CENTRAL LOUISIANA HUMAN SERVICES DISTRICT
CLHSD oversees delivery of mental health, addictive disorders and developmental disability services in our 8 parish area: Avoyelles, Catahoula, Concordia, Grant, LaSalle, Rapides, Vernon and Winn.
This position is located at our Administrative office in Pineville, Louisiana.
Job #108497 / Position #50512951
This position is a highly detailed oriented position. This position supports the HR Director and provides "one-stop-shop" services that includes but not limited to: encompassing employee administration (personnel administration, PES, training and payroll), benefits, and classification and pay. Duties require incumbent to be knowledgeable in a variety of areas such as: Civil Service Rules, District departmental policies and procedures, Office of State Uniform Payroll (OSUP) policies, OGB benefits (insurance and retirement plans), LASERS, FLSA, and rules and procedures governing all types of payroll deductions, etc.
Applicants must have Civil Service test scores for 8100-Professional Level Exam in order to be considered for this vacancy unless exempted by Civil Service rule or policy. If you do not have a score prior to applying to this posting, it may result in your application not being considered.
Applicants without current test scores can apply to take the test here.
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 by selecting the 'Applications' link after logging into their account. Below are the most common status messages and their meanings.
Application received - Your application has been submitted successfully.
Checking for required test score - We are making sure you have an active, passing score for the required written test.
Written Exam – See History – Click on the History link for test results. Candidates with an active, passing score will designate as "Pass". Candidates with a failure on the written exam designate as "Fail". If no information is present, you have no present written exam results.
Evaluating experience - Your application is being reviewed to ensure you meet the minimum qualifications for the position.
Minimum Qualification Review – See History – Click the History link for the results of your application review. Passing candidates will designate as "Pass". Failing candidates will designate as "Fail".
Eligible for consideration - You are among a group of applicants who MAY be selected for the position.
Eligible Pending Supplemental Qualification Review - Only candidates meeting the supplemental qualification will be eligible for referral.
Referred to hiring manager for review - Your application has been delivered to the hiring manager. You may or may not be called for an interview.
Position filled - Someone has been selected for the position.
Position canceled - The agency has decided not to fill the position.
The State of Louisiana only accepts online applications. Paper applications will not be accepted. Computer access is available at your local library, at local Louisiana Workforce Commission Business Career Solutions Centers (Download PDF reader), and at the State Civil Service Testing and Recruiting Center at 5825 Florida Boulevard, Room 1070, Baton Rouge, LA 70806. If you require an ADA accommodation, please contact our office at (225) 925-1911 or Toll Free: (866) 783-5462 during business hours for additional assistance.
(Please note: Libraries and LWC centers cannot provide in-depth assistance to applicants with limited computer skills; therefore, we suggest that such applicants have someone with computer proficiency accompany them to these facilities to assist with the computer application process. Also, no State Civil Service employees are housed at the libraries or LWC centers to answer specific questions about the hiring process. Such questions should be directed to the State Civil Service Testing and Recruiting Center at the phone numbers above or by visiting the office on Florida Blvd. where assistance is available. Information is also provided on our job seeker website at https://jobs.civilservice.louisiana.gov/).
For further information about this vacancy contact:
Crystal S. Hurt
CLHSD / Human Resources
P. O. Box 7118, Alexandria, LA 71306-0118
A baccalaureate degree plus three years of professional level human resources experience.
a. Six years of full-time work experience in any field may be substituted for the required baccalaureate degree.
Candidates without a baccalaureate degree may combine work experience and college credit to substitute for the baccalaureate degree as follows:
A maximum of 120 semester hours may be combined with experience to substitute for the baccalaureate degree.
30 to 59 semester hours credit will substitute for one year of experience towards the baccalaureate degree.
60 to 89 semester hours credit will substitute for two years of experience towards the baccalaureate degree.
90 to 119 semester hours credit will substitute for three years of experience towards the baccalaureate degree.
120 or more semester hours credit will substitute for four years of experience towards the baccalaureate degree.
College credit earned without obtaining a baccalaureate degree may be substituted for a maximum of four years full-time work experience towards the baccalaureate degree. Candidates with 120 or more semester hours of credit, but without a degree, must also have at least two years of full-time work experience tosubstitute for the baccalaureate degree.
b. A Master's in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for one year of the required experience. (The college transcript must indicate the major as business administration, public administration, human resources/personnel, etc. Master's degrees in fields such as marketing, economics, etc. are not acceptable.)
c. Possession of a Juris Doctorate will substitute for one year of the required experience.
Advanced degrees with less than a Ph.D. will substitute for a maximum of one year of the required experience.
d. A Ph.D. in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for two years of the required experience.
All advanced degrees will substitute for a maximum of two years of the required experience.
e. Certification by the Society for Human Resource Management (SHRM) as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), a Certified Professional (CP) or a Senior Certified Professional (SCP) will substitute for a maximum of one year of the required experience.
In order to receive credit, your certification must be current (i.e., issued within the last three years). If you have been certified and your certification expires, you must apply for and be re-certified before you can get credit again. Information regarding certification may be obtained from the Human Resource Certification Institute, 1800 Duke Street, Alexandria, Virginia, 22314. Phone: 866-898-4724 or Fax: 703-535-6474.
Human resources experience is that experience gained in an office whose sole responsibility is the administration of a comprehensive personnel program including many if
not all of the following programs: recruitment, selection and placement; training; equal employment opportunity; disciplinary and grievance proceedings; classification and wage; payroll; and employee relations OR experience gained in an office whose sole responsibility is the administration of one aspect of a comprehensive personnel program, such as training, payroll, or equal employment opportunity.
Any college hours or degree must be from a school accredited by one of the following regional accrediting bodies: the Middle States Commission on Higher Education; the New England Association of Schools and Colleges; the North Central Association of Colleges and Schools; the Northwest Commission on Colleges and Universities; the Southern Association of Colleges and Schools; and the Western Association of Schools and Colleges.
Any college hours or degree must be from a school accredited by one of the following regional accrediting bodies: the Middle States Commission on Higher Education; the New England Association of Schools and Colleges; the Higher Learning Commission; the Northwest Commission on Colleges and Universities; the Southern Association of Colleges and Schools; and the Western Association of Schools and Colleges.
Function of Work:
To perform specialized tasks in the maintenance of human resources functions.
Level of Work:
Direct from a Human Resources Supervisor, Human Resources Manager, or higher level administrative official.
May supervise one lower level Human Resources Analyst.
Location of Work:
May be used by all state agencies.
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.
Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.
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.