Who are we? Strong human resource practitioners with a passion for making significant impact on the organizations we support. Our team consists of experienced HR Business Partners who are committed to client success. As a Helios HR Business Partner, you are an employee of our energetic team.
What do we do? We provide sound human resource advice and counsel that enables our clients to align the contribution of their workforce with key strategic goals. We accomplish this by utilizing a multi-dimensional support strategy. We provide dedicated HR Business Partners to meet specific client needs. In addition, we leverage the skills of our entire team to help organizations establish enhanced operational infrastructures, allowing them to attract, retain, and engage the best possible workforce.
Why join our team? As a Helios consultant your role will be varied and stimulating as you will have multiple client and project assignments throughout the year. Projects and clients vary; some will be on-going retained assignments, where you will provide a full scope of HR client services from strategic planning initiatives to day-to-day implementation. Each venture presents challenging and interesting work and will allow you to collaborate with clients and Helios HR team members to cultivate ideas and deliver results. Helios HR team members are provided avenues for constant professional development. We believe so strongly in continued development that it is one of our corporate competencies. Our career path is intentional and focused, providing opportunities to grow your subject matter expertise and/or your management skills.
Are you ready? If you’re results oriented, self-motivated, and passionate about success, we want you to be a part of our team! We are experiencing continuous growth and are looking for full and part-time consultants. We are seeking junior, mid-level and senior professionals with a human resources generalist background and a relevant Bachelor’s degree (Master’s in HR or MBA and professional certification are preferred).
In addition to advancing your professional career, we offer competitive compensation and benefits. Helios HR offers part-time and full time opportunities, performing work at both client sites and remotely.
We are an active Equal Employment Opportunity Employer, M/F/D/V.
Are you keeping up with today’s recruiting trends? In this month’s issue of the Helios Newsletter “The Chariot” Senior Recruiter Keebie Clements addresses some of the latest and most productive techniques: 
It’s January, a time when people and companies alike are making resolutions to “ring out the old and ring in the new”. All over the world, vows are being made to think bigger and be better. In the timeless art of recruiting, being the best is what we thrive on. Whether you are a recruiter for a large or a small organization, it is critical to keep up with the latest best practices, approaches and strategies.
As the economy continues to shrink, increased pressure for companies to maximize their resources, time, money and with it, a whole new generation of best practices has emerged…
Read more >>
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Sr. Instructional Designer Baltimore, MD
Sr. HR Business Partners Reston, VA
Solutions Architect Fairfax, VA
Senior Software Specialist Fort Meade, MD
Senior Business Consultant Fairfax, VA
Senior Associate Software Engineer Arlington, VA
Salesforce Administrator Washington DC Metropolitan Area
Sales Representative Washington DC Metropolitan Area
President Arlington, VA
Organizational Development Consultant Reston, VA
Network Engineer Reston, VA
Leasing Consultant Germantown, MD
Imagery Analyst Herndon, VA
Human Resources Business Partner Reston, VA
Federal Account Executive Fairfax, VA
Director, Political Action Committee Washington DC Metropolitan Area
Director of Grassroots Arlington, VA
Customer Service Represenative Washington DC Metropolitan Area
Coordinator, Government Affairs Washington DC Metropolitan Area
Communications Manager Washington DC Metropolitan Area
Certification Coordinator Washington DC Metropolitan Area
Associate Software Engineer Ft. Knox, KY
Associate HR Business Partner Reston, VA
Account Manager Americas Reston, VA
To view complete position descriptions and to apply click here.
Have you developed your Individual Development Plan (IDP) for 2012?
In this month’s issue of the Helios Newsletter “The Chariot” Senior Human Resources Business Partner Beth Singh provides tips to get started:
Charting a Career Course in 2012 — Developing an Individual Development Plan (IDP)
Beth Singh, Sr. HRBP
It’s that time of year again, the time when individuals and organizations are most likely to think about what lies ahead and what they plan to do about it. Of course, an argument could be made that in the context of future-focused development planning, that time should really be continuous, but that’s a discussion for another day. Let’s talk instead about the opportunity you have in front of you right now, as a leader of others, to help your employees chart their course this year.
Many of us who have been in management for a while can easily underestimate the power of what’s before us when we enter development planning discussions. After all, it’s possible that many of us charted our own course or frankly, that we happened upon what we learned a little more organically than employees do now. Today, the landscape is different. Not only is there an opportunity to initiate planning discussions with employees. There’s a responsibility, to the people and to the business. After all, if you aren’t talking to your employees about their development, someone else is or will be soon.
So what does that look like in the days of a multi-generational workforce, with limited time and likely, even more limited dollars available? You might be surprised to learn that getting started doesn’t have to be terribly complicated at all and in fact, it doesn’t have to cost much either.
Here are some Individual Development Planning (IDP) tips:
- Invest the time — IDP’s are a great engagement and retention tool when done well and in the spirit of continuous growth. Initiate the dialogue and offer your honest, constructive assessment of performance and potential, based on the individual’s skills and the organization’s priorities.
- Give adequate, if not slightly more, weight to reinforcing strengths than to developing weaknesses. Sure, we all have to develop the areas that challenge us and a strong IDP likely does push us out of our comfort zone just a bit, but companies and individuals gain much more when they can identify and grow natural talents.
“One cannot build on weaknesses. To achieve results, one has to use all the available strengths…These strengths are the true opportunities” (Drucker, 1967)
- Encourage employees to develop a plan that is interesting, achievable, practical and realistic — for both the employee and the organization (HR Council for the Nonprofit Sector). Your job is to initiate the discussion and to approve the final plan. Employees play a critical and lead role in the plan’s development and its continued momentum.
- Remember that there are many options available to develop employees. Think creatively about on-the-job training, committee work, leadership opportunities, job rotation, job shadowing, “stretch” assignments (with appropriate support), webinars, offsite training and conferences. The direct costs of most of these are nominal.
The bottom line is, start somewhere and set the standard. If your organization isn’t there yet, you can still engage your team in these development-oriented discussions. I assure you that they will see the value and will likely demonstrate it in their engagement in the job and commitment to the organization. As with most things after all, it’s the sincerity of the gesture, the welcoming of the dialogue and the commitment to mutual success that have the most profound impact on the courses we chart in life.
To sign up to receive “The Chariot” click: http://www.helioshr.com/resources/chariot-newsletter
