Salary : $4,694.00 - $9,211.00 Monthly
Location : Baton Rouge, LA
Job Type: Classified
Job Number: 403CO-224243-GOL
Department: Office of Juvenile Justice
Opening Date: 08/03/2026
Closing Date: 8/8/2026 11:59 PM Central

The Office of Juvenile Justice is seeking a knowledgeable, motivated, and service-driven Human Resources Supervisor to help lead and strengthen HR operations across a statewide agency of more than 1,000 employees. This role is ideal for an HR professional who thrives in a fast-paced environment and is ready to guide staff, ensure compliance, and support mission-critical programs that keep our workforce strong.

As the Human Resources Supervisor, you will oversee key HR functions - including classification and compensation, FMLA and Workers' Compensation, employee relations, recruitment and staffing, and performance management - while providing daily leadership and technical guidance to HR staff. Your work ensures that OJJ remains compliant, efficient, and supportive of employees across secure care facilities, probation and parole districts, and central office operations.

If you are a confident HR professional with strong analytical skills, a commitment to accuracy, and a passion for helping teams succeed, this position offers an opportunity to lead meaningful work that directly supports OJJ's mission and the employees who carry it out.

AN IDEAL CANDIDATE WILL POSSESS THE FOLLOWING COMPETENCIES:

• Communicating Effectively: Communicates clearly, listens actively, and explains complex ideas well.
• Making Accurate Judgments: Makes timely, well-reasoned decisions using available info, context, and trade-offs.
• Managing the Employee Lifecycle: Follows key processes for hiring, onboarding, development, and offboarding using competencies and structured tools.
• Acting with Ethics and Integrity: Acts with integrity, respects confidentiality, and treats people fairly.
• Adapting to Change: Adjusts quickly and stays effective during change.

Minimum Qualifications
Six years of human resources experience; OR

Six years of full-time experience in any field plus three years of human resources experience; OR

A bachelor's degree plus three years of human resources experience; OR

An advanced degree in human resources, business administration, public administration, industrial and organizational psychology, organizational behavior, or a Juris Doctorate plus two years of human resources experience.

EXPERIENCE SUBSTITUTION:
Every 30 semester hours earned from an accredited college or university will be credited as one year of experience towards the six years of full-time work experience in any field. The maximum substitution allowed is 120 semester hours which substitutes for a maximum of four years of experience in any field.

Designation as a Society for Human Resource Management Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP), Professional in Human Resources (PHR), or a Senior Professional in Human Resources (SPHR) will substitute for a maximum of one year of the required experience.
Job Specification

The official job specifications for this role, as defined by the State Civil Service, can be found here.
Job Duties and Other Information
Job Duties:

• Leads daily HR operations - supervises HR staff, assigns work, approves leave, and completes performance evaluations.
• Oversees classification & compensation - conducts job studies, supports reorganizations, reviews FLSA status, and manages market adjustments.
• Manages FMLA, Workers' Comp, ADA & employee relations - ensures compliance, timely processing, documentation, and program oversight.
• Supervises recruitment & staffing - ensures accurate job postings, selection processes, and CPM performance management compliance.
• Develops and updates HR policies - maintains SOPs, procedures, and ensures alignment with SCS rules and federal/state law.
• Maintains HR systems accuracy - oversees LaGov HCM data integrity and serves as the agency's HCM Security Administrator.
• Provides technical guidance to managers - supports complex HR issues, special projects, and agency-wide HR initiatives.

Position-Specific Details:

Work Location: This vacancy is located the Office of Juvenile Justice-Central Office in Baton Rouge, LA.
Appointment Type: Full time, Probational
Compensation: TheHuman Resource Supervisor (AS-619) title has a Special Entrance Rate of $2,383.20 biweekly.

How To Apply:

No Civil Service test score is required in order to be considered for this vacancy.

To apply for this vacancy, click on the "Apply" link above and complete an electronic application, which can be used for this vacancy as well as future job opportunities. Applicants are responsible for checking the status of their application to determine where they are in the recruitment process. Further status message information is located under the Information section of the Current Job Opportunities page.

* Information to support your eligibility for the position must be included in the application (i.e., relevant, detailed experience/education). Resumes will not be accepted in lieu of completed education and experience sections. Applications may be rejected if incomplete.

For further information about this vacancy, contact:
Garilyn London
OJJ/ Human Resources
In the supplemental questions section, applicants must authorize the HR Office of Juvenile Justice to contact prior employers to check references under the Prison Rape Elimination Act (PREA) to be considered for employment.

01

Are you a current classified employee of the Louisiana Office of Juvenile Justice serving with permanent status?

• Yes
• No

02

Are you currently under indictment for a felony charge or have you ever been on probation or sentenced to jail/prison as a result of a felony conviction or guilty plea to a felony charge?

• Yes
• No

03

If 'YES', give the law enforcement authority (city police, sheriff, FBI, etc.), the offense, place and disposition of case. If 'NO', enter N/A.
04

Have you been convicted of engaging or attempting to engage in sexual activity in the community facilitated by force, overt, or implied threats of force, or coercion, or where the victim did not consent or was unable to consent or refuse?

• Yes
• No

05

If so, when? If "NO", enter N/A.
06

Have you ever been civilly or administratively adjudicated to have engaged in any sexual activity in the community or confinement setting?

• Yes
• No

07

If so, when? If "NO", enter N/A.
08

Have you ever engaged in sexual abuse in a prison, jail, lockup, community confinement facility or juvenile facility or any other facility type (as defined in 42 U.S.C 1997)?

• Yes
• No

09

If so, when? If "NO", enter N/A.
10

CE: Communicating Effectively - How well do you share information and ideas in ways that others can understand, relate to, and act on?

• I communicate unclearly, use poor tone, and ignore the audience.
• I share main ideas clearly and adapt to the audience when reminded.
• I communicate clearly, listen actively, and explain complex ideas well.
• I craft messages that connect, inspire, and drive action across audiences.

11

CE: Communicating Effectively - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.
12

MAJ: Making Accurate Judgments - How do you make decisions when faced with choices, risks, or limited information?

• I make reactive or delayed decisions and sometimes overlook risks, priorities, or potential bias.
• I try to weigh options but struggle when there's uncertainty, competing priorities, or unclear outcomes.
• I make timely, well-reasoned decisions by using available information, context, and trade-offs.
• I make sound decisions in complex situations, lead others through ambiguity, and adapt as new information emerges.

13

MAJ: Making Accurate Judgments - Explain your selection by providing specific examples from your experience.Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.
14

MEL: Managing the Employee Lifecycle - How well do you support or lead the hiring, development, and offboarding of employees?

• I lack basic knowledge of hiring, onboarding, development, or offboarding practices.
• I complete some tasks but miss key steps or delay important actions like documentation or planning.
• I follow key processes for hiring, onboarding, development, and offboarding using competencies and structured tools.
• I lead a seamless employee lifecycle strategy and strengthen hiring, growth, and exit practices to support long-term workforce success.

15

MEL: Managing the Employee Lifecycle - Explain your selection by providing specific examples from your experience.Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.
16

Do you hold any of the following human resources designations?

• Society for Human Resource Management Certified Professional (SHRM-CP)
• Society for Human Resource Management Senior Certified Professional (SHRM-SCP)
• Professional in Human Resources (PHR)
• Senior Professional in Human Resources (SPHR)
• None of the above

17

If you are qualifying for this position under the advanced degree in specialized field option provide the level of degree, major as given on your official transcript, school name, and date earned for each advanced degree you have completed. Example: (master's in biology at Louisiana State University May 2012)If you are not qualifying under the advanced degree option you may enter N/A.
18

Have you ever been convicted or pled nolo contendere to a crime listed in R.S. 15:587.1 (c)?

• Yes
• No

19

If you have previous employment in a community confinement center, jail, lockup or prison, the Prison Rape Elimination Act (PREA) requires Office of Juvenile Justice Human Resources to contact those employers prior to hiring any applicant for information on substantiated allegations of sexual abuse or any resignation during a pending investigation of an allegation of sexual abuse.Do you authorize the Office of Juvenile Justice, to contact any of your prior employers, whether listed on your employment application or not, to ascertain information required by the Prison Rape Elimination Act, Part 115 of Title 28 of the Code of Federal Regulations? I understand that prior to any offer of employ