170900
HUMAN RESOURCES DIRECTOR B
AS620 $60,278 - $118,269
Creation Date: 07/15/2001
Change Date: 01/01/2025
FUNCTION OF WORK:To administer all aspects of a moderate human resources program.
LEVEL OF WORK:SUPERVISION RECEIVED:Broad direction from an agency administrative official.
SUPERVISION EXERCISED:May supervise lower level human resources professionals.
LOCATION OF WORK:May be used by all state agencies.
JOB DISTINCTIONS:Differs from Human Resources Manager by the presence of final authority over a human resources program.
Differs from Human Resources Director A by serving as Human Resources Director for a moderate human resources program which includes agencies, offices and facilities with moderate scope and impact.
CORE COMPETENCIES: CORE COMPETENCIES HAVE NOT BEEN IDENTIFIED BY STATE CIVIL SERVICE FOR THIS JOB TITLE.
MORE INFORMATION ON THE SCS COMPETENCY MODEL CAN BE FOUND
HERE.
EXAMPLES OF WORK:EXAMPLES BELOW ARE A BRIEF SAMPLE OF COMMON DUTIES ASSOCIATED WITH THIS JOB TITLE. NOT ALL POSSIBLE TASKS ARE INCLUDED.
Directs all facets of a comprehensive human resources management program.
Reviews program operations and determines need for new or revised polices or procedures. Establishes and directs the implementation of policies.
Directs all classification and evaluation activities for the agency.
Reviews salary levels and factor level assignments proposed by management or lower level staff, ensuring consistency within existing organizational patterns.
Represents the agency at meetings relative to organization of new units and reorganization of existing units. Proposes alternative organizational plans based on knowledge of Civil Service rules and policies. Advises agency management of the advantages and disadvantages of alternatives and recommends a course of action. Acts as liaison between agency management and Civil Service representatives in implementing reorganization plans.
Determines impact of special pay issues as they relate to agency fiscal concerns and internal pay equity. Recommends resolution of complex pay problems to agency management.
Establishes a uniform policy for the agency to ensure that disciplinary actions are implemented in a fair and consistent manner.
Reviews and approves disciplinary actions recommended by supervisors or lower level human resource professionals. Consults with agency legal counsel to address issues that may involve complicated legal ramifications.
Directs the investigation of complaints filed within the agency and charges filed through federal agencies. Consults with legal staff. Review results and recommends a course of action to agency management.
Directs the preparation of budget requests for the Human Resources Management Office.
Prepares the agency's position relative to highly complex benefits issues. Represents the agency and provides testimony at administrative hearings regarding controversial unemployment and worker's compensation matters.
Directs the agency recruiting, selection, and placement program. Recommends changes to minimum qualification requirements in an effort to continue to attract and retain a qualified workforce.
Directs the development, maintenance, and monitoring of a performance evaluation system based on established criteria. Works with agency management to ensure that expectations are defined in such a way as to enhance the efficiency and effectiveness of agency operations and are clearly communicated to the employee.
Develops and administers layoff/layoff avoidance plans. Represents the agency in meetings with Civil Service staff to discuss layoff or layoff avoidance activities. Explains layoff/layoff avoidance activities to agency employees, supervisors and managers. May appear as agency representative before Civil Service Commission members regarding proposed plan.
QUALIFICATION REQUIREMENTS:MINIMUM QUALIFICATIONS:
Eight years of human resources experience; OR
Six years of full-time experience in any field plus five years of human resources experience; OR
A bachelor’s degree plus five 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 four 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.