HUMAN RESOURCE CONSULTANT 5

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 direction of a manager or higher-level supervisory official in the Civil Service Commission, supervises the conduct of title classification and compensation surveys, and position classification review and audits in various assigned jurisdictions, departments, and agencies; supervises and responds to title classification requests; provides personnel management guidance to state/local jurisdictions; supervises technical work involving selection procedures, personnel information systems, staff and organizational development, workforce planning, equal employment opportunity, employment counseling, and application of rules/regulations; supervises staff and work activities; prepares and signs official performance evaluations for subordinate staff; does other related duties as required. DISTINGUISHING CHARACTERISTICS: Positions in this title are leadership positions having supervisory responsibility. The work is performed under the direction of a manager or comparable level supervisory official. These positions receive delegated authority and exercise initiative/judgment in overseeing and carrying out the unit's mission. They have wide latitude for decisions made within the framework of applicable rules/regulations/policies/procedures. It is reasonable to expect employees in this class to participate in development of personnel standards, policies, and practices and analyze and confer with agency and personnel officials regarding personnel needs/problems/solutions. Work of this class is distinguished from that of lower-level classes by the greater scope and technical complexity of problems confronted and responsibility for participation in developing/achieving program objectives. Work is reviewed by a superior for adherence to established policies and for results obtained.

Examples of work

Supervises the work operations and/or functional programs and has responsibility for effectively recommending the hiring, firing, promoting, demoting, and/or disciplining of employees. Reviews division activities and work projects and assigns unit personnel the responsibility for performing tasks and completing specific projects; instructs employees in the performance of their work and establishes deadlines to ensure assignment completion. Prepares work plans and formulates operating procedures to facilitate the work of the program or unit. Conducts staff meetings to disseminate information and update staff on changes in rules, regulations, policies, and procedures. Confers with subordinate personnel and reviews reports to obtain information such as the status of ongoing work/projects, pending cases/investigations, and projected completion dates. Gathers information from reporting systems to assess unit performance, including workload volume and backlog. Evaluates the operations, programs, and activities of the unit, and recommends new/revised procedures to improve effectiveness and efficiency. Reviews official directives to ascertain any changes made to department programs, policies, and procedures, and new assignments and responsibilities that have been delegated to the division. Supervises and/or performs research projects in the areas of personnel selection, classification, compensation, workforce planning, regulation interpretation, staff and organizational development, equal employment opportunity, and employment counseling. Supervises the review and processing of 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 high-priority and complex matters. Researches and assembles information for a variety of high-priority and complex human resource customer service problem situations. Provides technical assistance to operating agencies on complex matters pertaining to public personnel administration. Supervises the conduct of position audits to determine appropriate position classification. Makes recommendations for changes in organizations and classification of positions. Supervises the update and maintenance of state/local job specifications. Supervises and responds to title classification requests including job specification modifications, requests for new titles, new workweek requests, ERG reassignment requests, class of service reassignment requests, etc. Supervises the performance of job analyses on positions or titles to determine tasks performed, and the knowledge/skills/abilities/competencies required to perform them. Supervises the issuance of vacancy announcements and processing of applications and fees. Supervises the review of applications to determine whether minimum qualifications are met for open competitive and promotional examinations. Supervises the review, interpretation, and evaluation of academic credentials including transcripts and other applicant records. Supervises and/or schedules examinations and candidates for open competitive and promotional examinations. Updates and maintains the State Compensation Compendium, eCATS, and TALRS; responds to complex inquiries. Responds to Supplemental Compensation on Retirement (SCOR) requests of a complex nature. Supervises the review and approval of 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). Supervises the performance of salary and seniority calculations. Supervises the issuance, review, approval, and disposition of state and local certification lists. Plans and develops training programs/courses designed to increase skills and improve performance of public employees. Supervises and/or conducts training programs/courses in areas of specialization. Supervises the conduct of needs assessments and preparation of recommendations concerning training needs of public agencies. Supervises the evaluation of training programs/courses. Reviews and analyzes complex administrative, layoff, classification, and salary appeals; reviews written reports and recommendations by subordinate staff. 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. Supervises the investigation of discrimination allegations from employees and applicants for employment. Supervises the development and monitoring of 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. Develops 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. Supervises and/or prepares clear, technically sound, accurate, and informative reports containing findings, conclusions, and recommendations. Supervises and/or prepares detailed correspondence. Supervises the maintenance of 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.

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 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 supervise the review of employment applications to determine whether minimum qualifications are met. Ability to supervise the review, interpretation, and evaluation of academic credentials including transcripts and other applicant records. Ability to observe, collect, and analyze extensive data, drawing logical conclusions. Ability to comprehend, analyze, interpret, and apply basic 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 supervise assigned staff and plan, organize, and implement projects within the unit. Ability to conduct interviews. Ability to perform mathematical calculations. Ability to supervise and/or prepare clear, technically sound, accurate, and informative reports containing findings, conclusions, and recommendations. Ability to supervise and/or prepare detailed correspondence. Ability to supervise the maintenance of 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 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 class 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. Eight (8) 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; one (1) year of which shall have been in a project leader capacity. OR Possession of a bachelor's degree from an accredited college or university; and four (4) years of the above-mentioned professional experience, one (1) year of which shall have been in a project leader capacity. OR Possession of a master's degree in Personnel Administration, Public Administration, Business Administration, or Psychology; and three (3) years of the above-mentioned professional experience, one (1) year of which shall have been in a project leader capacity. NOTE: "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.