other projects.
Role and Responsibilities
Shared Talent Operations Responsibilities
Budget – Contribute to, maintain, and remain conversant on AGA’s Salary and Benefits budget as well as our Talent Operations departmental budget including interfacing with Finance colleagues to receive and review reports and other data.
HRIS – Proficiently make updates to the system and accurately enter and extract data from ADP (our current HRIS) and maintain relationships with the vendor for professional services needs. This includes periodic review of payroll output against input to ensure compliance and accuracy of payroll, benefits, and budget reporting.
Invoice Processing – this administrative function belongs to the person managing the plan/account/project/contract and should be dealt with accurately and timely.
Metrics – maintaining a dashboard of metrics measuring TO’s activities is the responsibility of the person managing that data; in addition, occasional on-demand report writing is expected.
Onboarding – the Internal and External Managers are responsible for collaborating on a successful, efficient, and engaging Onboarding experience for newly hired employees.
Support VP – occasional administrative support, coverage and or representation at certain meetings, and regular preparation for meetings is expected.
Internally Focused Responsibilities
Foundational Human Resources – work with VP to ensure that AGA is in full compliance with federal and local laws including but not limited to Affordable Care Act, Worker’s Compensation, FLSA, ADA, DCFMLA, D.C. Wage Theft Protection Act, etc.
Benefits Administration – serve as subject matter expert on employee and retiree benefit plans including day-to-day transactions, plan-level proficiency, staying abreast of legislative changes, and front-line vendor management
Employee Communication/Relations – develop strategic employee communication plans intended to educate and engage and that allow for feedback
Audit & Compliance – serve as primary point of contact for employee benefit plan compliance and audit projects including engaging with auditors and other vendors and keeping VP thoroughly informed
Board Compensation Committee Support – CEO and VP are Staff Executive to this Committee; administrative and project support is required
Compensation – working with VP, manage policies and structures, reports, and tables, and engage with outside consultants on projects directed by VP
Employee Engagement & Recognition – promulgate AGA’s award-winning culture that thrives on collaboration, open communication, and recognition by serving on project teams, introducing ideas for engagement and recognition, and executing on existing program expectations such as health, safety, and social interaction opportunities.
Offboarding – mirror the engaging, respectful, and responsible Onboarding process by ensuring employees leave AGA in the most productive way
Performance Management – lead the performance management schedule, process, and forms production in such a way that the process naturally and productively feeds into compensation and budget responsibilities
Retiree Benefits Administration – serve as internal point of contact for retired employees and the vendors AGA uses to manage these benefits plans
Training & Development – work with VP to cultivate existing Lunch And Learn culture as well as introduce new approaches to learning and the budget from which these experiences are paid
Qualifications and Education Requirements
Previous experience administering employee benefit plans and basic human resources procedures
Proficiency with HRIS and/or other employee benefits and payroll platforms
Proficiency with Excel and other data analysis tools
Previous experience presenting information orally to groups and leading discussions
Previous experience using discretion and appropriately handling confidential information
More than 3 years of experience working in Human Resources
Trade Association work experience is preferred
Completed or in progress PHR or other professional certification
The American Gas Association, founded in 1918, represents more than 200 local energy companies that deliver clean natural gas throughout the United States. There are more than 76 million residential, commercial and industrial natural gas customers in the U.S., of which 95 percent — more than 72 million customers — receive their gas from AGA members. Today, natural gas meets more than thirty percent of the United States' energy needs.