Human Resources Policy Specialist- Temporary

Summary of Primary Functions

The Human Resources Policy Specialist is a temporary, project-based role responsible for leading a comprehensive review, revision, and reorganization of the credit union's employee handbook and all related Human Resources policies. This position is engaged to bring existing policy documentation up to date, ensure compliance with current federal, state, and local employment law, and standardize formatting, language, and structure across all Human Resources policy materials. The Human Resources Policy Specialist exercises independent judgment and discretion in evaluating existing policy content, identifying gaps and areas of legal or operational risk, and recommending revisions to leadership. This position works closely with Human Resources leadership to validate policy content and secure necessary approvals, collaborates with ADP business partners on the handbook builder and policy management platform, and consults with outside counsel as needed on matters requiring legal review, and prepares the handbook and policies for distribution to employees at the conclusion of the engagement.

Supervisory Responsibilities

The Human Resources Policy Specialist does not directly manage staff.

Essential Functions 

• Conducts a comprehensive audit of the existing employee handbook and all standalone Human Resources policies to identify outdated, redundant, unclear, inconsistent, or non-compliant content.
• Rewrites and reorganizes the employee handbook for clarity, consistency, and ease of use by employees and managers.
• Reviews and updates individual policies (including but not limited to PTO/leave, remote and hybrid work, code of conduct, disciplinary procedures, anti-harassment and equal opportunity, benefits, and workplace safety) to align with current federal, state, and local employment law.
• Researches applicable regulatory requirements and employment law changes, and flags areas of legal risk or ambiguity for review by Human Resources leadership, consulting outside counsel as needed.
• Drafts new policies as needed to address identified gaps in current documentation.
• Standardizes formatting, numbering, terminology, and version control across all Human Resources policy documentation.
• Partners with Human Resources leadership to gather input, validate content, and secure approvals on revised policies, and collaborates with ADP business partners on the handbook builder and policy management platform.
• Prepares a policy gap analysis and risk summary for review by Human Resources leadership.
• Develops a policy revision log and recommends a governance process and cadence for ongoing handbook and policy maintenance beyond the term of this engagement.
• Prepares a summary of key changes to support internal communication and employee rollout of the revised handbook.
• Ensures final documents are complete, accurate, and ready for design formatting and distribution.
• Maintains confidentiality of all personnel-related information encountered during the course of the policy review.
• Provides regular progress updates to Human Resources leadership against the project timeline and deliverables.

Skills, Abilities and Qualifications

• Bachelor's degree in Human Resources, Business, or a related field, or equivalent combination of work experience and education.
• Five or more years of progressive Human Resources experience, with demonstrated expertise in policy writing, employee handbook development, or Human Resources compliance.
• Strong working knowledge of federal employment law (including FLSA, FMLA, ADA, and Title VII) and familiarity with state and local employment law requirements.
• Working knowledge of multi-state employment law, with particular emphasis on California requirements (including the California Fair Employment and Housing Act (FEHA), California Family Rights Act (CFRA), California Labor Code meal/rest break, wage statement, and reporting time pay rules, and Paid Sick Leave), given the concentration of covered employees in that state.
• Exceptional business writing skills, with the ability to translate legal and regulatory requirements into clear, accurate, and employee-friendly language.
• Demonstrated experience conducting Human Resources policy audits, gap analyses, or handbook rewrites.
• Excellent analytical and organizational skills, with high attention to detail and the ability to work accurately across a large volume of documentation.
• Strong project management skills and the ability to independently manage a defined scope and timeline with minimal supervision.
• Ability to communicate effectively and collaborate with Human Resources leadership, ADP business partners, and outside counsel as needed.
• Strong PC skills and high proficiency with Microsoft Word, Outlook, and Excel.
• Proficiency with ADP Workforce Now (WFN), including experience using its handbook builder/policy management functionality, required.
• Professional in Human Resources (PHR) or SHRM-CP certification strongly preferred.
• Prior experience with a comparable handbook overhaul or Human Resources policy project, in-house or as a consultant, strongly preferred.

Physical Demands

• While performing the duties of this job, the employee is regularly required to sit, use hands and fingers to handle or feel, and reach with hands and arms. The employee is occasionally required to stand and walk. The employee must occasionally lift and/or move up to 10 pounds. Vision abilities required by this job include close vision and the ability to adjust focus

Compensation and Job Title is commensurate with experience and may fall under the following pay ranges:

Human Resources Policy Specialist- $71,105 to $106,657 Annually 

Please note that the salary information is a general guideline only. Northrop Grumman Federal Credit Union considers factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience, education/training, key skills, internal peer equity, as well as market and business considerations when extending an offer. 

We perform thorough background checks including verification of previous employment, education, credit checks and pre-employment drug screening. Any discrepancies in reported dates, titles, or degree information may result in an employment offer to be withdrawn.

NGFCU is an Equal Opportunity Employer

Pursuant to the Los Angeles Fair Chance Ordinance, we will consider for employment-qualified applicants with arrest and conviction records.

Monday through Friday 8:00 am to 5:00 pm
In office