HUMAN RESOURCE PROFESSIONAL III4083A6 Pay Grade: 30 DEFINITION OF WORK This is administrative human resource management work. Work involves either administering a component of a human resource program such as examination administration, recruitment, or administering a statewide program. Work may involve supervising technical and clerical staff. 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 C: Considerable… Duties which require a high degree of concentration because of the many factors which must be considered and weighed before a decision can be reached. Usually positions that require planning, developing, and coordinating programs and directing fairly large groups of people fall into this category. Complexity - LEVEL D: Work is of a diversified nature that usually involves multiple unrelated steps. Analytical thought is necessary for dealing with complex data and situations. Work often involves a variety of unrelated processes and may require planning or carrying out a sequence of actions or both. Several alternatives usually exist at this level for approaching problems or situations. Workers at this level exercise a considerable amount of independent judgment. Work is controlled by occasional review and by reporting to or consultation with supervisors or superiors. When guidelines exist at this level, they are usually broadly defined or technical requiring careful analysis and interpretation. Consequence of Actions or Decisions - LEVEL D: Consequences of actions or decisions at this level are significant as the work may be rarely if ever reviewed, making errors difficult to detect. Errors may cause major program failure or a high degree of confusion. Injuries to others due to errors are serious or incapacitating or both and costs due to errors are substantial. 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 D: Involves administrative supervision responsibility. As a "first line supervisor", the primary responsibility involves scheduling, supervising and evaluating employees who perform the same or similar work. Responsible for recommending hiring and disciplinary actions to a higher level of authority. As a "project manager" may direct the activities of project leaders to develop plans and criteria and to evaluate progress and results for one or more projects. Distinguishing Features Differs from the Human Resource Professional II class in which incumbents perform full performance human resource management work. EXAMPLES OF WORK Plans, organizes and develops processes and/or programs in one or more functional areas of an agency's human resource program; oversees the day to day operations; prepares and presents policy proposals relative to the assigned functional areas; resolves grievances and administers disciplinary actions. Conducts comprehensive research and analysis to identify trends and resolve human resource management issues impacting the entire state or agency; performs qualitative and quantitative analysis of multiple issues; recommends and develops supporting rationale for regulations, policies, programs and actions; conducts organization analysis; makes recommendations for and implements strategies and practices to support an effective employee relations program. Administers a statewide program to ensure compliance with relevant laws and regulations; serves as the state's subject matter expert by advising agencies of technical considerations and requirements, providing consultative services and training for the program. Plans and directs program activities for investigating and reporting compliance with equal employment opportunity regulations; oversees career counseling, referral and placement activities. Plans and directs activities to collect, organize, analyze and report data for analysis; determines and justifies source, quality of information to include/exclude in state analysis; designs and implements special research studies; uses software packages, such as spread sheets and data bases to support the human resource program. 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. May assign, coordinate and supervise the work of lower-level human resource specialists and 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 a wide variety of occupational categories and state agency functions. Knowledge of supervisory and training methods and techniques. Knowledge of the 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 methods and practices used to evaluate and interpret data and compile reports in narrative and statistical form. Knowledge of interviewing and applicant selection techniques. *Knowledge of English grammar and composition. Knowledge of methods and practices used to conduct work flow analysis studies. Abilities *Ability to plan, develop and implement processes and manage human resource functions or programs. *Ability to influence and counsel persons on human resource matters. *Ability to read and comprehend an extensive body of detailed and varying procedures and methods and to resolve a variety of technical human resource issues. *Ability to analyze broad human resource issues and formulate logical recommendations. *Ability to express ideas orally and in writing. *Ability to establish and maintain effective working relationships with departmental 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: Three 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 |