Position Type:
Office: Professional & Clerical/Human Resources Generalist

Date Posted:
1/20/2022

Location:
Chase Building - 236 Grand Street

Date Available:
Immediately After Hire

Closing Date:
Until Position is Filled

Waterbury Public Schools

JOB CLASSIFICATION TITLE:
Human Resources Generalist - Education Grants

DEPARTMENT:
Personnel and Talent Management
SALARY RANGE:
$55,000.00
BARGAINING UNIT CLASSIFICATION:
Non-Union

REPORTS TO:
Receives administrative direction from the Director of Human Capital

FLSA DESIGNATION:
Exempt; Note: this is a full time, grant funded position with benefits that exists as long as grant funds are available.

PART I - SUMMARY OF CLASSIFICATION

This class is accountable for independently performing a full-range of complex professional duties relating to human resources management. including position classification, recruitment and selection, training and development, employee relations, labor relations, and special projects.

Guidelines for Use:

This class works as a supportive and cooperative Personnel and Talent Management team member providing excellent customer service, demonstrating specific knowledge in the employee management, civil service, and administration activities of the Human Resources department. A primary responsibility of Human Resources Generalist is to provide information to certified, non-certified, substitutes, interns and/or temporary staff regarding regulations and policies, offering general support and addressing a broad variety of personnel issues. The Human Resources Generalist is responsible for maintaining files, databases, records of personnel actions, evaluations, and tenure.

PART II - MINIMUM KNOWLEDGE, SKILLS AND ABILITIES

A. EDUCATION AND EXPERIENCE:

General Experience:

Seven (7) years of professional experience in human resources management involving such areas as recruitment and selection, classification, compensation, employee relations or employee benefits.

Substitutions Allowed:

1. College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equaling one half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.
2. A Master's Degree in public administration, human resources management, labor relations, industrial/organizational psychology or closely related field or a law degree may be substituted for one (1) additional year of the General Experience.

B. CREDENTIALS:

C. LICENSURES, CERTIFICATIONS AND OTHER REQUIREMENTS:

Incumbents in this class may be required to possess a current Motor Vehicle Class D Operator License.

D. CONTINUING EDUCATION REQUIREMENTS:

Incumbents are expected to be current in employment law and other subjects related to the field of human resources administration.

E. KNOWLEDGE, SKILLS AND ABILITIES:

• Ability to analyze problems quickly and determine effective solutions;
• Ability to apply human resource principles and procedures in the areas of recruitment, selection, classification, compensation, payroll and benefits administration;
• Ability to counsel employees;
• Ability to deal effectively with others;
• Ability to design and deliver orientation and other training programs;
• Ability to prepare a variety of written reports and to comprehend complex oral and written material;
• Ability to communicate effectively, both orally and in writing;
• Ability to read and interpret laws, statutes, regulations, policies, and collective bargaining agreements;
• Ability to serve as an effective business partner;
• Ability to utilize various office automation software, including word-processing, spread sheets, data base management programs and presentation graphics;
• Interpersonal skills;
• Written and oral communication skills;
• Knowledge of equal opportunity principles and requirements;
• Knowledge of interviewing practices and procedures;
• Knowledge of labor relations principles and procedures;
• Knowledge of legal issues pertaining to employment, including but not limited to, equal employment and affirmative action concepts and terminology, ADA, FMLA, minimum wage, harassment laws;
• Knowledge of modern human resources policies and procedures;
• Some knowledge of payroll procedures and operations and benefits administration;
• Knowledge of public human resources administration including recruitment, selection, classification, compensation, career counseling and employee relations;
• Knowledge of relevant state and federal laws, statutes and regulations;
• Knowledge of the principles and practices of public human resources administration;
• Knowledge of, and ability to utilize and interpret statistics;
• Negotiation and conflict resolution skills;
• Ability to work with individuals from diverse backgrounds.

PART III - POSITION SUPERVISES:

1. May lead/supervise human resources assistants and clerical employees as assigned.

PART IV - ESSENTIAL FUNCTIONS

The following identifies the primary and essential functions of the position and is not intended to be an exhaustive listing of all duties.

• Advises and counsels eligible candidates and department representatives regarding interview and selection rules procedures;
• Advises assigned departments on a broad range of human resource issues, such as employee relations, staff training, workers compensation, ADA and FMLA procedures;
• Analyzes and recommends changes to class specifications;
• Analyzes problem situations and takes or recommends appropriate action;
• Assists in conducting departmental investigations into general personnel problems;
• Assists in contract negotiations;
• Assists in implementation of equal opportunity policies and procedures;
• Assists in new employee training;
• Assists in preparation for contract negotiations;
• Assists in scheduling various meetings and employee programs and events in compliance with department and/or contractual needs;
• Assists in supervising a variety of programs and policies regarding employees such as advertising job positions, recruitment, processing applications, verifying employment and education, performing background checks, separation, contracts, and compensation schedules in compliance with City and Board policies, contracts, laws, and agreements;
• Assists in the development of department goals and objectives;
• Assists supervisory staff by monitoring probationary periods;
• Assists the Law Department in the preparation of CHRO complaint responses;
• Assists with coordinating the performance evaluation process;
• Assists with union negotiations through preparing information and reports, providing related data and documentation relevant to contract provisions under discussion and revises contracts to accurately reflect negotiated changes;
• Calculates longevity and salary adjustments;
• Collects information on benefits, salaries, and issues regarding contract negotiations;
• Communicates with other departments, employees, applicants, administrators, and staff providing information and assistance regarding recruitment, transfers, interviews, placement, and personnel records;
• Conducts departmental investigations into general personnel problems;
• Conducts employee orientation programs including introducing personnel, explaining employment benefits, payroll, use of electronic systems, and assisting in filing of enrollment forms;
• Conducts exit interviews;
• Conducts or participates in job audits;
• Conducts reference and background checks;
• Conducts turnover analysis;
• Confers with employees and administrators on personnel and talent management issues;
• Consults with the Director on issues of classification, compensation and policy;
• Contacts staff in other government Human Resources offices for reference material on compensation and classification matters;
• Coordinates with the sub office and Principals to secure classroom coverage for long-term absences;
• Counsels and advises employees on matters related to employment, career development, transfer, separation, recruitment, employee benefits, and/or retirement benefits;
• Develops and revises job descriptions for certified positions;
• Develops materials for special recruitment programs;
• Drafts or suggests revisions of departmental policies and procedures;
• Ensures proper credentials, certifications, and endorsements for certified staff;
• Ensures the accuracy of information reflected in the HRIS software modules and providing inputs regarding personnel information and pay changes;
• Implements and may assist in developing training programs;
• Informs applicants and employees regarding various programs and procedural requirements such as tenure, hours of work, benefits, general work expectations, and time off;
• Interprets and records information from various written materials such as transcripts, employment records, references, employment regulations, and education codes;
• Interprets collective bargaining contracts, and human resource policies and procedures;
• Interviews, evaluates, and recommends applicants for employment;
• Maintains applicant job banks and other records related to recruitment and selection;
• Maintains confidentially concerning personnel actions, legal actions, termination and non-renewal documents, and organizational plans;
• Maintains information within the substitute management and personnel evaluation software applications;
• Monitors, verifies and maintains records of annual leave use by staff;
• Participates in recruitment, orientation and promotion process;
• Performs complex and sensitive professional-level work in the areas of recruitment, selection, classification, compensation, grievance handling, staff training and development, personnel policy development, disciplinary procedures, and coaching and counseling management staff;
• Performs complex and sensitive professional-level work in the following areas: recruitment, selection, classification, workers' compensation, ADA, FMLA, grievance handling, staff training and development, personnel policy development, disciplinary procedures, and coaching and counseling management staff;
• Performs recruitment activities to announce and publicize examinations via print, Internet and/or other media;
• Performs special projects as assigned by the Director;
• Prepares and maintains human resource records;
• Prepares reports for State and Federal organizations in compliance with laws and mandates;
• Processes human resource records and transactions;
• Provides guidance and assistance to the District in the recruitment and selection for certified staff positions;
• Provides information to employees through development of written materials such as forms, brochures, procedures, and pamphlets required for documentation activities;
• Provides overall assistance and research support on benefit policies, programs, and procedures;
• Provides recommendations to the Director on training programs, trouble areas, and other improvement opportunities;
• Receives requests for personnel, special, and unpaid leaves, checks each request and verifies that the employee has the day(s) available and that they are entitled to the leave, and submits to the Director for approval, returns the request to the employee and records the days used by each employee and submits to the payroll for timely processing;
• Researches and composes requests for position action;
• Researches organization and position functions;
• Responsible as the HRIS interface for the Lawson (HRIS-Payroll) system to assist and coordinate in the expansion of HR related modules;
• Responsible for the on-line employment application program;
• Reviews written material and performs audits of positions to determine the proper classification and compensation;
• Screens, interviews, refers and recommends candidates for employment;
• Serves as BOE representative on the Record Management Committee of the City of Waterbury;
• Serves as liaison with print advertising agencies, Internet sites, schools, colleges, professional organizations and other sources to publicize examinations;
• Supports new employee orientation programs, notifying employees on matters related to health, dental, medical, and compensation benefits;
• Trains new staff in human resource policies and procedures;
• May gather information and data for grievances and requests for information;
• Performs related duties as required.

PART V - Working Conditions, Physical and Mental Requirements

Physical Requirements: Employees appointed to positions in this class must have adequate physical strength, stamina, physical agility and visual and auditory acuity and must maintain such physical fitness as to be able to perform the duties of the class. A physical examination may be required.

Frequency: Place an "X" in each box that is appropriate to your job. NEVER (N) OCCASIONALLY (O) FREQUENTLY (F) CONSTANTLY (C) 0 % of Shift 1-33% of Shift 34-66% of Shift 67-100% of Shift Working Conditions N O F C Working Conditions N O F C Physical Demands Depth Perception X Standing X Color Distinction X Walking X Peripheral Vision X Sitting X Driving X Lifting X Physical Strength: Carrying X Little Physical Effort (-10 lbs.) X Pushing X Light Work (-20 lbs.) X Pulling X Medium Work (20-50 lbs.) X Climbing X Heavy Work (50-100 lbs.) X Balancing X Very Heavy Work (100+ lbs.) X Stooping X Environmental Conditions Kneeling X Cold (50 degrees F or less) X Crouching X Heat (90 degrees F or more) X Crawling X Temperature Changes X Reaching X Wetness X Handling X Humidity X Grasping X Extreme Noise or Vibration X Twisting X Exposure to Chemicals X Feeling X Exposure to Gases and Fumes X Talking X Exposure to Unpleasant Odors X Hearing X Exposure to bodily fluids X Repetitive Motion X Exposure to dampness X Hand/Eye/Foot Coordination X Confinement to Small or Restricting Area X Visual Acuity/Near X Mechanical Hazards X Visual Acuity/Far X Physical danger or abuse X
The above statements are intended to describe the general nature and level of work being performed by the employee assigned to this position. They are not to be construed as an exhaustive list of all job responsibilities and duties performed by personnel so classified.

The City of Waterbury and Waterbury Public Schools is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the District will provide reasonable accommodations to qualified individuals with disabilities and encourage both prospective and current employees to discuss potential accommodations with the City when necessary.