Services Provided by the DHHS Division of Human Resources
In the discussion below, the terms “specialist” and “generalist” are often used. As rule of thumb, a specialist is an expert in one subject area. A generalist on the other hand works in a variety of areas and may refer to a specialist to share his/her expertise. Both jobs can be complicated as the specialist has to know a great deal about one thing while the generalist has to know a lot about a lot of things.
The key difference in work done by the central HR office and that of the field HR offices is the scope of responsibility. Central HR office decisions have department implications whereas field HR office decisions are generally limited to a division or facility.
Another core business difference in the central HR and field HR offices is that HR field offices play a very important role in creating, processing and maintaining personnel transactions and employee records. Successful work here is extremely critical as it can literally mean the difference in an employee being paid correctly or receiving appropriate benefits. The BEACON system is used to do much of the personnel transaction work in a field HR office. You will receive BEACON training to prepare you for creating, maintaining and reporting personnel transactions.
Organizationally, the central HR office comprises specialists in the areas of classification, salary administration, employee relations, safety/health, benefits, employment/recruitment, and training/development. Central HR provides the strategic human resources planning, policy development, policy interpretation, consultant services and technical assistance for DHHS. It also serves as the liaison to the Office of State Human Resources on policy and personnel transactions. In general, central HR specialists have expertise in a single area whereas field HR staff have more in depth knowledge of day to day HR processes and programs.
The specialists in central HR are organized in sections (or teams) with each section performing core human resource functions. The teams and core responsibilities are as follows.
The DHHS-HR director’s office includes the deputy director and two assistant directors. The DHHS-HR director also directly supervises the Secretary’s Office-HR office. The DHHS-HR director is responsible for all planning, organizing and directing of department human resource operations and is the direct liaison with the Office of State Human Resources as well as other state agencies on important matters affecting DHHS employment.
The deputy director manages the Classification and Compensation, Employee and Management Development, and Recruitment teams and supervises division HR offices. The DHHS-HR educational web/technology specialist also reports to the deputy director’s office.