Human Resources Specialist

Supplemental Information

Job Number: MHSD-193522-JS

Metropolitan Human Services District

3100 General DeGaulle Dr. New Orleans, LA 70114

MHSD is one of ten districts across Louisiana, created by the state legislature in 2003 to oversee the delivery of publicly funded, community-based mental health, addictive disorders and developmental disabilities services to our area. MHSD serves adults, children and families of Orleans, Plaquemines and St. Bernard Parishes. In particular, we serve residents who are uninsured or Medicaid eligible/covered, individuals suffering from mental illness, individuals suffering from addiction, and individuals who have developmental and/or intellectual disabilities.

The incumbent of the Human Resources Specialist/Partner position, under the direction of the Human Resources Supervisor, serves as a strategic and trusted advisor to the leadership team and employees by providing expertise and guidance over employee administration functions, including onboarding, employee orientation, position management, classification, compensation, hiring and promotional practices, employee benefits, payroll, MHSD residency program, and FMLA. This role is also responsible for managing the credentials of the agency prescribers and serves as the back up to the HR Supervisor in support of the completion of HR tasks.

Compensation- Employee Recruitment and Staffing & Residency/Fellows Program

• Assists the Human Resources Supervisor with completing hire actions, transfers, demotions, promotions, etc. to process personnel actions in accordance with State Civil Service rules and regulations

• Assists the Human Resources Supervisor in ensuring the accuracy of personnel records in accordance with State Civil Service - Compliance and Audit Division and verifies that the files are organized and accessible for audits or inquires

• Assists the Human Resources Supervisor in updating position descriptions (SF-3s) regularly and submits them to State Civil Service- Compensation for review and evaluation to ensure that they accurately reflect the duties and responsibilities of the position

• Assists the Human Resources Supervisor in processing personnel action forms and ensures proper approvals are obtained

• Assists the Human Resources Supervisor with performing employment verifications

• Assists the Human Resources Supervisor with completing hire actions, transfers, demotions, promotions, etc. to process personnel actions in accordance with State Civil Service rules and regulations

• Assists the Human Resomces Supervisor with staffing needs, creates, and develops accmate position descriptions and job postings

• Assists the Human Resources Supervisor with recruitment efforts, posts job openings in LA Careers, refers eligible candidates to hiring managers, schedules interviews, and participates in candidates' assessments and selections

• Assists the Human Resources Supervisor with the onboarding process and orientation to ensure a seamless integration into the organization

• Assists the Human Resources Supervisor with managing the employment verification process

• Assists the Human Resources Supervisor with list of approved positions and compensation allocations

• Assists the Human Resources Supervisor with creating and maintaining personneJ files in compliance with applicable legal requirements

• Serves as 1-ffi. liaison for the full cycle of the residency/fellowship program

• Conducts orientation for MI--ISD Residents/Fellows

• Processes all personnel actions related to Residents/Fellows

• Maintains scheduling of Residents/Fellows in conjunction with clinic managers

Employee Benefits

• Administers agency benefits programs to include but not limited to medical, dental, vision, retirement plans, insurance policies e.g., short-term, life, etc. with vendors

• Reconciles monthly Office of Group Benefits invoices

• Reconciles all statewide vendor monthly invoices for payments

• Submits request for payment for active and retiree health insurance

• Submits request for payment for all state-wide vendor insurances

• Setups and attends supplemental presentations for staff

• Provides explanations of employee benefit programs and advises employees of available options

• Enters all employee information into LASERS

• Updates/maintains employee information in the LASERS Employer Pmtal

• Administers that FLMA process by creating and updating FLMA reports to provide to the Human Resources Supervisor weekly and communicates employee approved Leave status, and any reasonable accommodations, if necessary, with supervisors as needed.

Payroll

• Processes payroll confidentially and contributes to maintaining employee satisfaction by ensuring that payroll is processed accurately and in accordance with ADP policies and procedures

• Collaborates with employees and supervisors to collect and verify employee timecards or timekeeping records biweekly

• Processes employee status changes, such as new hires, terminations, promotions, and salary adjustments in ADP

• Ensures accurate and timely updates to employee records in the ADP

• Generates payroll reports for Fiscal for review and approval to process

• Interprets and informs employees about State compensation policies and market adjustments

• Verifies the accuracy of employees' market adjustments Provides outstanding customer service to resolve

• Audits ADP information against LAGOV-HCM information and update as necessa1y

• Reconcile payroll data to ensure accuracy, including verifying earning, tax withholdings, and deductions

• Addresses discrepancies and resolves payroll-related issues promptly

• Maintains accurate and confidential payroll records, including electronic and physical files

• Responds to employee inquiries related to payroll, tax forms, deductions, time adjustments, leave accruals, and other payroll-related matters

• Verifies that time administration is accurately entered into ADP biweekly

• Serves as the subject matter expert on ADP timekeeping and attendance requirements

• Runs required payroll reports to ensure timely and accurate payroll processing biweekly

• Collaborates with physicians and supervisors to collect and verify employee timecards or timekeeping records biweekly

• Maintains all ADP mass pay adjustments, changes, schedules, etc. biweekly and annually

• Conducts time and attendance training for staff

Provider Licensure Entry and Updates

• Develops, recommends, and implements processes to ensure accurate licensure processing for the agency

• Maintains copies of current state licenses, pertinent certifications, and any other required credentialing documents for all providers

• Maintains contact with multiple health plans for credentialing providers

• Tracks license and certification expirations for all providers to ensure timely renewals

Performs other HR related duties as assigned.

AN IDEAL CANDIDATE SHOULD POSSESS THE FOLLOWING COMPETENCIES:

• Demonstrating Accountability:The ability to accept ownership for your actions, behaviors, performance, and decisions.

• Following Policies and Procedures:The ability to comply with policies and procedures of the organization as well as State Civil Service rules, and all applicable federal and state laws.

• Managing Performance:The ability to direct and to evaluate the work of employees.

• Managing the Employee Lifecycle:The ability to manage the recruitment, hiring, onboarding, performance, development, retention, and succession of employees.

• Thinking Creatively:The ability to generate ideas, manipulate ideas, and make unconventional connections to develop original approaches.

• Working with Financial Information:The ability to use financial data to guide, drive, and convey the financial standing and/or outlook of an organization.

No Civil Service test score is required in order to be considered for this vacancy.

To apply for this vacancy, click on the "Apply" link above and complete an electronic application, which can be used for this vacancy as well as future job opportunities. Applicants are responsible for checking the status of their application to determine where they are in the recruitment process. Further status message information is located under the Information section of the Current Job Opportunities page.

• Resumes WILL NOT be accepted in lieu of completed education and experience sections on your application. Applications may be rejected if incomplete.*

For further information about this vacancy contact:

Jamie Smith

jamie.smith@mhsdla.org

Qualifications

MINIMUM QUALIFICATIONS:

A baccalaureate degree plus three years of professional level human resources experience.

SUBSTITUTIONS:

a. Six years of full-time work experience in any field may be substituted for the required baccalaureate degree.

Candidates without a baccalaureate degree may combine work experience and college credit to substitute for the baccalaureate degree as follows:

A maximum of 120 semester hours may be combined with experience to substitute for the baccalaureate degree.

30 to 59 semester hours credit will substitute for one year of experience towards the baccalaureate degree.

60 to 89 semester hours credit will substitute for two years of experience towards the baccalaureate degree.

90 to 119 semester hours credit will substitute for three years of experience towards the baccalaureate degree.

120 or more semester hours credit will substitute for four years of experience towards the baccalaureate degree.

College credit earned without obtaining a baccalaureate degree may be substituted for a maximum of four years full-time work experience towards the baccalaureate degree. Candidates with 120 or more semester hours of credit, but without a degree, must also have at least two years of full-time work experience to substitute for the baccalaureate degree.

b. A Master's in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for one year of the required experience. (The college transcript must indicate the major as business administration, public administration, human resources/personnel, etc. Master's degrees in fields such as marketing, economics, etc. are not acceptable.)

c. Possession of a Juris Doctorate will substitute for one year of the required experience.

Advanced degrees with less than a Ph.D. will substitute for a maximum of one year of the required experience.

d. A Ph.D. in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for two years of the required experience.

All advanced degrees will substitute for a maximum of two years of the required experience.

e. Certification by the Society for Human Resource Management (SHRM) as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), a Certified Professional (CP) or a Senior Certified Professional (SCP) will substitute for a maximum of one year of the required experience.

NOTE:

In order to receive credit, your certification must be current (i.e., issued within the last three years). If you have been certified and your certification expires, you must apply for and be re-certified before you can get credit again. Information regarding certification may be obtained from the Human Resource Certification Institute, 1800 Duke Street, Alexandria, Virginia, 22314.Phone: 866-898-4724 or Fax: 703-535-6474.

NOTE:

Human resources experience is that experience gained in an office whose sole responsibility is the administration of a comprehensive personnel program including many if

not all of the following programs: recruitment, selection and placement; training; equal employment opportunity; disciplinary and grievance proceedings; classification and wage; payroll; and employee relations OR experience gained in an office whose sole responsibility is the administration of one aspect of a comprehensive personnel program, such as training, payroll, or equal employment opportunity.

NOTE:

Any college hours or degree must be from an accredited college or university.

Job Concepts

Function of Work:

To perform specialized tasks in the maintenance of human resources functions.

Level of Work:

Advanced.

Supervision Received:

Direct from a Human Resources Supervisor, Human Resources Manager, or higher level administrative official.

Supervision Exercised:

May supervise one lower level Human Resources Analyst.

Location of Work:

May be used by all state agencies.

Job Distinctions:

Differs from Human Resources Analyst C by the presence of serving as a technical specialist over assigned programs.

Differs from Human Resources Supervisor by the absence of direct supervision of two or more subordinates, one of which must be a professional Human Resources position.

Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.

Examples of Work

May be used as a leadworker over a group of Human Resources Analysts.

May serve as a technical specialist performing in-depth/expanded activities in programs requiring advanced knowledge, skills and abilities.

May serve as coordinator of a special project or initiative.

Develops and recommends policies, procedures, and long and short-range goals relative to program areas. Assists in the development of performance indicators and in

implementation of the strategic plan. Evaluates the effectiveness of the assigned program areas and recommends and implements necessary changes.

Explains alternative solutions to complex allocation or evaluation problems.

Requests re-evaluation of new or revised jobs.

Conducts detailed salary surveys and other research. Analyzes data and determines problem areas. Prepares documentation of findings for submission to Civil Service.

Revises salary levels proposed by management in order to ensure consistency within existing organizational patterns. Meets with Civil Service representatives to solicit

advice regarding the most appropriate pay mechanism to address specific pay issues.

Advises supervisors and managers of their options and responsibilities in taking disciplinary actions. Assists management in adhering to procedural details essential to ensure

the successful operation of the disciplinary process.

Investigates complaints of discrimination or sexual harassment brought through internal complaint procedures. Recommends resolution to the Human Resources Director.

Analyzes hiring and promotional practices to ensure that the agency is in compliance with federal law.

Represents the Human Resources Office in agency meetings relative to organization of new units and reorganization of existing units. Proposes alternative organizational plans

based on knowledge of Civil Service rules and policies. Make recommendations to agency management and the Human Resources Director. Acts as liaison between

agency management and Civil Service representatives in implementing reorganization plans.

Reviews program operations to determine need for new or revised policies or procedures. Drafts policy statements for review and approval of the Human Resources Director.

Interprets Civil Service rules and regulations and departmental policies and procedures regarding personnel actions for management, employees, and applicants.

Coordinates recruiting, selection, and placement activities for the agency.

Develops long- and short-range goals for implementation of training programs. Evaluates training programs for effectiveness.

Participates with the administrative staff in the formulation of broad policies and decisions in areas such as staff utilization, overall budget matters, and management policy and procedures.

Coordinates benefits program involving counseling employees and resolving problems.