HR Operations Specialist 2

JOB SUMMARY

Under direct supervision, researches and answers questions and issues raised by employees, supervisors and managers regarding application and use of Human Resources policies and procedures, benefits and payroll systems, district policies and procedures, and state and federal regulations.

MAJOR DUTIES & RESPONSIBILITIES

List most important duties first
1.    Consults with employees, supervisors, managers, and external customers regarding state and federal law and district policies that relate to HR, Benefits, and Payroll.
2.    Analyzes and resolves issues relating to compensation, payroll, benefits, escrow accounts, leave balances, TRS, W-4’s, W-5’s, workers compensation, time and labor, supplemental sick leave bank, and direct deposit.  Analyzes data to determine trends and patterns and develops recommendations to solve systematic/recurring problems.
3.    Takes corrective actions as needed.

 

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

4.    Compiles, analyzes, and resolves issues with  Budget, Payroll, Shared Services, Staffing, and Benefits Departments.
5.    Submits wage, benefits, social security, health and human services verifications for current and former district employees in accordance with district and federal and state policies and procedures.
6.    Performs other job-related duties as assigned.

EDUCATION

Associate Degree or 60 hours

WORK EXPERIENCE

1 to 3 years

SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

SAP, Microsoft Office

Office equipment (e.g., computer, copier)

LEADERSHIP RESPONSIBILITIES

No supervisory or direct people management responsibilities. May provide occasional work guidance, technical advice and training to staff.

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work and tasks are often straightforward, routine, structured and guided by established policies and procedures. Little, if any, independent judgment is required, outside of making basic choices in the selection and application of established methods. The job receives frequent, ongoing supervision.

BUDGET AUTHORITY

No budget development activity is required.

PROBLEM SOLVING

Decisions are made on routine matters affecting few individuals and usually within the confines of the job's own department. Specific job activities and results are typically reviewed closely.  There are limited requirements for developing new ideas or changes in methods, procedures or services.

IMPACT OF DECISIONS

Follows rules and procedures. Decisions can have minimal or no impact to HISD. Errors can be readily detected, usually by the employee, and, if made, would result in minor expense for correction.

COMMUNICATION/INTERACTIONS

Information sharing - gives and receives information such as options, technical direction, instructions and reporting results. Interactions are mostly with customers, own supervisor and coworkers in own and other departments.

CUSTOMER RELATIONSHIPS

Follows through with customer inquiries, requests and complaints. Forwards difficult and non-routine inquiries or requests to appropriate level for resolution.

WORKING/ENVIRONMENTAL CONDITIONS

Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements.
Ability to carry and/or lift less than 15 pounds.