HR GENERALIST 2 - 05272025- 68143

State of Tennessee; Murfreesboro (TN); On-site; USD 48,000 - 61,000; Full time

Job summary

The State of Tennessee is seeking an HR Generalist 2 to perform human resources administration tasks in Murfreesboro. This role involves policy interpretation, document processing, and HR training sessions. Ideal candidates will possess a Bachelor's degree and relevant HR experience, contributing to a dynamic team within the Department of Human Services.

Qualifications

• Bachelor's degree and one year of professional HR work required.
• Graduate coursework may substitute for experience one-for-one.
• Experience in public sector HR policies and procedures helpful.

Responsibilities

• Interprets HR policies and documents to facilitate understanding.
• Prepares, processes, and audits HR documents for compliance.
• Conducts training and orientation sessions for employees.

Skills

Critical Thinking

Time Management

Active Listening

Service Orientation

Coordinating Skills

Education

Bachelor's Degree from an accredited college

Tools

Microsoft Office Suite

Personal Computer

Telephone

Fax Machine

Printer

Job description

Job Information

State of Tennessee Job Information

Opening Date/Time	05/27/2025 12:00AM Central Time
Closing Date/Time	06/02/2025 11:59PM Central Time
Salary (Monthly)	$4,017.00 - $5,028.00
Salary (Annually)	$48,204.00 - $60,336.00
Job Type	Full-Time
City, State Location	Murfreesboro, TN Statewide
Department	Human Services

LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF HUMAN SERVICES, ADMINISTRATION DIVISION, RUTHERFORD COUNTY, STATEWIDE

For more information, visit the link below:
https://www.tn.gov/content/dam/tn/human-services/documents/HRC0014112_HR_Generalist2_Rutherford_6225.pdf

This is a remote position

Qualifications

• Education and Experience: Graduation from an accredited college or university with a bachelor's degree and experience equivalent to one year 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.

Overview

Summary: Under direction, performs human resources administrative work of average difficulty; and performs related work as required.

Distinguishing Features: This is the second 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 is responsible for implementing human resources services including: prepare, process and maintain complex human resources transactions and analysis; may act as the human resources generalist for a medium to large size field office or institution such as a correctional facility, or for a medium to large sized department. This class differs from the HR Generalist 1 in that an incumbent of the latter performs work of a lesser scope and complexity. This class differs from the HR Generalist 3 in that an incumbent of the latter may act as the human resources generalist for a large sized department and may lead employees of this class.

Responsibilities

1. Interprets 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.
2. Prepares, processes, reviews, audits and corrects and analyzes 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.
3. 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.
4. Conducts 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.
5. 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.
6. 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.
7. Collects and provides survey data to determine its relevancy to and effects on human resources processes and procedures and inform reporting.
8. 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.
9. 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.
10. Prepares, analyzes, audits and maintains 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.
11. Assists 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.
12. 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.
13. 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.
14. 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.
15. Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required.
16. Controls the ordering and/or distribution of insurance, benefits, and employee handbooks, employee badges, parking decals, service awards, and state ID cards.
17. Handles employee files and other departmental documentation to facilitate file organization, research, and requests from business partners.

Competencies (KSA's)

Competencies:

1. Ethics and Values
2. Integrity and Trust
3. Organizational Agility
4. Customer Focus
5. Decision Quality
6. Informing
7. Timely decision making
8. Time Management
9. Written Communications
10. Perseverance
11. Dealing with Ambiguity
12. Drive for results
13. Interpersonal Savvy
14. Patience
15. Standing Alone
16. Comfort around higher management
17. Perspective

Knowledge:

1. Intermediate knowledge of personnel and human resources policies, procedures, and best practices as applied to the public sector
2. Basic knowledge of customer and personal service best practices
3. Intermediate knowledge of law and government as it pertains to human resources work in the public sector
4. Intermediate knowledge of office productivity software including but not limited to Microsoft Office Suite
5. Basic knowledge of mathematics (arithmetic)
6. Intermediate knowledge of clerical processes and procedures related to office work

Skills:

1. Critical Thinking
2. Basic time management skills
3. Active listening skills
4. Active learning skills
5. Basic social perceptiveness skills
6. Service orientation skills
7. Intermediate coordination skills
8. Intermediate reading comprehension
9. Intermediate writing skills
10. Intermediate speaking skills
11. Intermediate instructing skills
12. Basic mathematics skills (arithmetic)
13. Basic judgment and decision making skills
14. Basic quality control analysis skills
15. Basic systems analysis skills

Abilities:

1. Deductive reasoning ability
2. Problem sensitivity ability
3. Inductive reasoning ability
4. Intermediate time sharing ability
5. Information ordering ability
6. Intermediate written comprehension ability
7. Intermediate written expression ability
8. Intermediate oral comprehension ability
9. Intermediate oral expression ability
10. Intermediate mathematical reasoning ability
11. Static strength
12. Speech clarity
13. Category flexibility ability
14. Speech recognition

Tools & Equipment

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