HUMAN RESOURCE CONSULTANT TRAINEE
Human Resource Consultant Trainee is non-competitive, meaning the state checks your education and experience against the spec instead of ranking you on a test.
It lists a bachelor's degree as the baseline, with an experience-based path open to those who do not hold the degree. Pay on the FY 2027 schedule runs $55,691 to $58,222.
How to apply
This title is not filled by examination — agencies appoint directly.
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See where to apply for this title →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 close supervision of a Human Resource Consultant 5 or other supervisory official in the Civil Service Commission, receives on-the-job training in government personnel practices; learns to conduct routine title classification and compensation surveys, and position classification review and audits in various assigned jurisdictions, departments, and agencies; learns to respond to title classification requests; learns to provide personnel management guidance to state/local jurisdictions; learns to perform routine 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: Employees at this trainee level receive training and closely regulated supervision and normally perform routine personnel work (receiving specific work instruction when non-routine matters are encountered) in support of the organization's human resource functions. The tasks are basic, procedural, and uncomplicated for the most part, and most of the work is reviewed on completion. These positions utilize manuals, standards, specifications, rules, regulations, policies, and procedures that require some interpretation and application to specific cases. A supervisor or higher-level consultant provides assistance with non-routine or problem situations and most assignments are broadly based, encompassing diverse activities such as position classification, personnel records, and so forth.
Examples of work
Under close supervision, as a trainee and productive worker: Receives training in the principles and uses of position classification, position analysis, and the survey and analysis of positions and groups of positions; collection and analysis of information required to initiate requests for new positions, the reclassification of existing positions, and changes in organization. Learns to perform routine personnel work of the assigned unit and assist with resolving problems requiring routine review and analysis. Learns to perform research projects in the areas of personnel selection, classification, workforce planning, compensation, regulation interpretation, staff and organizational development, equal employment opportunity, and employment counseling. Learns to review and process personnel forms to determine their completeness, accuracy, and compliance with Civil Service Commission rules, regulations, policies, and procedures. Learns to answer routine inquiries from all sources regarding the interpretation and application of Civil Service Commission rules and regulations, as well as division/unit policy. Learns to provide consultative services to customers pertaining to routine matters. Learns to research and assemble information for a variety of human resource customer service problem situations. Learns to provide technical assistance to operating agencies on routine matters pertaining to public personnel administration. Learns to conduct position audits to determine appropriate position classification. Learns to recommend changes in organizations and classification of positions. Learns to update and maintain state/local job specifications. Learns to respond to title classification requests including job specification modifications, requests for new titles, new workweek requests, ERG reassignment requests, class of service reassignment requests, etc. Learns to perform job analyses using various methods on positions or titles to determine tasks performed, and the knowledge/skills/abilities/competencies required to perform them. Learns to issue vacancy announcements and process applications and fees. Learns to review applications to determine whether minimum qualifications are met for open competitive and promotional examinations. Learns to review, interpret, and evaluate academic credentials including transcripts and other applicant records. Learns to schedule examinations and candidates for open competitive and promotional examinations. Learns to update and maintain the State Compensation Compendium, eCATS, and TALRS; responds to inquiries. Learns to respond to Supplemental Compensation on Retirement (SCOR) requests of a routine nature. Learns to review and approve 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). Learns to perform routine salary and seniority calculations. Learns to issue, review, approve, and dispose of state and local certification lists. Learns to plan and develop training programs/courses designed to increase skills and improve performance of public employees. Learns to conduct training programs/courses in areas of specialization. Learns to conduct needs assessments and prepare recommendations concerning training needs of public agencies. Learns to conduct evaluations of training programs/courses. Learns to review and analyze routine administrative, layoff, classification, and salary appeals; learns to prepare written reports and recommendations for supervisory review. Learns to investigate allegations of discrimination from employees and applicants for employment. Learns to develop and monitor programs to ensure agency compliance with state and federal laws, Executive Orders, rules, regulations, and guidelines governing equal employment opportunity and affirmative action activities. Learns to provide information, training, and assistance to agencies, managers, and employees concerning all aspects of affirmative action and equal employment opportunity. Learns to review and analyze 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.
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 essential duties of the position.
Knowledge, skills and abilities
Knowledge of research methods and techniques. Ability to learn Merit System principles, N.J.A.C. 4A, and Title 11A (Civil Service Act). Ability to learn state/local government personnel procedures. Ability to learn public personnel methods, techniques, and terminology, and the principles and practices of public personnel administration. Ability to learn the organizational structures commonly found in government. Ability to learn the occupational functions commonly found in the public sector. Ability to learn the criteria used in the classification of state/local titles. Ability to learn the position classification process for state/local titles. Ability to learn the criteria used to review and approve state/local personnel transactions. Ability to learn the criteria used to approve and dispose of certification lists. Ability to learn training methods, techniques, and procedures. Ability to learn 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. ADVANCEMENT: Appointees who successfully complete the twelve (12) month training period will be eligible for advancement to the Human Resource Consultant 1 title in accordance with the New Jersey Civil Service Commission procedures. The inability of an employee in this trainee title to attain a level of performance warranting advancement to Human Resource Consultant 1 shall be considered as cause for separation.
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. Four (4) 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. "Professional experience" refers to work that is analytical, evaluative, and interpretive; requires a range of basic knowledge of the profession's concepts and practices; and is performed with the authority to act and make accurate and informed decisions.