This is the third class in a series that performs or manages a combination of personnel specialty areas. Positions in this class are the single assistant to the agency’s head of human resources and direct all human resource functions of a moderately complex agency, educational institution or large facility which is subordinate to one of the largest agencies. This class is distinguished from the Personnel Practices Analyst Senior class because of the required supervision of a moderate size staff in administering all the functional areas in a moderate size agency or institution.

Complexity of Work: Performs work of considerable difficulty involving direction of a comprehensive human resource program which includes recruitment/ selection, compensation/classification, EEO/AA, benefits and transactions by planning and supervising the daily human resource operations of the agency, educational institution or facility. Consults with managers and employees in resolution of program issues. Reviews and evaluates programs and staff to insure effectiveness of programs. Prepares related reports, surveys and statistical studies; makes recommendations on policy and procedural changes. May have responsibility for budget preparation and policy development.

Supervision Given: Supervises a moderate size staff including office support and technical specialists such as Compensation/Classification Analysts, Personnel Development Specialists or Personnel Practices Analysts in administrating the various specialty areas.

Supervision Received: Receives general direction from the head of the human resource program in the agency or facility/institution.

Scope: The management of subordinates affects the human resource program of the agency or facility/institution.

Impact of Actions: Positions influence the productivity and quality of the agency’s managers and employees as they relate to human resource functions. This can result in better-selected applicants and better trained and properly compensated employees having fewer management/employee problems.

Personal Contacts: Frequent contacts with managers in resolving problems relating to personnel operations, the public to explain recruitment and selection policies and decisions and the Department of Personnel and Training to discuss program implementation and policy interpretation. Occasional contacts with lawyers to discuss unemployment claims and grievances.

Knowledge: Considerable knowledge of the principles and practices of personnel administration and federal and state laws applicable to the work.

Skills: None identified for this class.

Abilities: Demonstrated ability to direct and supervise technical specialists and support staff, analyze data and reach conclusions that are logical and legally supportable, and counsel and advise managers/employees in resolution of human related issues.

QUALIFICATIONS GUIDE*

Licenses or Certification: None.

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

Level and Type of Experience: Experience in supervising a staff of technical specialists in administering human resource programs.

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

This class was established in April 1987 as a result of the statewide personnel classification study.

This class was revised in December 1987 to reflect the exclusion of positions supervising specific specialty areas such as benefits administration.