07/01/95

27340 HUMAN RESOURCE GENERALIST

27341 Human Resource Assistant E

27342 Human Resource Analyst B

27343 Human Resource Generalist B

27344 Human Resource Generalist Senior B

Positions in this series perform or have primary leadership for the full range of human resource functions for an agency or a specific agency population. Responsibilities range from beginning to advanced performance of comprehensive generalist duties in classification and compensation, recruitment and selection, employee relations, and other areas such as benefits, training, and EEO. Positions provide consultation to management, counsel employees and applicants, provide training, and perform technical and analytical duties in all human resource areas. Positions in this series also are involved in the design, development, communication, delivery, and assessment of customer-focused human resource programs for assigned area. Work assignments are usually carried out in a team approach, either on a project or ongoing basis, to improve customer service, program efficiency and effectiveness. Positions in this series typically do not supervise the work of others, but may serve as the primary leader of team members on a project or ongoing basis. Supervision usually is received from the head of the human resource program, other agency executive, or in some large agencies a second level human resource program manager.

Considerable knowledge of human resource management principles and practices including recruitment and selection, classification and compensation, and employee relations; Federal and State laws and regulations; job analysis and job evaluation techniques; organization and job design; recruiting, screening, and interviewing techniques; employee relations and EEO approaches such as counseling, mediation, grievance resolution, and complaint investigation; and employee benefit, recognition, performance, and discipline systems. Demonstrated competence to develop strategies to improve customer service, program efficiency and effectiveness; function as a team member or team leader with other human resource or non-human resource staff; to analyze data and reach conclusions which are logical and legally supportable; counsel and advise managers and employees in the resolution of human resource issues; design, analyze, and implement policies, procedures, and programs; prioritize own work; interpret Federal and State regulations; and communicate effectively both orally and in writing.

College degree with major course work in Human Resources, Public or Business Administration, Industrial Psychology, or a related area; or training in human resource principles, practices, and procedures either through college course work, seminars, or on-the-job training.

Broader and more responsible experience is needed to perform comprehensive human resources functions in recruitment and selection, classification and compensation, employee relations, and other areas with progression through the series.

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

27341 - HUMAN RESOURCE ASSISTANT. Positions in this class perform paraprofessional human resource work or serve as assistant to a generalist performing professional and comprehensive human resource functions. Positions in some agencies may have sole responsibilities for human resource activities in a remote organizational unit. Examples of responsibilities include: transactions, employee records, orientation, and attendance and leave; payroll activities; initial screening of employee applications; preliminary research related to classification and compensation, employee relations, and other areas; and implementation of customer service, program efficiency and effectiveness in assigned areas.

27342 - HUMAN RESOURCE ANALYST. Positions in this class perform a full range of entry level professional human resource work. They receive training in generalist duties including: recruitment and selection, classification and compensation, employee relations and other areas. Responsibilities include performing technical, analytical, and professional level work at the beginning level. Examples of responsibilities include: recruiting, screening applications, and guiding managers in the interviewing and hiring process; recommending the classification of a position; conducting complaint investigations through the research and interview stage to reach preliminary conclusions which are logical and defensible; and interpreting policies and procedures. Positions may initially function in one area while learning other human resource areas. Performs progressively more complex assignments with greater independence and involvement in improving customer service, and program efficiency and effectiveness.

27343 - HUMAN RESOURCE GENERALIST. Positions in this class perform comprehensive journey level generalist duties in recruitment and selection, classification and compensation, employee relations, and other areas. Examples of responsibilities include: providing consultation to management in all human resource areas; developing recruitment and retention strategies; assessing alternative compensation strategies; and counseling managers, employees, and applicants in the resolution of complaints. Positions in this class also participate in the planning, development, implementation, training, and assessment of policies, procedures, and programs in all human resource areas to improve customer service, program efficiency and effectiveness.

27344 - HUMAN RESOURCE GENERALIST SENIOR. Positions in this class plan, organize, lead, and perform comprehensive advanced level generalist duties in recruitment and selection, classification and compensation, employee relations, and other areas. Examples of responsibilities include: providing consultation to management including the design of alternative strategies; coaching and guiding managers and supervisors in their accountability for decentralized human resource responsibilities; serving as the primary leader of an agency human resource program or specific agency population; leading a team of human resource or non-human resource professionals on a project or ongoing basis; researching and designing pilot alternative compensation strategies that meet the agency's needs; and planning, developing, implementing, training, and assessing policies, procedures, and programs in all human resource areas to improve customer service, program efficiency and effectiveness.

An interagency task force of human resource professionals developed this series to support agencies in the development, implementation, and assessment of human resource programs through use of generalists, team work, and customer involvement.