HR GENERALIST 1 - 04142026-76789

Job Information

LOCATION OF (2) POSITION(S) TO BE FILLED: DEPARTMENT OF CHILDREN'S SERVICES, ADMINISTRATION DIVISION, DAVIDSON COUNTY

This is an HR Generalist 1 position for the DCS Human Resources division. There are three vacancies available; two are for Central Office in Davidson County and one is for Regional Operations in Montgomery County in the Midwest Region.

This position requires a criminal background check. Therefore, you may be required to provide information about your criminal history in order to be considered for this position.

Qualifications

Education and Experience: Graduation from an accredited college or university with a bachelor's degree.

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.

Overview

Under direction, performs professional human resources work of average difficulty; and performs related work as required. This is the first level in the HR Generalist series. An employee in this class functions at the entry/working level and is responsible for implementing human resources services to include preparing, processing, and maintaining human resources transactions and analyses. This class differs from the HR Generalist 2 in that an incumbent of the latter functions at the advanced/senior working level and independently performs complex human resources tasks.

Responsibilities

1. Provides interpretation and guidance on 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. Prepares, processes, reviews, audits and corrects and analyzes 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.
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. Conducts agency specific and specialized training, orientation/on-boarding, and benefits meetings for agency employees. Explains employee benefits to new employees with questions on topics including but not limited to retirement and insurance policies and procedures, flex benefits, 401k, education reimbursement, sick leave bank, leave accrual, FMLA, workers compensation, military leave, etc.
5. Assists internal business partners with investigations of employee relations issues, evaluation of qualifications and background checks, development of interview questions, evaluation of employment and retention decisions, and evaluation of time and attendance for workers compensation, FMLA, and other types of extended leave.
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. 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.
7. Prepares, analyzes, audits and maintains a variety of reports with recommendations for action in areas including but not limited to: attendance, benefits, 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.
8. Handles employee files and other departmental documentation to facilitate file organization, research, and requests from business partners.

Competencies (KSA's)

Competencies:

1. Customer Focus
2. Communicates Effectively
3. Instills Trust
4. Organizational Savvy
5. Decision Quality

Knowledge:

1. Personnel and Human Resources
2. Customer and Personal Service
3. Law and Government
4. Administration and Management
5. Clerical

Skills:

1. Critical Thinking
2. Active Learning and Listening
3. Time Management
4. Service Orientation
5. Coordination

Abilities:

1. Inductive and Deductive Reasoning
2. Problem Sensitivity
3. Information Ordering
4. Oral Comprehension and Expression
5. Written Comprehension and Expression

Tools & Equipment

1. Computers
2. Phones
3. Copier/Scanner/Printer/Fax Machine
4. Calculator
5. Other Office Equipment as Required