Workforce Services

GENERAL DESCRIPTION  Under general supervision to provide progressively responsible professional level support in one or more human resource (HR) functional areas, including but not limited to recruitment, onboarding, employee relations, benefits administration, compensation management, training and development, labor law compliance, and HRIS administration.  SUPERVISION EXERCISED  The Human Resource Specialist I/II/III position exercises no supervision.  The Human Resource Specialist IV position may function as a lead worker over other Human Resource Specialist staff.  IMPORTANT AND ESSENTIAL DUTIES  Support general employment functions, including recruitment efforts, attending career fairs, screening applications, conducting candidate reviews, coordinating pre-employment testing, managing requisitions, facilitating onboarding processes, and processing new hire paperwork.  Review and update job descriptions to ensure that they accurately reflect the position's responsibilities and organizational needs, collaborating with department supervisors and managers as necessary.       Provide technical guidance to supervisors and employees on HR policies, procedures, and best practices Maintain data integrity in HRIS systems by performing regular audits and updates.   Analyze HR data and generate reports to support data-driven decision-making.  Maintain and update employee records in compliance with applicable laws and policies.  Assist with training programs to include new employee orientation and hiring training for supervisors.   Respond to salary surveys and compensation studies.  Implement and support HR programs and initiatives.   Assist with compliance audits and records management to ensure adherence to federal, state, and city policies.  Operate a City vehicle or personal vehicle to attend career fairs, recruitment events, and other HR-related activities.   Human Resource Specialist IV  Oversee and manage comprehensive HR programs, ensuring alignment with organizational goals.   Monitor trends and changes in employment laws to ensure organizational compliance.  Accurately interpret and apply policies, laws, and regulations.  Conduct detailed research and analysis to recommend HR process improvements.   Collaborate with other departments to address organizational needs.  Assist with complex projects such as policy revisions, classification studies, or implementation of new HR technology.  OTHER JOB-RELATED DUTIES  Perform other job-related duties and responsibilities as assigned.   KNOWLEDGE, SKILLS, AND ABILITIES  Knowledge of:  Federal, State, and local employment laws and practices including those related to discrimination.  Effective recruitment strategies, interviewing techniques, and hiring best practices to attract top talent.   HR practices related to payroll, benefits, compensation, recruitment, and training, including I-9 completion, EEO reporting, and ADA compliance, and other relevant employment laws and regulations.  A variety of computer software applications, especially Excel and Microsoft Word as well as various operating systems and HRIS software systems.  Office administration procedures, including the management of daily office operations, organization of office workflows, and coordination of administrative tasks.  Industry-specific online job boards and advertising sources for recruitment.   HRIS and data management principles.      Skill to:  Provide strong analytical, organizational and communication skills.  Communicate clearly and professionally, both in writing and verbally, with employees, management, and external candidates.  Act as a trusted advisor to hiring managers, providing expert guidance throughout the recruitment lifecycle.  Draft, proofread, and edit HR-related documents with a high level of accuracy and attention to detail.   Manage HR-related tasks efficiently, ensuring deadlines are met.  Quickly learn new processes and adapt to shifting HR priorities while maintaining composure in a fast-paced environment.  Ability to:  Maintain confidentiality and handle sensitive employee information with professionalism and integrity.       Plan, manage, and prioritize multiple HR assignments and projects efficiently.   Leverage third-party pre-screening online systems with proficiency.  Apply strong problem-solving and decision-making abilities in HR matters.  Develop collaborative working relationships across all organizational levels.  Establish and maintain cooperative working relationships with those contacted in the course of work, both internally and externally.  Follow and embrace the City of Abilene Core Values – Respect, Integrity, Service Above Self, and Excellence in All We Do.   Perform as a team member in a manner that accomplishes the Division's mission and treats team members with dignity, courtesy, and respect.  Experience and Training Guidelines:  For positions with more than one level, all listed requirements at the lower levels are required at the higher levels. Any combination equivalent to experience and training to provide the required knowledge, skills, and abilities may be qualifying.  Knowledge, skills, and abilities may be obtained through:  Human Resource Specialist I  Experience:  Two (2) years of administrative experience or experience in human resources, recruiting, payroll, benefits, or training is preferred.  Education/Training:  A high school diploma or GED is required.  An associate's degree in business management, Business Administration or a related field is preferred.  License or Certificate:  A valid driver's license or a military waiver is required.  Human Resource Specialist II  Experience:  Three (3) years of administrative experience or experience in human resources, payroll, benefits, recruiting, or training is required.    License or Certificate:  A SHRM-CP HR certification from the Society of Human Resource Management is required.  Human Resource Specialist III  Experience:  Five (5) years of progressively responsible administrative experience or experience in human resources, recruiting, payroll, benefits, or training is required.   Education/Training:  A bachelor's degree in business management, Human Resource Management, Business Administration or a related field is preferred.    License or Certificate:  A SHRM-CP or SCP certification from the Society of Human Resource Management is required or other advanced HR-relevant certification approved by the Director of Human Resources.  Human Resource Specialist IV  Experience:  Seven (7) years of progressively responsible administrative experience or experience in human resources, recruiting, payroll, benefits, or training is required.    License or Certificate:  An advanced supplemental HR-relevant certification approved by the Director of Human Resources based on role is required.  Special Requirements:  Essential duties require the following physical skills and work environment:  HIPAA Compliance training is required within sixty (60) days of employment.  Ability to work in a standard office environment.   The ability to travel to other work locations and occasional travel outside of the City may be required.  With or without accommodation, the "X" indicates the overall strength demand of the position during a typical workday:  ___ Sedentary – lifting of no more than 10 pounds  ___ Light – lifting no more than 20 pounds; carrying up to 10 pounds  _X_ Medium – lifting no more than 50 pounds; carrying up to 25 pounds  ___ Heavy – lifting no more than 100 pounds; carrying up to 50 pounds  ___ Very Heavy – team lifting over 100 pounds; carrying more than 50 pounds  Physical Demand Codes: The following describes whether or not the position is expected to exert the physical demands listed during a typical workday as well as the overall frequency of the task:  Codes for how often:  N = No  E = Extensive (100 – 70% of the time)  M = Moderate (60 – 30% of the time)  I = Infrequent (20 – 10% of the time)  A = Almost Never (