OPERATIONS, INNOVATION, AND READINESS HUMAN RESOURCES GENERALIST 2 - 10272026-81952

Job Information

State of Tennessee Job Information

Opening Date/Time 10/27/2026 12:00AM Central Time

Closing Date/Time 11/02/2026 11:59PM Central Time

Salary (Monthly) $4,608.00 - $5,751.00

Salary (Annually) $55,296.00 - $69,012.00

Job Type Full-Time

City, State Location Nashville, TN

Department Transportation

LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF TRANSPORTATION, DAVIDSON COUNTY

This position is in the Human Resources Division - Employee Engagement Section.

This position has a starting salary of $5,510 monthly/$66,120 annually.

This position has a hybrid work schedule of three days in the office and two days working from home.

For more information, visit the link below:

https://www.tdot.tn.gov/PublicDocuments/HR/EE_HRG2_HR_Operations_Innovation_and_Readiness_PD_FINAL_Final.pdf

Qualifications

Education and Experience: Graduation from an accredited college or university with a bachelor's degree and experience equivalent to three years of professional human resources work.

Substitution of Education for Experience

Additional graduate coursework in human resources administration or other related acceptable fields may be substituted for the required experience, on a year-for-year basis, to a maximum of one year.

Substitution of Experience for Education

Qualifying full-time professional or paraprofessional human resources experience may be substituted for the required education on a year-for-year basis to a maximum of four years.

Overview

The Employee Engagement Operations, Innovation, and Readiness Human Resources (HR) Generalist 2 supports the planning, coordination, tracking, documentation, readiness, and follow-through of recurring HR programs, employee support processes and tools, change efforts, and cross-functional initiatives that support the department.

This position supports Employee Engagement and HR partners in preparing for, organizing, tracking, and supporting new and recurring HR initiatives, departmentwide changes, onboarding workflows, employee engagement survey activities, HR processes, and cross-section projects.

The HR Generalist 2 develops practical planning, governance, reporting, and implementation tools and resources to support consistent coordination, readiness, and follow-through.

This position also supports new or evolving HR and workforce initiatives and innovations by translating established concepts into practical work plans and documented handoffs to the appropriate HR section, TDOT division, or program owner for maintenance and sustainability The position works closely with the HR sections, Communications, Legal, and Civil Rights Divisions, and other stakeholders to organize work, clarify handoffs, support readiness, document workflows, coordinate implementation needs, and maintain practical tools that support consistent HR service delivery.

This position assists in coordinating major employee feedback efforts, including enterprise-wide employee engagement surveys, maintaining timelines and trackers, coordinating process needs, organizing dashboard information, summarizing themes, and supporting action-planning follow-up with leaders. This position reports to the Employee Engagement Headquarters (HQ) HR Support Team Lead.Responsibilities

• Develop and maintain standardized tools, resources, and guidance that support consistent execution of Employee Engagement programs and initiatives. Assist with improving documentation, reporting methods, governance resources, and shared practices that strengthen consistency and ease of use across the Department.
• Support change management efforts by preparing stakeholder and audience information, readiness resources, adoption-support materials, feedback tools, and lessons-learned documentation. Assist with identifying barriers, dependencies, and support needs that may affect implementation and employee adoption.
• Create and maintain process maps, workflow documentation, and related resources that clarify roles, handoffs, decision points, escalation points, dependencies, and recurring requirements. Use documented workflows to identify opportunities for improved consistency, coordination, and process clarity.
• Assist with employee engagement survey administration and related feedback efforts by organizing survey information, monitoring participation trends, preparing results and discussion materials, and supporting action planning and follow-up activities with leaders.
• Maintain Employee Engagement resources and shared content, including SharePoint materials, templates, guides, reference tools, and program documentation. Support updates that improve accessibility, consistency, and usability of information for HR partners, leaders, supervisors, and employees.
• Coordinate with HR sections, Communications, Legal, Civil Rights, and other stakeholders when Employee Engagement work requires shared input, review, or support. Facilitate information sharing, clarify responsibilities, and help ensure appropriate follow-up while maintaining established ownership boundaries.
• Support the transition of new or updated tools, resources, and processes to the appropriate HR section, TDOT division, or program owner by preparing documentation, clarifying responsibilities, and assisting with handoff activities needed for ongoing maintenance and sustainability.
• Monitor assigned activities, feedback, issues, and recurring questions to identify patterns and opportunities for improvement. Assist with preparing summaries, reports, and recommendations for review by Employee Engagement leadership.
• Coordinate with the Employee Experience, HR Communications, and Change Support HR Generalist 2 to align internal planning resources with employee-facing communications, engagement activities, and change-support materials.
• Manage change, clarify the vision, take ownership of the change, communicate effectively, remain transparent, and hold yourself and others accountable throughout the process. Support TDOT's values and mission by contributing to consistent, responsive, and effective HR practices.

Competencies (KSA's)

Competencies:

• Customer Focus
• Manages Ambiguity
• Manages Complexity
• Organizational Savvy
• Decision Quality

Knowledge:

• Personnel and Human Resources
• Customer and Personal Service
• Law and Government
• Administration and Management
• Clerical

Skills:

• Critical Thinking
• Judgment and Decision Making
• Active Learning and Listening
• Service Orientation
• Coordination

Abilities:

• Inductive and Deductive Reasoning
• Problem Sensitivity
• Information Ordering
• Oral Comprehension and Expression
• Written Comprehension and Expression

Tools & Equipment

• Computers
• Phones
• Copier/Scanner/Printer/Fax Machine
• Calculator
• Other Office Equipment as Required