Human Resources Generalist I

Under general supervision of the Human Resources (HR) Manager, supports and guides assigned Tribal Government departments with a variety of HR consultative services by fulfilling personnel and organizational transaction needs in a timely and accurate manner.  Ensures prompt customer services, fairness, equity and integrity of the compensation system while protecting the intent of the SRPMIC policies practices, procedures and guidelines.  Provides a variety of consulting services, job classification and compensation tasks, recruiting plus HR “core” related HR services for assigned departments.  Reviews and provides organizational, classification and compensation recommendations to assigned departments for approved budgeted positions.   Analyzes and prepares comprehensive class specifications to meet specific department job needs.  Acts as an HR liaison and point-of-contact for assigned departments.   This job class is treated as FLSA Exempt.

Distinguishing Features:  The Human Resources Generalist I is distinguished from the Human Resources Generalist II by focusing on core job classification, compensation, budgets, policies, recruiting, general HR and Classification & Compensation support.  The HR Generalist I is primarily responsible for providing journey level classification, compensation, recruiting and various other HR support services to designated departments.  The HR Generalist I works under general supervision on routine and regular assignments and under closer supervision on special projects or compensation studies.   The HR Generalist I is expected to use initiative and judgment in the work performed but differs from the HR Generalist II by the complexity and sensitivity of the work assigned to the HR Generalist II and higher expectation in resolving issues impacting various departments and/or the entire organization.      

Essential Functions:  Essential functions may vary among positions and may include the following tasks and other characteristics.  This list of tasks is ILLUSTRATIVE ONLY and is not intended to be comprehensive list of tasks performed by all positions in this classification.

1. Consulting Services:  Provides professional HR consulting services to assigned departments regarding organizational needs, structures, methodologies, compensation practices, internal equity matters, etc.

• Promotes the HR Consulting Services Division as a primary resource to assigned departments for a variety of HR services including, but not limited to, organizational needs and consulting, personnel transactions, clarification of policies, practices and procedures while providing exemplary customer service.   Acts as the primary department-to-HR liaison.
• Coordinates a variety of organizational and personnel transactions including, but not limited to, classifying new budget position needs, reclassifying and reallocating existing budget positions, staff reporting changes, promotions, voluntary demotions, employee and budget position transfers, promoting the Underfill program, updating class specifications (job descriptions), creating job class “tailors”, changing job titles, etc.
• Responds to special project assignments as required.  This may include organizational statistical information and analysis, salary market surveys, interpretation of organizational trends, identifying potential organizational problems and concerns plus a variety of personnel related matters.
• Serves as a primary resource and liaison for assigned departments when interfacing with the HR Department.  Provides consultation and guidance as necessary and also acts as a credible referral source for HR and other services.

2. Recruiting & Community Preference:  Coordinates with the HR Recruiting Division to provide specialized and high-level recruiting services including job postings, interview processes, supplemental assessment instruments, job offers and administrative follow-up.

• Writes clear, concise and accurate job announcements as needed based on the appropriate class specification.
• Provides recommendations and recruitment strategies regarding specialized and high-level recruitments that ensure a focused and customized recruitment and interview process.
• Composes subject matter appropriate assessment instruments to further evaluate candidate qualifications and suitability including Supplemental Questionnaires, interview questions, role-plays, “In-Box Exercises”, candidate written reports and candidate presentations.
  • Advises interview panels and the hiring department regarding the usefulness, practicality and limitations of standardized testing and assessment instruments.
  • Composes draft interview questions for department review as required.
• Reminds and carries out SRPMIC’s Community Member Preference policy.  Educates assigned departments and interview panels regarding policy practical application and confidentiality practices.
• Works closely with the HR Underfill Division to seek and attract appropriate Underfill candidates for posted jobs.        Facilitates consideration of Community Members thru the HR Underfill Program. 

3.Personnel Policies, Practices and Procedures:  Provides initial consultation regarding SRPMIC personnel policies, practices and procedures.  Conveys interpretive opinions based on Tribal Government practices or makes referrals to the HR Employee Relations Division staff for assistance.

• Provides information regarding SRPMIC, federal and state laws and regulations governing, or impacting, HR issues.

4. Employee Relations & e-EPAR Support:  Provides basic employee relations support to assigned departments as requested and follows-up to ensure accuracy and compliance with SRPMIC personnel policies, practices and procedures.

• Makes Employee Relations Division referrals for more involved personnel matters when necessary.
• Assists assigned departments with “voluntary demotion” actions upon request.
• Counsels assigned departments and staff regarding the electronic Employee Performance Appraisal Report (e-EPAR) process and directs to the HR Training and Development Division’s on-line training module.

5. Consulting Services Administration & Operations:   Demonstrates continuous and concerted effort to improve the Consulting Services Division plus overall HR operations, increase the quality of product and customer service, streamline work processes, decrease project turnaround times and implement new and innovative methods to improve consulting processes, practices and procedures.

• Performs a variety of HR, consulting services and other administrative duties in support of providing assigned department customer service.
• Runs Department Position (DP) Reports, Employee Performance Appraisal Reports (EPAR) and other PeopleSoft reports upon request.
• Provides salary survey information to other area Native American Tribes upon request.
• Performs more basic ad-hoc administrative projects, tasks and duties as assigned.
• Maintains professional currency by all available means including reading journals, newsletters and other publications, attending professional meetings and reviewing/analyzing the most current information regarding personnel, classification and compensation, recruiting, testing and training policies, practices, procedures and laws.

6. Miscellaneous:  Performs other job related duties as assigned by the Human Resources Manager, Assistant HR Director or HR Director.

Knowledge, Skills, Abilities and Other Characteristics:

• Knowledge of the history, culture, laws, rules, customs and traditions of the Salt River Pima-Maricopa Indian Community.
• Knowledge of sound and acceptable HR consulting, classification and compensation regulations, processes, practices and procedures.
• Knowledge of SRPMIC, Federal and State laws pertaining to Human Resources and classification and compensation.
• Knowledge of assessment instruments including testing theories and practices.
• Knowledge of the salary market survey processes and procedures.
• Knowledge of the Tribal Government’s Underfill policy and its practical application.
• Knowledge of the Tribal Government’s personnel policies, practices and procedures.
• Knowledge of basic employee relations concepts and processes.

• Skill analyzing and making valid and sound recommendations regarding organizational structure improvements and enhancements.
• Skill analyzing and establishing a credible career progression program.
• Skill navigating and obtaining information from HR Information Systems (HRIS).
• Skill with budget position based personnel staffing structures.
• Skill with organizational and compensation studies.
• Skill organizing and leading high level and specialized recruitment processes including quality job postings, interview processes, supplemental and assessment exercises, job offers and administrative follow-up.
• Skill creating applicable and subject matter specific assessment exercises.
• Skill researching, compiling and organizing salary survey information.
• Skill using the personal computer and related software including MS Windows and MS Office.

• Ability to demonstrate exemplary teamwork, working under deadline pressure, time management, planning and organization.
• Ability to research, write and improve class specifications (job descriptions) to ensure quality and accurate representation of job class duties and responsibilities.
• Ability to conduct a quality and credible job audit and reflect the findings in class specifications.
• Ability to analyze position control and other organizational structure situations.
• Ability to analyze and make recommendations regarding organizational reporting structures.
• Ability to apply SRPMIC, Federal and State personnel laws and regulations; specifically the Fair Labor Standards Act (FLSA).
• Ability to organize, create and deliver a quality training module regarding consulting services subject matter.
• Ability to plan, conduct and finalize high level and specialized recruitments.
• Ability to multi-task.
• Ability to prepare written and effective business correspondence and reports.
• Ability to read, comprehend, interpret and follow complex verbal and written instructions.
• Ability to work under pressure by handling significant problems and tasks simultaneously and/or unexpectedly as deadlines approach while maintaining a professional, positive and enthusiastic attitude.
• Ability to adapt to changing work situations and assignments.
• Ability to provide complex decision-making and problem-solving.
• Ability to identify problems and analyze alternatives in order to develop viable recommendations for projects and assignments.
• Ability to respond to inquiries and deadlines in a timely, accurate and courteous manner.
• Ability to lift and carry 25 lbs.

• Special Requirements:  May be required to work outside normal business hours including nights, weekends and holidays.

Prior to hire as an employee, applicants will be subject to drug and alcohol testing. Will be required to pass a pre-employment background/fingerprint check. Employees are subject to random drug and alcohol testing.
 

"SRPMIC is an Equal Opportunity/Affirmative Action Employer" Preference will be given to a qualified:Community Member Veteran, Community Member, Spouse of Community Member, qualified Native American, and then other qualified candidate.

 In order to obtain preference, the following is required: 1) Qualified Community Member Veteran (DD-214) will be required at the time of application submission 2) Qualified Community Member (must provide Tribal I.D at time of application submission),3) Spouse of a Community Member (Marriage License/certificate and spouse Tribal ID or CIB is required at time of application submission), and 4) Native American (Tribal ID or CIB required at time of application submission).

Documents may be submitted by one of the following methods: 

1) attach to application

2) fax (480) 362-5860

3) mail or hand deliver to Human Resources.

Documentation must be received by position closing date. 

TheIHS/BIA Form-4432 is not accepted. 

Your Tribal ID/CIB must be submitted to HR-Recruitment-Two Waters.

 

Salary : $83,237 - $114,456