Human Resources Management Specialist

Job Posting Title

Human Resources Management Specialist

Agency

400 OFFICE OF JUVENILE AFFAIRS

Supervisory Organization

400 Human Resources

Job Posting End Date

Refer to the date listed at the top of this posting, if available. Continuous if date is blank.

Note: Applications will be accepted until 11:59 PM on the day prior to the posting end date above.

Estimated Appointment End Date (Continuous if Blank)

Full/Part-Time

Full time

Job Type

Regular

Compensation

Job Description

A Career with Purpose

The Office of Juvenile Affairs (OJA) is seeking a Human Resource Management Specialist to support a variety of human resources operations and initiatives. This position assists with recruitment coordination, background check processing, interview scheduling, and employment transactions while ensuring compliance with agency policies and state regulations. The HRMS serves as a resource for employees and supervisors by responding to HR inquiries and helping facilitate efficient HR processes across the agency. This role also supports onboarding, workforce initiatives, and day-to-day HR operations to promote a positive employee experience. The ideal candidate will be detail-oriented, organized, and committed to providing high-quality customer service while supporting the mission of OJA. If you are seeking opportunities for professional development and career growth, we would love to hear from you!  

Basic Purpose

Positions in this job family are assigned responsibilities involving the management of human resources, the completion of various human resources management activities and personnel actions, and the application of laws, rules and standards related to personnel and payroll administration and human resources management. Some positions are assigned responsibilities in a specialized area of human resources management, such as compensation, classification, recruiting, grievance management, personnel selection, employee benefits, or employee transactions. Other positions may be assigned responsibilities in several or all of these areas, depending on the size and organization of the unit or agency to which assigned.

Typical Functions

• Serves as the primary HR point of contact for assigned divisions, proactively partnering with employees and supervisors to address HR-related needs and questions.
• Proactively supports hiring and onboarding activities by coordinating with supervisors and candidates to ensure required steps and timelines are met.
• Initiates and submits initial HRIS transactions related to hiring, onboarding, and employee lifecycle changes, ensuring accuracy and completeness.
• Serves as the first point of contact for time and attendance matters, proactively reviewing timekeeping entries, identifying potential issues, and coordinating resolution or escalation as needed.
• Provides proactive, employee-facing benefits guidance, including enrollment assistance, qualifying life events, and benefits education.
• Provides initial guidance and intake for FMLA and other leave requests; coordinates with HR Management for formal designation, tracking, and compliance.
• Proactively advises supervisors on employee relations matters, including performance management, workplace conduct, and corrective action processes.
• Assists supervisors with disciplinary documentation and application of policy, proactively ensuring procedural requirements and timelines are followed.
• Communicates HR policy updates, procedural changes, and operational guidance to assigned divisions in advance of implementation.
• Supports implementation of HR process changes by proactively answering questions, reinforcing expectations, and identifying potential impacts at the division level.
• Escalates complex, high-risk, or sensitive matters to HR Management as appropriate.

Compensation 

Level I -   $46,458.40

Level II -  $52,492.37

Minimum Qualifications 

Level I

Education and Experience requirements at this level consist of a bachelor’s degree; or four years of technical human resources management experience; or an equivalent combination of education and experience.

Level II

Education and Experience requirements at this level consist of a bachelor’s degree plus one year of professional experience in human resources management; or a master’s degree in human resources, industrial/organizational psychology, public administration, sociology, psychology or a closely related degree; or four years of technical human resources management experience plus one year of professional experience in human re