State of Tennessee

Compensation

Full Description

Job Information State of Tennessee Job Information Opening Date/Time01/06/2026 12:00AM Central TimeClosing Date/Time01/12/2026 11:59PM Central TimeSalary (Monthly)$4,057.00 - $5,078.00Salary (Annually)$48,684.00 - $60,936.00Job TypeFull-TimeCity, State LocationJackson, TNDepartmentChildren's Services LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF CHILDREN'S SERVICES, CENTRAL OFFICE HUMAN RESOURCES, MADISON COUNTY The incumbent will report to the office in Jackson, TN five days a week for the first year. Remote work is permitted twice per week going forward. This position requires a criminal background check. Therefore, you may be required to provide information about your criminal history in order to be considered for this 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 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. Substitution of Education for Experience: Additional graduate coursework in human resources or other related acceptable fields may be substituted for the required experience, on a year-for-year basis, to a maximum of one year. OR One year 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. For Executive Service positions, Minimum Qualifications, Necessary Special Qualifications, and Examination Method are determined by the appointing authority. Overview Summary: Under general supervision, performs professional human resources administrative work of average difficulty; and performs related work as required. Distinguishing Features: This is the working level class in the HR Analyst sub-series. An employee in this class is assigned a variety of professional human resources management duties including: internal and external EEO matters; employee relations; managing agency performance evaluation, career counseling, employee feedback and other employee services programs; employee development and training; interviewing; supervising human resources transactions, payroll and benefits sections; monitoring organizational structure and classification; interpreting and enforcing human resources rules, regulations, policies and procedures. This class differs from HR Analyst 1, in that an incumbent of the latter functions in an entry level capacity. This class differs from HR Analyst 3 in that an incumbent of the latter performs work of a more difficult nature and serves as a supervisor for employees of this class. Responsibilities Interpreting the Meaning of Information for Others: • Interprets a variety of current human resources rules, regulations, policies, procedures, and documentation for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance. • Explains semi-specialized matters or human resources procedures and regulations to the general public, persons in other departments or divisions, or outside organizations and representatives as required. Training and Teaching Others: • 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. • Conducts new employee orientations/on-boarding meetings as required to educate new hires on departmental, state, and federal laws, rules, regulations, guidelines, benefits, processes, and procedures. • Prepares training and standard operating procedure documentation to facilitate the work and training of internal business partners. • Conducts benefits meetings to educate employees on available benefits and changes to existing benefits. Analyzing Data or Information: • Conducts job analyses to identify tasks and competencies related to performance in various classifications. • 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. • Determines the appropriateness of salaries for employees using salary surveys and pay plan information to ensure appropriate compensation. • Analyzes human resources related investigations, disciplinary actions, separations, and exit interview information to identify trends and inform reporting. • Analyzes 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. • Analyzes 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. • Analyzes survey data collected by the agency to determine its relevancy to and effects on human resources processes and procedures and inform reporting. Judging the Qualities of Things, Services, or People: • Assesses employee disciplinary and performance evaluation documentation to inform recommendations to management. • Assesses candidate applications to determine qualifications and inform decisions on who should be interviewed. Providing Consultation and Advice to Others: • Notifies supervisory personnel of possible violations of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures. • 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. • 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. • 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. • Makes recommendations for changes in operations which affect the economy, efficiency and quality of agency operations and services. • Advises peers on proper departmental procedures related to the accomplishment of their daily workload. Evaluating Information to Determine Compliance with Standards: • 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. • 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. • Evaluate employment decisions made by employees and management to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. • Evaluates employee hiring and retention decisions against EEO planning to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. • Evaluates candidate and employee qualifications to determine compliance with minimum qualifications and/or necessary and special qualifications. • Evaluates employee and candidate background check results to identify possible findings and determine next steps. • Evaluates human resources related physical and electronic documentation using departmental guidelines, policies, and procedures to ensure compliance with standards. • Audits organizational hierarchies and supervisory assignments to ensure chains of command are up to date and valid. Processing Information: • Prepares a variety of reports with recommendations for action in areas including but not limited to: attendance, benefits, equal employment opportunity issues; classification and organizational structure; selection and retention; occupational safety and health; employee relations; and other general human resources issues. • Prepares and corrects 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. • Prepares, processes, and corrects human resources transaction documents for employee appointments, promotions, demotions, reclassifications, separations, terminations, transfers, retirement, and information changes. • Corrects human resources transaction documents submitted by operating agency staff for appointments, promotions, demotions, separations, terminations, reclassifications, transfers, retirement, and information changes. • Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required. • Codes human resources transactions using appropriate guidelines to inform evaluations and auditing. • Prepares, processes, and corrects information related to special projects, highly confidential transactions, and high profile transactions as assigned. • Generates salary plan reports for submission to Finance and Administration using a variety of information to identify corrections for classification and compensation issues. • Prepares and maintains a variety of records and reports such as transaction records, employee files, lists of employees recommended for performance increases and promotions, job specification files, EEO planning records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports. • Keys coded candidate information into the computer system. • Enters and approves time and leave/overtime requests for internal business partners into the appropriate databases as required. • Processes security access changes in electronic databases to ensure up to date clearances are in place. Resolving Conflicts and Negotiating with Others: • Assists assigned supervisor with investigating conflicts between internal business partners and employees according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue. • Negotiates with internal business partners to identify legally defensible and accurate employment decisions are made based on departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. • Serves as a mediator for complex issues related to applicant problems with candidates and the general public. • Resolves simple conflicts without supervisory input to ensure timely and efficient performance and maintain positive working relationships. • Directs complex or difficult to resolve conflicts to assigned supervisor as required. • Maintains a respectful and productive work environment within the assigned work unit to minimize disputes and facilitate performance. Documenting/Recording Information: • Documents investigations performed for employee relations purposes to ensure accurate information is used in decision making. • Documents transaction histories for all transactions including but not limited to employee files, lists of employees recommended for performance increases and promotions, job specification files, EEO planning records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports to provide an audit trail for future reference. • Documents information provided during meetings and training when serving as the sole agency representative to ensure accurate information is disseminated to others. • Documents and stores employee information in electronic databases and/or physical form for employees as required to ensure accurate information is recorded in the employee's records. Making Decisions and Solving Problems: • 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. • 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. • Approves or denies performance evaluations on behalf of the appointing authority to ensure compliance with standards. • Determines 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. • Resolves simple transactional issues identified during evaluations and audits using departmental, state, and federal laws, r Job Information State of Tennessee Job Information Opening Date/Time01/06/2026 12:00AM Central TimeClosing Date/Time01/12/2026 11:59PM Central TimeSalary (Monthly)$4,057.00 - $5,078.00Salary (Annually)$48,684.00 - $60,936.00Job TypeFull-TimeCity, State LocationJackson, TNDepartmentChildren's Services LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF CHILDREN'S SERVICES, CENTRAL OFFICE HUMAN RESOURCES, MADISON COUNTY The incumbent will report to the office in Jackson, TN five days a week for the first year. Remote work is permitted twice per week going forward. This position requires a criminal background check. Therefore, you may be required to provide information about your criminal history in order to be considered for this 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 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. Substitution of Education for Experience: Additional graduate coursework in human resources or other related acceptable fields may be substituted for the required experience, on a year-for-year basis, to a maximum of one year. OR One year 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. For Executive Service positions, Minimum Qualifications, Necessary Special Qualifications, and Examination Method are determined by the appointing authority. Overview Summary: Under general supervision, performs professional human resources administrative work of average difficulty; and performs related work as required. Distinguishing Features: This is the working level class in the HR Analyst sub-series. An employee in this class is assigned a variety of professional human resources management duties including: internal and external EEO matters; employee relations; managing agency performance evaluation, career counseling, employee feedback and other employee services programs; employee development and training; interviewing; supervising human resources transactions, payroll and benefits sections; monitoring organizational structure and classification; interpreting and enforcing human resources rules, regulations, policies and procedures. This class differs from HR Analyst 1, in that an incumbent of the latter functions in an entry level capacity. This class differs from HR Analyst 3 in that an incumbent of the latter performs work of a more difficult nature and serves as a supervisor for employees of this class. Responsibilities Interpreting the Meaning of Information for Others: • Interprets a variety of current human resources rules, regulations, policies, procedures, and documentation for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance. • Explains semi-specialized matters or human resources procedures and regulations to the general public, persons in other departments or divisions, or outside organizations and representatives as required. Training and Teaching Others: • 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. • Conducts new employee orientations/on-boarding meetings as required to educate new hires on departmental, state, and federal laws, rules, regulations, guidelines, benefits, processes, and procedures. • Prepares training and standard operating procedure documentation to facilitate the work and training of internal business partners. • Conducts benefits meetings to educate employees on available benefits and changes to existing benefits. Analyzing Data or Information: • Conducts job analyses to identify tasks and competencies related to performance in various classifications. • 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. • Determines the appropriateness of salaries for employees using salary surveys and pay plan information to ensure appropriate compensation. • Analyzes human resources related investigations, disciplinary actions, separations, and exit interview information to identify trends and inform reporting. • Analyzes 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. • Analyzes 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. • Analyzes survey data collected by the agency to determine its relevancy to and effects on human resources processes and procedures and inform reporting. Judging the Qualities of Things, Services, or People: • Assesses employee disciplinary and performance evaluation documentation to inform recommendations to management. • Assesses candidate applications to determine qualifications and inform decisions on who should be interviewed. Providing Consultation and Advice to Others: • Notifies supervisory personnel of possible violations of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures. • 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. • 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. • 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. • Makes recommendations for changes in operations which affect the economy, efficiency and quality of agency operations and services. • Advises peers on proper departmental procedures related to the accomplishment of their daily workload. Evaluating Information to Determine Compliance with Standards: • 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. • 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. • Evaluate employment decisions made by employees and management to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. • Evaluates employee hiring and retention decisions against EEO planning to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. • Evaluates candidate and employee qualifications to determine compliance with minimum qualifications and/or necessary and special qualifications. • Evaluates employee and candidate background check results to identify possible findings and determine next steps. • Evaluates human resources related physical and electronic documentation using departmental guidelines, policies, and procedures to ensure compliance with standards. • Audits organizational hierarchies and supervisory assignments to ensure chains of command are up to date and valid. Processing Information: • Prepares a variety of reports with recommendations for action in areas including but not limited to: attendance, benefits, equal employment opportunity issues; classification and organizational structure; selection and retention; occupational safety and health; employee relations; and other general human resources issues. • Prepares and corrects 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. • Prepares, processes, and corrects human resources transaction documents for employee appointments, promotions, demotions, reclassifications, separations, terminations, transfers, retirement, and information changes. • Corrects human resources transaction documents submitted by operating agency staff for appointments, promotions, demotions, separations, terminations, reclassifications, transfers, retirement, and information changes. • Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required. • Codes human resources transactions using appropriate guidelines to inform evaluations and auditing. • Prepares, processes, and corrects information related to special projects, highly confidential transactions, and high profile transactions as assigned. • Generates salary plan reports for submission to Finance and Administration using a variety of information to identify corrections for classification and compensation issues. • Prepares and maintains a variety of records and reports such as transaction records, employee files, lists of employees recommended for performance increases and promotions, job specification files, EEO planning records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports. • Keys coded candidate information into the computer system. • Enters and approves time and leave/overtime requests for internal business partners into the appropriate databases as required. • Processes security access changes in electronic databases to ensure up to date clearances are in place. Resolving Conflicts and Negotiating with Others: • Assists assigned supervisor with investigating conflicts between internal business partners and employees according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue. • Negotiates with internal business partners to identify legally defensible and accurate employment decisions are made based on departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. • Serves as a mediator for complex issues related to applicant problems with candidates and the general public. • Resolves simple conflicts without supervisory input to ensure timely and efficient performance and maintain positive working relationships. • Directs complex or difficult to resolve conflicts to assigned supervisor as required. • Maintains a respectful and productive work environment within the assigned work unit to minimize disputes and facilitate performance. Documenting/Recording Information: • Documents investigations performed for employee relations purposes to ensure accurate information is used in decision making. • Documents transaction histories for all transactions including but not limited to employee files, lists of employees recommended for performance increases and promotions, job specification files, EEO planning records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports to provide an audit trail for future reference. • Documents information provided during meetings and training when serving as the sole agency representative to ensure accurate information is disseminated to others. • Documents and stores employee information in electronic databases and/or physical form for employees as required to ensure accurate information is recorded in the employee's records. Making Decisions and Solving Problems: • 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. • 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. • Approves or denies performance evaluations on behalf of the appointing authority to ensure compliance with standards. • Determines 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. • Resolves simple transactional issues identified during evaluations and audits using departmental, state, and federal laws, r