HUMAN RESOURCE CONSULTANT 2
Career Family: HUMAN RESOURCE CONSULTANT
To land Human Resource Consultant 2 in New Jersey you go through the competitive route: you sit an announced exam and the score puts you on the eligible list agencies hire from.
On pay it sits at the foot of the Human Resource Consultant ladder. One promotion up is Human Resource Consultant 3, whose band tops out about $15,277 higher. A master's degree is the listed credential, and extra years on the job can be traded for it. The FY 2027 range lands between $69,668 and $101,951, and state payroll currently lists about 26 people in the title, most of them at Civil Service Commission.
How to apply
This title is filled by competitive examination.
See every real route in, and where to apply. One agency employs it. We don't track live vacancies.
See where to apply for this title →Who employs this title
Human Resource Consultant 2 appears on the State payroll at one department, Civil Service Commission.
State departments
| Employer | Employees |
|---|---|
| Civil Service Commission | 26 |
State payroll and independent authority payroll are separate systems and are never merged. See data sources.
Pay ladder: Human Resource Consultant series
- Human Resource Consultant 2 — $69,668 – $101,951 (this title)
- Human Resource Consultant 3 — $79,844 – $117,228
- Human Resource Consultant 4 — $87,507 – $128,719
- Human Resource Consultant 5 — $95,955 – $141,386
Promoting to Human Resource Consultant 3 raises the top of the band by about $15,277. Its top salary lands around the 48th percentile of all NJ civil service titles that publish a range.
Rungs are ordered by FY 2027 pay. NJ level numbers are not always sequential, so ordering follows salary rather than the title number.
Who employs this title
State payroll records show 26 people working under this title. The median actual salary is $78,229. The agencies employing the most are:
- Civil Service Commission (26)
Counts from NJ YourMoney agency payroll. See statewide workforce analytics.
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 limited supervision of a Human Resource Consultant 5 or other supervisory official in the Civil Service Commission, conducts more complex title classification and compensation surveys, and position classification review and audits in various assigned jurisdictions, departments, and agencies; responds to more complex title classification requests; provides personnel management guidance to state/local jurisdictions; performs more complex personnel work involving selection procedures, personnel information systems, staff and organizational development, workforce planning, equal employment opportunity, employment counseling, and application of rules and regulations; applies judgment to daily problems and non-routine situations with less reliance on a supervisory official; does other related duties as required. DISTINGUISHING CHARACTERISTICS : Employees at this level receive limited, intermittent supervision with considerable latitude to apply judgment to daily problems and non-routine situations. Assignments may be reviewed on completion for general conformance with policies and procedures; does other related work as required. It is reasonable to expect employees in this class to function at the peak of growth and development.
Examples of work
Performs more complex personnel work of the assigned unit and resolves problems requiring review and analysis. Performs research projects in the areas of personnel selection, classification, workforce planning, compensation, regulation interpretation, staff and organizational development, equal employment opportunity, and employment counseling. Reviews and processes personnel forms to determine their completeness, accuracy, and compliance with Civil Service Commission rules, regulations, policies, and procedures. Answers inquiries from all sources regarding the interpretation and application of Civil Service Commission rules and regulations, as well as division/unit policy. Provides consultative services to customers pertaining to routine and non-routine matters. Researches and assembles information for a variety of human resource customer service problem situations. Provides technical assistance to operating agencies on matters pertaining to public personnel administration. Conducts position audits to determine appropriate position classification. Makes recommendations for changes in organizations and classification of positions. Updates and maintains state/local job specifications. Responds to more complex title classification requests including job specification modifications, requests for new titles, new workweek requests, ERG reassignment requests, class of service reassignment requests, etc. Performs more complex job analyses using various methods on positions or titles to determine tasks performed, and the knowledge/skills/abilities/competencies required to perform them. Issues vacancy announcements and processes applications and fees. Reviews applications to determine whether minimum qualifications are met for open competitive and promotional examinations. Develops ratings using a scoring standard to rank applicants on eligible lists. Reviews, interprets, and evaluates academic credentials including transcripts and other applicant records. Schedules examinations and candidates for open competitive and promotional examinations. Updates and maintains the State Compensation Compendium, eCATS, and TALRS; responds to inquiries. Responds to Supplemental Compensation on Retirement (SCOR) requests. Reviews and approves state/local personnel transactions (e.g., new hires, promotions, lateral movements, voluntary demotions, leaves of absence, etc.) entered into the Personnel Management Information System (PMIS) and County and Municipal Personnel System (CAMPS). Performs salary and seniority calculations. Issues, reviews, approves, and disposes of state and local certification lists. Plans and develops training programs/courses designed to increase skills and improve performance of public employees. Conducts training of programs/courses in areas of specialization. Conducts needs assessments and prepares recommendations concerning training needs of public agencies. Conducts evaluations of training programs/courses. Reviews and analyzes administrative, layoff, classification, and salary appeals; prepares written reports and recommendations for supervisory review. Provides review and comment regarding rules, regulations, and policy memoranda which reflect recent legislation or case law pertinent to the New Jersey Civil Service Commission. Investigates allegations of discrimination from employees and applicants for employment. Develops and monitors programs to ensure agency compliance with state and federal laws, Executive Orders, rules, regulations, and guidelines governing equal employment opportunity and affirmative action activities. Provides information, training, and technical assistance to agency, managers, and employees concerning all aspects of affirmative action and equal employment opportunity. Assists in developing standards by which agency performance and progress in affirmative action activities can be evaluated. Reviews and analyzes data and personnel activities such as recruitment, job postings, selection procedures, examination announcements, promotions, and separations; makes recommendations to ensure that protected class members are not adversely affected by any of these activities and are afforded equal employment. Prepares clear, technically sound, accurate, and informative reports containing findings, conclusions, and recommendations. Prepares detailed correspondence. Maintains records, reports, and files. Will be required to learn how to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units.
Requirements
License
Appointees will be required to possess a driver's license valid in New Jersey only if operation of a vehicle, rather than employee mobility, is necessary to perform the essential duties of the position.
Knowledge, skills and abilities
Knowledge of research methods and techniques. Knowledge of Merit System principles, N.J.A.C. 4A, and Title 11A (Civil Service Act). Knowledge of state/local government personnel procedures. Knowledge of public personnel methods, techniques, and terminology, and the principles and practices of public personnel administration. Knowledge of the organizational structures commonly found in government. Knowledge of the occupational functions commonly found in the public sector. Knowledge of the criteria used in the classification of state/local titles. Knowledge of the position classification process for state/local titles. Knowledge of the criteria used to review and approve state/local personnel transactions. Knowledge of the criteria used to approve and dispose of certification lists. Knowledge of training methods, techniques, and procedures. Knowledge of the types and sources of labor market data, and the effective utilization of such data relevant to affirmative action programs. Ability to establish and maintain cooperative working relationships with associates, representatives from local and state agencies, members of the public, and others. Ability to review employment applications to determine whether minimum qualifications are met. Ability to review, interpret, and evaluate academic credentials including transcripts and other applicant records. Ability to observe, collect, and analyze data, drawing logical conclusions. Ability to comprehend, analyze, interpret, and apply laws, rules, regulations, policies, and personnel procedures. Ability to understand and apply state and federal laws dealing with equal employment opportunity and affirmative action. Ability to develop methods and systems for evaluating the agency's affirmative action programs. Ability to conduct interviews. Ability to perform basic mathematical calculations. Ability to prepare clear, technically sound, accurate, and informative reports containing findings, conclusions, and recommendations. Ability to prepare detailed correspondence. Ability to maintain records, reports, and files. Ability to learn how to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units. Ability to read, write, speak, understand, and communicate in English sufficiently to perform the duties of this position. American Sign Language or Braille may also be considered as acceptable forms of communication. Persons with mental or physical disabilities are eligible if they can perform the essential functions of the job with or without reasonable accommodation. If the accommodation cannot be made because it would cause the employer undue hardship, such persons may not be eligible.
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 must meet one of the following or a combination of both experience and education. Thirty (30) semester hour credits are equal to one (1) year of relevant experience. Six (6) years of professional experience in human resource work involving one or more of the following areas: position classification, compensation, staff and organizational development, regulation interpretation, personnel selection procedures, equal employment opportunity, workforce planning, employment counseling, PMIS/CAMPS, or timekeeping systems. OR Possession of a bachelor's degree from an accredited college or university; and two (2) years of the above-mentioned professional experience. OR Possession of a master's degree in Personnel Administration, Public Administration, Business Administration, or Psychology; and one (1) year of the above-mentioned professional experience. "Professional experience" refers to work that is creative, analytical, evaluative, and interpretive; requires a range and depth of specialized knowledge of the profession's principles, concepts, theories, and practices; and is performed with the authority to act according to one's own judgment and make accurate and informed decisions.