JOB
DescriptionUnder the general direction of the Agency head or designee, this is advanced professional and administrative work in comprehensive human resources management within a large department, including responsibility for labor relations management and as the Equal Employment Opportunity (EEO) officer. An employee in this class serves in a consultative capacity to the Department Head, Division Heads and Chiefs by interpreting and implementing personnel rules and regulations and laws affecting government employees. Collaborates with internal and external divisions and departmental employees to complete the assigned directives and work towards human resources objectives. Supervision is exercised over clerical and technical personnel. Administrative and technical supervision is received through conferences, reports, and evaluations, but the employee is expected to exercise independent judgement in the application of professional services
EXAMPLE OF DUTIES
Duties and ResponsibilitiesPlans, organizes, and administers a comprehensive program of personnel services for the Department. Interprets personnel rules and regulations and Virgin Islands laws affecting employees of the Department. Serves as liaison officer with the Division of Personnel, Attorney General's Office and Budget Director's Office in all matters relating to personnel management. Coordinates the health insurance program, retirement program, and Workmen's Compensation, and acts as the liaison with the agencies that administer these programs. Acts as the Department's EEO Officer to ensure a fair workplace, investigate complaints of harassment and discrimination, foster a fair work environment, reduce legal risks, and enhancing organizational culture. Acts as the primary negotiator for the Department in collective bargaining discussions with unions representing departmental employees. Organizes and conducts seminars, workshops and other in-service training sessions for departmental staff in areas related to personnel management, labor relations, insurance wellness initiatives, and other related matters. Analyzes causes of grievances, and other personnel related problem areas and makes recommendations to eliminate them. Provides support in administering employee evaluation programs and contributes to the development of departmental work performance standards. Recommends process improvements and personnel policies by offering suggestions regarding process enhancements and personnel policies. Provides assistance with the administration of the classification and compensation system, including processing, tracking, filing, retention, and Notices of Personnel Action (NOPA) in accordance with established guidelines, agreements, rules, and regulations. Maintains current and accurate employee records, reports, and HR databases. Acts as an advisor and consultant to the Department Head, Budget Officer, and Program Directors on all matters pertaining to personnel management. Handles special projects as delegated by the agency head or supervisor. Performs other related duties as required.
SUPPLEMENTAL INFORMATION
Position FactorsFACTOR 1- KNOWLEDGE REQUIRED BY THE POSITION Knowledge of personnel rules and regulations and Virgin Islands and federal laws related to human resources and labor management. Knowledge of local governmental structure. Knowledge of personnel policies, programs, and practices. Knowledge of local and federal laws related to equal employment opportunities. Skill in computer operation and application, related human resources systems, and databases. Skill in interpersonal communication and customer relations. Skill in organizational development and leadership. Ability to work effectively, establish and maintain effective working relationships with managers, supervisors, employee representatives, employees, and the public.Ability to demonstrate high integrity and ethical conduct in all matters. Ability to analyze complex problems, exercise sound judgment in answering questions and releasing information, project the consequences of decisions and recommendations, and appropriately manage conflict. Ability to handle sensitive personnel and legal matters with confidentiality and discretion. Ability to plan, organize, coordinate, and direct the work of subordinates and staff. Ability to stay informed about emerging market trends and best practices in HR management and continuously seek opportunities for professional development. Ability to promote a positive work culture of diversity, equity, and inclusion within the organization and employee morale through effective communication, engagement, and morale building initiatives. Ability to communicate effectively both verbally and in writing, with a diverse group of people. Ability to develop and implement personnel practices that are consistent with established policies. Ability to negotiate and resolve conflicts effectively. Ability to evaluate human resources procedures for a large department; recommend improvements where necessary; and translate general assignments into specific results by independently developing procedures and training subordinates on those procedures. Ability to develop routine and complex written reports required by the local and federal government. FACTOR 2- SUPERVISORY CONTROLS Work is supervised by the agency head or division director who assigns the work within broad guidelines and provides administrative and technical oversight through regular conferences, policy discussions, and analysis of program outcomes. Work is reviewed through reports, staff meetings, consultations, evaluation of human resources management strategies, resolution of unusual problems, and verification of compliance with established guidelines and objectives. The employee is expected to exercise independent judgment, with guidance and consultation as needed. FACTOR 3- GUIDELINES Guidelines include the Virgin Islands Code; federal and local labor laws (e.g., the Fair Labor Standards Act, the National Labor Relations Act, and Title VII of the Civil Rights Act of 1964); departmental policies and procedures; collective bargaining agreements; and personnel rules and regulations. The incumbent interprets and applies these authorities to a variety of situations. While they provide a framework for decision-making, they often require adaptation to meet the department’s unique needs and challenges. The employee is expected to use professional judgment when existing guidance does not address specific circumstances and to seek clarification or consultation as necessary to ensure compliance and effective human resources management. FACTOR 4- COMPLEXITY Work involves frequent coordination between multiple divisions, adapting to shifting priorities, and resolving complex human resources and personnel issues that often require balancing departmental objectives with statutory and contractual obligations. The incumbent must analyze intricate situations, develop innovative solutions, and implement procedures that support both operational effectiveness and compliance. FACTOR 5- SCOPE AND EFFECT The purpose of the work is to ensure the effective administration of human resources or personnel programs to support the department’s mission by fostering a fair, compliant, and productive work environment. The results of the incumbent’s efforts directly impact departmental morale, operational efficiency, and the ability to attract, retain, and develop qualified staff. Decisions and recommendations influence policy, resource allocation, process improvements, and long-term strategic planning, shaping the department’s capability to fulfill its objectives and maintain a climate of equitable employment practices. FACTOR 6- PERSONAL CONTACTS Contacts are agency heads, directors/managers, departmental staff, union representatives, officials from the Division of Personnel, legal counsel, policymaking officials, representatives from external agencies and vendors. FACTOR 7- PURPOSE OF CONTACTS Contacts are made to discuss personnel matters; negotiate agreements; resolve disputes; ensure compliance with applicable laws and regulations; and support departmental initiatives (e.g., conferences, trainings, meetings, interviews, career/job fairs, recruitment, morale-building, and wellness activities). These interactions require professionalism, diplomacy, and a thorough understanding of departmental objectives and statutory requirements to promote effective communication and positive working relationships across all levels of the organization. FACTOR 8- PHYSICAL DEMANDS Work is primarily sedentary, with no unusual physical demands. Some travel may be required for conferences, trainings, meetings, interviews, career fairs, recruitment initiatives, morale building initiatives, and wellness activities.FACTOR 9- WORK ENVIRONMENT Work is performed in an office setting, with some occasional fieldwork to attend off-site meetings, participate in training sessions, career fairs, and activities.Necessary Special QualificationsPossession of a valid driver’s license. Professional Certification in human resources such as SHRM-CP, SHRM-SCP, SPHR, or PHR
