2H58

PAY RANGE: N21

SENIOR DEPARTMENTAL HUMAN RESOURCES ASSOCIATE

(General)

(Diversity, Equity and Inclusion)

GENERAL DEFINITION

          This is public human resources work at the supervisory level planning, implementing and administering a variety of programs for a large operating department.  Employees in the general specialty supervise 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. Employees in the Diversity, Equity and Inclusion specialty lead workforce development, training and diversity, equity and inclusion programs for employees and stakeholders and coordinate and implement department wide diversity, equity and inclusion initiatives for a large operating department. Employees create strategies aimed at creating a diverse and inclusive workforce, reducing disparities, and effectuating equitable policies, procedures, and practices. Conferring with department administrators, union officials, Central Office of Human Resources representatives, Labor Relations representatives, Law Department representatives, and departmental employees is a significant aspect of this work. Work is performed under the direction of a higher level administrative or technical superior.

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 professional, full performance personnel performing human resources generalist work in the general specialty

OR

          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 in the general specialty or for implementing diversity, equity and inclusion initiatives for the specialty.  

TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)

ALL SPECIALTIES

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.

(General)

(Diversity, Equity and Inclusion)

GENERAL SPECIALTY

          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

          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.

DIVERSITY, EQUITY AND INCLUSION SPECIALTY

Supports the executive team in meeting goals and objectives by providing advice and counsel on personnel actions and issues and recommending and implementing employee programs that align with the mission and strategy.

Conducts and synthesizes research on best practices to advance equitable outcomes and inform the design and implementation of diversity, equity and inclusion roadmaps; serves as an internal and external thought leader on DEI and promotes organization-wide awareness of initiatives; assists in developing metrics for measuring key performance indicators for the program; oversees metrics collection and evaluates results on an annual or bi-annual basis; provides intervention recommendations; models the use of diversity and inclusion strategies and tools to evaluate programs, policies, and practices with personnel and community partners in order to improve operations, practices and engagement; assists in developing best practices that promote and reward inclusion;  collects and analyzes qualitative and quantitative data around the drivers of disparities to inform strategies, and creates solutions and tactics for increased DEI; develops and manages the implementation of strategies to investigate and address disparities; presents analysis to various stakeholders; reviews and assesses existing policies, procedures, programs and services to identify opportunities to reduce barriers for different groups and to promote DEI at various decision points; collaborates with various internal and external agencies.

Keeps employees informed of direction, important events, and decisions; collaborates with the staff learning and development team to develop and implement an inclusive career-path strategy for all levels of employees; ensures that practices, processes, and programs are impartial, fair and provide equal possible outcomes for every individual; takes active steps to eliminate acts, behavior, and speech, which reflect discrimination and prejudice.

Performs related work as required.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

KNOWLEDGE OF:

· city policies, practices and Civil Service Regulations affecting the certification, selection, probation and rejection of employees

· city and departmental policies, procedures and past practices relating to employee rights, benefits, privileges and obligations

· practices and procedures of employee workers’ or unemployment compensation in a civil service system

· best practices and pillars related to diversity, equity and inclusion

· Civil Service Regulations, union contract provisions and prevailing practices used in the administration of a disciplinary program

· interviewing methods and practices

· practices and procedures as they relate to selection and classification

· current best practices in human resources management 

· English grammar, spelling and punctuation

· federal laws and regulations, such as ADA, EEO and FMLA 

· uses and applications of personal computers and current standard software packages used for word processing, database manipulation and preparation of spreadsheets 

· computerized systems used to manage the department’s workforce planning

· City’s payroll process and leave regulations and policies

· best practices in diversity and inclusion for the Diversity, Equity and Inclusion Specialty

· principles and practices of an inclusive workplace for the Diversity, Equity and inclusion specialty

· principles and practices of effective research and analysis

SKILL IN: 

· eliciting information

· report writing

· assisting the Departmental HR Manager or administrative superior in implementing and monitoring human resources’ initiatives

· analyzing and interpreting data to make recommendations for assigned human resources’ program areas

· creating and maintain an inclusive workplace for the Diversity, Equity and Inclusion specialty

· fostering and maintaining relationships with partners and organizations for the Diversity, Equity and Inclusion specialty

ABILITY TO:

· 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

· lead, coach and train subordinate staff in demonstrating effective human resources’ competencies

· 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   

· make recommendations and ensure program alignment with strategic goals for the Diversity, Equity and Inclusion specialty

REQUIRED COMPETENCIES:

§ Core Competencies Required of All Human Resource Staff:

§ INTERPERSONAL SKILLS § TEAMWORK § INTEGRITY/HONESTY § CONSCIENTIOUSNESS § CUSTOMER SERVICE	§ LISTENING § SPEAKING § WRITING § READING § ORAL COMMUNICATION
§ Reasoning § Stress Tolerance § Memory § Attention to Detail § DECISION MAKING § PROBLEM SOLvING § SELF-MANAGEMENT	§ Learning § Flexibility § 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 11/22.)

ALL SPECIALTIES

EDUCATION:

          Completion of a bachelor's degree program at an accredited college or university.

AND

GENERAL SPECIALTY

AND

GENERAL EXPERIENCE:

          Two years of professional human resources experience.

AND

SPECIFIC EXPERIENCE:

One year of professional, full performance level public human resources experience in a departmental personnel program or central human resources agency.

DIVERSITY, EQUITY AND INCLUSION SPECIALTY

AND

GENERAL EXPERIENCE:

          Two years of professional human resources, employee relations or advocacy experience which has included demonstrated results in analyzing data and making recommendations for  improvements or innovations.

AND SPECIFIC EXPERIENCE:

          One year of professional level organizational consulting or human resources or employee relations experience as a specialist in one or a combination of the following areas to advance organizational diversity, equity, and inclusion goals:

· project management

· process improvement

· performance management

· implementing and monitoring programs

NOTE:

A master's degree in Human Resource Management, Labor Relations, Industrial Relations, Industrial Psychology, Public Administration or a closely related area or PHR or SHRM-CP certification may be substituted for one year of the required General Experience for both specialties.

NOTE:

Completion of the Project Management Professional certificate as issued by the Project Management Institute or completion of certification in Diversity, Equity and Inclusion by an accredited college or university or industry recognized association can substitute for one year of the general experience for the Diversity, Equity and Inclusion specialty.

OR

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

Spec Revision: CSC – 1/15; Ad. Board – 2/15

Spec Revision: CSC – 06/20; Ad. Board –07/20

Spec revision: CSC – 12/20;

Ad. Board – 1/21

Latest Spec revision:

CSC – 11/22

Ad. Board – 11/22

JA