Human Resource Director

*To move forward in the recruiting process ALL applicants are required to:

• Attach a current Resume
• Cover Letter
• Attach "Department of Law Employment Application" (click link to obtain: http://law.georgia.gov/careers/application-forms)
• Attach copies of official undergraduate transcripts

If the file is too large to attach please email the document(s) to [email protected] to include the position title - application material(s) in the subject line.

The mission of the Department of Law is to serve the citizens of the State of Georgia by providing legal representation of the highest quality to the agencies, officers and employees of state government and by honorably and vigorously carrying out the constitutional and statutory responsibilities of the Attorney General.  The Department of Law is organized into the Executive Office, five legal divisions, four specialty units and an operations division.  The position filled through this announcement will serve within the Human Resources section of the Operations Division.

POSITION SUMMARY:

Manages human resources for the Department of Law; plans and directs administrative activities for HR personnel including but not limited to programs related to employee compensation & benefits; recruitment, hiring and terminations; policy development; employee relations; payroll and regulatory compliance.  Develops and Implements personnel related policies, procedures and practices.  Provides guidance to managers; makes recommendations to executive management. Supervises Payroll Specialist, HR Generalist, and HR Recruiting Manager positions.

DUTIES AND RESPONSIBILITIES:

Provides information and guidance to employees, interns/externs, fellows, supervisors and managers regarding personnel related policies and practices, and regulations and practices.

• Responds to and provides requested information and/or resources.

• Conducts investigations when employee complaints or concerns are brought forth.
• Oversees grievance processes.
• Reviews and identifies persons who may be covered under the FMLA, ADA; communicates directly with employee; may communicate with medical provider.

Provides guidance/advice and recommendations to managers related to employee infractions including employment terminations.

• Advises managers regarding personnel related issues.
• Makes recommendations to Senior Management to initiate appropriate action according to applicable rules and polices.
• Keeps senior management informed of significant human resource and/or personnel problems.
• Disciplines and discharges employees.
• May make recommendations to Department/Division management based on analysis of worker productivity.

Develops and revises department policies and procedures.

• Ensures department compliance with all federal and state regulations, guidelines, procedures and best practices, including, but limited to those related to Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), I-9 & E-Verify compliance and Fair Labor Standards Act (FLSA).
• Maintains thorough knowledge of state and federal laws governing personnel related methods and practices.
• Reviews and makes recommendations of revision to executive management on Department policies, procedures and practices.

Makes recommendations and manages compensation strategies that promote internal equity and external competitiveness.

• Reviews external jobs for compensation comparisons as well as the review of other state or local government jobs that are similar.
• Conducts special personnel related assignments or projects (such as turnover, absenteeism).
• Makes initial recommendation of salary for new hires.

Reviews, develops or revises job descriptions.

• Ensures that job evaluation practices support the department’s needs.
• Oversees and completes job and position evaluation.
• With managers and incumbents, develops job descriptions that identify job tasks, duties, responsibilities, competencies and skills needed.
• Ensures position responsibilities/tasks are accurately reflected along with minimum qualifications and preferred qualifications.
• Coordinates with DOAS to develop new department job titles or change job title.
• Ensures proper position classification and compensation range for position; makes recommendation for job change.

Manages the position management and recruitment process/activity for the department.

• Includes posting of vacant positions internally, to department web site, university system web site, bar associations, state careers’ site, and others.
• Manages the development and maintenance of the Human Resources sections of the Department’s web site, particularly recruiting, culture, and company information.
• Provides technical guidance and information to Deputies, supervisors, employees and applicants regarding the recruitment and selection process.
• In coordination with Deputy/Director identifies staffing issues and determines strategies that meet department/division needs.
• Reviews applications for minimum qualifications; determines job match; ensures documentation is maintained of receipt of all applicant materials; emails all attorney applicants; maintains/updates attorney pool list (detailed excel sheet).
• Ensures applicant selections are accomplished within acceptable time frames and in accordance with established guidelines and policies.
• With the Division Deputy, determines the need for temporary staff.  Contacts vendors and reviews available resumes. 
• Reports turnover, recruitment and related statistics as requested.

Manages the processing of personnel related transactions including, but not limited to those associated with position management, personnel management, time & labor.

• Remains acknowledgeable of statutory and programmatic rules and processes to assure correct transactions/actions are entered and/or maintained in the HRIS.
• Oversees the timely entry of data into the HCM system, including information pertaining to employee separations, pay appointments, leave, transfers, benefits, etc.
• Oversees the proper administration of personnel payroll functions, including salary changes, wage assessments, direct deposits, benefit deductions and payments, retirement plans, etc.
• Oversees administration of the Time & Labor (Leave) system.
• Oversees the management of personnel records, including the proper maintenance, storage, transfer and review of personnel records and employee information.
• Collaborates with personnel staff in accurately interpreting applicable policies and procedures/practices for employees and/or supervisors related to systems processing.
• Manages the Department’s reasonable suspicion of drug testing.
• Oversees employee workers’ compensation related injuries and records.

Manages the hiring/exiting process for all employees.

(Includes, interns, externs, fellows)

• Reviews job and selection criteria and related materials to ensure legal requirements, department policies/procedures and practices are followed.  Modifies procedures as necessary.
• Oversees and/or conducts background investigations as part of the hiring process, which may include requesting and submitting for background check, requesting tax clearance letter, contacting applicant references, etc.
• Provides education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Manages the maintenance, storage, transfer and review of personnel records and information including, but not limited to, I-9 documentation, medical files.
• When needed, Identifies and contacts temporary employment organizations.  Reviews contract, negotiates rate of pay, reviews and approves contracted staff time sheet, reviews and approves bills for payment, submit bills to financial services.
• Coordinates and conducts exit interviews to determine reasons behind separations.

Provide general new hire orientation for all new employees.

• Provides new hire informational/job offer letter and related employment forms and benefit information to all new hires.
• Provides one on one meetings with new hires; provides individuals with department/organizational information, Governor ‘ Ethics in State government”, benefit information, policy information including policies requiring immediate acknowledgement; signature of required documents including ACA communication, FLSA, work hours, ERS plan, Confidential Policy, Workers’ Compensation; policies and Procedures manual.
• Provides new hire orientation form to Deputy.
• Provides 90 day review document to manager.
• Provides ERS video to new hire
• Completes E-Verify process.
• May provide and/or coordinate other employee trainings (e.g. anti- harassment). 
   

Oversees the communication of the annual employee benefit enrollment programs.

• Including, but not limited to, health insurance, flexible benefits programs, Employee Assistance Programs, workers' compensation.
• Ensures employees are aware of open enrollment period, start and ending date; employees are informed of benefit related events and changes.  Provides information related to changes in plans, new programs, benefit fairs.
• Responds to employees’ inquiries related to benefits.
• Coordinates the wellness incentive program for the department; annual BIO-SCREENING.

Serves as a liaison with external entities including other agencies, organizations, committees, etc.

• Participating in administrative staff meetings.
• Respond to external inquires (e.g.  employment verification, etc.)
• Directs the preparation of information requested or required for compliance with laws.

Maintains knowledge of current trends and developments in the field.

• Attends internal and external educational programs and professional meetings as available for continuing professional education.
• Attends regular meetings of professional organizations.
• Incorporates knowledge of new trends and developments into policies and procedures as appropriate. Makes recommendations for any related organizational changes.

The above statements are intended to describe the general nature and level of work being performed by persons assigned to this title, and therefore may not include all job duties performed by persons on this job title.

Minimum Qualifications:

A bachelor's degree from an accredited four year college or university in a related field AND five (5) years HR related experience. Strong oral and written communication skills; demonstrated experience using the State’s HMC (PeopleSoft); proficient in the use of Microsoft Office Suite.

Preferred Qualifications:

Supervisory experience, experience guiding/advising employees and/or managers in HR best practices and/or regulations; Master's degree from an accredited college or university; SHRM certification.

Technical Competencies:

• Knowledge of state and federal human resource rules.
• Knowledge of state benefits, compensation and employment programs policies.
• Skills in interviewing, reasoning and motivating staff.
• Evidence of the practice of a high level of confidentiality.
• Excellent organizational skills.
• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Strong interpersonal and coaching skills.
• Ability to train and direct the work of subordinate staff.
• Ability to guide and advise management staff.

Due to the volume of applications received, we are unable to provide information on application status by phone or e-mail.  All applicants are considered and may be screened for the preferred qualifications of the position, and may not necessarily receive an interview.  Applicants not selected for an interview will not receive notification.  

ADDITIONAL INFORMATION:

A criminal background check is completed on all candidates; employment is also contingent upon the completion and satisfactory results of the background investigation.  Candidates strongly considered for the position will also be required to submit a Department of Law employment application & waiver, Georgia Department of Revenue Tax Clearance letter and copies of official college transcripts.