HUMAN RESOURCES SPECIALIST

AS617 $49,192 - $96,533
Creation Date: 07/15/2001
Change Date: 01/01/2025

FUNCTION OF WORK:
To perform specialized tasks in the maintenance of human resources functions.

LEVEL OF WORK:
Advanced

SUPERVISION RECEIVED:
Direct from a Human Resources Supervisor, Human Resources Manager, or higher level administrative official.

SUPERVISION EXERCISED:
May supervise one lower level Human Resources Analyst.

JOB DISTINCTIONS:
Differs from Human Resources Analyst C by the presence of serving as a technical specialist over assigned programs.

Differs from Human Resources Supervisor by the absence of direct supervision of two or more subordinates, one of which must be a professional Human Resources position.

CORE COMPETENCIES:
IDENTIFIED BY STATE CIVIL SERVICE, CORE COMPETENCIES ARE THE KNOWLEDGE, SKILLS, ABILITIES AND BEHAVIORS BASED ON THE WORK TASKS OUTLINED IN THE EXAMPLES OF WORK. MORE INFORMATION ON THE SCS COMPETENCY MODEL CAN BE FOUND HERE.

Championing Continuous Improvement	Communicating Effectively	Developing Plans
Displaying Expertise	Driving Results	Focusing on Customers
Making Accurate Judgments	Managing Projects	Managing Resources
Solving Problems	Thinking Critically	Thinking Strategically
Using Data

EXAMPLES OF WORK:
EXAMPLES BELOW ARE A BRIEF SAMPLE OF COMMON DUTIES ASSOCIATED WITH THIS JOB TITLE. NOT ALL POSSIBLE TASKS ARE INCLUDED.

May be used as a leadworker over a group of Human Resources Analysts.

May serve as a technical specialist performing in-depth/expanded activities in programs requiring advanced knowledge, skills and abilities.

May serve as coordinator of a special project or initiative.

Develops and recommends policies, procedures, and long and short-range goals relative to program areas. Assists in the development of performance indicators and in
implementation of the strategic plan. Evaluates the effectiveness of the assigned program areas and recommends and implements necessary changes.

Explains alternative solutions to complex allocation or evaluation problems.

Requests re-evaluation of new or revised jobs.

Conducts detailed salary surveys and other research. Analyzes data and determines problem areas. Prepares documentation of findings for submission to Civil Service.

Revises salary levels proposed by management in order to ensure consistency within existing organizational patterns. Meets with Civil Service representatives to solicit
advice regarding the most appropriate pay mechanism to address specific pay issues.

Advises supervisors and managers of their options and responsibilities in taking disciplinary actions. Assists management in adhering to procedural details essential to ensure
the successful operation of the disciplinary process.

Investigates complaints of discrimination or sexual harassment brought through internal complaint procedures. Recommends resolution to the Human Resources Director.

Analyzes hiring and promotional practices to ensure that the agency is in compliance with federal law.

Represents the Human Resources Office in agency 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. Make recommendations to agency management and the Human Resources Director. Acts as liaison between
agency management and Civil Service representatives in implementing reorganization plans.

Reviews program operations to determine need for new or revised policies or procedures. Drafts policy statements for review and approval of the Human Resources Director.

Interprets Civil Service rules and regulations and departmental policies and procedures regarding personnel actions for management, employees, and applicants.

Coordinates recruiting, selection, and placement activities for the agency.

Develops long- and short-range goals for implementation of training programs. Evaluates training programs for effectiveness.

Participates with the administrative staff in the formulation of broad policies and decisions in areas such as staff utilization, overall budget matters, and management policy and procedures.

Coordinates benefits program involving counseling employees and resolving problems.

QUALIFICATION REQUIREMENTS:
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.