This is the fourth class in the series for positions that serve as the single charge position for the human resource program of an independent agency or educational institution. Positions in this class are assigned to large state agencies that have geographically dispersed offices or to large universities which typically have facilities located off the main campus. This class is distinguished from the Human Resource Manager Senior by the increased emphasis on program development and the requirement for extensive adaptation of the program to agency operations that typically are geographically dispersed. Also, there is a significantly larger number of employees engaged in a more extensive diversity of work as well as a large number of wage employees. The scope and complexity of the human resource program requires the assignment of a large staff of professionals and paraprofessionals, some of whom serve as specialists in the major functional areas.

Complexity of Work: Performs work of unusual difficulty in developing an extensive human resource program which includes the full range of human resource functions. A large staff of professionals and paraprofessionals is required in order to develop and manage the human resource program. In an agency, responsibilities include managing the various human resource functions at offices located throughout the state. These offices are extensions of the agency and remain, for the most part, under its direct control. Responsibility may exist for providing guidance to Human Resource Officers-Field who may be assigned to such offices. At a university, responsibilities include program development for classified as well as faculty employees. Directs an extensive human resource program by managing such major functional areas as recruiting and employment, classification and compensation, employee relations, EEO/AA, training and development, benefits, personnel transactions and records. Assesses the effectiveness of the human resource progr1m and the agency’s compliance with law and policy. Interprets rules, regulations, policies and procedures, and advises agency management as to appropriate courses of action. Analyzes new or proposed legislation, court cases, state policies and procedures or other human resource developments; evaluates the impact on agency operations; provides information, guidance and advice on such developments in order to influence the management decision making process.

Supervision Given: Provides direct supervision to a large staff of human resource professionals in various functional areas.

Supervision Received: Administrative direction is received from an agency head, deputy or vice president.

Scope: Positions in this class manage the agency wide human resource program including its geographically dispersed offices or off campus facilities. The human resource program affects the overall well being of a large number of employees as well as having a direct bearing on the effectiveness of agency management.

Impact of Actions: Information, guidance and advice on human resource issues, developments and program effectiveness have a direct relationship to the accomplishment of the agency’s goals and objectives. Positions in this class have considerable impact upon the agency’s ability to employ, retain, train and manage a productive, well-informed work force.

Personal Contacts: Frequent contacts with agency management to provide consultation and guidance on human resource issues; employees to provide advice and guidance and promote the various human resource goals and objectives; the Department of Personnel and Training concerning policy interpretation; other state agencies and the general public to answer questions related to the agency's human resource program.

Knowledge: Comprehensive knowledge of the principles, practices and theory of human resource management and the policies and procedures governing its application; organization and operations of the agency or educational institution; management decision making principles and practices; and organization and functions of state government.

Skills: None identified for this class.

Abilities: Demonstrated ability to develop a human resource program for a large number employees engaged in an extensive diversity of work; adapt a human resource program to agency operations; manage a large staff of professionals; analyze problems related to the various human resource functions, assess the impact on agency operations and take appropriate actions; and communicate effectively orally and in writing to agency management, supervisors and, employees.

QUALIFICATIONS GUIDE*

Licenses or Certification: None.

Education or Training: Graduation from a college or university with course work in human resource management, personnel administration, public administration or a related field.

Level and Type of Experience: Experience in managing a human resource program or a combination of the major functional areas.

An equivalent combination of training and experience indicating possession of the preceding knowledge and abilities may substitute for this training and experience.

This class was established as the result of the statewide personnel classification study. The new Human Resource Director Series and Human Resource Manager-Field Series replace the former Employee Relations Series. Positions in this class were previously in the classes of Employee Relations Director C and Employee Relations Director B.