Human Resources Advisor -III; Merit comparable - Administrative Division Kent

Introduction

Delaware's Attorney General, the State's chief law enforcement officer, has a broad responsibility to combat crime, uphold civil rights, safeguard families, fight fraud, and protect consumers in the First State.

The Delaware Department of Justice is seeking a motivated and detail-oriented Human Resource Advisor whose primary assignment will focus on recruitment, including job posting development, talent acquisition, and position management. This HR Advisor partners with hiring managers throughout the full recruitment lifecycle—providing guidance on posting strategies, sourcing candidates, managing applicant tracking, and promoting employer branding—while ensuring compliance with state and federal hiring policies and internal procedures.

In addition, this role provides cross‑functional HR support, including maintaining accurate employee data in PHRST, assisting with benefit enrollment, leave management (FMLA, workers’ compensation, short‑term disability, Paid Parental Leave), and ensuring timely payroll entries and leave keeping in eStar. The advisor promotes operational flexibility, supports team collaboration, and performs other related duties as assigned to meet evolving organizational needs.

• Collaborate with hiring managers to plan and execute timely recruitment strategies that align with DOJ goals.
• Manage all aspects of the job posting process, ensuring accuracy, clarity, timeliness, and compliance with applicable laws, rules, and policies.
• Create, review, and update job descriptions, job postings, supplemental questionnaires to determine qualification status, and various applicant correspondence. Ensure that the application and interview process reflects professionalism, fairness, and the organization’s values.
• Support position management by overseeing budgeted positions, including their establishment and modification, to align with organizational needs and budget parameters.
• Provide divisions with information on their designated budgeted and casual/seasonal positions and collaborate with the fiscal unit to ensure accurate funding sources.
• Prepare Personnel Action Forms (PAFs) for division and HR leadership review and approval.
• Source candidates using social media, job boards, and community outreach; represent the DOJ at job fairs and recruitment events.
• Design, implement, and evaluate Training & Experience (T&E) assessments to ensure fair and consistent applicant qualification reviews.
• Facilitate the hiring process, including salary analysis, offer preparation, pre‑employment screenings, and coordination of onboarding.
• Maintain applicant tracking systems and ensure data integrity in HRIS platforms such as the Delaware Employment Link (DEL) and PHRST.
• Generate reports and extract data from PHRST, eStar, and DEL to support workforce planning, monitor compliance, assist with compensation and classification reviews, and track leave usage. Provide data to DOJ leadership for informed decision‑making and assist with operational reporting, audits, strategic initiatives, or special projects as needed.
• Stay current on HR trends, recruitment best practices, and employment law to enhance HR processes.
• Perform other related duties as assigned to support the needs of the agency.

• Enter and maintain accurate employee data in PHRST, including processing new hires, rehires, terminations, promotions, transfers, position changes, and funding updates.
• Benefit enrollment and changes, leave management, FMLA, workers’ compensation, pension, and related programs.
• Ensure timely and accurate entry of payroll‑related transactions such as leave keeping, time and attendance in eStar, and other leave/pay entries.
• Generate and review reports in PHRST and eStar to verify data accuracy and support HR, payroll, and management reporting needs.

The career ladder incorporates Human Resource Advisor I, II, and III. Employees are assigned to the level for which they meet job requirements and promotional standards. Advancement depends on agency operational needs and distribution of work.

Familiarity with the Payroll Human…