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. 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.*
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 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 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
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.