Human Resources Generalist (Human Resources Specialist IV - V)
Job #: 2018-84
- TWC Job #: 7314488
- Opening Date: 7/31/2018
- Travel Required: NA
- Monthly Salary: $4,700.00 - $5,583.34/mo.
- Position Location: Austin, Texas
- Group Step: B20/B22
- Class: 1735/1737
Military Occupational Specialist codes that may be applicable to this position: 42A, 79R, 79T, 79V, 79, 42, 420A, NC, NCC, NCR, 120X, 0111, 4821, 8411, 8412, 4810, 3S0X1, 3S1X1, 3S3X3, 8A100, 8R000, 8R200, 8R300, 99G0
Omission of data on the state application is grounds for disqualification of the application.
The Human Resources Specialist works within the Office of the Governor’s (OOG) Human Resources Division reporting to the Director of Human Resources. Performs high level program management work within the Human Resources Division. Assists in oversight and coordination of human resources program and policy development for the agency to include personnel administration, classification and staffing, workers’ compensation and payroll administration. Coordinates and administers the agency’s Internship Program. Serves as a subject matter expert in the arenas of workers comp, risk management, safety training and records retention. Serves as an agency-wide resource for EEO training. Monitors and ensures compliance with equal employment, Fair Labor Standards Act, Position Classification Act, Family and Medical Leave Act and other state and federal laws and regulations. Extensive latitude for the use of initiative and independent judgment and will exercise delegation of authority from the Division Director as appropriate. The position classification title for the position to be filled (i.e., Human Resources Specialist IV or Human Resources Specialist V) will be determined by the hiring supervisor based on job-related credentials and experience.
- Program Administration & Special Projects - research, analyze, recommend, develop, communicate and administer HR programs and initiatives such as the Governor’s Fellowship Program and annual benchmarking; new hire orientation; workers’ compensation claims, and the agency’s safety program. Communicate and inform agency departments of HR initiatives. In conjunction with the Director of HR, this position also operates as agency Risk Manager. Assists with the administration and interpretation of HR policies.
- Responsible for certification of the SORM 200 report for the agency on annual basis.
- Compliance - Compliance includes, but is not limited to employee background verifications, education verification, badge processing, and employment verifications, E-verify completion, I-9 completion, FLSA (Fair Labor Standards Act) classifications. Maintain employee records in compliance with state and federal requirements. Assists the Director with investigations as needed,
- Recruitment and On-boarding – lead the sourcing, screening, and interviewing of applicants for the Governor’s Internship Program in addition to new hires. Apply recruiting and hiring practices that are in compliance with government regulations and organizational policies and procedures throughout the hiring process, from job posting through on-boarding. Develop and maintain network of professional relationships with college professionals to proactively supply an applicant pool for internships. Facilitate new hire orientation and make recommendations for improvements to on-boarding process and materials.
- Records Retention - this position functions as the Records Retention Coordinator for HRD. Responsible for classifying records and disposing of materials in compliance with the agency’s record retention schedule.
- Reports – prepares reports on risk management, workforce analysis, FTE, and/or EEO as needed. Effectively uses and maintains HR databases and software programs to assist with reports.
- Record Keeping and Training - Prepare and process personnel action forms. Arrange and coordinate training presentations for the Additional Duty Safety Officer program and other topics relevant to business operations. Help identify external training opportunities. Assists in administering the agency’s performance evaluation program.
- Communication – must be able to work well cross-functionally with all levels of employees and management/ leadership with the agency and with other agencies and external clients. Strong verbal, written and listening skills will assist in counseling and advising on management training.
- Serves as backup in the coordination of parking, building entry and building ID assignment for agency staff. May function as backup on leave accounting and benefits related functions as needed.
- Employee Relations - address and resolve employee relations issues as appropriate. Assist in coaching and assisting management on HR related situations. Educate supervisors on personnel process.
- Assists agency divisions with job postings, selection guidelines and practices, including retention of temporary staff as needed. Coordinates with temp agency, approving timesheets, badges and parking. Provide Financial Services with quarterly updates on current temps and hours worked.
- Attends work on a regular schedule and may be called upon to serve as backup to the Director and to perform other duties as assigned.
REQUIRED QUALIFICATIONS: (Minimum Qualifications)
Bachelor's degree. Minimum of three (3) to four (4) years of progressively responsible experience in an HR professional level/generalist role (i.e. HRIS, benefits, compliance, employee relations, recruiting, compensation, training and development, workers comp, performance management, and change management). The position classification title for the position to be filled will be determined by the hiring manager based on job-related credentials. At least 1 year of prior experience in state government preferred.
Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification.
KNOWLEDGE SKILLLS AND ABILITIES REQUIREMENTS:
- Demonstrated knowledge of human resource management principles and practices, including benefits administration.
- Extensive knowledge of state and federal employment laws, rules, regulations, and practices pertaining to human resource management activities and administrative operations.
- Knowledge of personnel administration.
- Knowledge of state personnel selection and placement.
- Knowledge of state classification and compensation systems.
- Knowledge of employee relations.
- Knowledge of automated human resource information systems.
- Knowledge of training and development programs and processes.
- Skill in presentation.
- Skill in negotiation.
- Skill in long-range and short-range planning.
- Skill in conducting interviews.
- Skill in using Excel, PowerPoint and MSWord systems.
- Skill in organization.
- Skill in problem-solving and critical thinking to present rationale for decisions rendered.
- Demonstrated verbal, written and listening skillset.
- Proven ability to interact with all levels of management staff.
- Proven ability with use of discretion with sensitive information.
- Ability to evaluate applicant qualifications.
- Ability to analyze job requirements.
- Ability to prepare and revise job postings and descriptions.
- Ability to explain policies and procedures to staff and the public.
- Ability to plan, organize, and coordinate programs and activities.
- Ability to analyze, develop and implement effective solutions.
- Ability to communicate effectively to convey ideas and concepts.
- Ability to maintain effective working relationships within and outside the agency.
- Ability to work in work environment with shifting, and sometimes conflicting, priorities.
- Ability to handle multiple tasks simultaneously.
- Ability to train. Ability to communicate and exchange accurate information via phone, computer and in person.
Registration, Certification or Licensure: Texas Driver’s License.
Physical Requirements and/or Working Conditions:
This classification functions in a standard office environment. Ability to move up to 35 lbs. Ability to drive as needed. Must be able to remain in a stationary position for 50% of the time. Will need to occasionally move about the office to access file cabinets, office machinery, to distribute correspondence, etc. Must be able to communicate and exchange accurate information via phone, computer and in person. Must be able to observe and/or identify visitors and staff entering the building in person. Must be able to work hours during a legislative session that include holidays and as needed.