PAY RANGE: N21
SENIOR DEPARTMENTAL HUMAN RESOURCES ASSOCIATE
This is public human resources work at the supervisory level planning, implementing and administering a variety of programs for a large operating department. An employee in this class supervises human resources professionals and clerical employees providing support services for a comprehensive departmental human resources program. Employees function as the primary assistant for a Departmental Human Resources Manager. Conferring with department administrators, union officials, Central Office of Human Resources representatives, Law Department representatives, and departmental employees is a significant aspect of this work. Work is performed under the direction of a higher level personnel manager.
ALLOCATING FACTORS: (The following conditions must be met for a position to be
allocated to this class.)
Employees in this class must supervise a staff of full performance personnel performing human resources generalist work.
Employees in this class must be responsible for supervising the administration of a specialized department-wide program, such as discipline, for a large operating department.
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)
Supervises a professional staff engaged in public human resources work including recruitment, workforce planning and staffing, labor relations, safety administration, employee discipline, training, regulatory compliance, employee selection and placement programs for a large operating department; provides technical guidance to lower level associates; supervises clerical personnel engaged in support activities for human resources programs.
Develops and administers department-wide programs for employee development, performance management and discipline; develops and recommends policies and objectives; informs managers and employees of policies and procedures; advises managers of course of action; prepares reports detailing findings.
Conducts EEO investigations in response to complaints of discrimination and sexual harassment; makes inquiries; determines just cause; prepares written documentation detailing findings; notifies division head and officials in centralized agency; makes recommendations for corrective action.
Advises managers on courses of action affecting unions and employees; directs the establishment of disciplinary hearing boards and conducts hearings; reviews recommendations for action and determines appropriateness; prepares and presents cases heard before appeal and review bodies; confers with supervisory personnel to discuss cases and to advise and assist in their preparation; trains managerial personnel to avoid discriminatory actions; discusses progress and policy implications for the disciplinary program; oversees employee grievance processing; represents department at administrative, legal or union hearings; prepares settlement and last chance agreements.
Administers performance appraisal program for departmental personnel; conducts training for supervisors and managers on performance appraisals; monitors employee assistance program; ensures that departmental recruitment program is in accord with the department's affirmative action goals; advises supervisory personnel of departmental policies and prepares reports detailing actions taken.
Performs related work as required.
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
· computerized systems used to manage the department’s workforce planning
· City’s payroll process
· eliciting information
· report writing
· explain and interpret Civil Service Regulations, departmental procedures and policies in the various personnel functions
· plan, direct and evaluate the work of subordinate staff members engaged in the administration of a departmental personnel program
· organize work and coordinate activities
· implement human resources programs
· conduct investigations
· communicate effectively, both orally and in writing
· manage and resolve conflict
· establish and maintain effective working relationships with union officials, employees, department officials, supervisors and central agencies
· identify problems and generate appropriate solutions
§ Core Competencies Required of All Human Resource Staff:
§ INTERPERSONAL SKILLS
§ CUSTOMER SERVICE
§ ORAL COMMUNICATION
§ Stress Tolerance
§ Attention to Detail
§ DECISION MAKING
§ PROBLEM SOLvING
§ Self Esteem
§ Personnel and Human Resources
§ PLANNING AND EVALUATING
§ CREATIVE THINKING
Note: Competencies are derived from the U.S. Office of Personnel Management’s Human Resource Manager database, a copy of which resides in the City of Philadelphia Personnel Department. Definitions of each competency have been developed by U.S. OPM for nationwide use and are available for review upon request in the Personnel Department.
MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The following statement represents the minimum training and experience standards which will be used to admit or reject applicants for tests. Applications submitted by candidates for this class will be reviewed based on training and experience requirements as approved on 2/15.)
Completion of a bachelor's degree program at an accredited college or university with major coursework in Human Resources, Personnel, Labor Relations, Industrial Relations, Industrial Psychology, Public Administration, or a related area.
Two years of human resources work.
One year of public human resources work at the full performance level in a departmental personnel program.
A master's degree in one of the areas specified above or PHR certification may be substituted for one year of the required General Experience.
Any equivalent combination of acceptable education and experience determined to be acceptable by the Office of Human Resources, which includes possession of a bachelor's degree from an accredited college or university as an educational minimum and the specific experience.
PHYSICAL AND MEDICAL REQUIREMENTS
Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.
Class Established 7/90
Spec Revision: CSC - 10/05; Ad. Board - 10/05
Latest Spec Revision: CSC – 1/15; Ad. Board – 2/15