HUMAN RESOURCES DIRECTOR D

State of Louisiana - New Orleans, LA3.6

30+ days ago
Supplemental Information
JOB NUMBER: PNO-458-101618-WMW

No Civil Service test score is required in order to be considered for this vacancy.

The Board of Commissioners of the Port of New Orleans (Port) seeks a candidate to serve as Director of Human Resources and Organizational Development to head the Port's human resources, organizational development, and benefits administration functions. The position has a staff of six and the Port has 290 employees. Most Port employees' employment is governed by rules and regulations of the Louisiana Department of State Civil Service. The Director works closely with the Port's Executive team along with in-house and external legal teams and is responsible for monitoring changes to Federal and State labor laws and Louisiana Department of State Civil Service rules.
The position reports to the Vice President of Finance and Administration / CFO - CAO.

Other Preferred Qualifications:
HR and / or Organizational Development professional certifications
Experience in updating and monitoring employee policies and procedures
Establishing and managing training programs
Louisiana Department of State Civil Service or other civil service programs
Managing workplace drug policies
Assisting with workmen's compensation and Jones Act employee administration
The Port offers competitive benefits including both a defined benefit and a defined contribution retirement plans, health, dental, vision, and life insurances.
The Board of Commissioners of the Port of New Orleans (Port) is a political subdivision of the State of Louisiana. The Port is a landlord port with $ 65 million of gross revenues plus an additional $32 million from the Port's subsidiary the New Orleans Public Belt Railroad Corporation (NOPB). The Maritime revenues originate from a diverse product mix of containers, breakbulk, cruise, and industrial real estate. The position also collaborates with the Human Resources Director at the NOPB on policies, procedures and best practices.

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.

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:
Mrs. Willie Mae Womack
Port of New Orleans/Human Resources
P. O. Box 60046
New Orleans, LA 70160
504-528-3277

Qualifications

MINIMUM QUALIFICATIONS:
A baccalaureate degree plus five years of professional level human resources experience.

SUBSTITUTIONS:
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.

NOTE:
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.

NOTE:
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.

NOTE:
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.

Job Concepts

Function of Work:
To administer all aspects of the largest and most complex human resources program.

Level of Work:
Administrator.

Supervision Received:
Broad direction from an agency administrative official.

Supervision Exercised:
May supervise lower level human resources professionals.

Location of Work:
May be used by all state agencies.

Job Distinctions:
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
Directs all facets of a comprehensive human resources management program.

Reviews program operations and determines need for new or revised polices or procedures. Establishes and directs the implementation of policies.

Directs all classification and evaluation activities for the agency.

Reviews salary levels and factor level assignments proposed by management or lower level staff, ensuring consistency within existing organizational patterns.

Represents the agency at 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. Advises agency management of the advantages and disadvantages of alternatives and recommends a course of action. Acts as liaison between agency management and Civil Service representatives in implementing reorganization plans.

Determines impact of special pay issues as they relate to agency fiscal concerns and internal pay equity. Recommends resolution of complex pay problems to agency management.

Establishes a uniform policy for the agency to ensure that disciplinary actions are implemented in a fair and consistent manner.

Reviews and approves disciplinary actions recommended by supervisors or lower level human resource professionals. Consults with agency legal counsel to address issues that may involve complicated legal ramifications.

Directs the investigation of complaints filed within the agency and charges filed through federal agencies. Consults with legal staff. Review results and recommends a course of action to agency management.

Directs the preparation of the budget requests for the Human Resources Management Office.

Prepares the agency's position relative to highly complex benefits issues. Represents the agency and provides testimony at administrative hearings regarding controversial unemployment and worker's compensation matters.

Directs the agency recruiting, selection, and placement program. Recommends changes to minimum qualification requirements in an effort to continue to attract and retain a qualified workforce.

Directs the development, maintenance, and monitoring of a performance evaluation system based on established criteria. Works with agency management to ensure that expectations are defined in such a way as to enhance the efficiency and effectiveness of agency operations and are clearly communicated to the employee.

Develops and administers layoff/layoff avoidance plans. Represents the agency in meetings with Civil Service staff to discuss layoff or layoff avoidance activities. Explains layoff/layoff avoidance activities to agency employees, supervisors and managers. May appear as agency representative before Civil Service Commission members regarding proposed plan.