HR GENERALIST 4 – 07272025- 69763 Position Available In Davidson, Tennessee

HR GENERALIST 4

• 07272025
• 69763 State of Tennessee $7,384.00
• $11,817.00 / month United States, Tennessee, Nashville 1616 Church Street (Show on map) Jul 27, 2025 Job Information State of Tennessee Job Information
  Opening Date/Time 07/27/2025 12:00AM Central Time
  Closing Date/Time 08/09/2025 11:59PM Central Time
  Salary (Monthly) $7,384.00
• $9,601.00
  Salary (Annually) $88,608.00
• $115,212.

00
Job Type Full-Time
City, State Location Nashville, TN
Department Transportation

LOCATION OF

(1)

POSITION

(S)

TO BE FILLED

DEPARTMENT

OF TRANSPORTATION, BUREAU CHIEF OF ADMINISTRATION, DAVIDSON COUNTY

This position is in the Human Resources Division, Employee Engagement Section. This position has a starting salary of $9.601 monthly/ $115,212 annually.

Qualifications Education and Experience:

Graduation from an accredited college or university with a bachelor’s degree and experience equivalent to four 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 two years. 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 administrative direction, performs human resources administrative work of unusual difficulty; and performs related work as required.

Distinguishing Features:

This is the fourth 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 supervise the work of other professional human resources generalist staff and perform enterprise wide human resources work of great complexity for a very large sized operating department. This class differs from that of HR Generalist 3 in that an incumbent of the latter performs work of lesser scope and complexity. Responsibilities Develops, implements and interprets agency specific human resources rules, regulations, policies, procedures, and documents for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance.
May supervise 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.
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.
May lead investigations of employee relations issues according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures and partners with leadership team 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.
Oversees collection and analysis of survey data to determine its relevancy to and effects on human resources processes and procedures and inform reporting and partners with leadership team in action planning.
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.
May supervise the preparation, analysis, audit 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.
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, timesheet 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.
Serves as a change agent for strategic initiatives and process changes for employees and other internal business partners to facilitate adoption and enhance performance.
May develop strategies for addressing divisional and agency-wide staffing and headcount needs to ensure adequate coverage for assigned workload.
Trains internal business partners in the basic workflow and processes related to their tasks.
May resolve disciplinary actions of assigned subordinates, departmental, divisional and/or agency wide staff.
Develops special projects to enhance the overall organization and its operations.
Develops job performance plans, documents performance, conducts periodic meetings, provide performance feedback and developmental guidance for assigned subordinates. Competencies (KSA’s)

Competencies:

Ethics and Values
Integrity and Trust
Customer Focus
Organizational Agility
Process Management
Dealing with Ambiguity
Decision Quality
Drive for Results
Time Management
Written Communications
Negotiating
Perspective
Strategic agility
Interpersonal savvy
Political savvy
Directing Others
Sizing up people
Building Effective Teams

Conflict Management Knowledge:

Intermediate knowledge of personnel and human resources operations and best practices as they relate to employee relations, performance management, selection and retention, talent management, compensation, etc.
Basic knowledge of customer and personal service as it relates to serving the needs of internal and external business partners
Intermediate knowledge of administration and management as it relates to multi-team workgroup management, process management, and supervision of front-line leadership personnel
Basic knowledge of the application labor and employment laws
Basic knowledge of clerical office procedures as it relates to office organization
Basic knowledge of mathematics (arithmetic)

Skills:

Critical thinking skills
Intermediate judgment and decision making skills as they relate to personnel and operational management
Intermediate skills in the management of personnel resources
Active listening skills
Service orientation skills
Intermediate monitoring skills as they relate to employee performance, basic reporting, organizational or operational processes
Active learning skills
Basic interpersonal and public speaking skills
Basic instructing skills as it relates to adult learners in the workplace
Basic social perceptiveness skills
Basic troubleshooting skills
Intermediate negotiation skills as they relate to workplace conflict resolution
Intermediate reading comprehension
Intermediate writing skills
Intermediate time management skills
Basic mathematics skills (arithmetic)
Basic personnel and process coordination skills
Intermediate performance and systems analysis skills
Basic social perceptiveness skills

Abilities:

Visualization
Time sharing ability
Deductive reasoning ability
Intermediate problem sensitivity ability
Inductive reasoning
Intermediate written comprehension ability
Intermediate written expression ability
Intermediate oral comprehension ability
Intermediate oral expression ability
Information ordering
Basic mathematical reasoning ability
Static Strength
Speech clarity ability 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