Drug & Alcohol Testing Database
 


State of Georgia Job Description

Job Title: PS: Hum Res Generalist (AL)
Job Code: 16021
Last Update: 9/1/2010
Salary Plan: Statewide Salary Plan (SWD)


(SWD)

Job Description, Responsibilities, Standards, and Qualifications

Job Description:


May supervise and performs advanced level human resources functions, including compensation, benefits, recruitment, employee relations, and personnel/payroll transactions. May direct the work of transactions technicians and administrative staff. May serve as lead worker.


Job Responsibilities & Performance Standards:

1.
Performs job responsibilities with minimal supervision
1. On an ongoing basis, assesses needs throughout the department; develops formal assessment and auditing processes.
2. Identifies and thoroughly documents current processes; identifies needs and deficiencies; recommends appropriate courses of action to improve needs and/or problems.
3. Conducts detailed audits of records to ensure compliance to applicable policies and procedures.
4. Interviews managers and staff to gather pertinent information; makes appropriate recommendations and relays pertinent information to improve processes.
5. Develops and completes detailed reports of findings, including any recommended strategies for improvement.
6. Formulates plans of action and materials to assist managers in creating an environment that supports efficient and effective business operations.
7. Attends meetings and seminars, as assigned, to represent the agency and build working relationships.
2.
Serves as job expert or organization resource in assigned areas
1. Demonstrates a thorough knowledge of applicable laws and regulations through timely and responsive answers and solutions to questions and issues.
2. Conducts appropriate research from materials and resources to resolve issues and problems, and to provide viable enhancements to services.
3. Identifies and assists managers in effectively identifying problems and causes affecting program operations.
4. Discusses assessments with managers and staff and provides recommendations for correcting and/or enhancing program delivery.
5. Schedules follow-up meetings with managers and staff to determine effective courses of action based on recommendations, as necessary.
6. Uses sound judgment to respond appropriately to questions, problems, and issues.
3.
Conducts research on various personnel matters and compiles data, citing sources used Analyzes data or information to produce reports and other documents
1. Identifies and develops purpose, goals, objectives, and effective performance measures for human resource programs.
2. Determines and selects effective educational and instructional strategies.
3. Identifies or develops evaluation and assessment tools to measure the effectiveness of program designs.
4. Makes site visits to evaluate the effectiveness of program designs.
4.
Conducts special projects with significant impact on agency's personnel activities
1. Plans and coordinates training based on assessments, consultation with field staff, and findings from site visits.
2. Delivers statewide training programs.
3. Continuously assesses training needs and schedules appropriate training sessions as needed.
5.
Coordinates and conducts training on human resource program-related topics and issues
1. Analyzes complex and diverse needs and developments. Translates information into effective policy recommendations.
2. Develops, composes and implements approved policies and procedures in support of program objectives.
3. Maintains a comprehensive depth and diversity of knowledge related to standards, rules, regulations, and laws which impact and regulate processes and program operations.
4. Consults and advises various department managers concerning the application, interpretation and development of policies, procedures and standards. Ensures that field concerns are considered in developing and revising policies and procedures.
5. Effectively represents the agency within the department, within state government, and to the public in all communications. Evaluates and ensures compliance with existing policies and procedures.
6. Conducts comprehensive research and confers with state and federal authorities and/or legal experts to ensure policy and procedure development and application are in compliance with existing laws.
7. Accurately maintains agency policies and procedures related to human resources programs. Effectively communicates and clarifies policies and procedures when responding to inquiries.
8. Based on careful analysis and research, makes recommendations to management regarding proposals for field local operating procedures.
6.
Coordinates and processes the enrollment of new and existing employees into flexible benefits during open enrollment periods
1. Establishes goals and objectives consistent with the department's mission.
2. Defines and develops new roles and processes for the unit.
3. Effectively communicates department goals and objectives to staff.
4. Assigns work to staff; monitors workload progress and staff productivity; makes necessary adjustments to assignments.
5. Reviews work, monitors performance, and provides technical assistance and timely feedback to staff.
6. Evaluates unit policies, procedures, and processes, and recommends/implements changes to ensure that unit is functioning efficiently.
7. Conducts team meetings, as appropriate, to facilitate communication and to clarify assignments, goals, and deadlines.
7.
Coordinates employee performance and appraisal programs
1. Treats customers with respect, courtesy and tact; listens to customer and interacts with customer as a person while maintaining business relationship.
2. Communicates with customers and obtains all required information necessary to determine and address their specific needs; tactfully explains why, if service cannot be provided.
3. Provides clear, accurate information; explains procedures or materials or provides supplemental information; anticipates problems and questions.
8.
Ensures organizational compliance with federal and state laws, including reporting requirements
1. Defines goals and/or required results at beginning of performance period and gains acceptance of ideas by creating a shared vision.
2. Communicates regularly with staff or progress toward defined goals and/or required results, provides specific feedback and initiating corrective action when defined goals and/or required results are not met.
3. Confers regularly with staff to review employee relations climate, specific problem areas, and actions necessary for improvement.
4. Evaluates employees at scheduled intervals, obtains and considers all relevant information in evaluations, and supports staff by giving praise and constructive criticism.
5. Recognizes contributions and celebrates accomplishments.
6. Motivates staff to improve quantity and quality of work performed and provides training and development opportunities as appropriate.
9.
Identifies current and prospective staffing requirements, prepares and posts notices and advertisements, and collects and screens applications
10.
May supervise or direct the work of technicians and/or administrative staff
11.
Negotiates and mediates labor disputes and grievances and provides advice on employee relations
12.
Plans, develops, and produces training courses as needed
13.
Plans, develops, implements and evaluates personnel strategies including salary administration, policies, programs and procedures to address an organization's human resource requirements
14.
Serves as a liaison with external entities including other agencies, organizations, committees, task forces, etc
15.
Serves as consultant on specific human resource problems and concerns
16.
Serves as technical expert and advisor on human resources issues


Sample Technical Competencies:

1.
Knowledge of principles, concepts and professional standards of public personnel administration
2.
Knowledge of the personnel disciplines, classification, compensation benefits, etc
3.
Knowledge of state personnel rules and regulations, policies and procedures
4.
Knowledge of research methodologies
5.
Ability to use human resource specific computer software
6.
Ability to train and direct the work of subordinate personnel staff
7.
Ability to delegate

Entry Qualifications:

Bachelor's degree from a four year college or university AND One year of professional human resource experience OR Five years of professional human resource experience OR One year of experience at the lower level or position equivalent


Preferred Qualifications:

Experience in designing, implementing, and/or evaluating human resources programs.



Career Development Levels:

1.
HRM010 - MG: Human Resources
2.
HRM011 - MG1: Human Resources
3.
HRM012 - MG2: Human Resources
NOTE:
Job description information is extracted daily from the official Phoenix HRMS Job Code database. Problems in conversion may cause formatting errors in some job descriptions.

The information presented, while not an exact or exhaustive listing, describes the work, performance standards, and qualifications typically required of positions or employees in this job. A specific position description or employee performance plan may differ as long as it is consistent with the core Responsibilities, Standards and Qualifications of that job.
Home About HRA Benefits Rules, Policy & Compliance Compensation HR Development & Tools Performance Management Contact HRA