Senior Human Resources Generalist

Description

Under the general supervision of an Agency head or designee, this is intermediate professional human resources work that involves a broad spectrum of responsibilities, including full-cycle recruitment, strategic planning, workforce development, event coordination, employee engagement, performance management, benefits administration, training and development, and providing guidance and recommendation on human resources policies.

This position handles highly confidential and sensitive matters associated with human resources management and limited labor relations matters within the agency. Work is reviewed through reports and conferences.

Duties and Responsibilities

Provides guidance, advice, and interpretation on human resources issues related to collective bargaining agreements, performance management, classification, job descriptions, and employee relations, including sensitive and complex issues, benefits, various types of leave, and recruitment for managers and staff.

Organizes recruitment efforts, including the preparation of job announcements, employment advertising, and other recruitment materials; attends job fairs and other events to publicize agency job opportunities.

Handles activities necessary for recruiting, evaluating, and hiring employees within the department, including conducting interviews and selecting the most qualified applicants.

Prepares all appointment documentation, including job letters, background checks, drug tests, psychological tests, physical fitness reports, and reference checks.

Maintains personnel records, seniority lists, vacancy listings, and prepares personnel requisitions.

Provides information regarding human resources policies, procedures, wage rates, and terms of labor contracts to staff, other agencies, and the public.

Manages employee leaves of absence, including Workers’ Compensation, and routes notices to various units.

Provides assistance with the education and enforcement of agency policies and procedures.

Facilitates and attends first-step grievances and provides assistance in preventing and resolving labor relations matters.

Plans, coordinates, and facilitates training programs for the agency, including new hire orientation and site tours.

Prepares various reports related to HR functions and coordinates with units for budget preparation, union negotiations, analysis, and administration.

Coordinates and participates in employee-related activities, such as meetings, recognition programs, employee appreciation events, and other events aimed at improving and maintaining good employee relations.

Performs other related duties as assigned

Minimum Qualifications

Bachelor's degree in Human Resources Management, Industrial Relations, Organizational Psychology, Business or a related field from an accredited college or institution.

OR

High School Diploma or its equivalent from an accredited institution and four (4) years of administrative support experience, with two (2) years in the capacity of a Human Resource Assistant or similar position in a Human Resources unit or division of an agency or department.

Position Factors

Factor 1- Knowledge Required By The Position

Knowledge of the methods, techniques, practices, and principles of human resources management.

Knowledge of computerized record-keeping and tracking systems.

Knowledge of national, local, and federal legislations related to employment.

Knowledge of the regulations and policies related to assigned human resource functions, including collective bargaining agreements and the grievance process.

Skill with Microsoft Office Products (Word, Excel, PowerPoint).

Skill in problem solving and analysis.

Skill in interpersonal communication.

Ability to pay strong attention to detail.

Ability to analyze facts and complete situations and make recommendations for proper action.

Ability to communicate effectively, both orally and in writing.

Ability to establish and maintain effective working relationships with employees, managers, officials, external consultants and agency representatives, and the public. Ability to work independently or collaboratively within a team.

Ability to handle confidential information and address employee concerns.

Ability to manage multiple competing priorities in a fast-paced, deadline-driven environment.

Ability to research, plan, organize, and develop departmental programs.

Ability to provide administrative support and assistance across a range of human resources programs and services.

FACTOR 2- SUPERVISORY CONTROLS

Work is supervised by the HR Division head or designee and is performed independently under minimal supervision in accordance with established guidelines. The employee seeks guidance from a superior officer for complex matters to determine the best course of action within established limits as needed. Considerable independent judgment is exercised frequently. Work is reviewed through meetings, conferences, and the approaches taken to handling specific assignments.

FACTOR 3- GUIDELINES

Guidelines include the applicable local and federal legislation, personnel rules and regulations, departmental policies and procedures, operating manuals and modules, applicable collective bargaining agreements, and Executive Orders.

FACTOR 4- COMPLEXITY

Work involves a wide range of duties requiring knowledge of complex issues, policies, laws, collective bargaining agreements, methods and procedures within the general area of responsibility. It includes managing multiple priorities and handling face-to-face interactions in highly confidential, stressful or sensitive situations.

FACTOR 5- SCOPE AND EFFECT

The purpose of the work is to provide sensitive, confidential, administrative and strategic responsibilities for the Human Resources Division and to ensure compliance with local and federal HR legislations.

FACTOR 6- PERSONAL CONTACTS

Contacts are co-workers, managers, agency representatives, various public agencies, representatives from other agencies/departments, vendors, merchants, and the general public. Work involves handling multiple priorities and can involve face-to-face interactions in highly confidential, stressful, or sensitive situations.

FACTOR 7- PURPOSE OF CONTACTS

Contacts are made to research, analyze, investigate, collaborate, coordinate and process information necessary to complete assigned tasks.

FACTOR 8- PHYSICAL DEMANDS

Work is primarily sedentary but includes periods of prolonged standing, bending, lifting and carrying. Some travel may be required.

FACTOR 9- WORK ENVIRONMENT

Work is performed in an office setting, with some fieldwork required off-site and outdoors for HR-related activities.

Benefits

The Government of the Virgin Islands aspires to provide the highest level of comprehensive benefits, services and programs to eligible employees, retirees, and their dependents which:

• Meet and anticipate their individual needs;
• Assure the GVI's competitiveness with other employers to attract and retain employees;

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• Maximize cost effectiveness; and,
• Assure optimal health and productivity of employees.
  
  

To achieve this goal, from time to time, the carrier for the GVI's insurance may change. Please contact the Group Health Insurance Office of the Division of Personnel in St. Thomas and St. Croix at [email protected] for more information regarding carriers.

Medical and Dental Coverage

Enrollment

The Virgin Islands government offers to full-time employees and their eligible dependents, a group health and dental insurance plan.

Full-time employees must enroll within thirty-one (31) days of hire unless they can provide proof of medical coverage from another source. An employee who does not enroll within 31 days of employment will be automatically enrolled in the health insurance plan with single coverage.

If an employee fails to enroll dependents within the initial eligibility period he/she must wait until a period of "open enrollment" is announced or have a qualifying event as determined by the health insurance carrier to enroll dependents or make changes to their coverage.

Effective Date of Coverage

If enrollment forms are received on or before the 6th of the month, coverage will be effective on the first day of the first month following the receipt of enrollment forms. If enrollment forms received on the 7th of the month or later, coverage will be effective on the first day of the second month following the receipt of the enrollment forms.

Example

Date Forms Received May 1st May 8th January 6th February 7th

Coverage Effective Date June 1st July 1st February 1st April 1st

Dependent Coverage

Dependents Of Eligible Employees May Participate In The Group Health And Dental Insurance Program According To The Terms And Conditions Imposed By The Health Insurance Board Of Trustees And/or The Carrier. Eligible Dependents Are The Employee's

• Legal spouse;
• Natural children;
• Adopted children; and
• Step children.
  
  

Required

When a new dependent is acquired, you must enroll them within thirty-one (31) days after acquiring such dependent. When enrolling a dependent at any time, the following may be required:

• Birth certificate;
• Marriage certificate;
• Adoption papers; and/or
• Legal papers of appointment.
  
  

Various other documents may be required to determine the eligibility of the dependents.

Cost of Coverage

The GVI contributes toward the cost of Health Insurance for each employee enrolled under the Group Health Insurance Program. The GVI reserves the right to change the amount of the employee contribution when necessary for financial or other reasons.

Waiver or Discontinuation of Benefits

An employee may opt to decline coverage, or discontinue coverage under the Group Health and Dental Insurance Plan at any time. An employee who waives coverage upon employment, or who drops out of the program must provide proof of medical coverage and will be subject to the eligibility requirements imposed by the carrier in order to re-enroll in the program. This provision also applies to dependents that are dropped from the plan.

Coverage discontinues on the last day of the month following a qualifying event or on the date of an employee's separation.

After separation, an employee or dependent may be eligible to convert their group policy to an individual policy within 30 days, depending on the insurance carrier. If an employee would like to convert their policy to an individual policy a notice of conversion must be sent to the insurance carrier. Consolidated Omnibus Budget Reconciliation (COBRA) coverage is not available in the Virgin Islands after loss of coverage.

Dental Insurance

As a condition of participation, all employees must enroll in medical coverage to qualify for Dental Insurance.

Leave without Pay

The GVI will maintain group health insurance plan coverage for employees on leave without pay. This coverage will remain at the level and under the conditions for which coverage would have been provided if the employee had continued employment continuously for the duration of the leave. However, employees on leave must arrange to pay into the Group Health Insurance Fund the employee's share of their health insurance premium to maintain coverage.

Retirement Benefits

Retired employees and their dependents are eligible to continue to participate in the Group Health and Dental Insurance Program. Retirees must provide updated contact information to the Group Health Insurance Division to maintain coverage.

Life Insurance

The government provides a complementary basic non-contributory $10,000 basic life insurance benefit. In order for the benefit to be effective, an enrollment form must be forwarded to the Group Insurance Office at the Division. The enrollment form must be signed, dated and must indicate a designated beneficiary.

Employees may also select additional life insurance in either 1x, 2x, 3x or 4x base salary or $10,000, $15,000, $25,000, $50,000, $75,000, $100,000 or $150,000 amounts as supplemental contributory coverage. The employee pays the cost of this additional insurance, and may be required to submit evidence of insurability when increasing coverage after initial enrollment. Insurance enrollment forms and booklets explaining in detail the plan of benefits, as well as claim forms and a schedule of costs may be obtained from the Group Health Insurance Office.

Upon retirement life insurance benefits may be reduced.

Upon death the designated beneficiary will be eligible to receive the life insurance proceeds of the insurance participant, the Division must be notified of the death in order to initiate the claim process. Life insurance benefits are payable by the contracted insurance company and a subject to the limitations established by the insurance company.

Supplemental Insurance

The GVI has several supplemental insurance plans that provide for coverage over and above the regular medical, dental and life insurance coverage.

These plans are voluntary and are not contributed to by the GVI. A list of the current supplemental insurance plans is available through the Group Health Insurance Office. An employee who does not wish to enroll in medical coverage is eligible to enroll in supplemental insurance.

Moving and Relocation Allowance

It is the policy of the GVI to provide a reasonable relocation allowance inclusive of airfare, to eligible employees, based on their employment contract, to help defray the costs associated with relocation from outside the Virgin Islands to accept employment with the GVI. This allowance is made in lieu of any and all claims for reimbursement of relocation and moving expenses.

This policy applies to new employees recruited from off-island and who are approved by the Department Head to receive the benefit of a relocation allowance for moving and relocation expenses.

Employee Assistance Program (EAP)

The GVI will provide confidential and voluntary assistance through its Employee Assistance Program (EAP) to all employees and their family members who may be faced with dynamic challenges of financial concerns, legal issues, alcohol or drug problems, marital problems, illness of a family member, emotional worries, child care problems, etc. For the welfare of employees as well as effective business operations, the GVI encourages its employees to take advantage of this valuable benefit of employment with GVI.

Application

Employees and their family members can refer themselves to the EAP. The program may be reached 24 hours a day on weekdays and weekends.

EAP counselors are available to meet with employees or family members to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource, such as a therapist, Departmental resource, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation. Where an employee may be in need of information, a referral or suggestion may be made over the telephone. There is no charge for employees or their families to use the services of the EAP.

Participation in the EAP Program does not jeopardize job security or promotional opportunities. However, it does not excuse the employee from following GVI policies and procedures or meeting required standards for satisfactory job performance except where specific accommodations are required by law.

Time Away from Work

Employees who want to visit the EAP during regular work hours must use sick, vacation or personal time after their first meeting. If illness is involved, compensatory, sick, and/or annual leave may be used for treatment or rehabilitation on the same basis that it is granted for other health problems.

Mandatory EAP meetings will be completed using administrative leave.

The EAP counselors will make every effort to coordinate referral for ongoing treatment with the employee's health insurance coverage as well as his/her ability to pay.

Mandatory EAP

When an employee's job performance or attendance is unsatisfactory or there appears to be signs of other problems during the work day, the supervisor should counsel the employee in consultation with the human resources officer or designee. If the employee appears to be unable or unwilling to correct the situation, the employee may be referred to the EAP to assist in the resolution of the problem. Depending on the situation, the employee may accept or refuse participation in the EAP. However, there may be situations where continued employment with the GVI may be contingent upon the employee calling the EAP for assistance.

REMINDER: All contact between an employee and the EAP is held strictly confidential. In cases where an employee's continued employment is contingent upon calling the EAP, the EAP counselor will only verify whether or not the employee has contacted the EAP, if ongoing treatment is necessary, and that the employee is following through on the treatment.

Government Employees Retirement System (GERS)

Eligibility

All full-time employees on regular appointments are eligible to participate in the Government Employees Retirement System.

Enrollment

The appropriate enrollment application forms should be completed at the time of orientation and will remain on file in the Departmental Human Resources Office. Contribution will begin on the next available payroll period following enrollment in the retirement program.

Contribution Rates

Contribution rates to GERS are established and amended according to the Virgin Islands Code.

Vesting

Members become vested in the retirement system after ten (10) years of credited service.

Plan Type

The Virgin Islands Government Employees Retirement System is a defined benefit retirement program to which both the GVI and the employee contribute. The benefit at time of retirement is based upon the employee's age, years of service and salary history.

Retirement Age

Employees with forty (40) years of service may retire at any age at full annuity. A member who is fifty (50) years old with ten (10) years credited service may retire at a reduced annuity. Members who have thirty (30) years of service may retire at any age.

Final Average Salary

The Final Average Salary is the average of highest annual salary up to a maximum of $65,000 during any consecutive five (5) year period in the last ten (10) years. Total maximum benefit may not exceed 100% of maximum salary which may not exceed $65,000.

Retirement Benefits

Vested participants should contact GERS for detailed retirement benefit information at least one year but no later than six months prior to the retirement date.

Military Service Credit

Qualified members may receive military service credit toward retirement. Vested participants should contact GERS for details.

01

Please Note: The answers you provide to the supplemental questions will be used to determine eligibility for this position. Please note that in order to qualify for a position, you must satisfy the criteria outlined in the minimum qualifications section of the vacancy announcement and submit supporting documentation. Failure to submit the required documents when applying may disqualify you from further consideration for employment.

Required documents (may vary based on minimum requirements): High School Diploma, High School Transcript, College Degree, College Transcripts, Evaluation of International Credentials (Only education from an accredited school will be accepted), DD214, Proof of a Name Change (Marriage Certificate or Valid I.D), Certifications, Specialized Licenses, Proof of Citizenship (Birth Certificate, U.S. Passport, or Naturalization Certificate), Valid ID, or Resume.

Attaching a resume does not supersede any of these requirements. Your responses pertaining to specific work experience must be clearly shown in the area for work history on your application.

Do you Accept?

• Yes
• No
  
  

02

Do you have a Bachelor's degree in Human Resources Management, Industrial Relations, Organizational Psychology, Business or a related field from an accredited college or institution? (attach degree / official college transcript)

• Yes
• No
  
  

03

Do you have a High School Diploma or equivalent from an accredited institution? (attach high school diploma / high school transcript)

• Yes
• No
  
  

04

Do you have four (4) years administrative support work experience? (attach updated resume)

• Yes
• No
  
  

05

Do you have two (2) years work experience in the capacity of a Human Resource Assistant or similar position in a Human Resources unit or division of an agency or department? (attach updated resume)

• Yes
• No
• Required Question