HUMAN RESOURCE CONSULTANT 4
Career Family: HUMAN RESOURCE CONSULTANT
Human Resource Consultant 4 is a state title in New Jersey's competitive civil service, which means the way in is an open exam rather than a direct appointment.
It is a middle Human Resource Consultant grade, between Human Resource Consultant 3 below and the better-paid Human Resource Consultant 5 above. On paper it calls for a master's degree, though the specification lets enough relevant experience stand in for the degree. Pay on the FY 2027 schedule runs $87,507 to $128,719, and state payroll currently lists about 14 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 4 appears on the State payroll at one department, Civil Service Commission.
State departments
| Employer | Employees |
|---|---|
| Civil Service Commission | 14 |
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
- Human Resource Consultant 3 — $79,844 – $117,228
- Human Resource Consultant 4 — $87,507 – $128,719 (this title)
- Human Resource Consultant 5 — $95,955 – $141,386
Promoting to Human Resource Consultant 5 raises the top of the band by about $12,667. Its top salary lands around the 75th 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 14 people working under this title. The median actual salary is $112,421. The agencies employing the most are:
- Civil Service Commission (14)
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 general supervision of a Human Resource Consultant 5 or other supervisory official in the Civil Service Commission, functions as a project leader and technical subject matter expert; or in the absence of the supervisor, may supervise work performance of a unit or program. Conducts highly-complex title classification and compensation surveys, and position classification review and audits in various assigned jurisdictions, departments, and agencies; responds to highly-complex and multi-part title classification requests; provides personnel management guidance to state/local jurisdictions; performs highly-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; does other related duties as required. DISTINGUISHING CHARACTERISTICS: Positions in this title receive very general supervision and work instruction, and function as project leaders. These positions exercise initiative/judgment in planning and carrying out assigned functions and handle highly-complex work that often consists of multiple parts or steps. These positions conduct highly-complex organization, classification, and compensation surveys, and position audits in various assigned jurisdictions, departments, and agencies; provide personnel management guidance to state/local jurisdictions and independently handle agencies requiring a high level of expertise and the ability to identify and propose solutions to complex issues; perform highly-complex work involving selection procedures, personnel information systems, staff and organizational development, workforce planning, equal employment opportunity, employment counseling, and application of rules and regulations; may supervise staff in the absence of the supervisor. Employees in this class are expected to display a high degree of skill in or knowledge of a particular area, and function as subject matter experts as a result of experience.
Examples of work
Plans and performs special research projects in the areas of personnel selection, classification, workforce planning, compensation, regulation interpretation, staff/organizational development, equal employment opportunity, and employment counseling. Plans, reviews, and schedules activities for a designated project; ensures project goals and objectives are accomplished according to prescribed priorities and deadlines. Reviews project proposals and plans; determines the methods and procedures to successfully accomplish the project. Establishes work plans and schedules for each phase of a project. Confers with supervisory personnel and/or management to outline project plans, designate personnel who will have responsibility for phases of a project, and establish scope of authority. Reviews project reports on status of each phase, modifies schedules, and prepares project status reports for management. Provides technical advice to project personnel and assists in resolving problems. In the absence of the supervisor, may supervise, assign, and instruct employees in the performance of their work. Leads the development and implementation of program procedures. Identifies actual or potential problem areas, trends, significant accomplishments, or deficiencies within the program. Performs complex personnel work of the assigned unit and resolves non-routine and highly-complex problems requiring review and analysis. Reviews and processes personnel forms to determine their completeness, accuracy, and compliance with Civil Service Commission rules, regulations, policies, and procedures. Answers complex inquiries from all sources regarding interpretation and application of Civil Service Commission rules and regulations, as well as division/unit policy. Provides consultative services to customers pertaining to highly-complex and non-routine matters; defines needs and determines scope of assistance required for solutions. Researches and assembles information for a variety of highly-complex human resource customer service problem situations. Conducts organizational studies and surveys to obtain information; analyzes information to advise or recommend solutions. Provides technical assistance to operating agencies on complex matters pertaining to public personnel administration. Conducts highly-complex 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 the most complex and multi-part title classification requests including job specification modifications, requests for new titles, new workweek requests, ERG reassignment requests, class of service reassignment requests, etc. May draft and/or finalize title rights for layoff purposes. Performs highly-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. Performs highly-complex work involved in the review of 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. Performs highly-complex work involved in the review, interpretation, and evaluation of 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 complex 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 highly-complex 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. Develops and conducts training 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 complex 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, and 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. Provides guidance and leadership on technical matters to lower-level professional staff. Performs such functions as reviewing work, writing monthly reports, or directing a program/project within the unit. Reviews staff's investigations of and responses to complex appeals using standardized format to ensure appropriate content. 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.
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. Knowledge of the concepts and methods of project leadership. 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 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 give assignments, instructions, and supervision to assigned employees. Ability to conduct interviews. Ability to perform 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 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 lead worker 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 lead worker 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 lead worker 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.