2H90

PAY RANGE: CP10-13-A

HUMAN RESOURCES PROFESSIONAL 1

(General)

(Labor Relations)

This classification encompasses career progression technical human resources work from the entry level to the intermediate performance level in the area of specialization. Positions work in the human resources or in the operating departments in the General Specialty, and in the labor relations central agency for the Labor Relations Specialty.  Positions in the General Specialty specialize in various human resources disciplines, such as benefits, classification, compensation, hiring, labor relations, performance management, recruitment, and training. Positions in the Labor Relations Specialty specialize in equal employment opportunity or employee/labor relations. Work is performed under close supervision and assignments expand in complexity and scope as the employee gains experience.  Positions assigned to operating departments function as human resources generalists. Employees assigned to the central agencies may rotate between assignments.  Employees report to a higher-level human resources professional.

TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)

GENERAL SPECIALTY

ASSIGNMENTS – CENTRAL HUMAN RESOURCES AGENCY

Classification and Compensation

• Provides classification and compensation services to assigned departments;
• Actively participates in classification surveys for major occupations;
• Actively participates in review and recommend the allocation of positions to classes;
• Prepares classification reports;
• Revises existing class specifications and develops new class specifications;
• Presents information to pay evaluation committees;
• Assists in salary surveys, prepares reports and assists in making presentations on survey results;
• Conducts job analyses
• Receives requests from departmental authorities to fill existing positions; actively participates in establishing new classifications or reviewing existing classes
• Conducts audits and prepares written reports
• Makes recommendations to revise existing and prepare new class specifications
• Presents duties for evaluation.

Recruitment

• Assists in developing and fulfilling targeted recruitment plans;
• Actively participates in identifying sources of prospective candidates.

Benefits

• 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;
• Participates in the development/revision of employee benefits communication materials;
• Reviews billing material for processing of payments for assigned benefit areas;

Hiring

• Provides selection services to assigned departments;
• Develops and administers a variety of tests;
• Actively participates in the administration of 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.
• Performs test scoring function.

Training

• Assists in assessing training needs throughout city government and recommends appropriate policies, programs and priorities;
• Provides or arranges for classroom training.

· Informs employees of training programs and courses available for participation; arranges with training agencies for specific training courses and coordinates department participation; determines eligibility of employees; assembles and instructs basic training programs.

Shared Services/Certification/Transactions

• Performs certification or transactions processing functions.

OPERATING DEPARTMENT ASSIGNMENT

• 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 department’s annual workforce plan;

• Meets with managers to determine operational needs;
• Assists in analysis of 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;
• Assists in determination of nature of accidents;
• Interacts with third party administrators and centralized agencies; 
• Assists in administration of workers’ 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
• Assists in developing and administering training and organization development initiatives.
• Assists in developing and administering occupational safety programs

LABOR RELATIONS SPECIALTY

ASSIGNMENT –LABOR RELATIONS

• Provides staff assistance to the City's negotiating team during contract negotiations and interest arbitration hearings;
• Assists in representing 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.

·

· Assists in conducting city-wide training on labor contracts and labor relations best practices;

· Researches bargaining history and provides limited analysis;

· Serves as point of contact to departmental leadership, human resources representatives, and union officials on labor/management issues, and participates in departmental labor management meetings;

· Creates reports on grievance and arbitration cases.

ASSIGNMENT – EEO

• Receives complaints of job discrimination prohibited by law;
• Counsels complainants in regard to civil service and merit system processes and procedures and departmental actions;
• Assists in conducting investigations to ascertain case facts;
• Prepares, or assists in the preparation of federally mandated statistical reports on the city workforce;
• Actively participates in making recommendations for 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;
• Assists in conducting city-wide EEO and Employee Relations related training;
• Maintains EEO case management database;
• Creates EEO investigation reports.

BOTH SPECIALTIES

• Reads, and actively participates in interpreting and applying Civil Service Regulations, Home Rule Charter, collective bargaining agreements, interest arbitration awards and federal, state and local legislation and regulations related to the work;
• Prepares a variety of reports;
• Makes presentations to a variety of groups;
• Conducts research;
• Performs related work as required.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

KNOWLEDGE OF:

• Current developments in human resources administration
• Public personnel administration
• Relevant labor laws
• Relevant federal legislation, including ADA, ADEA, FMLA, FLSA, Title Seven of the Civil Rights Act, USERRA
• Use of personal computers and relevant software packages and applications comparable to WORD, EXCEL, ACCESS and PowerPoint
• Basic statistics
• Job analysis
• English grammar, spelling and oral communication
• Report writing methods and procedures

SKILL IN:

· Use of personal computers

· Interviewing

· Narrative report writing

ABILITY TO:

• Develop new products, processes, services
• Interact effectively with peers, superiors, department managers and employees and union officials
• Explain or justify decisions, conclusions, findings, or recommendations
• Persuade others to take a particular course of action or to accept findings, recommendations, changes, or alternative viewpoints
• Interpret and apply laws, regulations, policies, standards, or procedures to specific issues
• Explain non-technical and technical or other complex information orally or in writing
• Read and understand technical or other complex materials required for the job
• Assist in implementing human resources programs
• Resolve complaints, problems and grievances between individuals, departments and supervisors
• Establish and maintain effective working relationships with managers, peers, employees, union officials, and job seekers
• Gather and analyze information
• Communicate effectively, both orally and in writing

PROMOTIONAL CANDIDATES – KNOWLEDGE OF:

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

POSITION SPECIFIC REQUIRED KNOWLEDGE

Depending on the assignment, positions at the intermediate level will be required to possess knowledge of:

• Benefits administration
• Internal Revenue Service rulings, Federal and State laws related to benefits administration including the Patient Protection and Affordable Care Act
• Position classification
• Hay evaluation system
• Compensation administration
• The current literature, federal regulations and court rulings related to affirmative action and equal employment opportunity in public agencies.
• Training practices and techniques
• Collective bargaining
• Negotiation principles and practices
• Applied psychology as related to selection
• Automated test development systems, such as SIGMA
• Test development and administration
• Recruiting
• Test Scoring
• Certification
• Transactions processing

A Management Trainee eligible list may be established and appointments will be made from that list to fill entry level Human Resources Professional 1 positions.

Eligible lists for Human Resources Professional 1 may be established to fill positions above the entry level (step one).

NOTE:  Examinations announced to fill positions at the intermediate level will specify the assignment-related experience required and preferred.

Appointment rates for newly hired employees will be based on the qualifications and will be determined in accordance with Civil Service Regulations and Office of Human Resources policies and procedures.

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 7/21.)

ALL SPECIALTIES

EDUCATION:

Completion of a bachelor’s degree program at an accredited college or university with major course work in Human Resources, Personnel Administration, Labor Relations, Industrial Relations, Industrial Psychology, Public Administration, or a related area.

GENERAL SPECIALTY

AND EXPERIENCE:

One year of experience as a Management Trainee in human resources.

OR

One year of experience in human resources in one of the following classes:

· Administrative Services Supervisor – Confidential (2L08)

· Hiring Services Support Supervisor (2H16)

· Administrative Assistant- Confidential (2L11)

· Administrative Trainee 1 or 2 - Confidential (2L06, 2L07)

LABOR RELATIONS SPECIALTY

AND EXPERIENCE:

One year of trainee level experience in employee/labor relations or equal employment opportunity related human resources experience in the Philadelphia Mayor’s Office of Labor Relations.

GENERAL SPECIALTY

NOTE: Completion of a Bachelor’s degree in any field from an accredited college or university and possession of one of the preferred certifications listed below meets the minimum education requirement.

NOTE: Completion of the preferred Master’s degree from an accredited college or university or one of the preferred certifications listed below may substitute for one year of the required experience.

OR

ALL SPECIALTIES

Or any equivalent combination of education and experience that has included a Bachelor’s degree or industry recognized certification in Human Resources.

PREFERRED EDUCATION, EXPERIENCE, AND CERTIFICATIONS:

EDUCATION: Master’s Degree from an accredited college or university in Human Resources, Personnel Administration, Labor Relations, Industrial Relations, Industrial Psychology, Public Administration, or a related area.

EXPERIENCE:

Compensation assignment: Experience conducting internal evaluation using a method comparable to the Hay Guide Chart Evaluation and market pricing.

Benefits assignment: Experience analyzing and administering health care benefits programs.

Hiring assignment: Experience developing and administering employment selection instruments.

CERTIFICATIONS (Depending on Position): SPHR, PHR, SHRM-CP, SHRM-SCP, CCP, CBP, CEBS

Accelerated Earned Pay Increase:

Employees permanently allocated to this class may receive an accelerated earned pay increase of one pay step in the pay range when the employee secures one of the preferred professional certifications or graduate degrees defined above and has a performance rating of Superior or higher. An employee is eligible for only one earned pay increase. 

PHYSICAL AND MEDICAL REQUIREMENTS

Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.

Spec. Revision and Consolidation with 2H01, 2H02, 2H18, 2H19, 2H55, 2H57, 2H60:

CSC – 10/08; Ad. Board – 11/08

Spec. Revision: CSC – 5/14; Ad. Board – 5/14

Spec. Revision: CSC – 4/16; Ad. Board – 5/16

Spec. Revision: CSC – 10/16; Ad Board – 11/16

Spec. Revision: CSC – 6/17; Ad Board – 8/17

Spec. Revision: CSC – 10/20; Ad Board – 11/20

Latest Spec. Revision:

CSC – 6/21

Ad. Board – 7/21

SA