HUMAN RESOURCE PROFESSIONAL IV4084A6 Pay Grade: 33 DEFINITION OF WORK This is managerial work in human resource management. Work involves managing a major statewide human resource function or multiple components of an agency personnel program. Work involves directing the daily activities of the function or components; developing statewide human resource systems and associated processes, and policies; supervising function or component staff; providing consultative services to agencies and senior management, serving as spokesperson for the function; and conducting research into function related issues. Standard Classification Factors Supervision Received - Level D: "Under general direction…" Employees at this level are usually in charge of a large and important organizational unit. They plan and carry out assignments with little supervision. They report regularly to a superior, usually by means of occasional conferences, to discuss work progress or new problems which require advice from above. This designation will pertain to classes with a high order of independence. Difficulty - LEVEL C: Considerable… Duties which require a high degree of concentration because of the many factors which must be considered and weighed before a decision can be reached. Usually positions that require planning, developing, and coordinating programs and directing fairly large groups of people fall into this category. Complexity - LEVEL D: Work is of a diversified nature that usually involves multiple unrelated steps. Analytical thought is necessary for dealing with complex data and situations. Work often involves a variety of unrelated processes and may require planning or carrying out a sequence of actions or both. Several alternatives usually exist at this level for approaching problems or situations. Workers at this level exercise a considerable amount of independent judgment. Work is controlled by occasional review and by reporting to or consultation with supervisors or superiors. When guidelines exist at this level, they are usually broadly defined or technical requiring careful analysis and interpretation. Consequence of Actions or Decisions - LEVEL E: Consequences of actions or decisions at this level are highly significant. Work is rarely if ever reviewed. Errors may result in serious disruption in the operation of a major agency. Contacts - LEVEL C: The purpose of the contact is to influence, motivate, conduct interviews, make formal presentations or counsel to achieve common understanding or solutions to problems when the information is sensitive in nature or the individuals or groups are skeptical or uncooperative. Communication techniques and well developed communication skills become an important requirement at this level. Physical Demands - LEVEL A: The work is predominantly sedentary and requires minimal or negligible physical exertion. The employee is normally seated; however, the nature of the work allows for periods of standing or walking at will. Environmental Conditions - LEVEL A: The work environment involves normal everyday hazards or discomforts typical of offices, meeting and training rooms, or libraries. Comfortable levels of temperature, ventilation, lighting and sound are inherent in the work environment. Exposure to deviations from pleasant environmental conditions is only occasional. The likelihood of injury is remote. Supervision/Leadership - LEVEL E: Involves scheduling, supervising and evaluating work as a "manager" of first line supervisors or as a "first line supervisor" of workers who perform distinct and separate blocks of work generally related as to purpose but requiring different processes and methods. Responsible for hiring and disciplinary actions which may or may not require the approval of a higher level of authority. Distinguishing Features Differs from the Human Resource Professional III class where incumbents perform advanced and/or supervisory human resource work. EXAMPLES OF WORK PERFORMED Proposes, plans, and implements strategies to ensure and improve the reliability, efficiency, and effectiveness of the assigned statewide human resource function or agency components; prepares issue and position papers, and management reports; recommends policy and program changes. Plans, assigns and, reviews the work of statewide function or agency components staff; coaches staff; establishes work procedures, standards, goals and performance measures; establishes goals and timetables for projects; projects staff and budgetary requirements. Provides consultative services, training, and technical advice to agencies and the state's senior management relating to the assigned statewide function or agency components; serves as the spokesperson for the statewide function or agency components before the general public, agencies, and governmental officials. Represents the state in meet and confer sessions with recognized employee groups in order to achieve mutually acceptable resolution to employer/employee issues. Monitor and assist agency's actions in providing for human resource programs to meet agency goals while complying with state and federal mandates and policies. Assigns, coordinates, evaluates and supervises the work of lower level Human Resource Professionals and clerical staff. Designs, directs and participates in complex research and studies related to the assigned statewide function or agency components. REQUIRED KNOWLEDGE, ABILITIES AND SKILLS Knowledge *Knowledge of comprehensive principles and practices of human resource management. Knowledge of management concepts, principles, methods and practices. Knowledge of the Kansas Civil Service Act and human resource management regulations and policies. Knowledge of federal and state laws, regulations and guidelines pertaining to equal employment opportunity and employment practices. *Knowledge of the principles, practices and methods associated with an area of human resource management such as classification, compensation, employment, employee selection, labor relations, benefits or training. Knowledge of principles and techniques of supervision. Knowledge of methods and practices used to conduct work flow analysis studies. Abilities *Ability to administer a complex human resource management program. *Ability to read and comprehend technical narrative materials for application to daily work. *Ability to analyze broad and complex human resource management problems and to formulate logical and reasonable conclusions. *Ability to clearly express ideas orally and in writing. *Ability to evaluate and interpret data and compile written reports in narrative and statistical form. *Ability to establish and maintain effective working relationships with state and agency officials, employees and the public. Ability to evaluate the effect of technology introduction on work flow, organizational structures and changes in worker skill requirements. *Necessary at Entry MINIMUM REQUIREMENTS: Fouryears of experience in planning, directing, organizing, managing or administering personnel or human resources functions. Education may be substituted for experience as determined relevant by the agency. NC: 06/94 |