Human Resource Specialist Jobs

Description
Under general to limited supervision from the Nebraska Public Media Human Resource Manager, the Personnel Officer serves as a primary Human Resource Specialist responsible for State and University HR processes and employee inquiries related to, but not limited to, payroll and benefits processing, conducting/leading recruitment and selection activities, onboarding new hires and employee/labor relations issues.
Examples of Work
Recruits, interviews, and screens applicants for Nebraska Public Media; applies established hiring evaluation criteria during the screening of applicants; writes ads for newspapers and contacts various employment/labor sources to locate applicants; conducts external recruitment activities, including attending job fairs.
Develops, coordinates, and presents orientation material to new employees; explains policies, rules, labor contracts, the employing agency’s personnel policies, insurance, retirement, and benefits package; conducts training to explain these matters to agency employees. Answers questions and explains laws, labor contracts, employing agency’s personnel policies and procedures, and terms of health insurance, leave, and other benefits to
employees and supervisors; writes memos on personnel matters and drafts; and revises the employing agency’s personnel policies.
Coordinates the payroll and benefits programs, functions, or processes (which include workers compensation, unemployment insurance, and safety-health activities) to ensure compliance with State Personnel rules, labor-management agreements and contracts, and administrative procedures.
Coordinates the employing agency’s employee performance evaluation programs, functions, or processes; distributes evaluation forms and instructions to supervisors; explains procedures and answers questions; meets with agency supervisors and employees to resolve differences of opinion.
Obtains, reviews, and processes job descriptions for potential actions; discusses actions with supervisors and managers to ensure compliance with labor-management agreements and contracts and state personnel rules; explains classification policies and procedures to employees; coordinates classification and compensation activities.
Qualifications / Requirements
REQUIREMENTS: Two years of experience performing human resource/personnel work such as recruiting and orientating new employees; processing personnel/payroll transactions and maintaining related databases; or processing or assisting with grievances, disciplinary actions, and related fact-finding. OR One year of coursework or training in human resource management, personnel administration, or employee/labor relations, or other administrative discipline with emphasis in human resource management, personnel administration, or employee/labor relations.
Knowledge, Skills And Abilities
Knowledge of: personnel practices, procedures and terminology; recruitment, interviewing, and hiring practices; the goals and requirements of record maintenance and confidentiality; federal personnel/employment laws; standard personnel, payroll, benefits, and related budgeting practices, forms, and requirements; standard employee/job safety and health practices; general labor/employee/management relations requirements and practices.
Ability to: interact with others under stressful situations to address problems; communicate effectively with the supervisor and agency employees, government officials, and the public to exchange information and explain available courses of action; use judgment to apply broader aspects of established practices and procedures to solve problems, use standard office equipment, personal computers, software applications, printers, and related peripheral equipment; exercise judgment, decisiveness, and recognize and identify similarities and differences in data/information, coordinate and assess the effectiveness of personnel functions such as payroll, recruitment, benefits, insurance, retirement, and workers compensation activities with accuracy; coordinate the investigation of or the response to grievances, disciplinary actions, employee complaints, inquiries, and the reporting of findings to supervisors and managers; interpret diverse personnel/employment policies, rules, and laws; perform mid-level analysis with discretion in determining and referencing such inquiries to established criteria to define consequences and develop alternatives; learn State employment statutes, personnel rules, and labor contracts; learn the personnel programs and practices, and structure and functions, of the employing agency.