This is the highest class in the series for positions that serve as the single charge position for the human resource program of an independent agency. Positions plan, develop and direct a comprehensive range of human resource functions in the largest, most complex agencies that are characterized by a large central staff and statewide geographic dispersion of sub-agencies or facilities. Responsibilities extend to oversight of the human resource program in all sub-agencies or facilities. Acts for the agency head in implementing plans and making decisions in all matters relating to human resource management. This class is distinguished from the Human Resource Director by the requirement for extensive program development for both the central office and a number of semi-autonomous sub-agencies and facilities and by a working environment involving the most complex array of agency functions, a large and diverse work force and the most extensive public contact.

Complexity of Work: Performs work of unusual difficulty which requires organizing and directing a large staff of human resource professionals who serve as specialists in the human resource functional areas. Positions exercise the management and leadership techniques that ensure the communication and attainment of the goals and objectives of the human resource program throughout the agency including its remote organizational units. Positions are responsible for planning, developing and directing the principal human resource functions including recruiting and employment, equal employment opportunity/affirmative action, employee relations or personnel practices (employee counseling, performance appraisal, standards of conduct, grievances), training and development, employee communications, compensation and classification, benefits, personnel administration and manpower planning. Some positions may also be assigned responsibility for designing in-house human resource information systems. Advises the agency head on all human resource issues, develops agency human resource policies, and interprets state and federal human resource policies to management and other employees.

Supervision Given: Directs the work of a large staff of human resource professionals who, in turn, manage or supervise other professionals, paraprofessionals and office services positions in carrying out the various human resource functions.

Supervision Received: Receives administrative direction from the agency head, principal deputy or other high-level agency official. Positions have considerable latitude to plan and carry out work within very broad guidelines and stated goals. The supervisor reviews work through periodic conferences at which progress toward achieving goals and objectives may be noted. Otherwise, the incumbent is expected to report unusual problems and circumstances to the supervisor.

Scope: Positions in this class manage an agency wide program affecting the well being of all its employees, the effectiveness of agency management at all levels and the quality of the work force as a whole.

Impact of Actions: Positions in this class have a major and direct effect on the agency’s ability to employ and retain employees of high quality, ensure that every aspect of employee selection and employee relations is carried out in conformity with applicable laws and policies and, ultimately, maintain a high level of agency productivity in an atmosphere of a well trained, well informed work force.

Personal Contacts: Frequent contacts with internal agency managers to explain and promote various human resource policies and goals; officials in other state agencies, federal agencies and oversight boards to obtain guidance and exchange program information; Attorney General’s Office, legislators, the courts, the Equal Employment Opportunity Commission and various employee advocacy groups on issues of employee relations. Occasional contacts with the Governor’s Office and Cabinet Secretaries to provide information and consult on human resource matters and with the general public to answer questions on the human resource program.

Knowledge: Comprehensive knowledge of the principles and practices of human resource management and the laws and policies governing its application, organization and functions of state government, organization and operations of the agency, and principles and functions of general management.

Skills: None identified for this class.

Abilities: Demonstrated ability to design, plan and implement a comprehensive human resource program affecting a large, diversified work force; organize and direct the efforts of a professional staff; analyze a broad range of problems touching on every aspect of employee relations and take positive steps to solve them; communicate effectively orally and in writing with diverse groups of employees and officials; and provide clear interpretation of laws and policies regulating human resource activities.

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, business administration, organizational management or a related field.

Level and Type of Experience: Progressively responsible human resource managerial experience including supervision of professional staff and responsibility for directing the entire program or some combination of specialty areas such as training and development, recruiting and employment, equal employment opportunity/affirmative action, and compensation and classification.

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 a result of the statewide personnel classification study. The new Human Resource Director Series and the new Human Resource Manager-Field Series replace the former Employee Relations Series. Positions in this class were previously in the classes Employee Relation s Director D and Employee Relations Director C.