HUMAN RESOURCE PROFESSIONAL II4082A6 Pay Grade: 27 DEFINITION OF WORK Summary This is full performance human resource management work. Work involves providing technical expertise in one or more human resource specialty areas of human resource management, such as classification, employment, benefits, or equal employment opportunity; provides consultation and guidance on a full range of human resource programs and issues. Standard Classification Factors Supervision Received - LEVEL C: "Under direction…" Employees at this level usually receive a general outline of the work to be performed and are generally free to develop their own sequences and methods within the scope of established policies. New, unusual, or complex work situations are almost always referred to a superior for advice. Work is periodically checked for progress and conformance to established policies and requirements. Difficulty - LEVEL B: Average… Where the employee is confronted with a variety of duties susceptible to different methods of solution which, in turn, places a correspondingly higher demand upon resourcefulness and concentration. Positions which require the analysis and evaluation of raw data and the rendering of conclusions would, in many instances, fall into this category. Complexity - LEVEL C: Work is of a standardized nature that may involve a variety of duties. Analytical thought becomes more important at this level due to increased data and changing situations. Tasks usually have several steps, some of which may not be directly related. Alternatives may exist for processes or methods to be used in solving problems. Workers at this level exercise a moderate amount of independent judgment. Work is controlled by routine review and reporting to or consultation with supervisors. When guidelines exist at this level, they tend to be more complicated or technical in nature requiring careful interpretation. Consequence of Actions or Decisions - LEVEL C: Consequences of actions or decisions at this level are limited in scope and effect as the work is reviewed occasionally. Errors may cause moderate inefficiency. Costs due to errors may be significant. Contacts - LEVEL C: The purpose of the contact is to influence, motivate, conduct interviews, make formal presentations or counsel to achieve common understanding or solutions to problems when the information is sensitive in nature or the individuals or groups are skeptical or uncooperative. Communication techniques and well developed communication skills become an important requirement at this level. Physical Demands - LEVEL A: The work is predominantly sedentary and requires minimal or negligible physical exertion. The employee is normally seated; however, the nature of the work allows for periods of standing or walking at will. Environmental Conditions - LEVEL A: The work environment involves normal everyday hazards or discomforts typical of offices, meeting and training rooms, or libraries. Comfortable levels of temperature, ventilation, lighting and sound are inherent in the work environment. Exposure to deviations from pleasant environmental conditions is only occasional. The likelihood of injury is remote. Supervision/Leadership - LEVEL B: Involves functional leadership responsibility. As a "senior worker", performing essentially the same or similar work as those overseen, responsibility includes training, instructing, scheduling and reviewing. As a "project leader" may be responsible for a phase(s) of a single project which includes planning, coordinating and reviewing the work of others. This level may also involve limited administrative responsibility such as participating in the evaluation of work performance. Distinguishing Features Differs from the Human Resource Professional I class in which employees perform basic human resource management work of limited scope and complexity. Differs from the Human Resource Professional III class in which employees are supervisors of lower level Human Resource Specialists or have extensive technical responsibility for an assigned human resource program. EXAMPLES OF WORK PERFORMED Analyzes a variety of human resource management issues to identify and provide solutions to problem areas; interprets and applies statistical data and reports as necessary to support findings; identifies trends in human resource management; initiates ideas to attain efficiency and effectiveness in organizational structure, functions and processes; conducts job and organization analysis; makes recommendations for strategies and practices to support an effective employee relations program. Designs and implements methods and documents to retrieve, organize, analyze and report relevant data; initiates and monitors transactions and adjustments; instructs staff on the actions necessary to complete human resource management documents, reports and processes. Develops and conducts salary and benefit surveys and formulates recommendations; determines, recommends and evaluates classification actions and benefits issues and calculates corresponding costs; supplies salary, benefit and employee data for budget preparation; reviews and assists with the preparation of position descriptions and organizational charts. Advises agency staff, employees, and applicants on human resource management statutes, regulations, policies related to pay, benefit, employee relations, health promotion and equal employment opportunity information issues. Coordinates recruitment activities; makes recommendations for recruitment sources, strategies and non-discriminatory hiring practices; promotes employment to prospective applicants through written or verbal information. Investigates and reports compliance with equal employment opportunity laws. Develops and validates employee selection instruments to provide an adequate flow of qualified applicants; administers announcement of job opportunities and examinations and facilitates examination process and scoring; evaluates qualifications of applicants to determine eligibility for examinations, jobs or career ladder possibilities. Reviews requests for human resource actions to evaluate their merit and compliance with established policies and procedures; recommends approval or disapproval of requests. May develop and present training modules and programs. Analyzes the given training goals and needs to produce a set of learning objectives, and defines a format for presenting material. Researches, evaluates and selects handouts, visual aids, case studies and exercises that will best promote learning. Uses software packages, such as spread sheets and data bases to support the human resource program. May assign, coordinate and supervise the work of clerical staff. REQUIRED KNOWLEDGE, ABILITIES AND SKILLS Knowledge *Knowledge of the principles and practices of human resource management. *Knowledge of the federal laws applicable to a comprehensive human resource program. Knowledge of state laws, rules and regulations applicable to the Kansas Civil Service system. Knowledge of technical and management methodologies involved in performing classification of positions, employment, compensation, benefits, labor relations, equal employment opportunity, training, research or other related human resource areas. *Knowledge of the source materials for researching human resource issues and processes. *Knowledge of the methods and practices used to evaluate and interpret data and compile reports in narrative and statistical form. Knowledge of methods and practices used to conduct work flow analysis studies. Abilities *Ability to plan, analyze details, develop and formulate recommendations for implementation of human resource processes and functions. *Ability to express ideas orally and in writing. *Ability to read and comprehend an extensive body of detailed and varying procedures and methods used to resolve a variety of human resource problems. *Ability to analyze human resource problems and formulate logical recommendations. *Ability to establish and maintain effective working relationships with agency officials, other employees and the public. Ability to evaluate the effect of technology introduction on work flow, organizational structures and changes in worker skill requirements. *Necessary at Entry MINIMUM REQUIREMENTS: Two years of experience in planning, directing, organizing, managing or administering personnel or human resources functions. Education may be substituted for experience as determined relevant by the agency. NC: 06/94 |