Agency
Gov Morehead Sch for the Blind
Division
Gov Morehead Sch for the Blind
Job Classification Title
Agency HR Consultant II (NS)
Position Number
60039378
Grade
NC15
About Us
Governor Morehead School (GMS) is the flagship school in North Carolina that serves the special needs of visually impaired students, in a unique residential setting. Apart from its flagship status as the only residential school in the state for visually impaired students, GMS is renowned for its excellent program in Orientation and Mobility as well as its Braille Music program.
Description of Work
Position assists management of Governor Morehead School in accomplishing the mission and goals of the organization by ensuring quality HR program services that are responsive to the needs of the employees. This position implements and maintains all HR services and activities for the GMS HR Office. The position implements and maintains a broad and comprehensive HR program including the functional areas of human resource management, salary administration (NCGS 126 & 115C), benefits, position management, recruitment, employee relations, and safety and health.
Knowledge Skills and Abilities/Management Preferences
Recruitment Range $65,000 - $85,000
20% - PLANNING AND ADMINISTRATION:
Plann and administers all the HR functions for the school. Establishes work standards, priorities and deadlines for all HR functions and staff; determines resources needed to accomplish work; supervises and trains HR staff; ensures HR records and reports are maintained in compliance with state and federal regulations; ensures all personnel decisions and actions are documented and maintained; monitors and reviews processes and procedures to ensure quality, quantity, cost and timeliness of services being provided; reviews and resolves problems within policy guidelines, and ensures goals and objectives of the HR Office are met. Serves as HR policy consultant and advisor to the Director of the School, management team members, and supervisors of the school. Serves as a member of the School Management Team, Administrative Management Team, Safety and Health Committee and the Crisis Management Team. Assists management in program planning and organization design. Interprets and applies relevant HR policies, procedures, and regulations for all employees of the school. Provides management and employees with options and recommends solutions for resolving specific issues. Ensures HR policies and procedures are communicated and/or disseminated in a timely manner and applied appropriately and consistently. Identifies policy exceptions and seeks approval with appropriate Division or the Department of Public Instruction Human Resources Office.
20% - LICENSURE PROGRAM MANAGEMENT AND SALARY ADMINISTRATION (115-C):This position provides consultative and administrative management of the licensure program for the school to ensure the school is compliant with State Board of Education licensure policies and procedures. The position must have a good understanding of North Carolina's licensure program, including, but not limited to, the residency program, national board certification process, alternative routes to licensure, education and/or testing requirements, the initial licensure program, graduate licensure policies and procedures, renewal requirements for both educators and administrators, accurate salary determination based on correct analysis of license, and required annual maintenance of licenses to ensure accuracy of experience credit.The position serves as the 115C licensure/salary administration specialist for the school and is responsible for setting salaries while ensuring that salary decisions are made in accordance with State Board of Education licensure policies and procedures. The position must be able to review educator licenses and determine contract eligibility for both pre-hiring and annual contract engagement. The position analyzes official college transcripts, work experience verification documents, out-of-state licenses, test scores, experience ratings, and other documentation to determine if new employees meet State Board of Education requirements and policies for licensure. The position may request NC Teacher License for new employees, requiring knowledge of official documents that are needed to submit an online application, e.g., degree transcripts - bachelor's, master's, and all other post-secondary studies; licensure content area examination(s); valid and current educator's license from another state if held; and verification by institutions when there is a completed approved education program. The position maintains, tracks and audits continuing education units (CEU) information for teacher certifications related to licensure requirements and informs educators and administrators of their requirements in writing to ensure compliance. The position compiles licensure data for the Principal and School Director to recommend continued contract employment; or recommend contract non-renewal based on performance evaluations in the North Carolina Educator Effectiveness System (NCEES) and licensure status. The position answers questions regarding licensure requirements, serves as a liaison between the school, educators, and the DPI Licensure Services office, and assists employees in using the DPI Licensure System.
10% - EMPLOYEE RELATIONS:Assists management in developing and maintaining effective relationships between the school and its employees. Administrates and communicates the grievance and disciplinary policies and procedures for both SPA employees (GS 126) and educators (GS 115-C). Develops and administers policies and procedures which define the rights and obligations of both management and employees. Builds positive conditions and anticipates, presents, and resolves situations through investigation, counseling, and mediation before they become a problem. Provides independent analysis of information and documents problems and behaviors and formulates a recommended course of action and solution. Drafts, edits, and maintains required disciplinary actions and grievance/dispute documentation and ensures that information is entered in IHRP/FIORI. Coordinates reasonable cause drug testing. Works cooperatively with the DPI HR EEO Officer in conducting investigations, providing information and documentation concerning ER issues related to alleged discrimination. Notifies appropriate ER issues or actions. Serves as liaison with Attorney General’s Office, EEO investigators, Budget Office, and EAP to facilitate information exchange. Provides information, orientation and training to employees and supervisors concerning policies and procedures related to disciplinary action, grievance rights, harassment, violence in the workplace and alcohol and drug free workplace and the Employee Assistance Program. Notifies management and employees when policy or procedure changes occur. Coordinates the Employee Assistance Program providing information, counseling and referral for school employees and supervisors. Coordinates the Unemployment Insurance Program, providing separation and appeal information to the UI contractor within the specified time frames. Coaches and prepares managers for hearings. Advises management concerning UI appeals. Reviews UI claims activity report to ensure proper payment and accuracy of information. Coordinates exit interview process with separating employees. Reviews findings, identifies trends, and processes quarterly reports. Communicates findings and makes recommendations to management concerning both positive and negative feedback. Coordinates employee recognition programs such as the Governor’s Award for Excellence, and Service Awards Program.
10% - SALARY ADMINISTRATION (NCGS 126):Serves as salary administration specialist for the school and is responsible for setting salaries that are competitive while ensuring that salary decisions are made in a fair and equitable manner. Reviews, recommends and approves all salary actions considering qualifying education and experience, equity and availability of funds. Interprets, explains and requests personnel information and coordinates with DPI HR and appropriate state level personnel as necessary. Verifies that employees possess the minimum education and experience, or the equivalent. Communicates with applicants to clarify or complete information to make sound salary decisions. Documents all salary decision justification, ensuring that documentation is attached in IHRP/FIORI history. Identifies policy exception requests and sends recommendation along with supporting documentation and justification through appropriate channels to DPI HR for analysis and decision. Provides explanation for exceptions above the hiring rate, temporary, etc. Prepares and provides data on recruitment and retention programs for justification of salary exceptions. Determines if applicants meet the KSAs with knowledge of possible acceptance considering combination of training and experience. Working with DPI HR, determines eligibility and amount of increase for in-range adjustments and other special salary adjustments. Prepares an equity analysis on all salary decisions to ensure equity within the school and/or division. Monitors salary reserve for all positions and works with the management and the Budget Officer when necessary to request additional salary reserves. Provides consultation and technical assistance to management concerning pay equity and fair salary offer. Ensures that the supplemental pay practices (shift premium, extended duty, overtime, bonuses, dual employment, etc.) are administered in compliance with policy.
10% - RECRUITMENT COORDINATION:Coordinates the functions of the recruitment and selection process to ensure compliance with the Department’s Merit Based Hiring Policy. Serves as a technical advisory to management concerning the recruitment and selection process. Ensures that the recruitment and selection process is applied consistently. Assists management in determining any job-related qualifications in addition to minimum state standards and identifies additional selection criteria required for screening applicants. Identifies, monitors, and evaluates pools and recruitment sources and recommends strategies to meet agency staffing needs. Identifies difficult to recruit positions and plan special recruitment initiatives to develop an applicant pool of qualified candidates. Selects screening committee members and serves as a technical advisor to that committee. Ensures that all priorities (Reduction in Force, Veterans Preference, Career State Employee, etc.) are taken into consideration during the selection process. Works in cooperation with the DPI HR EEO Officer to ensure that selections are fair and the school EEO Plan is followed. Provides technical assistance to the DPI HR EEO Officer and management in developing and administering the Affirmative Action Plan. Counsels employees on qualifications and career development options.
10% - POSITION MANAGEMENT/CLASSIFICATION:Provides consultation to management and employees concerning organizational design and structure, position design, recruitment standards, and the classification process. Determines need for classification and compensation studies to include the individual classification actions and group studies. Assists management in planning priorities in classification and pay. Provides education, training or coaching to management on writing job descriptions, designing organization charts, and the overall classification process to enhance their knowledge of the system and how decisions are rendered. Gathers supportive data and prepares documentation and forwards the request to DPI HR classification analyst for review. Works as liaison with the DPI HR classification analyst on gathering additional information concerning the organization or responsibilities. Interview employees and documents findings. Provides feedback to management/employees upon completion of the study or review. Ensures organizational charts are updated and classification and organizational structure changes occur and submits agency organizational charts annually to DPI HR within specified timeframes. Ensures that management and employee are informed of the FLSA designation.
15% - BENEFITS ADMINISTRATION:Position serves as benefits representative for the school and is the primary contact person for all questions related to employee benefits. Benefits include all leave programs (vacation, sick, compensatory, Voluntary Shared Leave, Family Medical Leave, Workers’ Comp. Leave, etc.), retirement, disability, health insurance, dental insurance, various other types of school and DPI supplemental insurance programs, work/life program and NCFLEX program. Responsibilities include communicating policies and benefit information to employees (new, existing, and former); notification of changes in benefits and critical deadlines; coordinating open enrollment periods; determining employees eligibility for benefits; serve as liaison with payroll office and insurance companies to resolve problems; reviewing enrollment/change forms for timeliness, accuracy and completion; facilitating new employee orientations; developing and/or maintaining benefits materials (pamphlets, brochures, enrollment forms, etc); conducting employee exit process; maintaining supporting documentation in personnel files; and ensuring confidential medical information is kept separate from personnel file. Position is responsible for entering personnel actions into the Integrated Payroll System (IHRP/FIORI) as they relate to benefit related leave to ensure proper payment of all employees. Position is responsible for entering personnel actions into the Integrated Payroll System (IHRP/FIORI) for all separation actions and ensuring pertinent information is communicated to parting employees. Position is also responsible for verifying total state service records; determining eligibility for longevity bonus, vacation leave accrual rate, and service awards; notifying employee, and supervisor of eligibility status; and maintaining documentation to support eligibility determination. The position is responsible for monitoring leave records of the school to ensure that policies and procedures concerning the documentation of vacation leave, sick leave, community service leave, adverse weather leave, compensatory leave, Family/Medical Leave and other types of leave are being followed and correctly documented on the leave records. Position serves as primary contact with supervisors, employees, and timekeepers concerning questions about documentation or leave policies. When required, this position is responsible for auditing time and leave records every year at the end of June and the end of December. Position is responsible for completing an annual leave compensation report for the budget office when requested.
5% - SAFETY AND HEALTH:This position serves as a technical advisor on the Safety and Health committee and must be familiar with many safety and health issues. Reports any safety and health concerns to the school safety officer for investigation. Coordinates the wellness program for the school. Provides information to employees concerning health fairs, screening, blood drive and other wellness issues. Serves as a member of the Crisis Management Team.
Minimum Education and Experience
Some state job postings say you can qualify by an “equivalent combination of education and experience.” If that language appears below, then you may qualify through EITHER years of education OR years of directly related experience, OR a combination of both. See the Education and Experience Equivalency Guide for details.
Bachelor’s degree, typically in Human Resources or related field from an appropriately accredited institution and 2 years of experience required; or High school or General Educational Development (GED) diploma and 5 years of progressive experience in Human Resources; or equivalent combination or education and experience.
EEO Statement
The State of North Carolina is an Equal Employment Opportunity Employer and dedicated to providing employees with a work environment free from all forms of unlawful employment discrimination, harassment, or retaliation. The state provides reasonable accommodation to employees and applicants with disabilities; known limitations related to pregnancy, childbirth, or related medical conditions; and for religious beliefs, observances, and practices.
Recruiter:
Jeffrey Boatwright
Recruiter Email:
[email protected]