HR GENERALIST 4 - 07292025-70064

Job Information

LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF TRANSPORTATION, BUREAU CHIEF OF ADMINISTRATION, DAVIDSON COUNTY

This position is in the Human Resources Division, Employee Engagement Section.

Qualifications

Education and Experience: Graduation from an accredited college or university with a bachelor's degree and experience equivalent to four 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 two years.

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 administrative direction, performs human resources administrative work of unusual difficulty; and performs related work as required.

Distinguishing Features: This is the fourth 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 supervise the work of other professional human resources generalist staff and perform enterprise wide human resources work of great complexity for a very large sized operating department. This class differs from that of HR Generalist 3 in that an incumbent of the latter performs work of lesser scope and complexity.

Responsibilities

1. Develops, implements and interprets agency specific human resources rules, regulations, policies, procedures, and documents for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance.
2. May supervise 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.
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. May lead investigations of employee relations issues according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures and partners with leadership team 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. Oversees collection and analysis of survey data to determine its relevancy to and effects on human resources processes and procedures and inform reporting and partners with leadership team in action planning.
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. May supervise the preparation, analysis, audit 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.
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.
18. Serves as a change agent for strategic initiatives and process changes for employees and other internal business partners to facilitate adoption and enhance performance.
19. May develop strategies for addressing divisional and agency-wide staffing and headcount needs to ensure adequate coverage for assigned workload.
20. Trains internal business partners in the basic workflow and processes related to their tasks.
21. May resolve disciplinary actions of assigned subordinates, departmental, divisional and/or agency wide staff.
22. Develops special projects to enhance the overall organization and its operations.
23. Develops job performance plans, documents performance, conducts periodic meetings, provide performance feedback and developmental guidance for assigned subordinates.

Competencies (KSA's)

Competencies:

1. Ethics and Values
2. Integrity and Trust
3. Customer Focus
4. Organizational Agility
5. Process Management
6. Dealing with Ambiguity
7. Decision Quality
8. Drive for Results
9. Time Management
10. Written Communications
11. Negotiating
12. Perspective
13. Strategic agility
14. Interpersonal savvy
15. Political savvy
16. Directing Others
17. Sizing up people
18. Building Effective Teams
19. Conflict Management

Knowledge:

1. Intermediate knowledge of personnel and human resources operations and best practices as they relate to employee relations, performance management, selection and retention, talent management, compensation, etc.
2. Basic knowledge of customer and personal service as it relates to serving the needs of internal and external business partners
3. Intermediate knowledge of administration and management as it relates to multi-team workgroup management, process management, and supervision of front-line leadership personnel
4. Basic knowledge of the application labor and employment laws
5. Basic knowledge of clerical office procedures as it relates to office organization
6. Basic knowledge of mathematics (arithmetic)

Skills:

1. Critical thinking skills
2. Intermediate judgment and decision making skills as they relate to personnel and operational management
3. Intermediate skills in the management of personnel resources
4. Active listening skills
5. Service orientation skills
6. Intermediate monitoring skills as they relate to employee performance, basic reporting, organizational or operational processes
7. Active learning skills
8. Basic interpersonal and public speaking skills
9. Basic instructing skills as it relates to adult learners in the workplace
10. Basic social perceptiveness skills
11. Basic troubleshooting skills
12. Intermediate negotiation skills as they relate to workplace conflict resolution
13. Intermediate reading comprehension
14. Intermediate writing skills
15. Intermediate time management skills
16. Basic mathematics skills (arithmetic)
17. Basic personnel and process coordination skills
18. Intermediate performance and systems analysis skills
19. Basic social perceptiveness skills

Abilities:

1. Visualization
2. Time sharing ability
3. Deductive reasoning ability
4. Intermediate problem sensitivity ability
5. Inductive reasoning
6. Intermediate written comprehension ability
7. Intermediate written expression ability
8. Intermediate oral comprehension ability
9. Intermediate oral expression ability
10. Information ordering
11. Basic mathematical reasoning ability
12. Static Strength
13. Speech clarity ability

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