Human Resources Spclst VI

WHY WORK FOR DFPS?

The Texas Department of Family and Protective Services (DFPS) is responsible for protecting the unprotected — children, elderly, and people with disabilities — from abuse, neglect, and exploitation. DFPS accomplishes this responsibility by employing over 12,000 workers who live up to the agency's Mission, Vision, & Values in service to the citizens of Texas. DFPS is not only a qualifying organization for the Public Service Loan Forgiveness Program but also offers excellent health benefits, special discounts on many products and services through the Discount Purchase Program, longevity pay, generous paid leave, access to the Wellness program, lifetime retirement annuity, Texa$aver 401(k) and 457 Programs under the Employees Retirement System of Texas.

Functional Title: Human Resources Spclst VI 
Job Title: Human Resources Spclst VI 
Agency: Dept of Family & Protectve Svc 
Department: Workforce Development Division 
Posting Number: 8628 
Closing Date: 09/27/2025 
Posting Audience: Internal and External 
Occupational Category: Protective Services 
Salary Group: TEXAS-B-25 
Salary Range: $5,797.66 - $9,508.25 
Pay Frequency: Monthly
Shift: Day 
Additional Shift:  
Telework:  
Travel: Up to 10% 
Regular/Temporary: Regular 
Full Time/Part Time: Full time 
FLSA Exempt/Non-Exempt: Nonexempt 
Facility Location:  
Job Location City: AUSTIN 
Job Location Address: 4900 N LAMAR BLVD 
Other Locations:  
MOS Codes: 42A, 42B, 42H, 70F, 420A, 120, 003759, 3320, SEI11, YNS, YN, 0111 
 
 
 

GENERAL DESCRIPTION

The Search Engine for Multi-Agency Reportable Conduct (SEMARC) Human Resources (HR) Specialist VI reports to the director of HR Programs and performs highly advanced (senior-level) strategic human resources management work involving administering or assisting in the administration of a human resources management program (classification, compensation, military liaison, workers compensation, risk management, HR records, HR payroll actions, due diligence, recruitment). This position will be responsible for coordinating with internal and external partners in processing background checks for DFPS employees within the SEMARC system. In addition, this position will serve as Works under minimal supervision, with extensive latitude in the use of initiative and independent judgment.

ESSENTIAL JOB FUNCTIONS (EJFs):

Review and recommend human resources personnel actions, ensuring conformity with agency, state, and federal regulations.

• Oversees the administration, coordination, development, and evaluation of SEMARC employment eligibility activities to ensure the agency’s compliance with state and federal regulations.
• Serves as the primary SEMARC point of contact and subject matter expert by reviewing and recommending DFPS human resources personnel actions, ensuring each action complies with agency policies, Texas state requirements, and federal employment regulations to maintain legal compliance and safeguard the integrity of the employee background check process. 
• Coordinates SEMARC employment eligibility activities and operations with agency leadership, human resources, legal services, and external stakeholders, and recommends necessary changes and initiatives that comply with state and federal regulations.
• Reviews, evaluates and prepares statistical reports on SEMARC and HR program activities related to reportable conduct to ensure compliance with agency polices, laws and regulations.

Plan, develop, and implement initiatives and strategic projects related to human resources operations, including working on and/or overseeing the most complex program assignments.

• Manages complex projects and studies related to SEMARC and HR Programs such as obtaining reports, analyzing data to developing guidance and recommendations.
• Facilitates and implements complex SEMARC and HR Program initiatives and leads ad-hoc projects related to all areas of HR management including research projects, workgroups, and other strategic initiatives.
• Represents HR in external and internal workgroups and initiatives to ensure HR Program representation is considered in the projects related to SEMARC.
• Analyzes and evaluates high-priority SEMARC projects by planning, developing, and implementing strategic initiatives across DFPS divisions, ensuring each complex assignment meets agency workforce needs, and aligns with state and federal requirements, and advances long-term operational goals
• Conducts surveys, inspections, or reviews of the SEMARC employment eligibility processes and activities to determine compliance with laws, policies, and procedures.
• Develops and supports special projects, surveys, studies and initiatives to evaluate trends and the effectiveness of SEMARC policies and procedures.
• Provide special project support and consultation for HR-program initiatives including training, leadership assessment, and executive initiatives.
• Researches and develops solutions to complex employment and human resources management issues.
• Enters and retrieves information within the IMPACT and SEMARC system, as it relates to SEMARC processing.
• Evaluates emerging human resources industry trends, approaches, new legislation proposals, and relevant case law by conducting in-depth research and analysis, then develops written assessments, evaluations, and actionable recommendations to update human resources policy and procedures, ensuring they remain legally compliant, operationally effective, and aligned with best practices.

Administer disciplinary action.

• Administers and oversees the disciplinary action process related to difficult or complex disciplinary issues, to represent HR employee relations.
• Assists executive management with sensitive employment actions including but not limited to written warnings and disciplinary actions such as demotion, suspension, or dismissal, as needed.

Prepare budget estimates, fiscal notes, legislative analyses, and other human resources-related assistance to legislative staff during the legislative session.

• Reviews and analyzes current and proposed legislation to assess potential or actual agency human resources-related impact changes to human resources policies and programs that impact SEMARC eligibility.
• Develops responses to new or proposed HR legislative changes or inquiries for management or agency leadership.
• Assists in the oversight of legislative analysis for proposed legislation impacting DFPS HR policies or workforce.
• Prepares budget estimates and fiscal notes for proposed implementation that impacts HR Programs, as needed.

May supervise the work of others.

• Provides direction, guidance, and technical assistance to peers, as needed, for the HR Programs.
• Oversees assignments and projects, as needed.

Enters, updates, and retrieves data from various automated human resources and/or payroll systems.

• Coordinates the entry, update, and retrieval of information from the Centralized Accounting and Payroll/Personnel System (CAPPS) system, the SEMARC system, and other databases to process applicant and employee background investigations.
• Perform activities and operations within the HR Program that ensure accuracy, timeliness, and compliance with state and federal regulations

Posts required state and federal employment notices.

• Coordinates with agency operational support to ensure required employment posters and notices are displayed in common areas so that they are easily visible.
• Works with the Office of Interagency Coordination on Reportable Conduct (OICRC) to ensure staff are aware of applicable notices related SEMARC.

Processes personnel actions and reviews completed personnel actions to ensure conformity with agency, state, and federal regulations.

• Collaborate with HR Programs team to assist in managing substantial workload of processing personnel actions, while ensuring compliance with current policy, laws and regulations, during high demand periods.

Conduct new employee orientation; process forms, including I-9s, for new hires; and

provide overview of employee benefits.

• Serves as a back up to facilitate new employee orientation and process onboarding for agency new hires by covering agency policies, procedures, benefits and workplace expectations, as needed.

Provide routine support for requests made under the Americans with Disabilities Act (ADA), the Family Medical Leave Act (FMLA), and other benefits programs.

• Provides support and guidance to Human Resources Employee Relations and FMLA Unit, in responding to request from agency management and staff as it relates to ADA, FMLA and other benefits programs outlined in policy and procedures.

Provide advice and guidance to employees and management on issues, rules, and

policies related to human resources management, which may include handling and

responding to complex issues and questions.

• Serves as the primary point of contact within DFPS HR related to the SEMARC project.
• Processes internal and external inquiries related to the program assigned.
• Assist other areas within the HR Programs by taking phone calls, answering inquiries, working with DFPS staff, and coordinating completion of HR related tasks and assignments.
• Handles inquiries related to SEMARC to facilitate employment decisions for the agency.
• Evaluates the rationale and basis for requests for exceptions to agency human resources policies, conducts related research of relevant statutes, regulations, policies, rules, regulations and processes and assesses the impact and outcome of exceptions to human resources policies then develops written recommendations and reports for agency leadership review.
• Evaluates problems, deficiencies, and inadequacies in HR programs and policies, and develops proposals and recommendations to address identified issues.
• Serves as an advisor to ensure HR policies and procedures are in compliance with federal and state employment statutes, regulations and rules, and functions as a liaison for internal and external auditors to provide human resources policy and process interpretation and information.

Recruit, screen, and interview applicants; assess qualifications; and refer candidates to

hiring manager.

• Assist HR Programs with recruiting, screening, assessing applicants, and referring candidates to hiring managers to support workload management and provider coverage, as directed by the HR Programs Director.

Conduct job analyses to determine proper classification and prepare new or revised job

descriptions and job postings.

• Assist HR Programs to draft, review, and recommend changes to job descriptions that are being prepared for an audit to ensure compliance with the State’s Position Classification plan when demand is needed. 
• Coordinates with the HR Programs to provide consultation to agency management and staff regarding the state classification plans, policies, regulations, statutes, requirements, and procedures, as directed. 
• Reviews, analyzes, and recommends changes to human resources policies and procedures on postings, classification and compensation.
• Prepares reports, data analyses, and policy interpretations on state and federal laws, regulations, policies and procedures and classification and compensation issues, as directed.

Conduct classification compliance audits, review position questionnaires, interview

employees, and prepare reports of findings, making recommendations as appropriate.

• Supports classification and compensation projects and studies and develops technical guidance and recommendations, as directed.
• Collaborates with internal and external stakeholders to conduct classification compliance audits, review position questionnaires, interview employees, and prepare report of findings to ensure compliance with the State’s Position Classification Plan to assist HR Programs.

Conduct objective and thorough internal investigations of grievances and complaints,

recommending appropriate resolution.

• Leads objective and thorough internal investigations of grievances and complaints related to SEMARC activities that violate human resources policy and procedures.
• Recommends appropriate action by completing a final report of findings for management’s corrective action in compliance with policy and regulations.
• Assists external stakeholders, as requested, with any investigations or concerns related to the HR Programs.
• Prepares executive reports for agency leadership to assist with recommendation appropriate action for resolution, as requested.
• Assists HR leadership in the oversight of the work of Human Resources and Payroll/Personnel System (HRPS) contractor activities, as needed.
• Coordinates and responds to complaints received as it relates to SEMARC and agency employment decisions.

Coordinate the maintenance and analysis of human resources automated systems, files,

records, and reports.

• Monitors the organization, accuracy and security of CAPPS, electronic personnel files and records in compliance with retention and privacy requirements.
• Coordinates regular reviews, updates and audits of retaining personnel records and compliance for reportable conduct.
• Analyzes HR related reports to monitor HR metrics, identify trends and support data-drive decision making.
• Uses the E-Verify, a web-based system, to confirm an applicant’s eligibility to work in the United States, and uses internal tracking system to track and monitor extensions and exceptions.
• Uses the Texas Department of Public Safety Fact Clearinghouse database to view and retrieve criminal history information.
• Uses SEMARC database for agency employment determination
• Uses the Texas Department of Public Safety Driver’s License database (DRRS) system to review and assess employee and applicant driving records.
• Coordinates with OICRC to validate SEMARC system, files, records and reports remain confidential and in compliance with policy, laws and regulation as it relates to employment decisions for the agency.
• Assists to ensure all employee master personnel file records and processes are in compliance with applicable laws and agency policies.

Develop solutions to highly complex human resources problems by following procedures

or applying policy.

• Collaborates with the Director of HR Programs to develop successful solutions with agency leadership to address highly complex human resources related matters and issues related to the HR Program, and SEMARC while ensuring compliance with state and federal regulations, policies and procedures.

Plan, design, and conduct general meetings, workshops, and human resources trainings, and deliver training to managers and staff.

• Plans, develops, and delivers in-depth human resources-related training for agency management and staff and supervisors on and the SEMARC policy, requirements, process, and guidelines
• Represents HR by coordinating, planning and conducting meetings, conferences, work groups, and other events to discuss implementation and special projects related to the SEMARC.

Make recommendations for selection of job candidates.

• Provides direction and guidance to agency leadership and evaluation of applicants and assists within making recommendations for selection of candidates for the agency as part of the SEMARC process to ensure compliance.
• Serves as a point of contact for SEMARC issues related to eligibility for employment with DFPS.

Develop, review, revise, and implement human resources policies and procedures.

• Serves as a human resources policy subject matter expert for SEMARC as it related to DFPS employment eligibility, and provides guidance and consultation regarding human resources policies, processes, policy development and revision to DFPS management, staff, and external agencies and entities.
• Serves as an advisor to ensure SEMARC policies and procedures follow federal and state employment statutes, regulations and rules, and functions as a liaison for internal and external auditors to provide human resources policy and process interpretation and information.
• Coordinates the development of new human resources related policies and procedures to ensure compliance with state and federal regulations as it related to SEMARC.

Monitor and determine the effectiveness of human resources and administrative management programs and recommend solutions to problems.

• Reviews, analyzes, and recommends changes to human resources policies and procedures and monitors the effectiveness of human resources and administrative management programs to recommend solutions to problems, as it relates to SEMARC.
• Provides assistance in the interpretation of human resources policies and processes, advises human resources staff and agency management and staff regarding complex policy, classification, compensation, recruitment and selection, due diligence or employee relations matters and problems, and develops solutions.
• Evaluates problems, deficiencies, and inadequacies in HR programs and policies, and develops proposals and recommendations to address identified issues.

Prepare human resources correspondence and reports, including confidential correspondence and reports.

• Prepares reports, data analyses, and policy interpretations on state and federal laws, regulations, policies, and procedures related to SEMARC.
• Develops methods and procedures for gathering, compiling, and analyzing statistical data and develops reports and analyses for the HR Program, as directed.
• Provides guidance and analysis related to the SEMARC in action memos and correspondence being reviewed by agency leadership for final determination.
• Drafts action memos for Commissioner approval, as needed, related to SEMARC implementation, requests and recommendations.
• Writes and edits agency HR communications targeted toward all level of agency staff related to the HR Program.

Performs related work as assigned.

GENERAL QUALIFICATIONS AND GUIDELINES

EXPERIENCE AND EDUCATION

*Graduation from an accredited four-year college or university with major course in human resources management, business or public administration, organizational development or a closely related field is required.

*Minimum of three years of full-time employment experience in human resources.

Preferred Experience:

*CAPPS experience

*Knowledge of DFPS Programs 

*Experience related to the essential job functions indicated in the job description

*Certification from Society of Human Resource Management, or the Human Resources Certification Institute. 

KNOWLEDGE, SKILLS, AND ABILITIES

Ability to maintain the security and integrity of the infrastructure per Governor Abbott Executive Order GA-48.

Knowledge of federal, state, and local laws and regulations governing human resources

activities; the principles and practices of human resources management.

Knowledge of SEMARC as it relates to the implementation of Senate Bill 1849, 88th Legislative Session, Regular for DFPS.

Knowledge of human resources programs such as employment, compensation, classification, employee relations and engagement, benefits, workers’ compensation, workforce planning, or organizational development.

Knowledge of employee relations and employee investigation procedures, strategic

planning, and budgeting.

Skill in oral and written communication.

Skil in conducting and assisting with interviews.

Skill in using a computer and applicable software, including human resources-related applications.

Skill in problem solving.

Skill in prioritizing and handling multiple tasks.

Ability to explain HR and SEMARC policies and procedures to staff and the public.

Ability to maintain confidential and sensitive information.

Ability to develop and analyze human resources processes.

Ability to establish and maintain effective working relationships with applicants, employees, and the general public; and to communicate effectively.

Ability to manage and supervise the work of others. 

Ability to provide leadership and resolve conflicts, grievances, or disagreements in a constructive manner to minimize negative personal impact.

Ability to identify rules, principles, or relationships that explain facts, data, or other information.

Ability to analyze information, make correct inferences, and draw accurate conclusions.

REGISTRATION, CERTIFICATION, OR LICENSURE

N/A

Review our Tips for Success when applying for jobs at DFPS, DSHS and HHSC.

Military occupation(s) that relate to the initial selection criteria and registration or licensure requirements for this position may include, but not limited to those listed in this posting. All active-duty military, reservists, guardsmen, and veterans are encouraged to apply if qualified to fill this position. For more information please see the Texas State Auditor’s Job Descriptions, Military Crosswalk and Military Crosswalk Guide at Texas State Auditor's Office - Job Descriptions. You may also contact the DFPS Military Liaison at dfpsmilvets@dfps.texas.gov with additional questions.

Applicants selected for hire must pass a background check and if applicable a driver’s record check.

State of Texas employees are required to maintain the security and integrity of critical infrastructure as defined in Section 117.001(2), State of Texas Business and Commerce Code. Applicants selected for hire comply with this code by completing related training and abiding by agency cybersecurity and communications system usage policies.

As a state agency, DFPS is required by Texas Administrative Code (TAC 206 and 213) to ensure all Electronic Information Resources (EIR) follow accessibility standards. The staff must be familiar with the WCAG 2.1 AA and Section 508 to create accessible content including but not limited to; Microsoft Office documents, Adobe PDFs, webpages, software, training guides, video, and audio files. 

DFPS uses E-Verify. You must bring your I-9 documentation with you on your first day of work. Employees must provide documentation to DFPS to show their identity and authorization to work in the US. Please review the following link for authorized documents: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents .

In compliance with the Americans with Disabilities Act (ADA), HHS/DFPS agencies will provide reasonable accommodation during the hiring and selection process for qualified individuals with a disability. If you need assistance completing the on-line application, contact the HHS/DFPS Employee Service Center at 1-888-894-4747. If you are contacted for an interview and need accommodation to participate in the interview process, please notify the person scheduling the interview.