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Human Resources Specialist I (#MACB01)
$31,912.00 Yearly Min / $39,890.00 Yearly Mid / $47,868.00 Yearly Max


Human Resources Specialist II (#MACB02)
$39,093.00 Yearly Min / $48,866.00 Yearly Mid / $58,639.00 Yearly Max


Human Resources Specialist III (#MACB03)
$44,755.00 Yearly Min / $55,944.00 Yearly Mid / $67,133.00 Yearly Max


Human Resources Specialist IV (#MACB04)
$47,892.00 Yearly Min / $59,865.00 Yearly Mid / $71,838.00 Yearly Max


Human Resources Specialist V (#MACB05)
$51,242.00 Yearly Min / $64,053.00 Yearly Mid / $76,864.00 Yearly Max


Human Resources Manager I (#MACB06)
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$58,666.00 Yearly Min / $73,332.00 Yearly Mid / $87,998.00 Yearly Max


Human Resources Manager II (#MACB07)
$62,776.00 Yearly Min / $78,470.00 Yearly Mid / $94,164.00 Yearly Max


Human Resources Manager III (#MACB08)
$67,168.00 Yearly Min / $83,960.00 Yearly Mid / $100,752.00 Yearly Max


Human Resources Administrator (#MACB09)
$71,870.00 Yearly Min / $89,837.00 Yearly Mid / $107,804.00 Yearly Max




Description of Occupational Work

This class series uses nine levels of work in the Administrative Services occupational group, Human Resource Management occupational series and describes professional human resource work in the development and administration of programs which include a variety of functions such as applicant services, recruitment, selection, employment, employee-management relations, compensation, labor relations, employee benefits, equal employment/affirmative action, diversity, classification, safety and risk management, and employee performance management. Work involves applying human resource theories, principles and models to the administration of human resource programs; formulating policies, procedures, systems and plans; interpreting, explaining and applying laws, rules, regulations, policies and procedures and developing solutions and providing recommendations, guidance and direction to management/officials in accomplishing organizational and operational goals and objectives and identifying and resolving issues.

Note:  The career ladder incorporates Specialist levels I, II and III; therefore, all positions allocated into the Human Resource Specialist career ladder are classified at the III level (highest level in the career ladder). The Human Resource Specialist I level is to provide entry for hiring new employees into the class series but does not preclude hiring new employees at higher levels. To implement the career ladder, current employees are assigned to the level for which they meet minimum qualifications and promotional standards. Employees may be promoted through the career ladder in accordance with promotional standards for those levels assigned to an agency. The promotional standards, a selection document under separate cover, set forth the criteria that identify, measure and verify successful performance at each level.  Advancement of employees through the career ladder is dependent on an agency/department's operational needs and distribution of work. Therefore, all employees may not have the opportunity to advance to the III level at a given point in time.

Essential Functions

Essential functions are fundamental, core functions common to all positions in the class series and are not intended to be an exhaustive list of all job duties for any one position in the class. Since class specifications are descriptive and not restrictive, incumbents can complete job duties of similar kind not specifically listed here.
  • Interprets, explains and applies applicable state and federal laws, rules, regulations, policies and procedures.
     
  • Develops and recommends policies and procedures consistent with merit system laws, rules, regulations, priorities, objectives and new federal mandates. 
     
  • Develops and implements programs to ensure compliance with state and federal laws, the policies of the Office of Management and Budget and to meet operational needs of human resource functions.
     
  • Collects, analyzes and evaluates data from a variety of sources and presents/communicates information effectively.
     
  • Identifies and analyzes inquiries/problems/needs/issues, assesses their impact and generates and evaluates alternatives.
     
  • Provides recommendations, guidance and direction to management for the purpose of understanding, meeting organizational and operational goals and objectives and identifying/resolving problems/needs. 
     
  • Implements human resource functions, policies, procedures, systems and plans.
     
  • Provides representation at meetings, hearing, contract negotiations, presentations, proceedings and committees. 
     
  • Monitors and ensures compliance with state and federal laws, rules, regulations, policies and procedures, requirements, guidelines, contract agreements and budgets. 
     
  • Conducts projects and studies.

Levels of Work

The levels of work include defining the size of a department based on the number of full time positions employed.  Departments defined as small employ less than 250 FTEs with no union/contract administration functions and some or no 24 hour/7 day operations, medium employ 250 to 1,000 FTEs with some or no union/contract administration functions and some/no 24 hour/7 day operations, large employ 1,000 to 2,000 FTEs with significant union/contract administration/labor relations functions and some 24 hour/7 day facilities/operations and major employ over 2,000 FTEs with both significant union/contract administration/ labor relations functions and 24 hour/7 day facilities/operations. 

Human Resources Specialist I     

This is the first level of professional human resource management work. Positions at this level typically report to a technical superior.

  • Performs human resource activities by applying and interpreting applicable laws, rules, regulations, policies and procedures.
  • Choices are within a range of specified, acceptable procedures, standards, alternatives and technical practices. 
  • Receives close supervision in agency processes and procedures. Work is reviewed in progress.
  • May provide guidance/direction to or oversee lower level technical and clerical personnel.  
  • Consults with higher level HR staff for issues that are outside a range of specified, acceptable procedures, standards, alternatives and technical practices.
  • Regular contacts are typically with agency staff, other state agencies and others outside state government, regardless of the method of communication, primarily for the purpose of gathering, coordinating and relaying information.

Human Resources Specialist II         

This is human resource management work at the full performance level. Positions at this level typically report to a technical superior.

  • Full performance (full range of human resource activities for assigned human resource function(s).  
  • Receives less supervisory direction and assistance than at the I level. Supervisor does periodic review of progress.
  • Positions at this level have latitude to consider which among many procedures would be followed in what sequence to achieve the required job results due to changing priorities or differing situations.
  • Evaluates the relevance of human resource principles, concepts, rules and regulations to tailor them to develop a different approach to fit specific/individual circumstances.
  • May act as work leader providing guidance/direction to lower level professional and/or technical personnel or planning, assigning, reviewing and evaluating the work of lower level professional, technical and clerical personnel.
  • Regular contacts are typically with agency staff, other state agencies and others outside state government, regardless of the method of communication, primarily for the purpose of gathering and evaluating information and providing information, recommendations, and guidance/direction.

Human Resources Specialist III

This is human resource management work at the advanced level. Positions at this level are either a resident expert for one or more major human resource functions or expert generalist for all human resource functions or responsible for the human resource operations of a small department. Positions that supervise one or more professional in addition to technical staff would fit within this level. Positions at this level typically report to a technical superior. 

  • Positions are experts thoroughly versed and having overall responsibility for one or more major human resource functions or generalist thoroughly versed in all human resource functions or generalist responsible for the human resource operations of a small department.
  • Positions are given the degree of independence needed to achieve agency objectives provided activities are consistent with functional policies and procedures and agency plans and objectives.
  • May plan, assign, review and evaluate the work of professional and technical staff.        
  • Regular contacts are typically with agency staff, other state agencies and others outside state government, regardless of the method of communication, primarily for the purpose of educating others on unfamiliar concepts, facilitating meetings/committees and identifying/resolving problems, needs and complaints.     

Human Resources Specialist IV

This is human resource management work at the strategic policy level for one or more major functional areas at the department or state level or responsible for the human resource operations of a facility comparable to a medium department with both significant union/contract administration/labor relations and 24 hour/7 day operations. Strategic policy, as part of the department's budget submission, involves planning an explicit path between the present and future usually for three to five years by determining key objectives, how to accomplish the key objectives, what strategies should be used, what activities would contribute to accomplishing the key objectives and developing performance measures to gauge and report progress/success. Positions at this level typically report to a technical superior.

  • Have significant input into determining the department's or state's needs and plans; develops and implements initiatives to meet those needs.
  • Consults with management to develop solutions for strategic policy for a major functional area or facility.
  • Highest level of expertise (non-managerial) for a given major functional area at the department/facility level.
  • Provides policy direction to management and lower level human resource personnel regarding the direction that policy should take for a major functional area and its effect/impact.
  • May plan, assign, review and evaluate the work of professional and technical staff.
  • Provides technical guidance, direction and instruction to other state agency officials/management, human resource representatives, employees and state and local organizations in interpreting and applying human resource laws, rules, regulations, policies, procedures, principles, practices and theories in the development of methodology, strategic initiatives and goals and objectives, solving and handling human resource matters/problems/issues and to assure consistency across departments in policy application.  Recommends new or revised policies and procedures at the state level.
  • Regular contacts are typically with agency staff, other state agencies and others outside state government, regardless of the method of communication, for the purpose of influencing management decisions and policy direction, providing guidance, direction and instruction regarding the proper interpretation and application of rules, regulations, policies, principles, practices and theories, representing management and advocating department's position at meetings/hearings and participating in labor negotiation.

Human Resources Specialist V

This describes work of a broad functional expert at the state strategic policy level for a major functional area. State strategic policy, as part of the budget submission, involves planning an explicit path between the present and future usually for three to five years by determining key objectives, how to accomplish the key objectives, what strategies should be used, what activities would contribute to accomplishing the key objectives and developing performance measures to gauge and report progress/success. Positions at this level typically report to a technical superior. 

  • Determines the state's needs and plans; develops and implements initiatives, plans, programs and systems to meet the state's needs.
  • Provides technical guidance, direction and instruction to state agency officials/management, human resource representatives/specialists, employees and state and local organizations in interpreting and applying laws, rules, regulations, policies, procedures and contracts, solving and handling human resource matters/problems/issues and to assure consistency across departments in policy application.
  • May present arbitration and PERB cases, serve as chief negotiator or as a member of a negotiating team in contract negotiations; and act as designee on behalf of OMB Director for 4th Step hearings.
  • Integrates new programs/systems with other human resource management programs/systems.
  • Evaluates the relevance of human resource theories, principles, trends, concepts, rules and regulations in order to tailor them to meet the state's needs.  
  • Works with department management and human resource personnel to develop solutions requiring SPO oversight and approval.    
  • Provides technical guidance/direction to management regarding the direction that policy should take and its effect/impact on the entire state which includes merit and non-merit agencies.
  • May plan, assign, review and evaluate the work of professional staff.
  • Regular contacts are typically with agency staff, other state agencies and others outside state government, regardless of the method of communication, for the purpose of influencing management decisions and policy direction, providing guidance, direction and instruction regarding the proper interpretation and application of rules, regulations, policies, principles, practices and theories, explaining/promoting new programs/systems and serving as a state representative/advocate in meetings, presentations, proceedings, etc.      

Human Resources Manager I

This is human resource management work responsible for the entire human resource operations of a medium size department with some or no union/contract administration functions and some/no 24 hour/7 day operations; or a majority of the major human resource functions for a large size department with significant union/contract administration/labor relations functions and some 24 hour/7 day facilities/operations; or one or more major human resource function(s) for a major size department with both significant union/contract administration/labor relations functions and 24 hour/7 day facilities/operations; or one or more major human resource function(s) at the state level.  Positions at this level are responsible for managing and implementing, through subordinate staff, human resource management policies, procedures and functions for their department. Positions report to a technical or administrative superior.     

  • Plans, organizes, coordinates and implements all human resource functions of a medium size department or a majority of the major human resource functions for a large size department or one or more major human resource function(s) for a  major size department or one or more major human resource functions(s) at the state level.
  • Supervises directly or through subordinate supervisors a group of professional, technical and clerical staff.   
  • Provides technical guidance, direction and information to senior management and division directors in department strategic and budget planning.
  • May administer budget for human resource function.
  • Plans, develops, recommends, evaluates and implements human resources policies, procedures and functions. 
  • Establishes long and short term goals, objectives and priorities in accordance with the overall mission.
  • Regular contacts are typically with human resource staff/agency management/officials, other state agencies and others outside state government, regardless of the method of communication, primarily for the purpose of providing guidance/direction in the application and interpretation of laws, rules, regulations, policies and procedures, representing management at meetings/hearings, developing/implementing human resource policies, procedures, functions, etc. and ensuring compliance with laws, rules, regulations, policies and procedures and goals and objectives. advising agency management and others on human resource problems/issues, identifying and resolving problems and needs and ensuring goals and objectives are met.      

Human Resources Manager II

This is human resource management work at the management level responsible for managing a major human resource function at the state level or two or more human resource functions being managed through subordinate managers for a major size department with both significant union/contract administration/labor relations functions and 24 hour/7 day facilities/operations. This is the top management level of expertise in a major human resource function at the state level. Positions at this level typically report to an administrative superior. 

  • Directs a major human resource function at the state level or manages through subordinate managers two or more human resource functions for a major size department.
  • Plans, formulates, recommends, implements and monitors human resources policies, procedures and functions.
  • Establishes long and short term goals, objectives and priorities in accordance with the state's or department's overall mission.
  • May administer budget for human resource function.
  • Regular contacts are typically with human resource staff,  agency management/officials, other state agencies officials/management and others outside state government, regardless of the method of communication, for the purpose of providing guidance/direction in the application and interpretation of laws, rules, regulations, policies and procedures, ensuring compliance of same, advising officials/management and others on human resource problems/issues, identifying and resolving problems and needs and ensuring goals and objectives are met.      

Human Resources Manager III

This is human resource management work at the management level responsible for managing the entire human resource operations of a large size department with significant union/contract administration/labor relations functions and some/no 24 hour/7 day facilities/operations with some major functional areas being managed through subordinate managers.  This is the top management level of expertise in all human resource functions at the department level. Positions at this level typically report to an administrative superior. 

  • Supervises directly and through subordinate managers the entire human resource operation of a large size department.
  • Plans, formulates, recommends, implements and monitors human resource policies, procedures and functions.
  • Establishes long and short term goals, objectives and priorities in accordance with the department's overall mission.
  • Administers budget for HR.
  • Regular contacts are typically with agency management/officials, other state agencies management/officials and others outside state government, regardless of the method of communication, for the purpose of providing guidance/direction in the application and interpretation of laws, rules, regulations, policies and procedures, ensuring compliance of same, advising management/officials and others on human resource problems/issues, identifying and resolving problems and needs and ensuring goals and objectives are met.      

Human Resources Administrator

This is human resource management work at the administrative level responsible for planning, directing, implementing and administering two or more human resource functions at the state policy level or all human resource functions for a major department with both significant union/contract administration/labor relations functions and 24 hour/7day facilities/operations. Positions at this level report to an administrative superior.

  • Manages directly and through subordinate managers a group of professional, technical and secretarial/administrative staff.  
  • Develops policy, strategic direction and legislation having department level or state level application and/or financial impact. Participates on various planning committees and testifies before legislative committees to explain/promote position.     
  • Establishes long and short term goals, objectives and priorities in accordance with the overall mission.
  • Provides staff support to a Cabinet Secretary or the Governor's Office in development of policies, programs and human resource management plans to include policy position papers on complex and controversial human resource issues requiring action of top State officials.
  • Regular contacts are typically with agency officials/top management, other state agencies officials/top management, legislators, Governor's Office, labor organizations, peers and others outside state government, regardless of the method of communication, for the purpose of presenting recommendations on complex and controversial issues, advising on major policy issues and obtaining the support of top state officials. 

Knowledge, Skills and Abilities

Note:  The intent of the listed knowledge, skills and abilities is to give a general indication of the core requirements for all positions in the class series; therefore, the KSAs listed are not exhaustive or necessarily inclusive of the requirements of every position in the class.

  • Knowledge of the principles and practices of public administration.
  • Knowledge of the principles and practices of human resource management.
  • Knowledge of assigned functional area(s) of human resource management, i.e., labor relations, classification, compensation, recruitment, selection, equal employment/affirmative action, employee benefits, safety and risk management, etc.
  • Knowledge of applicable state, federal and departmental laws, rules, regulations, policies, procedures and processes pertaining to assigned human resource function(s).
  • Skill in the interpretation and application of applicable laws, rules, regulations, policies, procedures, collective bargaining agreements and administrative guidelines.
  • Skill in the collection, analysis, evaluation and presentation of data from a variety of sources.
  • Skill in communicating effectively.
  • Ability to use sound judgment and reach logical conclusions.
  • Ability to identify and analyze problems/needs/issues, assess their impact and make recommendations.
  • Ability to provide guidance and direction to a variety of people pertaining to applicable laws, rules, regulations, policies and procedures and assigned human resource function(s).             
  • Ability to establish and maintain effective working relationships with a variety of people.

In addition to the above Knowledge, Skills and Abilities, the Human Resources Specialist IV requires

  • Knowledge of human resources management theories.
  • Knowledge of strategic policy formulation and evaluation.
  • Knowledge of current trends and issues of human resource management.

In addition to the above Knowledge, Skills and Abilities, the Human Resources Specialist V requires

  • Knowledge of the organization and operations of State agencies.
  • Knowledge of the principles and practices of program, plans and systems development, implementation, evaluation and management.
  • Skill in negotiations. 
  • Skill in planning negotiations and developing strategies.
  • Skill in the preparation and presentation of complex technical and subject matter.

In addition to the above Knowledge, Skills and Abilities, the Human Resources Manager I requires

  • Knowledge of the principles and practices of supervision.
  • Knowledge of major human resource function(s) development, evaluation and implementation.
  • Skill in establishing goals, objectives and priorities for the assigned human resource function(s) in accordance with the department's or state's overall mission.
  • Skill in planning, organizing, coordinating and implementing the operations of assigned major human resource function(s) at the department or state level.
  • Skill in conducting department wide needs analysis and planning, developing, evaluating and implementing policies and procedures for assigned major human resource function(s).

In addition to the above Knowledge, Skills and Abilities, the Human Resources Manager II requires

  • Knowledge of the principles and practices of management.

In addition to the above Knowledge, Skills and Abilities, the Human Resources Manager III requires

  • Knowledge of the principles and practices of budget preparation, analysis and control.

In addition to the above Knowledge, Skills and Abilities, the Human Resources Administrator requires

  • Knowledge of the legislative process.
  • Skill in the analysis and development of legislation.
  • Skill in the principles and practices of management and administration.

Job Requirements

JOB REQUIREMENTS for Human Resources Specialist I
Applicants must have education, training and/or experience demonstrating competence in each of the following areas:

  • Possession of a Bachelors degree or higher in Human Resource Management, Public Administration, Business Administration, Psychology, Sociology, Behavioral Science, Political Science or related field. 

         OR

  • At least one year experience performing professional human resource activities in a human resource office such as Labor Relations, Employee Relations, Benefits, Job Classification, Compensation Analysis, Pension, Recruitment, Selection or EEO/AA.

          OR

  1. At least two years experience performing paraprofessional human resource activities in a human resource office AND possession of a SPHR, PHR, IPMA-CP, IPMA-CS or equivalent professional human resource certification OR for current State employees, the Office of Management and Budget Human Resource Certification.
  2. Six months experience in analyzing human resource problems, developing alternatives and recommending and advising management on solutions.
  3. Six months experience in interpreting human resource laws, rules, regulations, standards, policies and procedures.
  4. Six months experience in narrative report writing. 

CLASS:
MACB01
EST:
7/1/1987
REV:
1/1/1900
FORMERLY JOB CLASS:
72761

CLASS:
MACB02
EST:
7/1/1987
REV:
1/1/1900
FORMERLY JOB CLASS:
72762

CLASS:
MACB03
EST:
7/1/1987
REV:
1/1/1900
FORMERLY JOB CLASS:
72763

CLASS:
MACB04
EST:
7/1/1999
REV:
1/1/1900
FORMERLY JOB CLASS:
72764

CLASS:
MACB05
EST:
7/1/1999
REV:
1/1/1900
FORMERLY JOB CLASS:
72765

CLASS:
MACB06
EST:
7/1/1999
REV:
1/1/1900
FORMERLY JOB CLASS:
72766

CLASS:
MACB07
EST:
7/1/1999
REV:
1/1/1900
FORMERLY JOB CLASS:
72767

CLASS:
MACB08
EST:
7/1/1999
REV:
1/1/1900
FORMERLY JOB CLASS:
72768

CLASS:
MACB09
EST:
7/1/1999
REV:
1/1/1900
FORMERLY JOB CLASS:
72769