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Human Resource Services, #19090
Occupational Family: Administrative Services
Pay Band Range: 4 - 7
Concept of Work
This Career Group provides career
tracks for employees performing human
resource management functions to include
compensation management; recruitment and selection; internal and external
human relations; EEO; policy development and interpretation; training
and development; transactions, workers' compensation, and benefits administration.
Additionally, these employees often perform, or have primary responsibility,
for human resource management consultation, human resource strategic planning,
organizational development, and quality of work life issues facilitation
and resolution. Employees perform responsibilities ranging from entry
level professional to executive management roles.
Roles Comprising This Group
These roles describe the collective
characteristics of the work performed by employees in the Human
Resource Services Career Group. The roles
define the typical career paths for employees who pursue careers in this
field. Since a role represents different levels of work, or career progression,
career paths may exist within a single role, extend to other roles in
this Career Group, or to roles in other occupationally related Career
Groups.
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PAY BAND
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PRACTITIONER ROLES
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ROLE CODE
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MANAGEMENT ROLES
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ROLE CODE
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4
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Human Resource Analyst I
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19091
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5
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Human Resource Analyst II
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19092
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Human Resource Manager I
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19094
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6
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Human Resource
Analyst III
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19093
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Human Resource Manager II
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19095
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7
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Human Resource Manager III
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19096
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Role Descriptions
These roles are distinguished based upon the Compensable
Factors of Complexity, Results, and Accountability and are used for position
classification. These factors should be used for classification and compensation
analysis. Recruitment and selection standards must be based on knowledge,
skills, and abilities as indicated in the Employee Work Profile.
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Human Resource Analyst I
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Code: 19091
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Pay Band: 4
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SOC: 13-1070*
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This role provides a career
track for the human resource
professional performing entry- to journey-level
technical and consultative services in one or more functional areas of
human resource management. These duties may include conducting recruitment
and selection processes; employment and career counseling; analyzing issues
and data for the purpose of resolving classification, compensation, performance
and organizational assessment issues; facilitating the resolution of internal
and external human relations issues and employee grievances; conducting
investigations into allegations of discrimination or harassment and making
recommendations based on findings; administering workers’ compensation
and/or employee benefits programs, approving employee transactions for
payroll processing, and providing policy guidance and information to management
and employees.
Human Resource Analyst I
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COMPLEXITY
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- Ability to analyze issues and recommend actions.
- Applies knowledge of human resource principles and practices,
including federal and state laws and regulations applicable to
work.
- May require knowledge of functional area and Human Resource
Information Systems.
- Frequent contact with agency managers and employees to provide
guidance, information, and to facilitate the resolution of issues.
Contacts may also include benefits providers and the general public
for the purpose of gathering data and resolving problems.
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RESULTS
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- Maintains optimal employment levels and/or enhances the quality
of work life for employees.
- Actions may have an impact on human resource service delivery.
- Accurate and timely analysis of a variety of data. Provides
defensible recommendations for resolution of problems.
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ACCOUNTABILITY
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- Authority for independent decision-making based on knowledge
of functional area and thorough interpretation of policy.
- Day-to-day independence of action in functional area(s).
- May provide leadership or supervision to other staff.
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These two roles provide a dual career track
for the human resource
professional.
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Human
Resource Analyst
II
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Code: 19092
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Pay Band: 5
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SOC: 13-1070*
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Human Resource Manager I
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Code: 19094
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Pay Band: 5
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SOC: 11-3040*
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This Human
Resource Analyst II role provides a career
track for the human resource
professional performing advanced-level
responsibilities or supervision of one or more functional areas of human
resource management. These duties may include consulting with agency management
on issues related to staffing, policy compliance and organizational development/management,
resolving complex issues; internal and external human relations; counseling
employees and managers in the resolution of work-related problems and
disputes; investigating/analyzing legal issues and processes; and conducting
human resource management training and development. These employees may
serve as a lead or subject matter expert, develop policy, and interpret
program regulations.
Human Resource Analyst II
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COMPLEXITY
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- Work is difficult and involves diverse assignments or requires
extensive knowledge of a functional area.
- Supervises, leads or serves as a specialist in a broad range
of human resource programs or functional area(s) for local or
statewide agencies.
- Considerable knowledge of the theories, principles and practices
of human resource management, including specialty area(s) and
federal and state policies applicable to work.
- Diverse and extensive contact with agency management, employees,
government and legislative officials, private entities, and the
general public to provide consultation and problem resolution
services.
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RESULTS
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- Considerable to major impact on the lawful effectiveness of
agency or statewide human resource program operations or functional
area(s).
- Considerable impact on an agency’s ability to successfully manage
its human resources.
- Considerable impact on agency’s ability to meet its mission,
goals, and strategic initiatives.
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ACCOUNTABILITY
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- Serves in a supervisory or lead capacity or as an expert in
the administration of human resource programs or functional area(s).
- Considerable independence in decision-making in functional areas.
- Interprets policies and makes recommendations on policy and
procedural changes.
- Develops strategies to improve customer service and program
efficiency and effectiveness.
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The Human
Resource Manager I role is the career
track for first level managerial employees involved in the planning, implementation
and management of one or more specialty areas or serves as a single charge
position. These employees consult with agency management on issues related
to staffing, policy compliance and organizational development/management
as well as direct the work of paraprofessional and professional staff.
These employees formulate goals and objectives to support the organization’s
mission.
Human Resource Manager I
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COMPLEXITY
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- Work is difficult, requiring diverse program assignments.
- Applies knowledge of human resource functional areas.
- Applies knowledge of principles and practices of human resource
management, policies, and procedures.
- Diverse and extensive contact with all levels of government
officials, employees, benefits providers and the general public
to provide consultation and problem resolution services as well
as to discuss matters of controversy and litigation.
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RESULTS
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- Major impact on the lawful, effective, compliant and successful
implementation and/or management of an agency’s human resource
programs.
- Considerable impact on effective working relationships/partnerships
between staff, management and employees.
- Assessment of staffing resources and organizational structure
for the purpose of creating training and programs that facilitate
effective employee development and meet current and future business
needs.
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ACCOUNTABILITY
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- Provides direction, leadership and expertise requiring sound
judgment and independent decision-making at all levels in an organization.
- Develops, recommends, and implements consistently compliant
and efficient human resource management policies and practices.
- Provides guidance and recommendations on diverse and/or complex
issues, and ensures compliance based on accurate interpretation
of federal and state policies and regulations.
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These two roles provide a dual career track
for the human resource
professional.
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Human Resource Analyst III
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Code: 19093
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Pay Band: 6
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SOC: 13-1070*
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Human Resource Manager II
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Code: 19095
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Pay Band: 6
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SOC: 11-3040*
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The Human
Resource Analyst III role provides a career
track for the human resource
professional
who serve as consultants in a centralized human resource management office.
These employees provide technical guidance to professional level staff
involved in compensation management, employment, workers' compensation,
health benefits and EEO programs, and are also consulted on complex, sensitive
or unprecedented human resource policy and procedural issues.
Human Resource Analyst III
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COMPLEXITY
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- Work is of unusual difficulty in providing expert consultation
and direction for a complex, statewide human resource program
or functional area.
- Comprehensive knowledge of major human resource functional area
which requires independent interpretation of state and federal
policy and the consistent application of best practices.
- Extensive contact with state agencies, high-ranking government
and legislative officials, professionals in federal, state, and
local governments and private industry to provide consultation
and problem resolution services as well as to discuss matters
of controversy and litigation.
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RESULTS
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- Major impact on the lawful effectiveness, compliance, and success
of a complex human resource functional area or program.
- Recommendations to decision-makers have critical human resource
management and legal implications at the agency, secretarial and
state levels.
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ACCOUNTABILITY
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- Provides statewide leadership and expert guidance to professional
staff on diverse or complex issues, based on extensive knowledge
and accurate interpretation of state and federal policies and
regulations related to a human resource functional area.
- Requires sound judgment in analyzing and assessing complex issues
and in providing appropriate guidance and direction.
- Decisions are made independently in accordance with applicable
federal and state regulations to assure consistent application
of policies and procedures among state agencies.
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The Human
Resource Manager II role is the career
track for managers who manage one or more major human resource
functional areas of significant complexity to director-level positions
that require either a broad range of human resource knowledge or extensive
knowledge in a human resource functional area. Employees may direct a
major human resource program of considerable complexity and diversity
in agencies with a diverse workforce that may include classified, faculty,
exempt, many types of occupations and/or geographically dispersed field
offices. Employees may manage/administer a major human resource program
at the state level.
Human Resource Manager II
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COMPLEXITY
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- Work is of unusual complexity in providing consultation to agency
management.
- Applies broad, comprehensive knowledge of principles and practices
of human resource management, policies, and procedures to direct
a complex and diverse agency-wide program.
- Applies knowledge of one or more functional areas.
- Applies knowledge of financial management, negotiations, conflict
resolution, and problem solving.
- Provides guidance and direction to internal or external agency
staff.
- Diverse and extensive contact with all levels of state and local
government officials, employees, private entities and the general
public to provide consultation and complex problem resolution
services, coordinate the resolution of regional issues, and discuss
matters of controversy and litigation.
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RESULTS
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- Major impact on the lawful, efficient and cost-effective management
of programs, functions, staffing and services provided.
- Development of effective consultative partnerships with management,
resulting in the most efficient use of resources in achieving
the agency's mission and strategic business goals.
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ACCOUNTABILITY
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- Serves as agency’s top advisor on management of human resource
matters, requiring sound judgment and informed, independent decision-making.
- Provides appropriate recommendations for resolution of diverse
or complex issues based on accurate interpretation of state and
federal policies and regulations.
- Develops and implements human resource polices and procedures
at an agency or state level.
- Plans, assigns, and evaluates work of staff.
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Human Resource Manager III
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Code: 19096
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Pay Band: 7
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SOC: 11-3040*
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The Human
Resource Manager III role provides a career
track for executive-level employees, who are responsible for providing
comprehensive leadership and direction to other managers, geographically
dispersed programs, multiple state agencies or programs, and/or highly
complex statewide human resource management programs. These employees
provide consultation to other agencies or sub-agencies that may have professional
human resource staff. Employees may be responsible for developing and
implementing policies and procedures that impact state, regional and/or
local government entities. Duties include directing, organizing, and managing
a diverse professional, technical and support staff responsible for the
administration or provision of services related to human resource functional
areas; and serving as a senior advisor to agency head(s) on human resource
matters. Employees may also be expected to proactively identify opportunities
to integrate human resource management programs and policies with the
direction, vision and goals of the Commonwealth.
Human Resource Manager III
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COMPLEXITY
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- Directs a large and complex human resource program or multiple,
complex human resource management programs.
- Develops and oversees implementation of policies and procedures.
- Applies knowledge of a broad range of human resource principles
and practices.
- Applies considerable knowledge of human resource functional
areas.
- Comprehensive knowledge of administration and budget management.
- Sensitive and extensive contact with the highest levels of state
government and legislative bodies, local government officials,
agency employees, private entities and the general public to provide
diverse consultation and complex problem resolution services,
establish and maintain strategic partnerships, coordinate the
resolution of regional issues, and to discuss matters of controversy
and litigation.
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RESULTS
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- Decisions have agency-wide and statewide impact on the short-
and long-term integrity of a human resource program and workforce
effectiveness.
- Effective job performance ensures the compliance and fiscal
responsibility of the human resource program, functional, staffing
and service areas.
- Successfully leads organization(s) through internally and externally
imposed changes by maintaining a positive, effective partnership
with management and employees.
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ACCOUNTABILITY
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- Effective direction and leadership of a major component of an
agency.
- Active partner in efficient agency and state management of human
resources.
- Responsible for the development, implementation and maintenance
of lawful, consistent and effective human resource management
policies and practices.
- Effective leadership and development of staff and programs.
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*Statistical Reporting
This Career Group includes, but is not limited to, the following Standard
Occupational Classification Codes:
13-1070 Human Resources, Training, & Labor Relations
13-1071 Employment, Recruitment, and Placement Specialists
13-1072 Compensation, Benefits, & Job Analysis Specialists
13-1073 Training & Development Specialists
13-1079 Human Resources, Training, Labor Relations Specialists &
Others
11-3040 Human Resources Managers
11-3041 Compensation & Benefits Managers
11-3042 Training & Development Managers
11-3049 Managers, All Others
New Effective Date: 11/01/01
History
Previous class titles (listed by new role title).
Human Resource Analyst I
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CLASS CODE
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CLASS TITLE
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GRADE
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27322
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Personnel Analyst
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9
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27342
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Human Resource Analyst
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10
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27371
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Classification and Compensation Analyst
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11
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27331
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Employee Relations Analyst
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11
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27361
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Employment Supervisor
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11
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27351
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Equal Employment Opportunity Analyst
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11
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27323
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Personnel Practices Analyst
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11
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27451
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State Health Benefits Plans Specialist
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11
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Human Resource Analyst II
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CLASS CODE
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CLASS TITLE
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GRADE
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27372
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Classification and Compensation Analyst Senior
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12
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27332
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Employee Relations Analyst Senior
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12
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27343
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Human Resource Generalist
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12
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27324
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Personnel Practices Analyst Senior
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12
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27373
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Classification and Compensation Supervisor
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13
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27344
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Human Resource Generalist Senior
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13
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27458
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State Employee Assistance Supervisor
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13
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27452
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State Health Benefits Plans Specialist Senior
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13
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27325
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Personnel Practices Supervisor
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13
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27431
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State EEO Program Specialist
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14
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27471
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State Employee Relations Counselor
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14
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Human Resource Analyst III
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CLASS CODE
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CLASS TITLE
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GRADE
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27455
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State Health Benefits Plans Administrator
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15
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27412
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State Compensation Consultant
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16
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27432
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State EEO Program Senior Specialist
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16
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27453
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State Health Benefits Plans Administrator Senior
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16
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27414
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State Compensation Senior Consultant
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17
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Human Resource Manager I
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CLASS CODE
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CLASS TITLE
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GRADE
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27301
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Human Resource Officer
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12
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27311
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Human Resource Officer – Field
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12
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27362
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Employment Manager
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13
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27352
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Equal Employment Opportunity Manager
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13
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27302
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Human Resource Manager
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14
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27312
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Human Resource Manager – Field
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14
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27381
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University Benefits Manager
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14
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Human Resource Manager II
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CLASS CODE
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CLASS TITLE
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GRADE
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27353
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Equal Employment Opportunity Manager Senior
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15
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27363
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Employment Manager Senior
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15
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27374
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Classification and Compensation Manager
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15
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27333
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Employee Relations Manager
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15
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27303
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Human Resource Manager Senior
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15
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27313
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Human Resource Manager Senior-Field
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15
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27326
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Personnel Practices Manager
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15
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27327
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Personnel Practices Manager Senior
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16
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27304
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Human Resource Director
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16
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27433
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State Employment Equity Services Manager
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17
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27473
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State Employee Relations Counselors Deputy Director
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17
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Human Resource Manager III
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CLASS CODE
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CLASS TITLE
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GRADE
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27468
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DPT Program Director
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18
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27305
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Human Resource Director Senior
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18
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27469
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State Personnel Deputy Director
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20
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