This classification encompasses career progression human resources positions from the entry level to the full performance level. Positions work in the human resources, and labor relations central agencies and in the operating departments. Positions in the central agencies specialize in various human resources disciplines, such as benefits, classification, compensation, EEO, hiring, labor relations, performance management, recruitment, and training. Positions assigned to operating departments function as human resources generalists. Employees assigned to the central agencies may rotate between assignments. Employees report to higher level human resources professional.
ASSIGNMENTS - CENTRAL HUMAN RESOURCES AGENCYALL ASSIGNMENTS
Classification and Compensation
- Provides classification and compensation services to assigned departments;
- Conducts classification surveys for major occupations;
- Reviews and recommends allocation of positions to classes;
- Prepares classification reports;
- Revises existing class specifications and develops new class specifications;
- Presents information to pay evaluation committees;
- Develops and administers salary surveys, prepares reports and makes presentations on survey results;
- Conducts job analyses.
- Develops and fulfills targeted recruitment plans;
- Identifies sources of prospective candidates.
- Provides services to departments and employees for several benefit programs such as health plans, life insurance programs, unemployment compensation, and/or secondary placement of disabled employees;
- Develops / revises employee benefit communication materials;
- Reviews billing material for processing of payments for assigned benefit areas;
- Serves as liaison with benefits consultants and insurance carriers.
- Receives complaints of job discrimination prohibited by law;
- Counsels complainants in regard to civil service and merit system processes and procedures and departmental actions;
- Conducts investigations to ascertain case facts;
- Prepares, or assists in the preparation of federally mandated statistical reports on the city workforce;
- Recommends recruitment and promotional goals and participates in recruitment efforts;
- Assists in the review and monitoring of departmental affirmative action plans for conformance with prescribed standards.
- Provides selection services to assigned departments;
- Develops and administers a variety of tests;
- Administers large scale examinations and develops procedures and practices for their administration;
- Conducts statistical analysis of test results;
- Reviews applications for employment and determines eligibility to compete in civil service examinations;
- Documents examination practices.
ASSIGNMENT - CENTRAL LABOR RELATIONS AGENCY
- Assesses training needs throughout city government and recommends appropriate policies, programs and priorities;
- Provides policy direction and procedures for training officers of the various City departments;
- Provides classroom training.
ASSIGNMENT - OPERATING DEPARTMENT
- Provides staff assistance to the City's negotiating team during contract negotiations and interest arbitration hearings;
- Represents the City in the hearing, negotiation and settlement of grievances, including arbitration;
- Provides interpretation of labor contracts, laws, and regulations and advice and guidance concerning labor/management issues to department officials.
- Evaluates requests received from department employees for changes in classification or pay;
- Prepares justifications for proposed changes and communicates information to designated liaison in central agency;
- Prepares or participates in preparation of departmentís annual workforce plan;
- Meets with managers to determine operational needs;
- Analyzes recruitment needs based on operational considerations;
- Requests names of eligible candidates from appropriate eligible lists from the Central Human Resources agency;
- Contacts, schedules and interviews candidates for employment;
- May recommend candidates for positions or the removal of candidates from certification or eligible lists;
- Reviews injury reports for accuracy;
- Determines nature of accidents;
- Interacts with third party administrators and centralized agencies;
- Administers workersí compensation departmental program;
- Confers with union representatives;
- Advises department administrators and supervisors on labor practices;
- Interprets the effect of bargaining agreements on operational policies and procedures;
- Informs department officials and employees of pertinent departmental and city-wide policies;
- Attends hearings; testifies and prepares reports.
- Oversees payroll activities, if required by work assignment
- Develops and administers training and organization development initiatives.
- Develops and administers occupational safety programs
PROMOTIONAL CANDIDATES - KNOWLEDGE OF:POSITION SPECIFIC REQUIRED KNOWLEDGE
OPEN COMPETITIVE CANDIDATES - ABILITY TO LEARN:
- Civil Service Regulations
- Home Rule Charter
- Collective bargaining agreements
- Structure and functions of City departments
- City policies, practices and procedures related to human resources
Depending on the assignment, positions above the entry level will be required to possess knowledge of:
|Assignment Level||Initial Appointment Rate - CP step||Entry Level For:|
|Full Performance||4||Masterís degree or Certification + 2 years experience or Bachelorís +3 years experience|
|Full Performance||3||Masterís degree or Certification + 1 year experience or Bachelorís +2 years experience|
|Intermediate||2||Masterís degree or Certification or Bachelorís +1 year experience|
Bachelorís Degree with major course work in Human Resources, Personnel, Labor Relations, Industrial Relations, Industrial Psychology, Public Administration, or a related area.AND
Positions to Be Filled Above the Entry Performance LevelAll Positions:
Two years experience in human resources related to the specified assignment.
Or any equivalent combination of education and experience that has included a bachelorís degree.AND
Experience conducting internal evaluation using a method comparable to the Hay Guide Chart Evaluation and market pricingBenefits
Experience analyzing and administering health care benefits programsHiring
Experience developing and administering employment selection instruments
Masterís Degree in one of the areas described above.
SPHR, PHR CCP, CBP, CEBSAccelerated Earned Pay Increase:
Employees permanently allocated to this career progression class may receive an accelerated earned pay increase of two pay steps in the career progression pay range when the employee secures the preferred professional certification or graduate degree related to the work of the class and defined above. An employee is eligible for only one earned pay increase during any twelve month period.PHYSICAL AND MEDICAL REQUIREMENTS
Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.
Positions in this career progression class were formally allocated to the following standard classes:
2H01 Personnel Analyst 1 EP 13 2H02 Personnel Analyst 2 EP 19 2H18 Hiring Services Associate 1 EP 13 2H19 Hiring Services Associate 2 EP 19 2H55 Human Resources Associate 1 EP 13 2H57 Human Resources Associate 2 EP 19 2H60 Equal Employment Opportunity Analyst EP 19