Job Information
State of Tennessee Job Information Opening Date/Time 08/12/2025 12:00AM Central Time Closing Date/Time 08/25/2025 11:59PM Central Time Salary (Monthly) $4,517.00 - $5,638.00 Salary (Annually) $54,204.00 - $67,656.00 Job Type Full-Time City, State Location Tiptonville, TN Department Correction
LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF CORRECTION, NORTHWEST CORRECTIONAL COMPLEX, LAKE COUNTY
This position requires a criminal background check. Therefore, you may be required to provide information about your criminal history in order to be considered for this position.
Qualifications
Education and Experience: Graduation from an accredited college or university with a bachelor's degree and experience equivalent to three years of professional human resources work. Substitution of Education for Experience: Additional graduate coursework in human resources administration or other related acceptable fields may be substituted for the required experience, on a year-for-year basis, to a maximum of one year. Substitution of Experience for Education: Qualifying full-time professional or paraprofessional human resources experience may be substituted for the required education on a year-for-year basis to a maximum of four years. OR Three years of professional general human resources experience with the State of Tennessee. Necessary Special Qualifications: None. Examination Method: Education and Experience, 100%, for Preferred Service positions. For Executive Service positions, Minimum Qualifications, Necessary Special Qualifications, and Examination Method are determined by the appointing authority.
Overview
Summary: Under general supervision, performs professional human resources administrative work of considerable difficulty and supervisory work of routine difficulty; and performs related work as required. Distinguishing Features: This is the highest class in the HR Analyst sub-series. An employee in this class performs professional human resources duties including: acting as manager of classification and compensation for a department with complex classification issues; acting as the employee relations officer for the department; performing complex and difficult organizational and administrative human resources studies on a regular basis; acting as the human resources officer for a moderate to large institution such as a correctional facility, or for a moderate sized department. This work may involve supervising subordinate professional or sub-professional human resources staff. This class differs from HR Analyst 2, in that an incumbent of the latter functions at the working level. This class differs from HR Manager 1 in that an incumbent of the latter acts as a full assistant director for a moderate to large department or manages professional human resources staff with complex and difficult program assignments.
Responsibilities
Judging the Qualities of Things, Services, or People:
Assesses the performance of assigned subordinates to inform the performance evaluation process. Assesses the quality of the work of assigned subordinates to inform advice and guidance related to performance management and development. Assesses the quality of job candidates to inform selection decisions and recommendations. Assesses employee disciplinary and performance evaluation documentation to inform recommendations to management. Assesses candidate applications to determine qualifications and inform decisions on who should be interviewed and what salary should be offered. Interpreting the Meaning of Information for Others:
Interprets a variety of current human resources rules, regulations, policies, procedures, and documentation for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance. Explains human resources program specific procedures and regulations to the general public, persons in other departments or divisions, or outside organizations and representatives as required. Resolving Conflicts and Negotiating with Others:
Investigates conflicts between internal business partners and agency employees according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue. Serves as a mediator for complex issues related to applicant problems with candidates and the general public. Resolves disciplinary actions of assigned subordinates. Serves as a mediator for assigned subordinates and peers to upper management personnel. Negotiates with internal business partners to identify legally defensible and accurate employment decisions are made based on departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Resolves interpersonal conflicts between assigned subordinates to ensure a respectful and productive work environment. Resolves simple conflicts without supervisory input to ensure timely and efficient performance and maintain positive working relationships. Maintains a respectful and productive work environment within the assigned work unit to minimize disputes and facilitate performance. Directs complex or difficult to resolve conflicts to assigned supervisor as required. Analyzing Data or Information:
Conducts job analyses to identify tasks and competencies related to performance in various classifications. Analyzes processes, policies, and procedures using human resources reporting and documentation to develop recommendations for changes in operations which affect the economy, efficiency, and quality of agency operations and services. Analyzes human resources related investigations, disciplinary actions, separations, and exit interview information to identify trends and inform reporting. Applies a variety of staff analytic techniques to human resources and general management problems to ensure that recommendations for change and action are workable and comply with professional standards of excellence. Determines the appropriateness of salaries for employees using salary surveys and pay plan information to ensure appropriate compensation. Analyzes position information to determine the appropriate classification to which it should be assigned. Analyzes the correlation between safety violations and incidents and location to determine trends and inform reporting. Analyzes human resources transaction documents and reports for employee appointments, promotions, demotions, reclassifications, flex class changes, separations, terminations, transfers, retirement, and information changes in operating agencies to identify trends, changes, and other relevant factors and inform reporting. Analyzes leave and attendance documents, overtime reports and payroll, supplemental payroll, longevity, and performance evaluation processing documents in addition to other human resources transactions activities to identify trends, changes, and other relevant factors. Analyzes survey data collected by the agency to determine its relevancy to and effects on human resources processes and procedures and inform reporting. Providing Consultation and Advice to Others:
Advises internal and external business partners on the appropriate application of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures for human resources decision making to ensure compliance and effective business practices. Notifies supervisory personnel of possible violations of departmental, state, and federal laws, rules, regulations, guidelines, policies, and procedures. Makes recommendations for changes in operations which affect the economy, efficiency and quality of agency operations and services. Assists internal business partners with investigations of employee relations issues according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue. Advises upper management on team standard operating procedures, best practices, and other workflow factors to inform strategy development and decision making. Assists in the development of supplemental questions for positions based on the competencies identified in the classification specification to ensure compliance with departmental, state, and federal laws, rules, regulations, and policies. Provides advice on employee selection decisions to assigned supervisor. Provides informal performance feedback advice to assigned subordinates to assist with personal and professional development. Provides informal performance feedback advice to assigned supervisor on the quality of work of the Analyst 3's assigned subordinates. Advises peers and/or assigned subordinates on proper departmental procedures related to the accomplishment of their daily workload. Assists assigned subordinates in resolving processing problems to enhance development and team performance. Developing Objectives and Strategies:
Develops job plans for assigned subordinates to communicate responsibilities and expected outcomes of performance in their role. Develops strategies for addressing staffing and headcount needs to ensure adequate coverage for assigned workload. Develops strategies and objectives for assigned program areas to enhance performance and improve organizational efficiency. Develops strategic programs and events to improve subordinate morale. Develops motivational strategies to enhance investment and participation in special events and projects. Develops communication and marketing strategies for addressing the ongoing communication of human resources related information to agency employees. Training and Teaching Others:
Conducts agency specific and specialized training for agency employees to comply with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures, facilitating change, and improving initiatives. Prepares training and standard operating procedure documentation to facilitate the work and training of internal business partners. Trains assigned subordinates in the basic workflow and processes related to their tasks. Conducts new employee orientations/on-boarding meetings as required to educate new hires on departmental, state, and federal laws, rules, regulations, guidelines, benefits, processes, and procedures. Conducts benefits meetings to educate employees on available benefits and changes to existing benefits. Evaluating Information to Determine Compliance with Standards:
Evaluates the results of job analyses to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Audits important, detailed, and/or complex human resources records, documentation, and transactions to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates time and attendance for employees worker's compensation, FMLA, 120 day appointments, leave without pay, and other types of extended leave to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates the reasonableness of accommodations under the American's with Disabilities Act Amendments Act to ensure accommodations are made and determine if undue hardships are imposed. Evaluate employment decisions made by employees and management to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates employee pay and salary recommendations submitted by internal business partners to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates the pay of employees against the pay of other individuals in comparable classes to determine whether salary adjustments are warranted. Audits position change requests to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Evaluates performance documents of agency employees submitted by supervisory personnel for compliance with performance evaluation guidelines. Evaluates employee hiring and retention decisions against affirmative action plan to determine compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Audits all transactions completed by assigned subordinates and assigned internal business partners to ensure accuracy and compliance with standards prior to approval. Evaluates human resources related physical and electronic documentation using departmental guidelines, policies, and procedures to ensure compliance with standards. Evaluates employee and candidate background check results to identify possible findings and determine next steps. Audits requisition requests to ensure accuracy and compliance with standards. Evaluates candidate and employee qualifications to determine compliance with minimum qualifications and/or necessary and special qualifications. Verifies applicants' general information, previous employment, education, compliance with necessary and special qualifications, and possession of required licenses or certificates. Audits organizational hierarchies and supervisory assignments to ensure chains of command are up to date and valid. Audits the personnel files and other employee documentation of assigned subordinates to ensure completeness, accuracy and compliance with standards. Processing Information:
Creates disciplinary letters for agency employees based on information received form upper management to document the disciplinary process and inform the employee of the outcome of the disciplinary action. Creates salary recommendations for candidates and assigned subordinates to eliminate pay inequities. Prepares and corrects leave and attendance documents, overtime reports and payroll, supplemental payroll, pay differentials, longevity, unemployment, and performance evaluation processing documents in addition to other human resources transactions activities. Prepares, processes, and corrects human resources transaction documents for employee appointments, promotions, demotions, reclassifications, separations, terminations, transfers, retirement, reinstatements, overturned suspensions, and information changes. Calculates salary, service and longevity dates, leave balance adjustments, overtime, timesheet corrections and other adjustments as required. Prepares, processes, and corrects information related to special projects, highly confidential transactions, and high profile transactions as assigned. Prepares a variety of reports with recommendations for action in areas including but not limited to: attendance, benefits, affirmative action and equal employment opportunity issues; classification and organizational structure; selection and retention; occupational safety and health; employee relations; and other general human resources issues. Corrects human resources transaction documents submitted by operating agency staff for appointments, promotions, demotions, separations, terminations, reclassifications, transfers, retirement, and information changes. Generates salary plan reports for submission to Finance and Administration using a variety of information to identify corrections for classification and compensation issues. Processes position change requests to create new and/or reclassify existing positions. Codes human resources transactions using appropriate guidelines to inform evaluations and auditing. Prepares and maintains a variety of records and reports such as transaction records, employee files, lists of employees recommended for performance increases and promotions, job specification files, affirmative action records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, and payroll reports. Processes security access changes in electronic databases to ensure up to date clearances are in place. Keys coded candidate information into the computer system. Enters and approves time and leave/overtime requests for internal business partners into the appropriate databases as required. Selling or Influencing Others:
Influences assigned subordinates using identified individual motivational factors to increase job performance and productivity. Sells requests for resources and the services of the team to internal and external business partners. Sells the organization to candidates and the general public while answering candidate calls and attending job fairs and other recruitment events. Sells benefits, internal initiatives, and process changes to employees and other internal business partners during the course of training and communications to facilitate adoption and enhance investment. Guiding, Directing, and Motivating Subordinates:
Leads assigned subordinates in handling complaints, settling disputes, and resolving grievances and conflicts, and otherwise negotiating with others. Creates disciplinary letters for agency employees based on information received form upper management to document the disciplinary process and inform the employee of the outcome of the disciplinary action. Leads assigned subordinates in using relevant information and individual judgment to determine whether events and processes comply with laws, regulations, and standards. Leads assigned subordinates in identifying the underlying principles, reasons, and facts of information by breaking down information and data into separate parts. Processes position change requests to create new and/or reclassify existing positions. Leads assigned subordinates in compiling, coding, categorizing, calculating, tabulating, and verifying information and data. Leads assigned subordinates in observing, receiving, and otherwise obtaining information from all relevant sources. Creates salary recommendations for candidates and assigned subordinates to eliminate pay inequities. Leads assigned subordinates in identifying information by categorizing, estimating, recognizing differences and similarities, and detecting changes in circumstances and events. Leads assigned subordinates in developing constructive and cooperative working relationships with others, and maintaining them over time. Leads assigned subordinates in getting members of a group to work together to accomplish tasks. Leads assigned subordinates in monitoring and reviewing information from materials, events, and the environment, to detect and assess problems. Leverages developmental opportunities and motivational factors to improve team development and the performance of assigned subordinates. Leads assigned subordinates in identifying the educational needs of others, developing formal educational and training programs and classes, and teaching and instructing others. Leads assigned subordinates in performing day-to-day administrative tasks such as maintaining information files and processing paperwork. Leads assigned subordinates in translating and explaining what information means and how it can be used. Leads assigned subordinates in providing guidance and expert advice to management and other groups on technical, systems-, and process-related topics. Leads assigned subordinates in scheduling events, programs, and activities, as well as the work of others. Enters and approves time and leave/overtime requests for internal business partners into the appropriate databases as required. Leads assigned subordinates in entering, transcribing, recording, storing, and maintaining information in written and electronic/magnetic form. Making Decisions and Solving Problems:
Approves salary recommendations, overtime payouts, and other pay recommendations submitted by internal business partners to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Selects job candidates who best fit available positions based on the results of selection assessment and testing. Determines employee qualifications for a variety of employment benefits, including but not limited to FMLA, worker's compensation, and qualifying events for insurance to ensure compliance with standards and identify next steps. Resolves benefit, time and attendance, pay, and other issues using departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to ensure accurate and timely processing. Approves, directly or tacitly, all transactions completed by assigned subordinates and assigned internal business partners to ensure accuracy and compliance with standards. Approves or denies performance evaluations on behalf of the appointing authority to ensure compliance with standards. Determines electronic database and physical security access levels for employees based on the job duties of the employee to ensure the safety and security of facilities and information. Resolves transactional issues identified during evaluations and audits using departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to ensure accurate and timely processing. Approves travel, time and attendance, training, and other related requests submitted by assigned subordinates to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Monitoring Processes, Materials, or Surroundings:
Monitors one or more human resources related program areas (Employee Relations, Benefits, etc.) to ensure compliance and accuracy. Monitors departmental equity pay budget to ensure equity payouts are accurate and sufficient funds are available. Reviews the work of assigned subordinates to provide assistance and guidance on proper order and completion. Monitors the costs and expenditures related to contracts and travel claims to ensure compliance with budgetary constraints. Monitors time and labor during each pay period to identify timekeeping issues and exceptions. Monitors payroll reports to identify pay issues. Monitors requisitions to ensure timely and accurate processing of candidates. Monitors electronic databases to ensure transactions process timely and accurately. Monitors supervisory personnel to ensure performance documents are completed timely and accurately. Monitors vacancy reports to identify unfilled positions and inform reporting. Coaching and Developing Others:
Coaches agency employees on human resources related programs and information to ensure compliance with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures. Educates candidates on the application and hiring process to facilitate accurate and timely submission of documentation. Mentors assigned subordinates by providing feedback and information on organizational culture, policies and procedures, workflow and chain of command, task prioritization, proper documentation, use of systems and available functionality, and how to most effectively and efficiently perform their assigned tasks. Mentors less experienced co-workers in their work. Documenting/Recording Information:
Documents job analysis results based on departmental, state, and federal laws and guidelines to accurately create and/or update classification specifications and ensure the legal defensibility of employment decisions. Continually documents the performance of assigned subordinates to ensure accurate and unbiased performance evaluations. Documents investigations performed for employee relations purposes to ensure accurate information is used in decision making. Documents information provided during meetings and training when serving as the sole agency representative to ensure accurate information is disseminated to others. Documents and stores employee information in electronic databases and/or physical form for employees as required to ensure accurate information is recorded in the employee's records. Documents transaction histories for all transactions including but not limited to employee files, lists of employees recommended for performance increases and promotions, job specification files, affirmative action records, performance evaluation records, longevity records, leave and attendance records, employee work schedules, overtime reports, classification and compensation, and payroll reports to provide an audit trail for future reference. Identifying Objects, Actions, and Events:
Identifies changes to policies to update standard operating procedures and ensure that the team's work is in compliance with the most current standards. Identifies work priorities to ensure the most important work is completed first based on work experience, supervisor guidance, and departmental, state, and federal laws, rules, regulations, and guidelines. Identifies changes in employee status including but not limited to: leave status, personal / general information changes, benefits status, etc. Classifies new hires in terms of prior service with the State of Tennessee to ensure accurate service credits, rehire recommendations, sick leave restoration, and probationary status. Categorizes human resources related transactions in electronic databases using appropriate coding to inform evaluations and auditing. Identifies demographic and position characteristics of candidates and employees using electronic queries to inform affirmative action, Equal Employment Opportunity Commission, and other related reports. Getting Information:
Investigates behaviors and conduct related to workplace conflicts using interviews, documentation, and other sources to establish claim validity and identify possible resolution options. Researches policies, procedures, guidelines, rules, regulations, and laws related to human resources processes using physical and electronic sources to inform conflict resolution, problem solving, and decision making. Collects candidate and employee information, documentation, and assessment results for determining compliance with policies, procedures, and necessary and special qualifications to inform selection and retention decisions. Attends management meetings and conferences/conference calls to gather information on new policies, procedures, human resources updates, best practices, and other changes. Makes regular contacts with the general public, persons in other departments or divisions, or outside organizations and representatives for the purpose of furnishing or obtaining information. Thinking Creatively:
Develops spreadsheets, presentations, forms, form letters, memos, database queries, position advertisements, logs, and other systems as required to facilitate accurate data gathering, tracking, training, and dissemination. Incorporate departmental, state, and federal laws, rules, regulations, and policies into team best practices and standard operating procedures for efficiency and compliance purposes. Develops process improvement suggestions to streamline workflow and improve process cycle times and accuracy. Participates in brainstorming sessions to develop process streamlining initiatives and improve business practices. Communicating with Persons Outside Organization:
Testifies in hearings on behalf of the state related to the results of e
