This is the third and highest level class in a series for positions concentrating in employee relations functions and includes the management of the employee relations function. Positions in this class direct an employee relations program that includes grievance handling, performance evaluations, standards of conduct and policy administration for the most complex agencies/institutions. This class is distinguished from the Employee Relations Senior Analyst because in addition to directing the evaluation of field employee relations functions, positions are responsible for agency wide personnel policy development and implementation and supervising other areas such as EEO/AA or benefits/transactions.

Complexity of Work: Performs work of unusual difficulty requiring the development and evaluation of programs and policies. Visits field offices to evaluate personnel policies and practices related to employee relations and implements recommendations and actions to improve employee relations. Investigates and supervises investigations of issues affecting employer/employee relations or compliance with regulations by conducting interviews, reviewing data and discussing issues with involved parties. Develops and interprets personnel policies for a complex agency to insure consistency and equitable treatment of employees. Provides guidance and advice to management on developing, implementing and revising employee relations programs and policies and resolving personnel problems. Responds to inquiries regarding policies and procedures in order to answer questions and complaints submitted by employees, the public or other agencies. May act as a deputy in some agencies.

Supervision Given: Usually supervises an Employee Relations Senior Analyst, Personnel Practices Analyst or other technical specialist performing duties in one or more of the assigned program areas. May also supervise office services employees performing administrative or clerical duties.

Supervision Received: Receives general direction from a Human Resource Director Senior. Positions have responsibility for planning, designing and carrying out programs and studies independently.

Scope: Positions are responsible for the management of an employee relations program and the development of human resource policies which affect the employees in the largest, most complex agencies which have subordinates, facilities, institutions or regions.

Impact of Actions: The morale and productivity of an agency’s employees are affected by the handling of grievances, disciplinary problems and performance problems as managed by positions in this class. Interpretation and development of human resource policies influence the manner in which programs are administered.

Personal Contacts: Frequent contacts with managers and employees in the resolution of problems, other agencies for interpreting and implementing policies; and attorneys and the Attorney General’s Office in interpreting laws and responding to grievances, lawsuits and interrogations. Occasionally responds to inquiries or complaints from the general public.

Knowledge: Comprehensive knowledge of the theories, principles and practices of personnel management and employee relations and the interrelationship of the agency’s role with other governmental agencies.

Skills: None identified for this class.

Abilities: Demonstrated ability to supervise and direct the work of others; evaluate employee relations programs; counsel managers and employees in conflict situations; develop and implement policies; manage assigned program areas; and communicate effectively orally and in writing.

QUALIFICATIONS GUIDE*

Licenses or Certification: None.

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

Level and Type of Experience: Experience in human resource programs including employee related programs, evaluating programs and developing policies.

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.