Department of Human Resource Management
Job Description Virginia Department of Social Services has an exciting opportunity for an HR professional to help advance our mission: People helping people triumph over poverty, abuse and neglect to shape strong futures for themselves, their families and communities The Talent Management HR Generalist performs HR-related duties and provides services to agency managers and employees on issues related to recruitment, policy compliance, and management practices. The Generalist will have extensive contact with agency managers, employees, other state and local agencies, private entities, and the general public to address needs and provide problem resolution. This position will be responsible for interpreting program policies and regulations, and will make recommendations for policy and procedural changes. The HR Generalist assists managers in meeting their business objectives and in resolving issues involving the talent management cycle. The HR Generalist may also serve as a lead or subject matter expert for projects. This position reports to the Manager of the Talent Management team. Minimum Qualifications -Knowledge of Federal and State employment regulations. -Working knowledge of human resources management principles and practices including recruitment, selection, performance management, classification, job evaluation and compensation. -Experience recruiting and sourcing applicants, screening applications and interviewing. -Demonstrated ability to recommend and implement process improvements independently and as a team member to improve customer services and program efficiency & effectiveness. -Strong oral and written communication skills. -Ability to analyze data and reach conclusions which are logical and legally supportable, and counsel and advise managers and employees on laws, policies and procedures in the resolution of HR issues. -Demonstrated ability to lead projects and cross-functional teams. -Ability to interpret and implement policies and procedures. -Ability to build trust with individuals and groups at all levels inside and outside of the organization. -Skill in the use of software applications including MS Office Suite. -Bachelor\u00e2??s degree in Human Resources, Organizational Development, Public Administration, or Business Administration, or equivalent combination of education, training and experience that demonstrates capability to perform the job. Preferred Qualifications -Skill in using a human resources information system. -Working knowledge of Commonwealth of Virginia talent acquisition policies and procedures, and related computer systems. -Working knowledge of employee relations and EEO programs. -HRCI PHR or SPHR, SHRM CP or SCP, OD or program management certification. -Master\u00e2??s degree in Human Resources, Organizational Development, Public Administration, or Business Administration. Special Requirements Must successfully pass a criminal background check. Must be able and willing to staff a state run emergency shelter during an emergency. Special Instructions to Applicants State application form must be completed in its entirety. Only information on state application form will be considered Optional Applicant Documents Resume Cover Letter Required Applicant Documents
Department of Human Resource Management
Website : http://www.dhrm.virginia.gov/
The Office of the Governor’s Division of Personnel, now the Department of Human Resource Management, was created in 1942 as a function within the State Budget Office, but the history of the Virginia Personnel System dates back to the early 1900s. At that time, many agencies had independent sources of revenue. Employee pay and benefits were not uniform. Focus on Central Government In 1916, Governor Henry Carter Stuart expressed concerns that this lack of uniformity could result in “injustice, waste, over/under-manned services, inefficiency, poor service, and nonperformance.” In 1918, the State Commission on Economy and Efficiency recommended the establishment of the first centralized personnel management function in the Commonwealth. That recommendation was not approved. In 1922, the State Commission on Simplification and Economy did develop the first uniform State Classification Plan to begin to address concerns about the fair and uniform treatment of employees. The Commission again recommended the centralization of state government personnel systems, and again, the recommendation was not approved by the legislature. Amid growing concerns about the lack of central mechanisms for monitoring employee compensation, the 1926 General Assembly ruled that the Governor personally approve all pay actions on state employees who earned over $100.00 per month. Ten years later in 1936, Governor George Perry, in what was known as The Griffenhargen Study, requested the establishment of a “state personnel management system that would provide equal pay for equal job responsibilities,” but the concept was not supported by the legislature. In early 1940 the General Assembly drafted, and then rejected another proposal to centralize personnel management in the Commonwealth. Its rejection was based on concerns that centralization might limit the authority of agencies.