This is the fifth and highest level class in a series that performs or manages a combination of personnel specialty areas. Positions in this class are the single assistant to a Human Resource Director Senior and manage most of the specialty areas in the most complex agencies or direct all the human resource specialty areas in a large university hospital. This class is distinguished from the Personnel Practices Manager by the scope, diversity and complexity of programs administered.

Complexity of Work: Performs work of unusual difficulty involving an extensive range and variety of human resource areas. Develops and maintains policies and procedures in specialized areas by reviewing and evaluating the work of others. Makes recommendations on all studies and surveys conducted by staff in order to develop and improve programs and employee relations. Prepares annual budget and budget reports as they relate to the assigned area in order to plan and control expenditures. Manages the design and preparation of management reports in areas such as manpower planning or productivity measurement projects in order to have data for top management to make human resource decisions. Keeps current with developments and trends in personnel management, legislation and the labor market that could affect the human resources of the agency or institution.

Supervision Given: Supervises other personnel managers and supervisors who are responsible for human resource or related specialty areas such as personnel practices, compensation/classification, employment, safety, methods and procedures and others. Sections supervised are composed of managers, supervisors, analysts, specialists, paraprofessionals and office services employees.

Supervision Received: Receives administrative direction from a Human Resources Director Senior.

Scope: Positions are responsible for the management of most of the human resource program. Programs will affect all employees of the agency or hospital.

Impact of Actions: Results of actions increase productivity of staff in the assigned area a develop supervisors and their staffs.

Personal Contacts: Frequent contacts with representatives from other state and federal agencies in coordinating and implementing programs, Attorney General’s Office to obtain legal advice, and top level management to discuss program goals and issues.

Knowledge: Comprehensive knowledge of theories, principles and practices of personnel management, employee relations and other assigned areas as safety or manpower planning; interrelationships of the agency’s role with other governmental agencies; organizational development and management; and state and federal legislation, regulations, rules and policies relating to personnel administration. Some knowledge of the budgeting process.

Skills: None identified for this class.

Abilities: Demonstrated ability to direct and evaluate managers and supervisors; evaluate, develop, and implement programs and related policies and procedures; exercise judgment and discretion in interpreting and applying a variety of personnel policies and procedures and making necessary alterations in existing systems; establish and maintain effective working relationships with managers, supervisors, employees, representatives from other agencies and institutions, and the general public; plan, analyze and reach logical and legally supportable conclusions; and define goals and objectives.

QUALIFICATIONS GUIDE*

Licenses or Certification: None.

Education and 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 managing human resource programs including directing supervisors and experience in the assigned specialty 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 a result of the statewide personnel classification study.