This is the highest class in the series for positions that serve as the single charge position for the human resource program of a field organizational unit of a parent agency. Positions in this class are assigned to large community colleges, mental health hospitals and mental health facilities. Responsibilities include planning and implementing a comprehensive human resource program directed by the parent agency. Policy and program development are not included since that function is a responsibility of the parent agency human resource staff. This class is distinguished from the Human Resource Manager-Field by the responsibility for planning and implementing a human resource program for a considerably larger work force engaged in highly diversified work. It is further distinguished by the assignment of a larger staff of human resource professionals and paraprofessionals necessary to effectively administer the human resource program. This class and others in the Human Resource Manager-Field Series are distinguished from corresponding classes in the closely related Human Resource Director Series primarily by the fact that all of the former involve work in a field unit that is attached to a parent organization.

Complexity of Work: Performs work of unusual difficulty in planning and managing the implementation of a comprehensive human resource program. The organization served is sufficiently large and complex as to require the assignment of a staff of professionals and paraprofessionals to assist as generalists and specialists. Manages recruiting and employment by ensuring that manpower needs are projected accurately, overseeing advertisements of vacancies, establishing procedures for screening applications and interviewing applicants, advising managers in making hiring decisions and reviewing salary offers to ensure compliance with starting pay policy. Provides guidance and direction for all employee relations activities by ensuring that all employees have access to counseling on personal and work-related problems, providing the training and monitoring necessary for a fair and effective performance appraisal procedure, ensuring that the standards of conduct policy is applied uniformly and overseeing the grievance procedure and ensuring that the rights of both the grievant and management are observed. Advises managers and supervisors in the areas of performance and disciplinary problems, troubled employees and other employee relations problems. Plans and organizes personnel administration to ensure that all transactions are recorded and reported accurately, employee information is managed strictly in accordance with law and policy, the payroll is processed in a timely fashion and all employee claims are processed fairly and expeditiously. Ensures that all positions are accurately described and reviewed periodically in accordance with state personnel policy, and classification studies are accomplished when significant changes are observed or when internal alignment problems are indicated. Manages EEO/AA planning and implementation by ensuring that the agency and field unit’s goals and objectives are clearly communicated, ensuring that EEO/AA reports are submitted accurately, reviewing utilization analyses and proposing corrective action and representing the field unit in fact-finding conferences and subsequent hearings. Oversees staff training and development including needs assessments, development of training plans, conduct of training and evaluation of training accomplished. Manages the communication and delivery of benefit programs to all employees including health care insurance, retirement systems, disability insurance, group life insurance, deferred compensation, tax-sheltered annuities and others. Other functions may also be assigned.

Supervision Given: Supervises a staff of human resource professionals and paraprofessionals assigned to various functional areas and office services employees. May supervise fiscal technicians.

Supervision Received: Receives general direction from a dean of financial and administrative services or a facility director.

Scope: Positions in this class manage a program that affects all employees and every activity of the field unit.

Impact of Actions: The work has a direct effect on the field unit’s ability to employ and retain qualified employees and maintain a productive, well trained and well informed work force. As advisers to executive management, positions have a positive influence on management practices and the accomplishment of the field unit’s goals and objectives.

Personal Contacts: Frequent contacts with employees and managers to explain and promote various human resource policies, plans and goals and provide guidance and counseling; parent agency human resource staff to exchange information and receive guidance; other state agencies to exchange information and receive guidance relative to human resource issues. Occasional contacts with the general public to provide information on employment opportunities and private attorneys to exchange information on employee complaints and suits.

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

Skills: None identified for this class.

Abilities: Demonstrated ability to plan, organize and manage a human resource program for an organization whose employees are engaged in widely diverse fields of work; supervise professionals engaged in different programmatic areas, interpret policy, analyze human resource problems, analyze organizational structure and manage training programs; establish effective working relationships with employees at all levels; and communicate effectively, both orally and in the form of written policy interpretations, procedural guides and analytical reports.

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 several of the functional areas including the supervision of human resource professionals.

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. This new Human Resource Manager-Field Series and the new Human Resource Director Series replace the former Employee Relations Series. Positions in this class were previously in the class Employee Relations Director B.