Section 16-Human Resources
Please visit our DOTD Career Center for more information about our agency:
**This position offers $1.00/hour premium pay for hours actually worked.**
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.
Resumes WILL NOT be accepted in lieu of completed education and experience sections on your application. Applications may be rejected if incomplete.
For further information about this vacancy contact:
Human Resources Specialist
1201 Capitol Access Rd.
Baton Rouge, LA 70802
"The Louisiana Department of Transportation and Development (DOTD) is an equal employment opportunity employer and serves as a model employer for individuals with disabilities. DOTD does not discriminate in employment on the basis of race, color, religion, sex, national origin, political affiliation, disability, age, or pregnancy, and prohibits harassment of any type."
A baccalaureate degree plus five 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 Commission of Higher Education; 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 administer all aspects of the largest and most complex human resources program.
Level of Work:
Broad direction from an agency administrative official.
May supervise lower level human resources professionals.
Location of Work:
May be used by all state agencies.
Differs from Human Resources Manager by the presence of final authority over a human resources program.
Differs from Human Resources Director C by serving as Human Resources Director for the largest, most comprehensive and complex entities which typically include 24-hour facilities and/or agencies with a large geographic dispersion.
Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.
Examples of Work
Incumbent administers all aspects of a comprehensive human resource program for the Department of Transportation and Development (DOTD) which employs approximately 4,200 employees. DOTD's work force is domiciled throughout the State with offices, work sites, and facilities located in every parish. Incumbent is responsible for planning, directing, and evaluating the effectiveness of all human resource programs through the supervision of a staff of professional human resource managers, supervisors, specialists, and analysts.
While in official capacity, DOTD employees must comply with all applicable Louisiana and Civil Service laws, rules, and regulations, as well as DOTD policies, procedures, manuals, and directives.
(15%) Human Resources Administration
Oversees the development, issuance, interpretation and maintenance of agency's personnel policies and procedures, and reviews and approves all new/revised policies prior to finalization. Oversees the resolution of issues, providing input as needed, on all facets of the human resources program. Oversees the production of the agency's organization chart and authorized table of organization (T.O.). Ensures input from Office/Division Heads on the distribution of authorized staffing numbers and that such is timely posted/maintained on-line. Monitors HR-related legislation, analyzes impact on the agency, and represents agency in hearings, meetings, etc. as directed by Executive Staff. Responsible for ensuring that all employment actions, particularly interviewing, selection, discipline, and promotional decisions, comply with applicable federal/state employment and labor laws. Ensures the proper maintenance of applicant and employee records. Maintains working knowledge of current as well as proposed laws that affect employment practices. Oversees the compliance of all state/federal law poster requirements in DOTO facilities. Serves as Secretary (non-voting member) on agency's Standing Committee on Human Resources (SCHR). Provides input, clarification and advice to committee members as needed. Oversees and provides input to HR unit managers who solicit and receive feedback/requests from customers, and ensures that timely and appropriate actions are taken by staff. Additionally, functionally oversees the work performed by HR personnel located in ten (10) field offices within the agency and provides post- audit performance feedback to agency managers/executives. Responsible for all administrative aspects of section's operation including preparing the annual budget; overseeing the Administrative Assistant in purchasing, inventory, fiscal, and equipment related responsibilities; and overseeing the administration of professional services contracts.
(10%) HR Staff Performance Management
Provides direct performance management, guidance and support to two unit managers, each in charge of unique HR programs and supporting staffs. This position also directly supervises an Administrative Assistant 5 and two student employees who provide administrative and clerical support to incumbent and staff members. As direct supervisor, provides formal and informal feedback to direct reports. On annual basis, works with unit managers to develop fiscal year objectives and performance indicators and ensures that staff stays on track throughout the year to achieve or exceed expected results. Prepares systematic reports on progress for chain of command and staff.
(15%) Agency Personnel Management
Oversees the policy development, training, and maintenance of the agency ' s employee performance appraisal system, along with the evaluation of its effectiveness. Analyzes PES reports, shares important information with DOTD executives, and ensures DOTD-specific supervisory training is carried out by appropriate HR staff. Oversees agency disciplinary policies and procedures; consults with staff/contract attorneys regarding legal aspects of highly-sensitive and confidential employment issues; advises agency executives/administrators of appropriateness of proposed disciplinary actions if needed; participates in meetings pertaining to employee misconduct and coordinates with legal counsel in preparation of agency's position on Civil Service (CS) appeals. Provides oral testimony in CS appeal hearings, depositions, etc. Oversees the agency-wide Continuity Assurance/Succession Planning program and provides input and guidance on an as needed basis. Updates DOTD executives on agency progress, issues needing special focus, fiscal year reporting, etc.
(15%) Classification and Compensation
Oversees the preparation and analysis of position descriptions. Reviews recommendations regarding requests for and implementation of job studies and the establishment of new job classifications, reorganizations, etc. Oversees the development of policies with respect to the agency's discretionary pay authority and the establishment of policies and procedures regarding overtime pay and FLSA regulations. Oversees pay studies, surveys, analysis, and the establishment of Special Entrance Rates (SERs), premium payment, and other recruiting/retention measures. Reviews salary surveys and turnover statistics. Represents agency at Civil Service Commission hearings regarding pay requests as needed.
Oversees the development of agency's recruiting program plans, policies, and goals; the effectiveness of recruiting efforts and summer engineering student employment programs; on-site recruiting visits to universities and job fairs; vacancy advertisements; and the working relationships with Louisiana Professional Engineering and Land Surveying Board and placement offices for all State Universities, vo-tech schools, minority organizations, etc. Oversees advertising activities in trade publications, on websites, in newspapers, etc. Oversees partnerships with local high school engineering programs. Oversees employee/applicant referral activities; the posting of all job vacancies in LA Careers system; the administration of the specialized selection process for certain engineering jobs which requires the development of core competencies and applicant ranking; and the development of structured interviews and selection policies, practices and DOTD instructor- led/web-based training.
(15%) Employee Relations
Oversees the administration of the Employee Assistance Program, general employee counseling, and the employee recognition program. Oversees the agency's grievance program. Attends all Step 3 grievance hearings with the DOTD Undersecretary as scheduled by the Employee Relations Manager. Subsequently prepares responses to employees for the Undersecretary' s signature based on findings. Summarily dismisses employee grievances when appropriate. Oversees the administration of the agency's substance abuse policy and procedures, federal and state mandated drug and alcohol testing policies and procedures, and AFSCME union contract negotiations. Reviews HR Monthly Newsletter prepared by staff for newsworthiness and appropriateness of information, grammar/spelling, accuracy, formatting, and overall appearance and attractiveness. Oversees the coordination of unemployment claims; development of return-to work policies and transitional duty assignments for Workers' Compensation recipients; administration of educational leave /tuition reimbursement program; and the development and interpretation of FMLA and ADA policies and laws. Oversees the agency's Exit Questionnaire process and analysis/distribution of results. Oversees the agency's compliance with federal drug testing requirements, including federally-mandated quotas on numbers to be tested, depending upon USDOT governing agencies (e.g., USCG, FMCSA, and FTA) and mandated referrals to Substance Abuse Professionals. Oversees the production of annual reports and the development and execution of contracts with medical facilities for pre-employment physical exams, specimen collection for drug testing, and breath alcohol analysis. Oversees the development and conduct of training with respect to all areas of human resources, including the new employee, new supervisor, and new appointing authority orientation programs; employment law; substance abuse and workplace violence; discipline; interviewing and selection for supervisors (instructor-led) and non-supervisory interview panel members (web-based); human resources staff training; etc. Ensures the continued accuracy of the employee handbook and numerous supervisory and training manuals. Oversees and provides input and guidance in the development and successful implementation of statewide HR round-table meetings, statewide conference presentations, etc.
(10%) Employee Payroll and Benefits
Oversees the payroll, retirement, and benefits functions for both active and retired employees. Oversees DOTD' s LaGov HCM Security administration and stays abreast of changes to systems, policies, procedures, laws, etc. Ensures systematic reporting through the LaGov HCM system for Appointing Authorities on overtime, leave usage, payroll cost, etc. Oversees required recoupment of overpayments from both active and inactive employees, which sometimes require action by the Attorney General's Office. Ensures that proactive steps are taken by staff to avoid future claims. Oversees DOTD policy revisions as changes occur to federal rules and regulations governing military service and differential pay.
(5%) Personnel Action Administration and Records Management
Oversees personnel action entry into the LaGov HCM system; signing up of new employees; audit of data input by field and headquarters HR Analysts; maintenance of automated personnel, position, and table of organization systems; maintenance of numerous personnel, position and HR subject files; and official and confidential employee records. Ensures compliance with the agency's records retention schedule.
Provides information, analysis, and recommendations to Secretary, Deputy Secretary, Undersecretary, Assistant Secretaries Executive Counsel, and other agency executives on an as- needed basis on a wide variety of human resource topics and issues. Prepares correspondence for executives' signature on HR issues. Maintains HR websites, including monthly newsletter, policies, downloadable forms, etc. Coordinates usage of and payments for temporary contract employees for all statewide offices. Provides HR support to DOTD umbrella organizations; e.g., Offshore Terminal Authority and Louisiana Professional Engineering and Land Surveying Board. Is required to perform other duties as necessary including, but not limited to, emergency/disaster support activities.