State of Tennessee
HR ANALYST 3 - 10072025-71942
State of Tennessee, Tiptonville, Tennessee, United States, 38079
Overview
Job Information State of Tennessee Job Information Location : Tiptonville, TN (Northwest Correctional Complex, Lake County). This position requires a criminal background check. For more information, please visit the link below: https://www.tn.gov/content/dam/tn/correction/documents/PositionHRAnalyst3NWCX.pdf
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. OR Three years of professional general human resources experience with the State of Tennessee.
Necessary Special Qualifications: None.
Examination Method: Education and Experience, 100%, for Preferred Service positions.
Responsibilities Under general supervision , performs professional human resources administrative work of considerable difficulty and supervisory work of routine difficulty; and performs related work as required.
Distinguishing Features : This is the highest class in the HR Analyst sub-series. An employee in this class performs professional human resources duties including:
Acting as manager of classification and compensation for a department with complex classification issues;
Acting as the employee relations officer for a department;
Performing complex and difficult organizational and administrative human resources studies regularly;
Acting as the human resources officer for a moderate to large institution such as a correctional facility, or for a moderate sized department;
Supervising subordinate professional or sub-professional human resources staff.
This class differs from HR Analyst 2 in that the latter functions at the working level, and differs from HR Manager 1 in that the latter acts as a full assistant director or manages professional HR staff with complex assignments.
Responsibilities by functional area
Judging the Qualities of Things, Services, or People Assesses performance of subordinates for performance evaluations. Assesses quality of work to inform guidance related to performance management. Assesses quality of job candidates to inform selection decisions. Assesses disciplinary and performance evaluation documentation to inform recommendations. Assesses candidate applications to determine qualifications and interview decisions.
Interpreting the Meaning of Information for Others Interprets HR rules, regulations, policies, procedures for internal/external partners to facilitate understanding and compliance. Explains HR program procedures to general public, other departments, or outside organizations as required.
Resolving Conflicts and Negotiating with Others Investigates conflicts according to laws and policies to develop action plans. Serves as mediator for complex applicant and public issues. Resolves disciplinary actions and mediates subordinates with peers and management. Negotiates to ensure legally defensible and accurate employment decisions. Maintains respectful work environment and handles high-level disputes with supervisor when needed.
Analyzing Data or Information Conducts job analyses and analyzes processes/policies to recommend operational changes. Analyzes investigations, disciplinary actions, and exit information to identify trends. Applies staff analytic techniques to solve HR problems and ensure compliant recommendations. Determines salary appropriateness using surveys and pay plan information. Analyzes position information and safety-related data for classification and reporting. Analyzes HR transactions and attendance/payroll data to identify trends for reporting. Analyzes survey data to inform HR processes and reporting.
Providing Consultation and Advice to Others Advises partners on application of laws and policies for compliance and effective practices. Notifies supervisory personnel of possible violations. Makes recommendations for operational changes to improve efficiency and quality. Assists in investigations of employee relations issues. Advises on SOPs, best practices, and workflow factors. Assists in development of supplemental questions for positions to ensure compliance. Provides advice on employee selection decisions and informal performance feedback. Advises peers and subordinates on departmental procedures to accomplish daily workload. Assists in resolving processing problems to enhance team performance.
Developing Objectives and Strategies Develops job plans for subordinates and strategies for staffing and workload coverage. Develops program area strategies and morale-boosting initiatives. Develops communication/marketing strategies for HR information.
Training and Teaching Others Conducts agency-specific training and prepares SOP documentation. Trains subordinates on workflows and processes; conducts new employee orientations and benefits meetings.
Evaluating Information to Determine Compliance with Standards Audits HR records and transactions for compliance; evaluates time/leave, accommodations, and pay decisions for standards compliance. Audits transactions and candidate/employee qualifications; verifies background checks and compliance with affirmative action. Audits organizational hierarchies and personnel files for accuracy and standards compliance.
Processing Information Creates disciplinary letters and salary recommendations; processes leave/payroll and HR transactions; generates reports and maintains records. Processes position changes, security access, and time/leave entries; ensures data accuracy and audit trails.
Selling or Influencing Others Influences subordinates, sells resources and services to internal/external partners, and promotes HR initiatives and benefits.
Guiding, Directing, and Motivating Subordinates Leads subordinates in handling disputes, ensuring compliance, and developing data-based insights; mentors and develops staff; manages workload and performance communications.
Making Decisions and Solving Problems Approves salary and pay decisions; selects candidates based on assessments; resolves benefits/time/pay issues; approves or denies evaluations; sets security access; handles audit resolutions and travel approvals.
Monitoring Processes, Materials, or Surroundings Monitors HR program areas, pay budgets, contract costs, timekeeping, payroll issues, requisitions, and database transactions.
Coaching and Developing Others Coaches employees on HR programs; educates candidates on hiring; mentors subordinates, and fosters development.
Documenting/Recording Information Documents job analyses, performance, investigations, training, and ensures accurate recordkeeping and audit trails.
Identifying Objects, Actions, and Events Updates policies, identifies work priorities, handles status changes, and ensures proper service credits and classifications.
Getting Information Investigates workplace conflicts, researches policies, collects information for decisions, attends management meetings, and contacts external parties for information.
Thinking Creatively Develops data gathering tools and processes; integrates laws into best practices; suggests process improvements; participates in brainstorming.
Communicating with Persons Outside Organization Testifies as required; coordinates with vendors/outside agencies for HR functions and recruitment; assists candidates and answers questions about salary and duties.
Coordinating the Work and Activities of Others Coordinates with HR and non-HR staff on sensitive transactions; manages workload, announces open positions, coordinates meetings/events with internal/external partners.
Developing and Building Teams Identifies motivation factors, models performance, identifies development opportunities, and encourages career development.
Interacting With Computers Uses agency-specific database tracking software and standard office productivity tools.
Establishing and Maintaining Interpersonal Relationships Liaises with HR representatives and other agencies; maintains professional relationships and networks with partners.
Performing Administrative Activities Performs a wide range of professional HR duties; completes performance documentation; maintains confidential records; handles time/leave entries; responds to inquiries; scans/shares documentation.
Communicating with Supervisors, Peers, or Subordinates Conducts performance development meetings; disseminates project updates; maintains open dialogue with partners; provides updates to management; manages task assignments and meetings.
Organizing, Planning, and Prioritizing Work Incorporates unscheduled tasks, delegates based on competencies, and prioritizes workload.
Staffing Organizational Units Conducts interviews, participates in job fairs, and identifies promotional opportunities to build bench strength.
Updating and Using Relevant Knowledge Develops expertise, seeks development opportunities, and stays current on policies/procedures; rotates between units for well-rounded staff.
Scheduling Work and Activities Schedules workloads, events, interviews, training, and deadlines to ensure timely processing.
Monitoring and Controlling Resources Controls distribution of benefits materials, IDs, and related resources.
Controlling Machines and Processes Operates office equipment as required.
Competencies (KSA's)
Customer Focus Ethics and Values Integrity and Trust Problem Solving Conflict Management Directing Others Decision Quality Drive for Results Presentation Skills Organizational Agility Managerial Courage
Knowledge
Advanced knowledge of personnel and human resources policies, procedures, and best practices as applied to the public sector Advanced knowledge of law and government as it pertains to human resources work in the public sector Intermediate knowledge of clerical processes and procedures related to office work Intermediate knowledge of customer and personal service best practices Intermediate knowledge of office productivity software including Microsoft Office Suite Basic knowledge of mathematics Basic knowledge of Education and Training as it pertains to workforce training and development Basic knowledge of administration and management as it pertains to frontline supervision
Skills
Intermediate mathematics skills Intermediate reading comprehension Intermediate speaking skills Intermediate writing skills Intermediate coordination skills Intermediate instructing skills Intermediate social perceptiveness Intermediate judgment and decision making Intermediate systems analysis Intermediate quality control analysis Intermediate systems evaluation Intermediate time management Basic management of material resources Basic management of personnel resources Basic learning strategies Active learning Active listening Service orientation
Abilities
Intermediate mathematical reasoning Intermediate oral comprehension Intermediate oral expression Intermediate time sharing Intermediate written comprehension Intermediate written expression Deductive reasoning Inductive reasoning Information ordering Problem sensitivity Manual dexterity Near vision Speech clarity Speech recognition
Tools & Equipment
Personal Computer Telephone Fax Machine Printer Copy Machine Scanner Calculator
Other office related equipment as required
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Job Information State of Tennessee Job Information Location : Tiptonville, TN (Northwest Correctional Complex, Lake County). This position requires a criminal background check. For more information, please visit the link below: https://www.tn.gov/content/dam/tn/correction/documents/PositionHRAnalyst3NWCX.pdf
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. OR Three years of professional general human resources experience with the State of Tennessee.
Necessary Special Qualifications: None.
Examination Method: Education and Experience, 100%, for Preferred Service positions.
Responsibilities Under general supervision , performs professional human resources administrative work of considerable difficulty and supervisory work of routine difficulty; and performs related work as required.
Distinguishing Features : This is the highest class in the HR Analyst sub-series. An employee in this class performs professional human resources duties including:
Acting as manager of classification and compensation for a department with complex classification issues;
Acting as the employee relations officer for a department;
Performing complex and difficult organizational and administrative human resources studies regularly;
Acting as the human resources officer for a moderate to large institution such as a correctional facility, or for a moderate sized department;
Supervising subordinate professional or sub-professional human resources staff.
This class differs from HR Analyst 2 in that the latter functions at the working level, and differs from HR Manager 1 in that the latter acts as a full assistant director or manages professional HR staff with complex assignments.
Responsibilities by functional area
Judging the Qualities of Things, Services, or People Assesses performance of subordinates for performance evaluations. Assesses quality of work to inform guidance related to performance management. Assesses quality of job candidates to inform selection decisions. Assesses disciplinary and performance evaluation documentation to inform recommendations. Assesses candidate applications to determine qualifications and interview decisions.
Interpreting the Meaning of Information for Others Interprets HR rules, regulations, policies, procedures for internal/external partners to facilitate understanding and compliance. Explains HR program procedures to general public, other departments, or outside organizations as required.
Resolving Conflicts and Negotiating with Others Investigates conflicts according to laws and policies to develop action plans. Serves as mediator for complex applicant and public issues. Resolves disciplinary actions and mediates subordinates with peers and management. Negotiates to ensure legally defensible and accurate employment decisions. Maintains respectful work environment and handles high-level disputes with supervisor when needed.
Analyzing Data or Information Conducts job analyses and analyzes processes/policies to recommend operational changes. Analyzes investigations, disciplinary actions, and exit information to identify trends. Applies staff analytic techniques to solve HR problems and ensure compliant recommendations. Determines salary appropriateness using surveys and pay plan information. Analyzes position information and safety-related data for classification and reporting. Analyzes HR transactions and attendance/payroll data to identify trends for reporting. Analyzes survey data to inform HR processes and reporting.
Providing Consultation and Advice to Others Advises partners on application of laws and policies for compliance and effective practices. Notifies supervisory personnel of possible violations. Makes recommendations for operational changes to improve efficiency and quality. Assists in investigations of employee relations issues. Advises on SOPs, best practices, and workflow factors. Assists in development of supplemental questions for positions to ensure compliance. Provides advice on employee selection decisions and informal performance feedback. Advises peers and subordinates on departmental procedures to accomplish daily workload. Assists in resolving processing problems to enhance team performance.
Developing Objectives and Strategies Develops job plans for subordinates and strategies for staffing and workload coverage. Develops program area strategies and morale-boosting initiatives. Develops communication/marketing strategies for HR information.
Training and Teaching Others Conducts agency-specific training and prepares SOP documentation. Trains subordinates on workflows and processes; conducts new employee orientations and benefits meetings.
Evaluating Information to Determine Compliance with Standards Audits HR records and transactions for compliance; evaluates time/leave, accommodations, and pay decisions for standards compliance. Audits transactions and candidate/employee qualifications; verifies background checks and compliance with affirmative action. Audits organizational hierarchies and personnel files for accuracy and standards compliance.
Processing Information Creates disciplinary letters and salary recommendations; processes leave/payroll and HR transactions; generates reports and maintains records. Processes position changes, security access, and time/leave entries; ensures data accuracy and audit trails.
Selling or Influencing Others Influences subordinates, sells resources and services to internal/external partners, and promotes HR initiatives and benefits.
Guiding, Directing, and Motivating Subordinates Leads subordinates in handling disputes, ensuring compliance, and developing data-based insights; mentors and develops staff; manages workload and performance communications.
Making Decisions and Solving Problems Approves salary and pay decisions; selects candidates based on assessments; resolves benefits/time/pay issues; approves or denies evaluations; sets security access; handles audit resolutions and travel approvals.
Monitoring Processes, Materials, or Surroundings Monitors HR program areas, pay budgets, contract costs, timekeeping, payroll issues, requisitions, and database transactions.
Coaching and Developing Others Coaches employees on HR programs; educates candidates on hiring; mentors subordinates, and fosters development.
Documenting/Recording Information Documents job analyses, performance, investigations, training, and ensures accurate recordkeeping and audit trails.
Identifying Objects, Actions, and Events Updates policies, identifies work priorities, handles status changes, and ensures proper service credits and classifications.
Getting Information Investigates workplace conflicts, researches policies, collects information for decisions, attends management meetings, and contacts external parties for information.
Thinking Creatively Develops data gathering tools and processes; integrates laws into best practices; suggests process improvements; participates in brainstorming.
Communicating with Persons Outside Organization Testifies as required; coordinates with vendors/outside agencies for HR functions and recruitment; assists candidates and answers questions about salary and duties.
Coordinating the Work and Activities of Others Coordinates with HR and non-HR staff on sensitive transactions; manages workload, announces open positions, coordinates meetings/events with internal/external partners.
Developing and Building Teams Identifies motivation factors, models performance, identifies development opportunities, and encourages career development.
Interacting With Computers Uses agency-specific database tracking software and standard office productivity tools.
Establishing and Maintaining Interpersonal Relationships Liaises with HR representatives and other agencies; maintains professional relationships and networks with partners.
Performing Administrative Activities Performs a wide range of professional HR duties; completes performance documentation; maintains confidential records; handles time/leave entries; responds to inquiries; scans/shares documentation.
Communicating with Supervisors, Peers, or Subordinates Conducts performance development meetings; disseminates project updates; maintains open dialogue with partners; provides updates to management; manages task assignments and meetings.
Organizing, Planning, and Prioritizing Work Incorporates unscheduled tasks, delegates based on competencies, and prioritizes workload.
Staffing Organizational Units Conducts interviews, participates in job fairs, and identifies promotional opportunities to build bench strength.
Updating and Using Relevant Knowledge Develops expertise, seeks development opportunities, and stays current on policies/procedures; rotates between units for well-rounded staff.
Scheduling Work and Activities Schedules workloads, events, interviews, training, and deadlines to ensure timely processing.
Monitoring and Controlling Resources Controls distribution of benefits materials, IDs, and related resources.
Controlling Machines and Processes Operates office equipment as required.
Competencies (KSA's)
Customer Focus Ethics and Values Integrity and Trust Problem Solving Conflict Management Directing Others Decision Quality Drive for Results Presentation Skills Organizational Agility Managerial Courage
Knowledge
Advanced knowledge of personnel and human resources policies, procedures, and best practices as applied to the public sector Advanced knowledge of law and government as it pertains to human resources work in the public sector Intermediate knowledge of clerical processes and procedures related to office work Intermediate knowledge of customer and personal service best practices Intermediate knowledge of office productivity software including Microsoft Office Suite Basic knowledge of mathematics Basic knowledge of Education and Training as it pertains to workforce training and development Basic knowledge of administration and management as it pertains to frontline supervision
Skills
Intermediate mathematics skills Intermediate reading comprehension Intermediate speaking skills Intermediate writing skills Intermediate coordination skills Intermediate instructing skills Intermediate social perceptiveness Intermediate judgment and decision making Intermediate systems analysis Intermediate quality control analysis Intermediate systems evaluation Intermediate time management Basic management of material resources Basic management of personnel resources Basic learning strategies Active learning Active listening Service orientation
Abilities
Intermediate mathematical reasoning Intermediate oral comprehension Intermediate oral expression Intermediate time sharing Intermediate written comprehension Intermediate written expression Deductive reasoning Inductive reasoning Information ordering Problem sensitivity Manual dexterity Near vision Speech clarity Speech recognition
Tools & Equipment
Personal Computer Telephone Fax Machine Printer Copy Machine Scanner Calculator
Other office related equipment as required
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