In a state agency this class is accountable for acting as a working supervisor over a full range of human resources management functions or for performing as a specialist responsible for performing highly complex agency wide labor and employee relations activities.
GUIDELINES FOR CLASS USE:
This class may be used in the following ways:
In a small agency (e.g. Departments of Banking, Economic and Community Development, Insurance, Military and Special Revenue, State Library, Secretary of the State, Office of Policy and Management, Office of the State Treasurer, Workers' Compensation Commission), serves as the highest level human resources professional and is responsible for human resources, payroll and equal opportunity functions for the agency.
Serves as the working supervisor of at least three human resources professionals of a major and/or complex agency centralized function.
Serves as a working supervisor of at least three human resources professionals responsible for providing a full range of human resources functions for a large facility, office, region or area of the agency.
Serves as the advanced specialist conducting a full range of agency wide labor relations functions at least 75% of the time.
Receives general direction from a Agency Human Resources Manager or Director or an agency head or deputy.
May lead/supervise professional, paraprofessional and clerical employees as assigned.
EXAMPLES OF DUTIES:
Develops or assists in development, coordination and implementation of agency human resource policies; plans workflow and determines priorities; schedules, assigns, oversees and reviews work; provides training and assistance to staff; conducts or assists in conducting performance evaluations; oversees payroll function; conducts a variety of investigations and recommends appropriate actions; interprets collective bargaining agreements; advises executives, administrators, managers and supervisors regarding labor relations issues, human resource policies and procedures; administers progressive discipline; represents agency at hearings or most complex grievances; serves as a member of labor contract negotiating teams; conducts difficult recruitment involving high level positions; ensures compliance with equal opportunity, union contracts and state policy and procedure regarding recruitment and selection process; partners with and advises agency staff on appropriate organizational structure and use of classifications; develops and recommends new or revised job classifications; proactively plans to address emerging agency human resources needs; teams with agency staff to ensure human resource alignment with organizational strategies and goals; consults with the Department of Administrative Services and the Office of Labor Relations on classification, compensation, policy and collective bargaining agreement related issues; analyzes and resolves complex situations and issues; participates in workforce planning and business planning efforts; oversees performance management system; prepares or directs preparation of reports, manuals and correspondence; counsels employees in areas of career development, upward mobility and various classification and benefit issues; may implement and/or oversee an agency wide training and staff development program; may serve on reclass grievance panels; may prepare and ensure compliance with agency affirmative action plan; may administer agency employee assistance program and recommend counseling to employees; performs related duties as required.
MINIMUM QUALIFICATIONS REQUIRED KNOWLEDGE, SKILL AND ABILITY:
Considerable knowledge of public human resources administration including recruitment, selection, classification, compensation, career counseling and employee relations; considerable knowledge of relevant state and federal laws, statutes, and regulations; considerable knowledge of labor relations; knowledge of and ability to apply management principles and techniques; knowledge of occupational safety and health; knowledge of and ability to apply organizational development principals and practices; knowledge of payroll regulations, procedures and operations; knowledge of equal opportunity policies and procedures; considerable interpersonal skills; considerable oral and written communications skills; considerable negotiation and conflict resolution skills; considerable ability to analyze and interpret laws, statutes, regulations, policies, and collective bargaining agreements; considerable ability to counsel employees; ability to effectively serve as an advocate; supervisory ability.
EXPERIENCE AND TRAINING:
Eight (8) years professional experience in human resources management.
One (1) year of the General Experience must have been at the full working level in human resources management. For state employees this is interpreted at the level of Human Resources Specialist or Human Resources Consultant 2.
College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equalling one half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.
A Master's degree in public administration, human resources management, labor relations, industrial/organizational psychology or closely related field or law degree may be substituted for one (1) additional year of the General Experience.
For state employees one (1) year as a Human Resources Specialist or Human Resources Consultant 2 may be substituted for the General and Special Experience.
Incumbents in this class may be required to travel.
Incumbents in this class may be required to possess and retain a valid Motor Vehicle Operator's License.
This replaces the existing specification for the class of Principal Human Resources Specialist in Salary Group MP 63 approved effective October 18, 2006. (Revised to modify Special Requirements)