Human Resources Officer 3

State of Nevada•Nevada, NV

3d•Hybrid

About The Position

The Nevada Department of Corrections has a vacancy for a Human Resources Officer 3. This role may be located in Carson City or Las Vegas. The HR Officer will administer and oversee employee relations matters, including counseling supervisors on disciplinary actions, performance management, investigations, corrective actions, grievances, and conflict resolution. Other duties include coordinating Equal Employment Opportunity (EEO) and respectful workplace matters by responding to complaints, conducting investigations, preparing position statements, coordinating with the EEO Office, and ensuring compliance with federal and state employment laws. As well as conduct and coordinate administrative investigations involving allegations of misconduct, policy violations, discrimination, harassment, retaliation, workplace violence, and other personnel matters; review investigative findings and prepare recommendations for management action. Prepare and review disciplinary documents including letter of instruction, reprimands, suspensions, demotions, and termination recommendations in compliance with NAC, NDOC Admivtive Regulations, and collective bargaining agreements. Administer the family and Medical Leave Act (FMLA) program, including reviewing medical certifications, determining employee eligibility, tracking leave usage, communicating with employees and supervisors regarding leave rights and responsibilities, and ensuring compliance with applicable laws and regulations. Oversee American with Disabilities Act (ADA) interactive process matters. Coordinate Workers Compensation and modified duty program and collaborate with supervisors and third-party administrators. Supervise and provide directions to HR staff. Perform related duties as assigned in support of agency operations and institutional needs. The typical work shift for this position is Monday through Friday from 7:00am-4:00pm. Classes in this series serve as line department Human Resources officers. Incumbents in this series plan, organize, and administer a comprehensive Human Resource services program including employee relations, selection, classification coordination, position control, evaluation, training, payroll, and other related areas. Human Resources Officers supervise the work of other Human Resource staff. Under administrative direction, Human Resources Officer III’s perform the full range of duties as described in the series concept in a large, complex, multi-faceted department. This class is distinguished from other levels of Human Resources Officer by the responsibility for Human Resource management in only the largest most complex departments. These departments normally exceed 1200 F.T.E.’s and have a wide variety of occupational categories. Positions in this class manage large professional and support staffs.

Requirements

Graduation from an accredited four year college or university in personnel management, public administration, business or related area and five years of increasingly responsible professional personnel management experience, including two years of supervisory and personnel program management experience; OR an equivalent combination of education and experience.
Working knowledge of federal and state laws, rules, and regulations as they apply to the Human Resource function.
Working knowledge of modern principles, practices, and methods in the management of a public Human Resource program, including classification and pay, recruitment and examination, performance appraisal, selection, and employee relations.
Working knowledge of classification and pay, selection, recruitment and examination, training, safety and employee relations.

Nice To Haves

Skill in directing a diverse group of professional and support staff.
Skill in analyzing specific problem situations and determining acceptable solutions within the framework of laws, rules and regulations.
Skill in performing research, collecting and analyzing data, and reporting information.
Skill in negotiating and applying reason persuasively to resolve employee relations issues.
Skill in establishing priorities amongst conflicting needs with limited resources.

Responsibilities

Administer and oversee employee relations matters, including counseling supervisors on disciplinary actions, performance management, investigations, corrective actions, grievances, and conflict resolution.
Coordinate Equal Employment Opportunity (EEO) and respectful workplace matters by responding to complaints, conducting investigations, preparing position statements, coordinating with the EEO Office, and ensuring compliance with federal and state employment laws.
Conduct and coordinate administrative investigations involving allegations of misconduct, policy violations, discrimination, harassment, retaliation, workplace violence, and other personnel matters; review investigative findings and prepare recommendations for management action.
Prepare and review disciplinary documents including letter of instruction, reprimands, suspensions, demotions, and termination recommendations in compliance with NAC, NDOC Admivtive Regulations, and collective bargaining agreements.
Administer the family and Medical Leave Act (FMLA) program, including reviewing medical certifications, determining employee eligibility, tracking leave usage, communicating with employees and supervisors regarding leave rights and responsibilities, and ensuring compliance with applicable laws and regulations.
Oversee American with Disabilities Act (ADA) interactive process matters.
Coordinate Workers Compensation and modified duty program and collaborate with supervisors and third-party administrators.
Supervise and provide directions to HR staff.
Perform related duties as assigned in support of agency operations and institutional needs.
Plan, organize, and administer a comprehensive Human Resource services program including employee relations, selection, classification coordination, position control, evaluation, training, payroll, and other related areas.
Advise department management on a wide variety of complex employee issues requiring an in-depth knowledge of Human Resource practices, procedures, laws and regulations.
Prepare, justify, and manage operating budgets.
Create, modify, and implement departmental Human Resource policies and procedures, and implement centralized Human Resource departmental policies.
Investigate employee grievances and advise management on conflict resolution.