HUMAN RESOURCE MANAGER STATE COMMISSION OF INVESTIGATION

Code: 34109 State Unclassified Range: X98 (FY 2027)

Official job specification

The text below is the official specification published by the New Jersey Civil Service Commission. The plain-language summary and analysis above are derived from it by NJ Civil Service Navigator. Source: the official specification page at NJ CSC.

Definition

Under the general direction of the Commissioners of the State Commission of Investigation and the specific direction of the Executive Director or Assistant Director of Administration, plan, organize and direct all elements of the Commission's human resource program including recruitment, orientation, classification, compensation, health and safety, performance management, benefits, employee relations, employee counseling and employee training and development. Provide appropriate advice and guidance in interpreting, developing and implementing human resource policy and procedures in compliance with Federal and State employment statutes and regulations. Recommend and implement changes that reflect Best Practices in human resource management.

Examples of work

• Maintain a consistently effective human resource program designed to attract, select, develop and retain top talent and exceptional employees.
• Maintain an effective recruitment program. Assist in the development of staffing plans. Organize and manage the development and implementation of recruitment and selection activities consistent with the Commission's staffing requirements. Ensure valid indicators of successful performance are utilized in recruiting and testing candidates and that selection criteria are legally defensible and consistently applied in the selection of candidates.
• Coordinate and track the personnel recruitment efforts of the Commission. Evaluate employment and confidential background and security clearance applications and conduct background screening and testing of candidates. Conduct or participate in interviews and make recommendations for the selection process. Provide guidance to management and supervisors on hiring processes in accordance with Commission policy, Federal and State employment laws and regulations and EEOC guidelines.
• Plan, organize and coordinate effective orientation and integration processes for new personnel to ensure a culture of diversity, inclusion and team building and foster positive attitudes toward advancing the Commission's goals. Recommend and implement changes that reflect best practices.
• Develop, organize and conduct management training in interviewing, hiring, performance evaluation, employee development, promotion, termination, safety, sexual harassment, discrimination and other conduct claims.
• Develop, organize and conduct employee training in performance evaluation, employee development, promotion, termination, safety, sexual harassment, discrimination and other conduct claims.
• Champion organizational development initiatives including continuance of supervisory and leadership training programs and continued development of personnel through initiation of additional developmental opportunities and team building. Develop and maintain employee training and development budgets.
• Develop, organize and manage performance evaluation and improvement processes and programs to ensure fair, objective and competency-based performance appraisal. Evaluate training requirements and deficiencies and assist in the development, implementation and continuation of professional development and training programs and processes for talent management.
• Assist in the resolution of employee and organizational issues with a focus on maintaining positive employee relations while optimizing organizational performance. Investigate and respond to human resource issues such as employee complaints, harassment allegations, and discrimination complaints. Provide coaching, feedback and advice to management and supervisors in the areas of employee relations, rules and regulations relating to resolution of grievances and disciplinary actions.
• Plan, organize and administer human resource management activities and programs including employee training, classification, compensation, health and safety, leaves of absences, performance management and performance appraisal. Develop and maintain accurate and current job descriptions for all Commission staff.
• Plan, organize, and process PMIS, CSS and other personnel management transactions consistent with Commission and State policies and procedures. Maintain records and procedures for controlling and reporting personnel transactions.
• Maintain human resources databases, TALRS records and employee data, records and files. Plan, organize and prepare reports for PMIS processing, position control, organizational charts, promotional actions, performance appraisal, employee relations, health benefits, FICA, exempt and non exempt payroll records, and FMLA and FLSA.
• Administer, provide guidance and document health care and pension benefits for Commission staff. Serve as liaison between Division of Pensions and Benefits and Commission staff for all matters relating to eligibility, membership and retirement benefits.
• Develop and implement agency wide promotion criteria, ensuring that promotional process is equitable, consistent and tailored to the unique requirements of the Commission's investigative mission.
• Identify legal and regulatory requirements affecting human resource functions. Develop and maintain appropriate and consistent human resource operating policies, programs and procedures, including attendance and discipline policies. Ensure that all disciplinary actions are fair and a result of impartial investigation.
• Review regulatory compliance and record documentation for OSHA, FMLA, FLSA and other guidelines governing employment and ensure that policies, procedures and reporting are in compliance. Counsel and provide guidance to management and supervisors for appropriate compliance.
• Prepare separation notices and related documentation. Conduct exit interviews to determine reasons behind separations.
• Provide guidance and direction in organizational change and development. Analyze organizational structures and make recommendations regarding organizational design, succession planning, talent management, goal alignment and employee communication. Maintain organizational and functional plans and charts.
• Conduct classification studies and develop requests for reclassifications, new titles and titles revaluations for the Commission. Assist with reorganizations and conduct staffing surveys and analyses.
• Develop and maintain the Business Continuity Plan for the Commission ensuring that all employees are trained on the operation methods and alternative work locations in the case of natural or man-made disaster.
• Provide coaching, feedback and advice to management and supervisors on the interpretation of applicable laws, policies, rules and regulations relating to personnel and human resource management.
• Prepare clear, technically sound and accurate information, reports and studies containing findings, conclusions and recommendations.
• Will be required to learn to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units.

Education

Graduation from an accredited college or university with a Bachelor's degree in Public, Business or Personnel Administration.

Experience

Eight (8) years experience in administering the human resource management or employee relations functions for a large public or private organization, five (5) years of which shall have been in a supervisory capacity. A minimum of three (3) years of the experience indicated shall have involved the interpretation and application of human resource management and policy.

License

Appointees will be required to possess a driver's license valid in New Jersey only if the operation of a vehicle, rather than employee mobility, is necessary to perform essential duties of the position.

Knowledge, skills and abilities

• Knowledge of methods of human resources planning.
• Knowledge of the rules, regulations, policies and procedures of the New Jersey Department of Personnel and the Treasury.
• Knowledge of State and Federal laws, regulations and guidelines governing employment.
• Knowledge of modern principles of personnel administration, including the recruitment and selection of employees, training, position classification, compensation, health and safety, discipline, job analysis, organizational and program development, counseling and employee training and development.
• Knowledge of principles, techniques and practices of public administration.
• Knowledge of principles, techniques and practices of supervision.
• Knowledge of principles, techniques and practices of employee performance management, evaluation and improvement, and employee counseling.
• Knowledge of management and supervisor coaching technique and employee counseling.
• Knowledge of employee motivational theories such as reinforcement, incentives, satisfiers, or job enrichment.
• Knowledge of principles, techniques and practices of conflict management and resolution.
• Knowledge of principles, techniques and practices of grievance and disciplinary practices and procedures.
• Knowledge of organizational structures, lines of communication, and organizational change and development practices.
• Knowledge of employee health, pension and other employment benefit programs and practices.
• Knowledge of Personnel Management Information System (PMIS), Classification Support System (CSS), Time and Leave Reporting System (TALRS), payroll processing and employment benefits.
• Knowledge of recruitment and selection methods and techniques.
• Knowledge of methods for assessing training needs.
• Knowledge of fundamentals of public speaking.
• Knowledge of data processing, management principles, concepts, and techniques and their practical application.
• Ability to read and interpret laws, rules, and regulations.
• Ability to interpret and apply pertinent laws, regulations and procedures to payroll administration, fair labor standards, labor relations, civil rights, employee compensation, employment and training programs, employee health and pension benefits, and personnel administration.
• Ability to comprehend, analyze, and apply policies and procedures to work schedules and personnel problems encountered.
• Ability to apply and communicate information in a clear, organized and concise format verbally or in writing.
• Ability to identify issues, concerns or problems and develop recommendations for correction.
• Ability to make appropriate inferences and deductions based on various types of source materials.
• Ability to conduct training.
• Ability to assign and instruct professional, technical, clerical and other employees, and supervise the performance of their work.
• Ability to comprehend, analyze, and apply policies and procedures to work schedules and personnel problems encountered.
• Ability to plan and supervise the review of policy and procedures and provide advice and assistance on matters pertaining to personnel management and administration.
• Ability to supervise the application of controls relating to the maintenance of records and information pertaining to personnel management and administration.
• Ability to work independently, or as a team player, and function effectively including periods of intense concentration or high stress.
• Ability to schedule and organize work activities for others.
• Ability to conduct job analysis and evaluate information position classification and compensation.
• Ability to utilize various types of electronic and/or manual recording and information systems utilized by the Commission.
• Ability to read, write, speak, understand, and communicate in English sufficiently to perform the duties of this position.
• Persons with mental or physical disabilities are eligible as long as they can perform the essential functions of the job after reasonable accommodation is made to their know limitations. If accommodation cannot be made because it would cause the employer undue hardship, such persons may not be eligible.
• CODE: 98/X98 MER 09-29-07

Note

The examples of work for this title are for illustrative purposes only. A particular position using this title may not perform all duties listed in this job specification. Conversely, all duties performed on the job may not be listed.

Applicants who do not possess the required education may substitute four (4) years of additional non-supervisory experience as indicated above.

A Master's degree in Public, Business, or Personnel Administration, Social Work, Psychology or Guidance and Counseling may be substituted for one (1) year of non-supervisory experience.

Applicants accepting employment as Human Resources Manager with the State Commission of Investigation are required to adhere to certain current employment restrictions and a secrecy agreement.