Tennessee Department of Correction
HR GENERALIST 3 - 09302025-71628
Tennessee Department of Correction, Nashville, Tennessee, United States, 37247
Overview
Summary: Under general direction, performs human resources administrative work of considerable difficulty; and performs related work as required. Distinguishing Features: This is the third 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 act as a lead in the implementing of human resources services including: present, prepare, process, and maintain complex human resources transactions and analysis; may act as the human resources generalist for a large to very large size field office or institution such as a correctional facility, or for a large to very large sized department. This class differs from the HR Generalist 2 in that an incumbent of the latter performs less complex general human resources work for a medium to large department. This class differs from the HR Generalist 4 in that an incumbent of the latter may supervise and/or perform enterprise wide human resources generalist duties and/or act as the human resources generalist in a very large sized department. Responsibilities
May lead interpretation of 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. Leads in the preparation, analysis, audits 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. 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. 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. 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. 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. Collects and provides survey data to determine its relevancy to and effects on human resources processes and procedures and inform reporting. 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. 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. Leads in 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. 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. 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. 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 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. Calculates salary, service and longevity dates, leave balance adjustments, overtime, time-sheet corrections and other adjustments as required. Controls the ordering and/or distribution of insurance, benefits, and employee handbooks, employee badges, parking decals, service awards, and state ID cards. Handles employee files and other departmental documentation to facilitate file organization, research, and requests from business partners. 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. Necessary Special Qualifications: None. Examination Method: Education and Experience, 100%, for Preferred Service positions. Knowledge, Skills, and Abilities
Ethics and Values Integrity and Trust Organizational Agility Customer Focus Decision Quality Problem Solving Drive for Results Time Management Written communication Conflict Management Dealing with ambiguity Interpersonal savvy Perspective Directing Others Motivating others Presentation Skills Other sections
Seniority level: Mid-Senior level Employment type: Full-time Job function: Human Resources Industries: Law Enforcement We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
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Summary: Under general direction, performs human resources administrative work of considerable difficulty; and performs related work as required. Distinguishing Features: This is the third 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 act as a lead in the implementing of human resources services including: present, prepare, process, and maintain complex human resources transactions and analysis; may act as the human resources generalist for a large to very large size field office or institution such as a correctional facility, or for a large to very large sized department. This class differs from the HR Generalist 2 in that an incumbent of the latter performs less complex general human resources work for a medium to large department. This class differs from the HR Generalist 4 in that an incumbent of the latter may supervise and/or perform enterprise wide human resources generalist duties and/or act as the human resources generalist in a very large sized department. Responsibilities
May lead interpretation of 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. Leads in the preparation, analysis, audits 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. 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. 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. 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. 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. Collects and provides survey data to determine its relevancy to and effects on human resources processes and procedures and inform reporting. 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. 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. Leads in 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. 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. 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. 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 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. Calculates salary, service and longevity dates, leave balance adjustments, overtime, time-sheet corrections and other adjustments as required. Controls the ordering and/or distribution of insurance, benefits, and employee handbooks, employee badges, parking decals, service awards, and state ID cards. Handles employee files and other departmental documentation to facilitate file organization, research, and requests from business partners. 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. Necessary Special Qualifications: None. Examination Method: Education and Experience, 100%, for Preferred Service positions. Knowledge, Skills, and Abilities
Ethics and Values Integrity and Trust Organizational Agility Customer Focus Decision Quality Problem Solving Drive for Results Time Management Written communication Conflict Management Dealing with ambiguity Interpersonal savvy Perspective Directing Others Motivating others Presentation Skills Other sections
Seniority level: Mid-Senior level Employment type: Full-time Job function: Human Resources Industries: Law Enforcement We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
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