HR MANAGER 2 - 01142025-64530

Job Information

LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF HUMAN RESOURCES, HR BUSINESS SOLUTIONS, DAVIDSON COUNTY

Qualifications

Education and Experience: Graduation from an accredited college or university with a bachelor's degree and experience equivalent to substantial (five or more years of) increasingly responsible and varied full-time professional human resources work; OR four years of increasingly responsible professional general human resources experience with the State of Tennessee.

Substitution of Education for Experience: Additional graduate coursework in human resources administration or other related acceptable field 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 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 general supervision, is responsible for professional general human resources consultative work of considerable difficulty and supervisory work of routine difficulty; and performs related work as required.

Responsibilities

Thinking Creatively:

1. Develops divisional and agency-wide strategic and operational plans to facilitate agency operations and forward agency goals.
2. Incorporates departmental, state, and federal laws, rules, regulations, and policies into divisional and agency-wide best practices and standard operating procedures for efficiency and compliance purposes.
3. Develops action plans to address divisional and agency-wide systemic issues.
4. Develops divisional and agency-wide implementation plans based on knowledge, experiences, skills, best practices and targeted research to address strategic goals and agency needs.
5. Develops divisional and agency-wide policies, procedure manuals, spreadsheets, presentations, forms, form letters, memos, database queries, position advertisements, logs, and other systems as required to facilitate accurate data gathering, tracking, training, and dissemination.
6. Develops divisional and agency-wide process improvement suggestions to streamline workflow and improve process cycle times and accuracy.
7. Participates in brainstorming sessions to develop divisional and agency-wide process streamlining initiatives and improve business practices.

1. Serves as a mediator for complex issues related to applicant problems with candidates for high-level positions and the general public.
2. Negotiates with internal business partners to ensure legally defensible and accurate employment decisions are made based on departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
3. Investigates conflicts between internal business partners and agency employees according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue.
4. Resolves interpersonal conflicts between assigned subordinates, departmental, divisional and/or agency wide staff to ensure a respectful and productive work environment.
5. Resolves disciplinary actions of assigned subordinates, departmental, divisional and/or agency wide staff.
6. Serves as a mediator for assigned subordinates and peers to upper management personnel.
7. Resolves conflicts without supervisory input to ensure timely and efficient performance and maintain positive working relationships.
8. Maintains a respectful and productive work environment within the assigned work unit to minimize disputes and facilitate performance.
9. Directs difficult to resolve conflicts to assigned supervisor as required.

1. Projects divisional and agency-wide budget impact of proposed program or operational changes to establish appropriate funding and implementation guidelines.
2. Estimates future staffing and skill requirements needed for divisional and agency-wide succession planning and talent management purposes.
3. Projects divisional and agency-wide staffing and identify timelines needed to complete projects to meet the strategic plan of the department.

1. Assesses statements made in the course of sensitive and/or complex investigations and disciplinary actions to determine accuracy and relevance.
2. Assesses divisional and agency-wide staff work behaviors, competencies, knowledge, skills and abilities for succession planning, talent management and retention purposes.
3. Assesses the quality of applicants to inform hiring decisions.
4. Assesses the quality and importance of suggestions provided by divisional and agency-wide staff to determine whether or not they will be implemented, and if so the priority of tasks or limitations to achieving objectives.

1. Interprets a variety of human resources reports for internal and/or external business partners as requested or to meet accreditation standards.
2. Interprets specialized information related to division operations for internal and external business partners and assigned subordinates to ensure understanding and facilitate relationships.
3. Interprets a variety of current human resources rules and/or labor laws, regulations, policies, procedures, and documentation for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance.
4. Explains human resources program specific procedures and regulations to the general public, persons in other departments or divisions, or outside organizations and representatives as required in response to basic inquiries.

1. Performs difficult, detailed, and complex staff studies in any area of human resources and in general management to determine staffing needs and assignments.
2. Analyzes processes, policies, and procedures using human resources reporting and documentation to develop recommendations for changes in operations which affect the economy, efficiency and quality of agency operations and services.
3. Conducts job analyses to identify tasks and competencies related to performance in various classifications.
4. Analyzes divisional and agency-wide human resources related investigations, disciplinary actions, separations, and exit interview information to identify trends and inform reporting.
5. Applies a variety of staff analytic techniques to human resources and general management problems to develop training requirements, ensure that recommendations for change and action are workable, and comply with professional standards of excellence.
6. Analyzes divisional and agency-wide human resources transaction documents and reports for employee appointments, promotions, demotions, reclassifications, flex class changes, separations, terminations, transfers, retirement, and information changes in operating agencies to identify trends, changes, and other relevant factors and inform reporting.
7. Analyzes divisional and agency-wide position information to determine the appropriate classification to which it should be assigned.
8. Analyzes survey and benchmarking data collected by the agency to determine its relevancy to and effects on human resources processes and procedures and inform reporting.
9. Determines the appropriateness of salaries for employees using salary surveys and pay plan information to ensure appropriate compensation.
10. Analyzes divisional and agency-wide leave and attendance documents, overtime reports and payroll, supplemental payroll, longevity, and performance evaluation processing documents in addition to other human resources transactions activities to identify trends, changes, and other relevant factors.
11. Analyzes the correlation between divisional and agency-wide safety violations and incidents and location to determine trends and inform reporting.
12. Analyzes candidate applications and other documentation for assigned subordinate or sensitive positions to inform the decision on who to invite for interview.

1. Develops agency-wide organizational strategies, policies, and initiatives to facilitate the achievement of agency goals.
2. Develops strategies and objectives for divisional and agency-wide program areas to enhance performance and improve organizational efficiency.
3. Develops communication and marketing strategies for addressing the ongoing communication of human resources related information to agency employees.
4. Develops special projects to enhance the overall organization and its operations.
5. Develops strategies for addressing divisional and agency-wide staffing and headcount needs to ensure adequate coverage for assigned workload.
6. Develops job performance plans for assigned subordinates to communicate responsibilities and expected outcomes of performance in their role.
7. Develops divisional and agency-wide motivational and operational strategies to enhance investment and participation in special initiatives, events and projects.
8. Develops strategic programs and events to improve divisional and agency-wide morale.

1. Advises internal and external business partners on the appropriate application of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures for human resources decision making to ensure compliance and effective business practices.
2. 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.
3. Makes recommendations for changes in operations which affect the economy, efficiency and quality of agency operations and services.
4. Notifies appropriate leadership staff of possible violations of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures.
5. Advises upper management on team standard operating procedures, best practices, and other workflow factors to inform strategy development and decision making.
6. Assists assigned subordinates and internal business partners in developing job performance plans to communicate responsibilities and expected outcomes of performance in their role.
7. Assists assigned subordinates, divisional and agency-wide staff in resolving processing problems to enhance development and team performance.
8. Advises peers and/or assigned subordinates, divisional and agency-wide staff on proper departmental procedures related to the accomplishment of their daily workload.
9. Makes recommendation on human resources actions such as employment, promotion, demotion, transfer, retention, and increases for outstanding performance to assigned supervisor.
10. Provides advice on employee selection decisions to assigned supervisor and other leadership staff.
11. Provides informal performance feedback advice to assigned supervisor on the quality of work of the HR Manager 2's assigned subordinates.
12. Provides informal performance feedback advice to assigned subordinates and other leadership staff to assist with personal and professional development as required.
13. Assists in the development of supplemental questions for positions based on the competencies identified in the classification specification to ensure compliance with departmental, state, and federal laws, rules, regulations, and policies.

1. Conducts agency specific and specialized training for agency employees to comply with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures, facilitating change, and improving initiatives.
2. Prepares training and standard operating procedure documentation to facilitate the work and training of internal business partners.
3. Trains assigned subordinates in the basic workflow and processes related to their tasks.

1. Influences assigned subordinates, departmental, and agency-wide staff using identified individual motivational factors to increase job performance and productivity.
2. Sells the organization to high-level internal and external business partners, event attendees, candidates and the general public while answering communications and/or while attending events.
3. Sells requests for resources and the services of the team to internal and/or external business partners.
4. Sells benefits, internal initiatives, and process changes to employees and other internal business partners during the course of training and communications to facilitate adoption and enhance investment.

1. Maintains professional working relationships with peers, with assigned subordinates, and with upper management to ensure smooth and effective team operations.
2. Represents the agency while attending public, statewide, national and internal meetings and events in order to promote the goodwill of the department.
3. Networks with internal and external business partners to ensure open dialogues exist and to facilitate coordination and unified effort.
4. Liaises with agency Human Resources representatives, Department of Human Resources, Finance and Administration and other central office state representatives, and other organizational representatives to ensure accurate and timely processing of transactions and other human resources related tasks.

1. Prepares divisional and/or agency-wide risk assessment, continuity of operations and financial integrity documentation to mitigate liability and vulnerability of the agency.
2. Documents job analysis results based on departmental, state, and federal laws and guidelines to accurately create and/or update classification specifications and ensure the legal defensibility of employment decisions.
3. Documents sensitive and/or complex investigations performed for employee relations purposes to ensure accurate information is used in decision making.
4. Continually documents the performance of assigned subordinates to ensure accurate and unbiased performance evaluations.
5. Documents information provided during meetings and training when serving as the sole agency representative to ensure accurate information is disseminated to others.
6. Documents accidents and other safety violations in order to ensure compliance with OSHA/TOSHA regulations.
7. Documents and stores divisional and/or agency-wide employee or position information in electronic databases and/or physical form for employees as required ensuring accurate information is recorded in the employee's records.
8. Prepares completed staff work reports with recommendations for action which are workable and comply with professional standards of excellence.

1. Approves mediation agreements on behalf of the department to resolve employment issues.
2. Approves sensitive and/or complex accommodations under the American's with Disabilities Act Amendments Act to ensure accommodations are made in compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
3. Selects job candidates who best fit available positions based on the results of selection assessment and testing.
4. Resolves divisional and agency-wide transactional issues identified during evaluations and audits using departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to ensure accurate and timely processing.
5. Resolves divisional and agency-wide 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.
6. Approves organizational restructuring requests to ensure compliance with state policies and procedures.
7. Approves salary recommendations, overtime payouts, and other pay recommendations submitted by internal business partners to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
8. 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.
9. Approves, directly or tacitly, all transactions completed by assigned subordinates and assigned internal business partners to ensure accuracy and compliance with standards.
10. Determines divisional and agency-wide electronic database and physical security access levels for employees based on the job duties of the employee to ensure the safety and security of facilities and information.
11. Approves the implementation plan for assigned work initiatives to ensure efficiency and adequate coverage.
12. Approves security access changes in electronic databases to ensure up to date clearances are in place.
13. Approves travel, time and attendance, training, and other related requests submitted by assigned subordinates to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
14. Approves or denies performance evaluations as required on behalf of the appointing authority to ensure compliance with standards.

1. Mentors assigned subordinates, divisional and agency-wide staff by providing feedback and information on organizational culture, policies and procedures, workflow and chain of command, task prioritization, proper documentation, use of systems and available functionality, and how to most effectively and efficiently perform their assigned tasks.
2. Coaches assigned subordinates and other divisional staff through the use of stretch assignments to develop bench strength and talent management.
3. Coaches agency employees on human resources related programs and information to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
4. Leverages developmental opportunities and motivational factors to improve team development and the performance of assigned subordinate, divisional and agency-wide staff.
5. Mentors less experienced internal business partners in their work.
6. Educates high-level candidates on the application and hiring process to facilitate accurate and timely submission of documentation.

1. Creates sensitive and/or complex disciplinary letters for agency employees based on information received form upper management to document the disciplinary process and inform the employee of the outcome of the disciplinary action.
2. Prepares 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; and other general human resources issues.
3. Processes position change requests to create new and/or reclassify existing positions as required.
4. Verifies staffing and other human resources related reports to ensure accuracy and determine when more extensive evaluation is required.

1. Coordinates with internal and inter-agency business partners to resolve issues with complex or highly sensitive transactions including but not limited to disciplinary actions, retirement issues, salary issues, benefits issues, and medical leave issues.
2. Coordinates workload with internal and external business partners as required to facilitate timely and accurate task completion.
3. Coordinates with upper management, peers, and assigned subordinates to facilitate equitable workload dissemination.
4. Coordinates the announcement of open executive staff positions to ensure coverage and compatibility with availability and workload.
5. Coordinates meetings, events, and other special projects as required to ensure availability, attendance, and coverage.

1. Evaluates the results of job analyses to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
2. Evaluates employment decisions made by employees and management to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
3. Audits important, detailed, and/or complex human resources records, documentation, and transactions to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
4. Evaluates the reasonableness of sensitive and/or complex accommodations under the American's with Disabilities Act Amendments Act to ensure accommodations are made and determine if undue hardships are imposed.
5. Evaluates the work of assigned subordinates to determine compliance with job goals and intra-unit policy and methods.
6. 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.
7. Evaluates sensitive and/or complex employee and candidate background check results to identify possible findings and determine next steps.
8. Evaluates employee work processes to ensure that tasks and responsibilities are completed in compliance with policies, procedures, guidelines and standards.
9. Evaluates candidate and employee qualifications to determine compliance with minimum qualifications and/or necessary and special qualifications.
10. 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.
11. Audits organizational hierarchies and supervisory assignments to ensure chains of command are up to date and valid.
12. Evaluates employee hiring and retention decisions against affirmative action plan to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
13. Audits a representative sample of work assignments completed by assigned subordinates and assigned internal business partners to ensure accuracy and compliance with standards prior to approval.
14. Evaluates human resources related physical and electronic documentation using departmental guidelines, policies, and procedures to ensure compliance with standards.
15. Evaluates performance documents of agency employees submitted by supervisory personnel for compliance with performance evaluation guidelines.
16. Conducts site audits of assigned subordinates and internal business partners to ensure work procedures and processes comply with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
17. Verifies applicants' general information, previous employment, education, compliance with necessary and special qualifications, and possession of required licenses or certificates.
18. Evaluates the pay of employees against the pay of other individuals in comparable classes to determine whether salary adjustments are warranted.

1. Monitors organization culture and work environment to identify interpersonal issues, policy violations, best practices and other relevant organizational traits.
2. Monitors the work environment to ensure policy compliance and risks are minimized.
3. Monitors employee work product to identify efficiencies and inform performance evaluations.
4. Monitors divisional work processes to identify efficiencies and achieve more timely and accurate processing.
5. Monitors employee attendance to ensure all leave and attendance is processed accurately and approved in the database each pay period.

1. Answers sensitive and/or complex inquiries from persons of substantially high rank outside the organization as required.
2. Testifies in hearings on behalf of the state related to the results of employee relations investigations as required.
3. Assists candidates for executive or high-level positions with the application and hiring process.
4. Communicates with candidate for executive and/or high level positions and the general public when asked questions about salary, job duties, and other work factors to ensure accurate and realistic portrayals of the work involved.
5. Communicates with outside agencies for the purposes of recruitment, employment verification, and background checks.
6. Contacts vendors and other outside agencies who administer human resources functions to obtain/provide required information, correct errors, and/or for clarification purposes.
7. Communicates with external business partners to facilitate outside events and programs in which the state/agency participates.
8. Communicates with outside callers and senders to ensure questions are directed to the appropriate individuals as required.

1. Incorporates divisional and agency-wide last minute and unscheduled tasks into current workload to ensure timely and accurate completion of work.
2. Assigns special projects, highly confidential transactions, and high profile transactions as required to appropriate subordinates, divisional, and agency-wide staff to ensure timely and accurate completion.
3. Organizes and prioritizes personal workload and divisional and agency-wide workloads using calendars, lists, and other facilitators to ensure timely and accurate completion of work.
4. Delegates tasks to assigned subordinates, divisional, and agency-wide staff based on the competencies they possess to ensure sufficient space to engage in supervisory work and ensure work is completed efficiently, accurately, and timely.

1. Communicates with officials at higher levels on situations requiring cooperation and explanation of the services and activities of the agency.
2. Maintains an open dialogue with internal business partners at all levels within the organization to ensure effective and efficient communications.
3. Provides regular updates to upper management and other internal business partners on the status of projects and other assigned work.
4. Communicates work related information to a variety of business partners, peers and assigned subordinates to facilitate teamwork, assign tasks, and coordinate effort.
5. Conducts periodic performance development meetings with assigned subordinates to communicate and develop job plans and provide performance feedback and developmental guidance.
6. Conducts meetings with assigned subordinates and other internal business partners to gather project information and status updates and to disseminate information.
7. Participates in a variety of meetings as required to provide and gather status updates for assigned workload.
8. Communicates with assigned supervisor to ensure accurate and timely receipt of instructions and work assignments.
9. Sends notifications of special events, initiatives, changes, approvals, and deadlines to internal business partners to ensure timely and accurate receipt of information.

1. Participates in strategic and operational meetings to obtain information needed to achieve operational objectives.
2. Interviews employees and other individuals as required who have information related to ongoing investigations or work processes to further an investigation or process.
3. Researches work related information as needed to prepare reports, projects, proposals and other assigned tasks.
4. Conducts site visits of external and internal organizations in order to obtain information for reorganization, benchmarking and other work related activities.
5. Reviews reports, queries and electronic databases to gather information necessary to complete assigned work.
6. Reviews e-mail, voicemails, and other correspondence to gather the information necessary to complete the assigned work.

1. Creates disciplinary letters for high-level staff based on information received form upper management to document the disciplinary process and inform the employee of the outcome of the disciplinary action.
2. Leads assigned subordinates, divisional, and agency staff in handling complaints, settling disputes, and resolving grievances and conflicts, and otherwise negotiating with others.
3. Leads assigned subordinates, divisional, and agency staff in developing constructive and cooperative working relationships with others, and maintaining them over time.
4. Ensures the preparation, processing, and correction of human resources transaction documents for employee appointments, promotions, demotions, reclassifications, separations, terminations, transfers, retirement, reinstatements, overturned suspensions, and information changes.
5. Ensures the preparation and maintenance of a variety of records and reports such as transaction records, employee files, lists of employees recommended for performance increases and promotions, job specification files, affirmative action records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports.
6. Ensures the creation of reasonable salary recommendations for high-level candidates and assigned subordinates, divisional, and agency staff to eliminate pay inequities.
7. Leads assigned subordinates, divisional, and agency staff in getting members of a group to work together to accomplish tasks.
8. Leads assigned subordinates, divisional, and agency staff in identifying the underlying principles, reasons, and facts of information by breaking down information and data into separate parts.
9. Ensures the generation of salary plan reports for submission to Finance and Administration using a variety of information to amend the budgeting for classification and compensation issues.
10. Ensures the coding of human resources transactions using appropriate guidelines to inform evaluations and auditing.
11. Ensures the preparation and correction of leave and attendance documents, overtime reports and payroll, supplemental payroll, pay differentials, longevity, unemployment, and performance evaluation processing documents in addition to other human resources transactions activities.
12. Ensures the correct human resources transaction do

    Competencies (KSA's)

    Competencies:

    1. Business Acumen
    2. Perspective
    3. Managing Through Systems
    4. Command Skills
    5. Drive for Results
    6. Organizational Agility
    7. Building Effective Teams
    8. Customer Focus
    9. Ethics and Values
    10. Integrity and Trust
    11. Negotiating
    Knowledge:
    1. Advanced knowledge of personnel and human resources operations and best practices as it relates to employee relations, performance management, selection and retention, talent management, compensation, etc.
    2. Intermediate knowledge of administration and management as it relates to multi-team workgroup management, process management, and supervision of mid-level leadership personnel
    3. Intermediate knowledge of customer and personal service as it relates to serving the needs of internal and external business partners
    4. Intermediate knowledge of the application of labor and employment laws
    5. Basic knowledge of mathematics (arithmetic)
    6. Basic knowledge of clerical office procedures as it relates to office organization
    Skills:
    1. Advanced monitoring skills as they relate to employee performance, reporting, organizational or operational processes
    2. Advanced negotiation skills as they relate to workplace conflict resolution
    3. Advanced performance and systems analysis skills
    4. Advanced judgment and decision making skills as they relate to personnel and operational management
    5. Intermediate reading comprehension skills
    6. Intermediate interpersonal and public speaking skills
    7. Intermediate writing skills
    8. Intermediate personnel and process coordination skills
    9. Intermediate social perceptiveness skills
    10. Intermediate troubleshooting skills
    11. Intermediate time management skills
    12. Intermediate management of personnel resources skills
    13. Basic mathematics skills (arithmetic)
    14. Basic skill in the marketing of personnel and human resources initiatives
    15. Active learning skills
    16. Active listening skills
    17. Critical thinking skills
    18. Service orientation skills
    Abilities:
    1. Intermediate Oral Expression Ability
    2. Intermediate Oral Comprehension Ability
    3. Intermediate Written Expression Ability
    4. Intermediate Written Comprehension Ability
    5. Intermediate Problem Sensitivity Ability
    6. Basic Mathematical Reasoning Ability
    7. Deductive Reasoning Ability
    8. Inductive Reasoning Ability
    9. Time Sharing Ability
    10. Finger Dexterity Ability
    11. Wrist Finger Speed Ability
    12. Speech Clarity Ability
    13. Speech Recognition Ability
    14. Near Vision Ability

    Tools & Equipment

    1. Personal Computer
    2. Telephone
    3. Fax Machine
    4. Printer
    5. Copy Machine
    6. Scanner
    7. Calculator
    
    Other office related equipment as required.