HR GENERALIST 3 - 12102024-63848

Job Information

State of Tennessee Job Information

LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF HUMAN SERVICES, ADMINISTRATION DIVISION, DAVIDSON COUNTY

For more information, visit the link below:

https://www.tn.gov/content/dam/tn/human-services/documents/HRC0012515_HRGeneralist3_Davidson_12302024.pdf

This is a hybrid position

Qualifications

Education and Experience: Graduation from an accredited college or university with a bachelor's degree and experience equivalent to three years of professional human resources work.

Substitution of Education for Experience: Additional graduate coursework in human resources administration or other related acceptable fields may be substituted for the required experience, on a year-for-year basis, to a maximum of one year.

Substitution of Experience for Education: Qualifying full-time professional or paraprofessional human resources experience may be substituted for the required education on a year-for-year basis to a maximum of four years.

Necessary Special Qualifications: None.

Examination Method: Education and Experience, 100%, for Preferred Service positions.

Overview

Summary: Under general direction, performs human resources administrative work of considerable difficulty; and performs related work as required.

Distinguishing Features: This is the third level in the HR Generalist series. An incumbent in this class is employed in the Department of Human Resources (DOHR) or one of the shared services agencies. An employee in this class may act as a lead in the implementing of human resources services including: present, prepare, process, and maintain complex human resources transactions and analysis; may act as the human resources generalist for a large to very large size field office or institution such as a correctional facility, or for a large to very large sized department. This class differs from the HR Generalist 2 in that an incumbent of the latter performs less complex general human resources work for a medium to large department. This class differs from the HR Generalist 4 in that an incumbent of the latter may supervise and/or perform enterprise wide human resources generalist duties and/or act as the human resources generalist in a very large sized department.

Responsibilities

1. May lead interpretation of a variety of current human resources rules, regulations, policies, procedures, and documents for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance.
2. Leads in the preparation, analysis, audits and maintenance of a variety of reports with recommendations for action in areas including but not limited to: attendance, benefits, affirmative action and equal employment opportunity issues; classification and organizational structure; selection and retention; occupational safety and health; employee relations; salary plan reports for submission to Finance and Administration using a variety of information to identify corrections for classification and compensation issues; and other general human resources issues.
3. Enters employee information, including but not limited to schedule information, general and personal information, leave information, worker's compensation, and other human resources related transactions, into appropriate database tracking software specific to the state and agency, electronic and paper tracking logs and spreadsheets, and other forms.
4. May coordinate or conduct agency specific and specialized training, orientation/on-boarding, and benefits meetings for agency employees to comply with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures and prepares standard operating procedure documentation.
5. Assists internal business partners with investigations of employee relations issues according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue.
6. Determines employee qualifications for a variety of employment benefits, including but not limited to FMLA, worker's compensation, and qualifying events for insurance to ensure compliance with standards and identify next steps.
7. Collects and provides survey data to determine its relevancy to and effects on human resources processes and procedures and inform reporting.
8. Resolves benefit, time and attendance, pay, and other issues using departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to ensure accurate and timely processing.
9. Evaluates qualifications and background check results to determine if candidate/employee is in compliance with minimum qualifications and/or necessary special qualifications and inform decisions on who should be interviewed.
10. Leads in the preparation, process, review, audit, correction and analysis of human resources documents such as employee appointments, promotions, demotions, reclassifications, flex class changes, separations, terminations, transfers, retirement, security access changes, highly confidential transactions, information changes, leave and attendance, overtime reports, pay differentials, longevity, supplemental payroll, unemployment and performance management processing and in addition to other human resources activities.
11. Leads in the development of first round interview and supplemental questions, and competency and behavioral based interview process to ensure compliance with departmental, state, and federal laws, rules, regulations, and policies.
12. Evaluates employment and retention decisions made by employees and management against affirmative action plan to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
13. Evaluates time and attendance for employees worker's compensation, FMLA, 120 day appointments, leave without pay, and other types of extended leave to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
14. Evaluates employee pay and salary recommendations submitted by internal business partners to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
15. Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required.
16. Controls the ordering and/or distribution of insurance, benefits, and employee handbooks, employee badges, parking decals, service awards, and state ID cards.
17. Handles employee files and other departmental documentation to facilitate file organization, research, and requests from business partners.

Competencies (KSA's)

Competencies:

1. Ethics and Values
2. Integrity and Trust
3. Organizational Agility
4. Customer Focus
5. Decision Quality
6. Problem Solving
7. Drive for Results
8. Time Management
9. Written communication
10. Conflict Management
11. Dealing with ambiguity
12. Interpersonal savvy
13. Perspective
14. Directing Others
15. Motivating others
16. Presentation Skills

Knowledge:

1. Advanced knowledge of personnel and human resources policies, procedures, and best practices as applied to the public sector
2. Intermediate knowledge of customer and personal service best practices
3. Advanced knowledge of law and government as it pertains to human resources work in the public sector
4. Basic knowledge of administration and management as it pertains to frontline supervision
5. Basic knowledge of Education and Training as it pertains to workforce training and development
6. Intermediate knowledge of office productivity software including but not limited to Microsoft Office Suite
7. Basic knowledge of mathematics (arithmetic)
8. Intermediate knowledge of clerical processes and procedures related to office work

Skills:

1. Critical thinking
2. Intermediate judgment and decision making skills
3. Active listening skills
4. Service orientation skills
5. Intermediate social perceptiveness skills
6. Active learning skills
7. Basic skill in the management of personnel resources
8. Negotiation
9. Basic skill with learning strategies
10. Intermediate time management skills
11. Intermediate coordination skills
12. Intermediate reading comprehension
13. Intermediate writing skills
14. Intermediate speaking skills
15. Basic skill in the management of material resources
16. Intermediate systems evaluation skills
17. Intermediate mathematics skills (arithmetic)
18. Intermediate instructing skills
19. Intermediate quality control analysis skills
20. Intermediate systems analysis skills

Abilities:

1. Deductive reasoning ability
2. Problem sensitivity ability
3. Inductive reasoning ability
4. Intermediate time sharing ability
5. Information ordering ability
6. Intermediate written comprehension ability
7. Intermediate written expression ability
8. Intermediate oral comprehension ability
9. Intermediate oral expression ability
10. Intermediate mathematical reasoning ability
11. Static strength
12. Speech clarity
13. Speech recognition

Tools & Equipment

1. Personal Computer
2. Telephone
3. Fax Machine
4. Printer
5. Copy Machine
6. Scanner
7. Calculator
8. Other office related equipment as required