1 HUMAN RESOURCES ANALYST 3 Job in Knoxville, TN
SORT BY
S
HUMAN RESOURCES ANALYST 3
$68k-84k (estimate)
Full Time | Public Administration
1 Month Ago
State of Tennessee is Hiring a HUMAN RESOURCES ANALYST 3 Near Knoxville, TN
Location: Knox County
Last Day to Apply: Mar 18 , 2024
Business Unit: Human Resources
Job Family: Safety
Job Opening ID: 55596
Job Information
Opening Date/Time
03/05/2024 12:00AM Central Time
Closing Date/Time
03/18/2024 11:59PM Central Time
Salary (Monthly)
$3,958.00 - $4,958.00
Salary (Annually)
$47,496.00 - $59,496.00
Job Type
Full-Time
City, State Location
Knoxville, TN
Department
Safety and Homeland Security
State of Tennessee Job Information
LOCATION OF (1) POSITION TO BE FILLED: DEPARTMENT OF SAFETY AND HOMELAND SECURITY, ADMINISTRATION DIVISION, KNOX COUNTY
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.
OR
Three years of professional general human resources experience with the State of Tennessee.Necessary Special Qualifications: None.
Examination Method: Education and Experience, 100%, for Preferred Service positions.
Summary
Summary: Under general supervision, performs professional human resources administrative work of considerable difficulty and supervisory work of routine difficulty; and performs related work as required.
Distinguishing Features: This is the highest class in the HR Analyst sub-series. An employee in this class performs professional human resources duties including: acting as manager of classification and compensation for a department with complex classification issues; acting as the employee relations officer for the department; performing complex and difficult organizational and administrative human resources studies on a regular basis; acting as the human resources officer for a moderate to large institution such as a correctional facility, or for a moderate sized department. This work may involve supervising subordinate professional or sub-professional human resources staff. This class differs from HR Analyst 2, in that an incumbent of the latter functions at the working level. This class differs from HR Manager 1 in that an incumbent of the latter acts as a full assistant director for a moderate to large department or manages professional human resources staff with complex and difficult program assignments.
Responsibilities
Judging the Qualities of Things, Services, or People:
- Assesses the performance of assigned subordinates to inform the performance evaluation process.
- Assesses the quality of the work of assigned subordinates to inform advice and guidance related to performance management and development.
- Assesses the quality of job candidates to inform selection decisions and recommendations.
- Assesses employee disciplinary and performance evaluation documentation to inform recommendations to management.
- Assesses candidate applications to determine qualifications and inform decisions on who should be interviewed and what salary should be offered.
Interpreting the Meaning of Information for Others:
- Interprets a variety of current human resources rules, regulations, policies, procedures, and documentation for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance.
- Explains human resources program specific procedures and regulations to the general public, persons in other departments or divisions, or outside organizations and representatives as required.
Resolving Conflicts and Negotiating with Others:
- Investigates conflicts between internal business partners and agency employees according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue.
- Serves as a mediator for complex issues related to applicant problems with candidates and the general public.
- Resolves disciplinary actions of assigned subordinates.
- Serves as a mediator for assigned subordinates and peers to upper management personnel.
- Negotiates with internal business partners to identify legally defensible and accurate employment decisions are made based on departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
- Resolves interpersonal conflicts between assigned subordinates to ensure a respectful and productive work environment.
- Resolves simple conflicts without supervisory input to ensure timely and efficient performance and maintain positive working relationships.
- Maintains a respectful and productive work environment within the assigned work unit to minimize disputes and facilitate performance.
- Directs complex or difficult to resolve conflicts to assigned supervisor as required.
Analyzing Data or Information:
- Conducts job analyses to identify tasks and competencies related to performance in various classifications.
- Analyzes processes, policies, and procedures using human resources reporting and documentation to develop recommendations for changes in operations which affect the economy, efficiency, and quality of agency operations and services.
- Analyzes human resources related investigations, disciplinary actions, separations, and exit interview information to identify trends and inform reporting.
- Applies a variety of staff analytic techniques to human resources and general management problems to ensure that recommendations for change and action are workable and comply with professional standards of excellence.
- Determines the appropriateness of salaries for employees using salary surveys and pay plan information to ensure appropriate compensation.
- Analyzes position information to determine the appropriate classification to which it should be assigned.
- Analyzes the correlation between safety violations and incidents and location to determine trends and inform reporting.
- Analyzes human resources transaction documents and reports for employee appointments, promotions, demotions, reclassifications, flex class changes, separations, terminations, transfers, retirement, and information changes in operating agencies to identify trends, changes, and other relevant factors and inform reporting.
- Analyzes leave and attendance documents, overtime reports and payroll, supplemental payroll, longevity, and performance evaluation processing documents in addition to other human resources transactions activities to identify trends, changes, and other relevant factors.
- Analyzes survey data collected by the agency to determine its relevancy to and effects on human resources processes and procedures and inform reporting.
Providing Consultation and Advice to Others:
- Advises internal and external business partners on the appropriate application of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures for human resources decision making to ensure compliance and effective business practices.
- Notifies supervisory personnel of possible violations of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures.
- Makes recommendations for changes in operations which affect the economy, efficiency and quality of agency operations and services.
- 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.
- Advises upper management on team standard operating procedures, best practices, and other workflow factors to inform strategy development and decision making.
- Assists in the development of supplemental questions for positions based on the competencies identified in the classification specification to ensure compliance with departmental, state, and federal laws, rules, regulations, and policies.
- Provides advice on employee selection decisions to assigned supervisor.
- Provides informal performance feedback advice to assigned subordinates to assist with personal and professional development.
- Provides informal performance feedback advice to assigned supervisor on the quality of work of the Analyst 3's assigned subordinates.
- Advises peers and/or assigned subordinates on proper departmental procedures related to the accomplishment of their daily workload.
- Assists assigned subordinates in resolving processing problems to enhance development and team performance.
Developing Objectives and Strategies:
- Develops job plans for assigned subordinates to communicate responsibilities and expected outcomes of performance in their role.
- Develops strategies for addressing staffing and headcount needs to ensure adequate coverage for assigned workload.
- Develops strategies and objectives for assigned program areas to enhance performance and improve organizational efficiency.
- Develops strategic programs and events to improve subordinate morale.
- Develops motivational strategies to enhance investment and participation in special events and projects.
- Develops communication and marketing strategies for addressing the ongoing communication of human resources related information to agency employees.
Training and Teaching Others:
- Conducts agency specific and specialized training for agency employees to comply with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures, facilitating change, and improving initiatives.
- Prepares training and standard operating procedure documentation to facilitate the work and training of internal business partners.
- Trains assigned subordinates in the basic workflow and processes related to their tasks.
- Conducts new employee orientations/on-boarding meetings as required to educate new hires on departmental, state, and federal laws, rules, regulations, guidelines, benefits, processes, and procedures.
- Conducts benefits meetings to educate employees on available benefits and changes to existing benefits.
Evaluating Information to Determine Compliance with Standards:
- Evaluates the results of job analyses to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
- Audits important, detailed, and/or complex human resources records, documentation, and transactions to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
- 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.
- Evaluates the reasonableness of accommodations under the American's with Disabilities Act Amendments Act to ensure accommodations are made and determine if undue hardships are imposed.
- Evaluate employment decisions made by employees and management to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
- 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.
- Evaluates the pay of employees against the pay of other individuals in comparable classes to determine whether salary adjustments are warranted.
- Audits position change requests to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
- Evaluates performance documents of agency employees submitted by supervisory personnel for compliance with performance evaluation guidelines.
- Evaluates employee hiring and retention decisions against affirmative action plan to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
- Audits all transactions completed by assigned subordinates and assigned internal business partners to ensure accuracy and compliance with standards prior to approval.
- Evaluates human resources related physical and electronic documentation using departmental guidelines, policies, and procedures to ensure compliance with standards.
- Evaluates employee and candidate background check results to identify possible findings and determine next steps.
- Audits requisition requests to ensure accuracy and compliance with standards.
- Evaluates candidate and employee qualifications to determine compliance with minimum qualifications and/or necessary and special qualifications.
- Verifies applicants' general information, previous employment, education, compliance with necessary and special qualifications, and possession of required licenses or certificates.
- Audits organizational hierarchies and supervisory assignments to ensure chains of command are up to date and valid.
- Audits the personnel files and other employee documentation of assigned subordinates to ensure completeness, accuracy and compliance with standards.
Processing Information:
- Creates disciplinary letters for agency employees based on information received form upper management to document the disciplinary process and inform the employee of the outcome of the disciplinary action.
- Creates salary recommendations for candidates and assigned subordinates to eliminate pay inequities.
- Prepares and corrects leave and attendance documents, overtime reports and payroll, supplemental payroll, pay differentials, longevity, unemployment, and performance evaluation processing documents in addition to other human resources transactions activities.
- Prepares, processes, and corrects human resources transaction documents for employee appointments, promotions, demotions, reclassifications, separations, terminations, transfers, retirement, reinstatements, overturned suspensions, and information changes.
- Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required.
- Prepares, processes, and corrects information related to special projects, highly confidential transactions, and high profile transactions as assigned.
- Prepares 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; and other general human resources issues.
- Corrects human resources transaction documents submitted by operating agency staff for appointments, promotions, demotions, separations, terminations, reclassifications, transfers, retirement, and information changes.
- Generates salary plan reports for submission to Finance and Administration using a variety of information to identify corrections for classification and compensation issues.
- Processes position change requests to create new and/or reclassify existing positions.
- Codes human resources transactions using appropriate guidelines to inform evaluations and auditing.
- Prepares and maintains a variety of records and reports such as transaction records, employee files, lists of employees recommended for performance increases and promotions, job specification files, affirmative action records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports.
- Processes security access changes in electronic databases to ensure up to date clearances are in place.
- Keys coded candidate information into the computer system.
- Enters and approves time and leave/overtime requests for internal business partners into the appropriate databases as required.
Selling or Influencing Others:
- Influences assigned subordinates using identified individual motivational factors to increase job performance and productivity.
- Sells requests for resources and the services of the team to internal and external business partners.
- Sells the organization to candidates and the general public while answering candidate calls and attending job fairs and other recruitment events.
- Sells benefits, internal initiatives, and process changes to employees and other internal business partners during the course of training and communications to facilitate adoption and enhance investment.
Guiding, Directing, and Motivating Subordinates:
- Leads assigned subordinates in handling complaints, settling disputes, and resolving grievances and conflicts, and otherwise negotiating with others.
- Creates disciplinary letters for agency employees based on information received form upper management to document the disciplinary process and inform the employee of the outcome of the disciplinary action.
- Leads assigned subordinates in using relevant information and individual judgment to determine whether events and processes comply with laws, regulations, and standards.
- Leads assigned subordinates in identifying the underlying principles, reasons, and facts of information by breaking down information and data into separate parts.
- Processes position change requests to create new and/or reclassify existing positions.
- Leads assigned subordinates in compiling, coding, categorizing, calculating, tabulating, and verifying information and data.
- Leads assigned subordinates in observing, receiving, and otherwise obtaining information from all relevant sources.
- Creates salary recommendations for candidates and assigned subordinates to eliminate pay inequities.
- Leads assigned subordinates in identifying information by categorizing, estimating, recognizing differences and similarities, and detecting changes in circumstances and events.
- Leads assigned subordinates in developing constructive and cooperative working relationships with others, and maintaining them over time.
- Leads assigned subordinates in getting members of a group to work together to accomplish tasks.
- Leads assigned subordinates in monitoring and reviewing information from materials, events, and the environment, to detect and assess problems.
- Leverages developmental opportunities and motivational factors to improve team development and the performance of assigned subordinates.
- Leads assigned subordinates in identifying the educational needs of others, developing formal educational and training programs and classes, and teaching and instructing others.
- Leads assigned subordinates in performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
- Leads assigned subordinates in translating and explaining what information means and how it can be used.
- Leads assigned subordinates in providing guidance and expert advice to management and other groups on technical, systems-, and process-related topics.
- Leads assigned subordinates in scheduling events, programs, and activities, as well as the work of others.
- Enters and approves time and leave/overtime requests for internal business partners into the appropriate databases as required.
- Leads assigned subordinates in entering, transcribing, recording, storing, and maintaining information in written and electronic/magnetic form.
Making Decisions and Solving Problems:
- Approves salary recommendations, overtime payouts, and other pay recommendations submitted by internal business partners to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
- Selects job candidates who best fit available positions based on the results of selection assessment and testing.
- 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.
- 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.
- Approves, directly or tacitly, all transactions completed by assigned subordinates and assigned internal business partners to ensure accuracy and compliance with standards.
- Approves or denies performance evaluations on behalf of the appointing authority to ensure compliance with standards.
- Determines electronic database and physical security access levels for employees based on the job duties of the employee to ensure the safety and security of facilities and information.
- Resolves transactional issues identified during evaluations and audits using departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to ensure accurate and timely processing.
- Approves travel, time and attendance, training, and other related requests submitted by assigned subordinates to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
Monitoring Processes, Materials, or Surroundings:
- Monitors one or more human resources related program areas (Employee Relations, Benefits, etc.) to ensure compliance and accuracy.
- Monitors departmental equity pay budget to ensure equity payouts are accurate and sufficient funds are available.
- Reviews the work of assigned subordinates to provide assistance and guidance on proper order and completion.
- Monitors the costs and expenditures related to contracts and travel claims to ensure compliance with budgetary constraints.
- Monitors time and labor during each pay period to identify timekeeping issues and exceptions.
- Monitors payroll reports to identify pay issues.
- Monitors requisitions to ensure timely and accurate processing of candidates.
- Monitors electronic databases to ensure transactions process timely and accurately.
- Monitors supervisory personnel to ensure performance documents are completed timely and accurately.
- Monitors vacancy reports to identify unfilled positions and inform reporting.
Coaching and Developing Others:
- Coaches agency employees on human resources related programs and information to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
- Educates candidates on the application and hiring process to facilitate accurate and timely submission of documentation.
- Mentors assigned subordinates by providing feedback and information on organizational culture, policies and procedures, workflow and chain of command, task prioritization, proper documentation, use of systems and available functionality, and how to most effectively and efficiently perform their assigned tasks.
- Mentors less experienced co-workers in their work.
Documenting/Recording Information:
- Documents job analysis results based on departmental, state, and federal laws and guidelines to accurately create and/or update classification specifications and ensure the legal defensibility of employment decisions.
- Continually documents the performance of assigned subordinates to ensure accurate and unbiased performance evaluations.
- Documents investigations performed for employee relations purposes to ensure accurate information is used in decision making.
- Documents information provided during meetings and training when serving as the sole agency representative to ensure accurate information is disseminated to others.
- Documents and stores employee information in electronic databases and/or physical form for employees as required to ensure accurate information is recorded in the employee's records.
- Documents transaction histories for all transactions including but not limited to employee files, lists of employees recommended for performance increases and promotions, job specification files, affirmative action records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, classification and compensation, and payroll reports to provide an audit trail for future reference.
Identifying Objects, Actions, and Events:
- Identifies changes to policies to update standard operating procedures and ensure that the team's work is in compliance with the most current standards.
- Identifies work priorities to ensure the most important work is completed first based on work experience, supervisor guidance, and departmental, state, and federal laws, rules, regulations, and guidelines.
- Identifies changes in employee status including but not limited to: leave status, personal / general information changes, benefits status, etc.
- Classifies new hires in terms of prior service with the State of Tennessee to ensure accurate service credits, rehire recommendations, sick leave restoration, and probationary status.
- Categorizes human resources related transactions in electronic databases using appropriate coding to inform evaluations and auditing.
- Identifies demographic and position characteristics of candidates and employees using electronic queries to inform affirmative action, Equal Employment Opportunity Commission, and other related reports.
Getting Information:
- Investigates behaviors and conduct related to workplace conflicts using interviews, documentation, and other sources to establish claim validity and identify possible resolution options.
- Researches policies, procedures, guidelines, rules, regulations, and laws related to human resources processes using physical and electronic sources to inform conflict resolution, problem solving, and decision making.
- Collects candidate and employee information, documentation, and assessment results for determining compliance with policies, procedures, and necessary and special qualifications to inform selection and retention decisions.
- Attends management meetings and conferences/conference calls to gather information on new policies, procedures, human resources updates, best practices, and other changes.
- Makes regular contacts with the general public, persons in other departments or divisions, or outside organizations and representatives for the purpose of furnishing or obtaining information.
Thinking Creatively:
- Develops spreadsheets, presentations, forms, form letters, memos, database queries, position advertisements, logs, and other systems as required to facilitate accurate data gathering, tracking, training, and dissemination.
- Incorporate departmental, state, and federal laws, rules, regulations, and policies into team best practices and standard operating procedures for efficiency and compliance purposes.
- Develops process improvement suggestions to streamline workflow and improve process cycle times and accuracy.
- Participates in brainstorming sessions to develop process streamlining initiatives and improve business practices.
Communicating with Persons Outside Organization:
- Testifies in hearings on behalf of the state related to the results of employee relations investigations as required.
- Contacts vendors and other outside agencies who administer human resources functions to obtain/provide required information, correct errors, and/or for clarification purposes.
- Communicates with candidates and the general public when asked questions about salary, job duties, and other work factors to ensure accurate and realistic portrayals of the work involved.
- Communicates with outside agencies for the purposes of recruitment, employment verification, and background checks.
- Communicates with external business partners to facilitate outside events and programs in which the state/agency participates.
- Assists candidates with the application and hiring process.
- Communicates with outside callers and senders to ensure questions are directed to the appropriate individuals.
Coordinating the Work and Activities of Others:
- Coordinates with non-human resources personnel to resolve issues with complex or highly sensitive transactions including but not limited to disciplinary actions, retirement issues, salary issues, benefits issues, and medical leave issues.
- Coordinates with upper management, peers, and assigned subordinates to facilitate equitable workload dissemination.
- Coordinates the announcement of open positions to ensure coverage and compatibility with availability and workload.
- Coordinates workload with internal and external business partners as required to facilitate timely and accurate task completion.
- Coordinates meetings, events, and other special projects as required to ensure availability, attendance, and coverage.
Developing and Building Teams:
- Identifies motivational factors relevant to assigned subordinates to enhance commitment and performance.
- Models effective performance for co-workers and assigned subordinates to provide a role model, encourage success in others, and enhance trust.
- Identifies developmental opportunities appropriate for assigned subordinates to improve team development.
- Encourages assigned subordinates to pursue career development opportunities as a means of improving team performance.
Interacting With Computers:
- Uses appropriate database tracking software specific to the state and agency as required.
- Uses office productivity software including but not limited to word processing programs, spreadsheet programs, presentation software, web-based email programs, instant-messaging programs, and search engines.
Establishing and Maintaining Interpersonal Relationships:
- Liaises with agency Human Resources representatives, state Department of Human Resources representatives, and other organizational representatives to ensure accurate and timely processing of transactions and other human resources related tasks.
- Maintains professional working relationships with peers, with assigned subordinates, and with upper management to ensure smooth and effective team operations.
- Networks with internal and external business partners to ensure open dialogues exist and to facilitate coordination and unified effort.
Performing Administrative Activities:
- Performs a variety of working level professional human resources administrative duties related to: internal and external affirmative action and contract compliance; career development and counseling; employee relations; performance evaluation; employee feedback; training coordination; recruitment, interviewing and selection; general human resources management and other areas of professional human resources work.
- Completes performance evaluation documentation for all assigned subordinates.
- Maintains human resource and other confidential reports, files, and logs as required to ensure compliance with departmental, state, and federal laws, rules, regulations, and best practices.
- Enters personal time and leave/overtime requests into the appropriate databases as required.
- Responds to emails, phone calls, and other correspondence as required.
- Scans, uploads, faxes, and/or emails backup copies of human resources transaction documentation to appropriate individuals.
Communicating with Supervisors, Peers, or Subordinates:
- Conducts periodic performance development meetings with assigned subordinates to communicate and develop job plans and provide performance feedback and developmental guidance.
- Conducts meetings with assigned subordinates and other internal business partners to gather project information and status updates and to disseminate information.
- Communicates with officials at higher levels on situations requiring cooperation and explanation of the services and activities of the agency.
- Provides regular updates to upper management and other internal business partners on the status of projects and other assigned work.
- Communicates with assigned supervisor to ensure accurate and timely receipt of instructions and work assignments.
- Communicates work related information to peers and assigned subordinates to facilitate teamwork, assign tasks, and coordinate effort.
- Maintains an open dialogue with internal business partners to ensure effective and efficient communications.
- Sends notifications of special events, changes, approvals, and deadlines to internal business partners to ensure timely and accurate receipt of information.
- Participates in staff meetings as required to provide and gather status updates for assigned workload.
Organizing, Planning, and Prioritizing Work:
- Incorporates last minute and unscheduled tasks into current workload to ensure timely and accurate completion of work.
- Delegates tasks to assigned subordinates based on the competencies they possess to ensure sufficient space to engage in supervisory work and ensure work is completed efficiently, accurately, and timely.
- Organizes and prioritizes personal workload and the workloads of assigned subordinates using calendars, lists, and other facilitators to ensure timely and accurate completion of work.
Staffing Organizational Units:
- Conducts interviews for job candidates.
- Attends interviews conducted by non-human resources staff as required to ensure compliance with departmental, state, and federal laws, rules, regulations, and best practices.
- Participates in job fairs and other active recruiting events as required.
- Identifies promotional opportunities within assigned subordinates to develop bench strength and enhance the talent pool.
Updating and Using Relevant Knowledge:
- Develops expertise in an assigned human resources program area using available developmental opportunities to facilitate interpretation and advice provided.
- Actively seeks out work related developmental opportunities for self and assigned subordinates to improve performance and team efficiency.
- Periodically reviews current departmental, state, and federal information sources to identify relevant changes in policies, procedures, rules, regulations, and best practices to ensure they and their assigned subordinates are knowledgeable on the latest systems.
- Rotates between organizational units and/or departments in a program of building well-rounded staff professionals.
- Attends agency specific training as required to ensure compliance with departmental, state, and federal laws and guidelines.
- Attends in-service training as required to ensure continual learning and current knowledge of the field.
Scheduling Work and Activities:
- Schedules personal workload and the workloads of assigned subordinates to ensure timely processing and account for current workload.
- Schedules deadlines for human resources related events for agency employees to ensure timely submission of required information.
- Schedules testing and assessments both for applicants and for current employees to determine compliance with necessary and special qualifications and departmental, state, and federal laws and guidelines.
- Schedules training, orientations, meetings, special events, and projects as required.
- Schedules interviews for candidates to ensure coverage.
Monitoring and Controlling Resources:
- Controls the ordering and/or distribution of insurance, benefits, and employee handbooks, employee badges, parking decals, service awards, and state ID cards.
Controlling Machines and Processes:
- Operates a variety of office equipment including but not limited to copiers, scanners, microfiche readers, digital cameras, calculators, adding machines, and fax machines.
Competencies
Competencies:
- Customer Focus
- Ethics and Values
- Integrity and Trust
- Problem Solving
- Conflict Management
- Directing Others
- Decision Quality
- Drive for Results
- Presentation Skills
- Organizational Agility
- Managerial Courage
Knowledge:
- Advanced knowledge of personnel and human resources policies, procedures, and best practices as applied to the public sector
- Advanced knowledge of law and government as it pertains to human resources work in the public sector
- Intermediate knowledge of clerical processes and procedures related to office work
- Intermediate knowledge of customer and personal service best practices
- Intermediate knowledge of office productivity software including but not limited to Microsoft Office Suite
- Basic knowledge of mathematics (arithmetic)
- Basic knowledge of Education and Training as it pertains to workforce training and development
- Basic knowledge of administration and management as it pertains to frontline supervision
Skills:
- Intermediate mathematics skills (arithmetic)
- Intermediate reading comprehension
- Intermediate speaking skills
- Intermediate writing skills
- Intermediate coordination skills
- Intermediate instructing skills
- Intermediate social perceptiveness skills
- Intermediate judgment and decision making skills
- Intermediate systems analysis skills
- Intermediate quality control analysis skills
- Intermediate systems evaluation skills
- Intermediate time management skills
- Basic skill in the management of material resources
- Basic skill in the management of personnel resources
- Basic skill with learning strategies
- Active learning skills
- Active listening skills
- Service orientation skills
Abilities:
- Intermediate mathematical reasoning ability
- Intermediate oral comprehension ability
- Intermediate oral expression ability
- Intermediate time sharing ability
- Intermediate written comprehension ability
- Intermediate written expression ability
- Deductive reasoning ability
- Inductive reasoning ability
- Information ordering ability
- Problem sensitivity ability
- Manual dexterity
- Near vision
- Speech clarity
- Speech recognition
Tools & Equipment
- Personal Computer
- Telephone
- Fax Machine
- Printer
- Copy Machine
- Scanner
- Calculator
Other office related equipment as required
TN Driver Standards
State of Tennessee positions that may involve driving responsibilities require candidates to meet the following minimum driver qualifications:
- A valid driver's license
- For the past five years, the candidate's driver record must not have record of the following violations: driving under the influence (DUI), reckless driving, license suspension for moving violations, more than 4 moving violations.
Please include your Driver's License Information under the Licenses and Certifications section of your application.
**Agencies may allow an exception based on other factors.
Job Summary
JOB TYPE
Full Time
INDUSTRY
Public Administration
SALARY
$68k-84k (estimate)
POST DATE
03/15/2024
EXPIRATION DATE
05/14/2024
WEBSITE
tn.gov
HEADQUARTERS
NASHVILLE, TN
SIZE
15,000 - 50,000
FOUNDED
1976
TYPE
Private
CEO
BILL LEE
REVENUE
$10B - $50B
INDUSTRY
Public Administration
Related Companies
About State of Tennessee
Tennessee Department of Tourist Development have natural beauty, southern hospitality, serene weather, and something for everyone.
Show more
The job skills required for HUMAN RESOURCES ANALYST 3 include Employee Relations, Microsoft Office, Initiative, Background Check, Problem Solving, Time Management, etc. Having related job skills and expertise will give you an advantage when applying to be a HUMAN RESOURCES ANALYST 3. That makes you unique and can impact how much salary you can get paid. Below are job openings related to skills required by HUMAN RESOURCES ANALYST 3. Select any job title you are interested in and start to search job requirements.
Show more
The following is the career advancement route for HUMAN RESOURCES ANALYST 3 positions, which can be used as a reference in future career path planning. As a HUMAN RESOURCES ANALYST 3, it can be promoted into senior positions as a Human Resources Generalist III that are expected to handle more key tasks, people in this role will get a higher salary paid than an ordinary HUMAN RESOURCES ANALYST 3. You can explore the career advancement for a HUMAN RESOURCES ANALYST 3 below and select your interested title to get hiring information.
If you are interested in becoming a Human Resources Analyst, you need to understand the job requirements and the detailed related responsibilities. Of course, a good educational background and an applicable major will also help in job hunting. Below are some tips on how to become a Human Resources Analyst for your reference.
Step 1: Understand the job description and responsibilities of an Accountant.
Quotes from people on Human Resources Analyst job description and responsibilities
HR analysts gather statistics on compensation for specific job openings, analyze results from employee satisfaction surveys, evaluate training results, and more.
03/05/2022: Frankfort, KY
Analyzes data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations.
04/14/2022: Saint Paul, MN
Prepares reports of data results, presenting and explaining findings to senior leadership.
04/06/2022: Juneau, AK
HR analysts compile and analyze HR data and make recommendations related to hiring and retaining staff.
02/11/2022: Boca Raton, FL
Identifies and recommends reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.
02/17/2022: Moline, IL
Step 2: Knowing the best tips for becoming an Accountant can help you explore the needs of the position and prepare for the job-related knowledge well ahead of time.
Career tips from people on Human Resources Analyst jobs
Expand the use of remote employees, but have a plan to manage them.
01/19/2022: Savannah, GA
Obtain a master’s degree (optional).
02/03/2022: Cheyenne, WY
Gain the Appropriate Work Experience.
04/15/2022: Altoona, PA
Helps formulate better strategies using a logical, systematic approach.
02/27/2022: Anderson, IN
Continuous monitoring performance and progress.
03/02/2022: Boulder, CO
Step 3: View the best colleges and universities for Human Resources Analyst.
Butler University
Carroll College
Cooper Union
High Point University
Princeton University
Providence College
Show more
Similar Jobs
Popular Articles
Top 10 Things to Avoid Putting on a Job Application
Read Article
How to Describe Your Education in a Resume
Read Article
How to Write a Memorable Cover Letter in 5 Ways
Read Article
4 Personal Finance Tips to Make During Job Transition
Read Article
4 Best Camera Setups for Interview
Read Article
Keeping a Job Search Journal: 9 Types of Journaling You Can Do
Read Article
