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Job Specification

HUMAN RESOURCES CONSULTANT BAND             

BAND SUMMARY

A position in the Professional Services Band which conducts organization, 
classification and compensation surveys and position audits in various 
assigned jurisdictions, departments and agencies;  provides personnel 
management guidance to state/local jurisdictions; performs personnel 
work involving selection procedures, personnel information systems, staff 
and organizational development, workforce  planning, equal employment 
opportunity, employment counseling, and application of rules and regulations; 
does other related duties as required.

DEFINITIONS

Trainee - Under close supervision of a supervisory officer, as a trainee and 
productive worker, receives on-the-job training in government personnel 
practices; conducts routine organization, classification and compensation 
surveys, and position audits in various assigned jurisdictions, departments 
and agencies; provides personnel management guidance to state/local 
jurisdictions; performs routine personnel work involving selection procedures, 
personnel information systems, staff and organizational development, 
workforce planning, equal employment opportunity, employment counseling, 
and application of rules and regulations; does other related duties as required.

Level 1 - Basic: Under close supervision of a supervisory officer, conducts 
routine organization, classification and compensation surveys, and position 
audits in various assigned jurisdictions, departments and agencies; provides 
personnel management guidance to state/local jurisdictions; performs routine 
personnel work involving selection procedures, personnel information systems, 
staff and organizational development, workforce planning, equal employment 
opportunity, employment counseling, and application of rules and regulations; 
does other related duties as required.

Level 2 - Journey: Under limited supervision of a supervisory officer, conducts 
organization, classification and compensation surveys, and position audits in 
various assigned jurisdictions, departments and agencies; provides personnel 
management guidance to state/local jurisdictions; performs personnel work 
involving selection procedures, personnel information systems, staff and 
organizational development, workforce planning, equal employment opportunity, 
employment counseling, and application of rules and regulations; does other 
related duties as required.

Level 3 - Mastery: Under general supervision of a supervisory officer, conducts 
complex organization, classification and compensation surveys, and position 
audits in various assigned jurisdictions, departments and agencies; provides 
personnel management guidance to state/local  jurisdictions; performs complex 
personnel work involving selection procedures, personnel information systems, 
staff and organizational development, workforce planning, equal employment 
opportunity, employment counseling, and application of rules and regulations; 
may function as a lead worker; provides guidance and leadership on personnel 
matters to lower level professional staff; does other related duties as required. 

TASKS ASSOCIATED WITH EACH LEVEL

NOTE:  The following summaries and examples of work are for illustrative 
purposes only. Any one position may not include all of the tasks listed, nor 
do the examples cover all of the duties which may be performed. Tasks are 
cumulative; higher levels include the tasks associated with lower.

Trainee
Employees at this trainee level receive training and closely regulated 
supervision and normally perform routine personnel work (receiving specific 
work instruction when non-routine matters are encountered) in support of the 
organization's human resource functions.  The tasks are basic, procedural, 
and uncomplicated for the most part, and most of the work is reviewed on 
completion. These positions utilize manuals, standards, specifications, rules, 
regulations, policies, and procedures that require some interpretation and 
application to specific cases.  A supervisor or higher level consultant provides 
assistance with non-routine or problem situations and most assignments are 
broadly based, encompassing diverse activities such as position classification, 
personnel records, and so forth; does other related work as required.

A Human Resource Consultant at this level, as trainee and productive worker:
Receives training in the principles and uses of position classification, position 
analysis, the survey and analysis of positions and groups of positions; 
collection and analysis of information required to initiate requests for new 
positions, the reclassification of existing positions, and changes in organization.

Answers routine inquiries from all sources regarding interpretation/application 
of Civil Service Commission rules and regulations as well as division/unit policy.

Learns to provide consultative service to customers.

Assists with researching and assembling information for a variety of 
human resource customer service problem situations.

Assists with providing assistance to operating agencies on matters 
pertaining to public personnel administration.

Learns to recommend changes in organizations and classification of 
positions.

Assists with conducting position audits to determine appropriate 
position classification.

Assists with job analyses, using various methods, on positions or titles to 
determine tasks performed, and knowledge/skills/abilities/competencies 
required to perform them. 

Under close supervision, reviews applications to determine whether minimum 
qualifications are met for open competitive and promotional examinations.

Under close supervision, reviews, interprets, and evaluates academic 
credentials including transcripts and other applicant records.

Assists with research projects in the areas of personnel selection, 
classification, work force planning, compensation, regulation interpretation, 
staff and organizational development, equal employment opportunity and 
employment counseling.
 
Assists with performing routine personnel work of the assigned unit, and 
assists with resolving problems requiring review/analysis.

Under close supervision, reviews/processes personnel forms to determine 
their completeness, accuracy, and compliance with Civil Service Commission 
rules, regulations, policies, and procedures.

Assists with the planning and development of training programs/courses 
designed to increase skills and improve performance of public employees.

Assists with conducting needs assessments and prepares recommendations 
concerning training needs of public agencies.

Assists with conducting evaluations of training courses/programs, and 
prepares reports containing findings and recommendations.

Assists in the review and analysis of routine administrative, layoff, 
classification, and salary appeals, and prepares written reports and 
recommendations for supervisory review.

Assists with providing reviews and comments regarding rules, regulations, 
and policy memoranda which reflect recent legislation or case law pertinent 
to the New Jersey Civil Service Commission.

Assists with investigating allegations of discrimination from employees/applicants 
for employment.

Assists in the development and monitoring of programs to ensure agency 
compliance with state and federal laws, Executive Orders, rules, and 
regulations, and guidelines governing equal employment opportunity and 
affirmative action activities.

Assists in providing information, training, and assistance to agencies, managers, 
and employees concerning all aspects of affirmative action and equal 
employment opportunity.

Assists in the development of standards by which agency performance and 
progress in affirmative action activities can be evaluated.

Under close supervision, reviews and analyzes data and personnel activities 
such as recruitment, job postings, selection procedures, examination 
announcements, promotions, separations, and makes recommendations to 
ensure that protected class members are not adversely affected by any of 
these activities and are, in fact, afforded equal employment.

Prepares clear, technically sound, accurate, and informative reports containing 
findings, conclusions, and recommendations.

Prepares correspondence.

Maintains records and files.

Will be required to learn to utilize various types of electronic and/or manual 
recording and information systems used by the agency, office, or related units.

NOTE: For Trainee Advancement qualifications, see MINIMUM REQUIREMENTS

Level 1
Employees at this basic level receive direct, monitored supervision and perform 
routine personnel work in support of the organization's human resource functions.
The tasks are basic, procedural, and uncomplicated for the most part, and most 
of the work is reviewed on completion.  These positions utilize manuals, standards,
specifications, rules, regulations, policies, and procedures that require some
interpretation and application to specific cases.  This is the first practitioner level 
above the trainee level.  A supervisor or higher level consultant provides assistance 
and/or specific work instruction on non-routine or problem situations and most 
assignments are broadly based, encompassing diverse activities such as position
classification, personnel records, and so forth; does other related work as required.

A Human Resource Consultant at this level, in addition to performing duties 
described in Trainee:
Provides consultative service to customers.

Researches and assembles information for a variety of human resource 
customer service problem situations.

Provides routine assistance to operating agencies on matters pertaining to 
public personnel administration.

Makes recommendations for changes in organizations and classification of 
positions.

Conducts position audits to determine appropriate position classification.

Performs routine job analyses, using various methods, on positions or titles 
to determine tasks performed, and knowledge/skills/abilities/competencies 
required to perform them.

Reviews applications to determine whether minimum qualifications are met 
for open competitive and promotional examinations.

Reviews, interprets, and evaluates academic credentials including transcripts 
and other applicant records.

Performs research projects in the areas of personnel selection, classification, 
work force planning, compensation, regulation interpretation, staff and 
organizational development, equal employment opportunity and employment 
counseling.

Performs routine personnel work of the assigned unit, and resolves problems 
requiring review/analysis.

Plans and develops training programs/courses designed to increase skills 
and improve performance of public employees.

Assists in conducting training programs/courses in areas of specialization.

Conducts needs assessments and prepares recommendations concerning 
training needs of public agencies.

Reviews and analyzes routine administrative, layoff, classification, and salary 
appeals, and prepares written reports and recommendations for supervisory 
review.

Provides reviews and comments regarding rules, regulations, and policy 
memoranda which reflect recent legislation or case law pertinent to the 
ew Jersey Civil Service Commission.

Investigates allegations of discrimination from employees/applicants for 
employment.

Develops and monitors programs to ensure agency compliance with state and 
federal laws, Executive Orders, rules, regulations, and guidelines governing 
equal employment opportunity and affirmative action activities.

Provides information, training, and assistance to agencies, managers, and
employees concerning all aspects of affirmative action and equal employment 
opportunity.

Under close supervision, develops standards by which agency performance 
and progress in affirmative action activities can be evaluated.

Reviews and analyzes data and personnel activities such as recruitment, job 
postings, selection procedures, examination announcements, promotions, 
separations, and makes recommendations to ensure that protected class 
members are not adversely affected by any of these activities and are, in fact,
 afforded equal employment.

Level 2
Employees at this journey level receive limited, intermittent supervision with 
considerable latitude to apply judgment to daily problems and non-routine 
situations.  Assignments may be reviewed on completion for general 
conformance with policies and procedures; does other related work as required.
It is reasonable to expect employees in this class to function at the peak of 
growth and development.

A Human Resource Consultant at this level, in addition to performing duties 
described in Trainee and Level 1:
Answers inquiries from all sources regarding interpretation/application of 
Civil Service Commission rules and regulations as well as division/unit policy.

Provides assistance to operating agencies on matters pertaining to public 
personnel administration.

Develops ratings using a scoring standard to rank applicants on eligible lists.

Conducts training of programs/courses in areas of specialization. 

Performs personnel work of the assigned unit, and resolves problems 
requiring review/analysis.

Reviews and processes personnel forms to determine their completeness, 
accuracy, and compliance with Civil Service Commission rules, regulations, 
policies, and procedures.

Reviews and analyzes administrative, layoff, classification, and salary appeals, 
and prepares written reports and recommendations for supervisory review.

Level 3
Employees at this mastery level receive general, sporadic supervision, and 
conduct complex organization, classification and compensation surveys, and 
position audits in various assigned jurisdictions, departments and agencies; 
provide personnel management guidance to state/local jurisdictions and 
independently handle agencies requiring a high level of expertise and the 
ability to identify and propose solutions to real and anticipated issues; 
perform complex work involving selection procedures, personnel information 
systems, staff and organizational development, workforce planning, equal 
employment opportunity, employment counseling, and application of rules 
and regulations; provide guidance and leadership on personnel matters to 
lower level professional staff and may function as lead workers; does other 
related work as required.  Employees in this class are expected to be 
experienced and possess the broad job knowledge necessary to independently 
perform the full range of responsibilities within the assigned function, and 
analyze problems or issues of diverse scope and determine solutions.

A Human Resource Consultant at this level, in addition to performing duties 
described in Trainee and Levels 1 and 2:
Researches and assembles information for a variety of complex human 
resource customer service problem situations.

Consults with customer to define need or problem and determine scope 
of investigation required to obtain information required for solution.

Conducts organizational studies/surveys to obtain information, and analyzes 
information to advise or recommend solutions.

Conducts evaluations of training courses/programs, and prepares reports 
containing findings and recommendations.

Performs the more complex work involved in the review of applications to 
determine whether minimum qualifications are met for open competitive 
and promotional examinations.

Performs the more complex work involved in the review, interpretation, and 
evaluation of academic credentials including transcripts and other applicant 
records.

Performs special research projects in the areas of personnel selection, 
classification, work force planning, compensation, regulation interpretation, 
and staff organizational development, equal employment opportunity and 
employment counseling.

Performs complex personnel work of the assigned unit, and resolves problems 
requiring review and analysis.

Reviews and analyzes complex administrative, layoff, classification, and 
salary appeals and prepares written reports and recommendations for 
supervisory review.

Provides guidance and leadership on personnel matters to professional staff.

Reviews work performed by staff.

Performs such functions as reviewing work, writing monthly reports, or 
directing a program/project within the unit.

Reviews staff's investigations of and responses to appeals using standardized 
format to ensure appropriate content.

COMPETENCIES ASSOCIATED WITH EACH LEVEL 

NOTE: The following competencies are cumulative in nature. For example, l
ower level competencies are prerequisite to higher levels.

Trainee
Those competencies attained from acquiring a Bachelor's degree.

Level 1
ANALYTICAL AND PROBLEM SOLVING SKILLS - Identifies and analyzes 
routine operational issues within own assigned area. Researches pertinent 
information and offers suggestions. Demonstrates ability to distinguish 
between relevant and irrelevant information to make logical judgments and 
arrive at conclusions. Seeks supervisory approval for difficult and non-routine 
solutions.

COMMUNICATION SKILLS - Articulates and communicates one's point of 
view in an organized, concise manner so that the message is clear. Asks 
appropriate questions and participates and contributes in group situations. 
Composes correspondence, reports and other written material that is clear, 
concise, well organized and understood by recipient. Utilizes active listening
to ensure mutual understanding of shared information. Recognizes and uses 
appropriate nonverbal communication in individual and group settings. Refers 
or defers sensitive or non-routine situations to higher levels or supervisor.

CUSTOMER RELATIONS - Responds satisfactorily to routine and recurring 
customer requests within own area of responsibility. Uses general understanding 
of customer's organizational issues and work relationships to determine best 
course(s) of action. Solicits customer feedback and expression of satisfaction 
with services and/or products. Consults regularly with supervisor for difficult or 
non-routine issues.

SELF-MANAGEMENT - Manages and prioritizes assigned work within own 
purview; creates a self-monitoring system to monitor work progress. Utilizes 
all available resources. Adapts plans and adjusts behavior in response to 
changing situations or shifting priorities. Seeks supervisory approval for higher 
level decisions or priorities.

SOFT SKILLS - Exemplifies courteous and tactful behavior in response to 
guidance, feedback and routine inquiries in order to establish and maintain 
productive collaborative professional relationships. Demonstrates respectfulness, 
flexibility, and empathy as an effort to ensure mutual understanding of information 
and viewpoints. Confers with colleagues to gain consensus or acceptance of 
proposed resolutions to identified problems. Generates a positive working 
environment that produces anticipated results.

TEAMWORK - Contributes to team with ideas, information and work effort in 
order to collectively achieve team goals. Develops constructive and cooperative 
working relationships with others in work unit, division and agency. Responds
appropriately to positive and negative feedback.  Works well and develops 
effective relationships with diverse personalities and perspectives.

TECHNICAL KNOWLEDGE - Responds to routine queries and performs tasks 
sufficiently through the interpretation and application of rules, policies and 
procedures. Identifies, evaluates and resolves recurring work issues in own 
area; determines acceptable or most appropriate course(s) of action in normal 
situations. Consults with supervisor on non-routine issues.

TECHNOLOGY SKILLS - Uses all office equipment (PC, copier, fax, scanner, etc.) 
responsibly in carrying out jobs. Identifies and utilizes appropriate information 
system to find pertinent data in executing tasks. Seeks and finds basic information; 
runs reports as necessary.

Level 2 
ANALYTICAL AND PROBLEM SOLVING SKILLS - Identifies and analyzes 
non-routine operational issues within own assigned area. Independently 
determines and documents course(s) of action to address routine and 
non-routine operations or programmatic issues. Seeks supervisory advice, 
consultation or approval for more ambiguous or unique circumstances.

COMMUNICATION SKILLS - Articulates and communicates one's point of 
view in an organized, concise manner; incorporates consensual ideas parallel 
to the goals of the organization and unit. Initiates and leads verbal or written 
exchanges of ideas with others in order to identify issues and solutions; 
recommends options and summarizes actions needed or taken. Drafts a variety 
of written communications for diverse audiences, adapting style and tone to 
convey meaningful information. Affirms understanding with appropriate questions 
and nonverbal cues in all settings.  Referrals, deferrals and rewrites to supervisor 
are minimal and only required in nonrecurring situations.

CUSTOMER RELATIONS - Responds competently to recurring and non-routine 
customer requests within assigned area of responsibility. Applies knowledge and
understanding of customer's organizational culture, issues and work relationships
to address concerns. Advises and collaborates with customers to resolve difficult 
situations. Demonstrates ability to deliver negative responses and results to 
customers in a professional manner so the customer understands the intention 
of the decision. Sets up a formal or informal system to receive customer feedback. 
Consults with supervisor for unusually complex or ambiguous issues.

PLANNING AND ORGANIZATIONAL SKILLS - Plans and facilitates work for 
self or others to ensure goal achievement. Identifies work objectives and ensures 
activities support them. Demonstrates a systematic approach to prioritizing work 
with little or no supervisor intervention. Determines resource requirements and 
works within constraints.

SELF-MANAGEMENT - Manages and prioritizes assigned work to ensure tasks 
and goals are achieved. Maintains established system to monitor work progress. 
Occasionally takes on additional responsibilities to assist others while avoiding 
adverse effects on the completion of own work. Learns new skills or techniques 
to enhance own work. Adapts plans and adjusts behavior in response to changing 
situations or shifting priorities.  Seeks supervisory advice or approval for complex 
decisions, multiple demands or shifting priorities.

SOFT SKILLS - Exemplifies courteous and tactful behavior in response to 
feedback and multifaceted inquiries in order to establish and maintain productive 
collaborative professional relationships. Demonstrates respectfulness, flexibility, 
and empathy to increase credibility for building support and reaching consensus 
when explaining and interpreting rules, policies and procedures in assigned 
area. Anticipates potential conflicts and develops methods for diffusion. Conveys 
sensitive or negative information to others in a manner that maintains dignity for 
all. Makes behavioral adjustments when faced with major changes in work tasks 
or work environment to effectively achieve unit goals.

TEAMWORK - Participates actively with team as a member and openly shares 
information with others to assist team in meeting goals. Develops constructive 
and cooperative working relationships with others between and amongst work 
unit, division, and agency. Is consistently flexible and open-minded when dealing 
with diverse personalities and perspectives.

TECHNICAL KNOWLEDGE - Responds to multifaceted issues through the 
interpretation and application of a variety of interrelated rules, policies and 
procedures. Utilizes experience to identify, evaluate and resolve non-routine 
work issues within assigned area of responsibility, and determines correct or 
most appropriate course of action. Seeks supervisory guidance for complex or 
sensitive issues.

TECHNOLOGY SKILLS - Integrates technology into the performance of the job. 
Identifies and selects appropriate equipment or systems in diagnosing problems 
and developing solutions. Learns and utilizes new skills or techniques to efficiently 
accomplish work objectives.

Level 3
ANALYTICAL AND PROBLEM SOLVING SKILLS - Demonstrates the ability to 
identify and analyze difficult, ambiguous and unique issues; provides meaningful 
analysis and offers creative, sound solutions and/or alternatives incorporating 
various related information sources. Recognizes macro level impact of decisions 
and focuses on the most appropriate solution having optimum risk/benefit balance. 
Sparingly seeks supervisory advice or consultation.

COMMUNICATION SKILLS - Coordinates and manages all forms of communication 
efforts (written, verbal, and nonverbal), and conveys difficult, crucial or controversial 
decisions or results across organizational lines with infrequent supervisory intervention.
Develops communication strategies and approaches necessary to ensure intended
message is received and understood by target audience with minimal instances of
misinterpretation. Reasons soundly, quickly and appropriately in unexpected or
unanticipated situations. Rarely refers or defers issues to supervisor, nor requires
rewrites on written information for recurring issues, and rarely for complex or
sensitive issues.

CUSTOMER RELATIONS - Demonstrates an in-depth knowledge and 
understanding of customer's organizational culture, issues and work relationships 
in order to address most concerns without supervisory intervention.  Advises and 
negotiates with customers to resolve unique and ambiguous issues. In situations 
resulting in negative responses or outcomes, is able to offer alternative course(s) 
of action to customer when appropriate. Sets up a formal or informal system to 
receive customer feedback and incorporates information into system delivery. 
Rarely consults with supervisor on unusually complex issues.

LEADERSHIP SKILLS - Influences, motivates, supports and challenges others 
to understand or acknowledge opposing points of view and embrace the shared 
goal.  Recognizes strengths and weaknesses and adapts leadership style 
appropriate for the person or situation. Coaches, mentors and provides feedback 
to lower level employees. Leads individual or group discussions.

PLANNING AND ORGANIZATIONAL SKILLS - Creates a process, technique or 
structure for assigned tasks or projects to ensure goal or objective accomplishment.
Anticipates contingencies when determining long and short term strategies.
Considers resource availability and takes appropriate actions within specified time
frames.

SELF-MANAGEMENT ¿ Enhances self-monitoring system and if necessary 
implements new processes, techniques or structures into work plans and 
behaviors to ensure tasks and goals are met or exceeded. Volunteers to take on 
additional responsibilities in addition to completing own responsibilities without 
adversely impacting either. Independently shifts plans and behaviors with little to 
no supervisory intervention in response to

SOFT SKILLS – Cultivates productive professional relationships with all levels of the
organization in order to achieve needed goals, and maintains credibility when taking
the initiative in difficult situations. Uses effective negotiation and persuasive skills;
encourages and engages others in complex and sensitive situations to reach mutually agreeable
solutions that achieve business goals. Cultivates positive working relationships
across the organization.

TEAMWORK – Contributes to the shared vision of the team by guiding and leading others toward 
team goal achievement. Fosters constructive and cooperative working relationships with others 
in work unit, division and agency; motivates and enhances collaboration with others to ensure 
team success. Persuades others toward mutually agreeable resolution when conflict arises. 
Ensures goals and objectives of the group take priority over individual concern or recognition. 
Embraces others’ viewpoints and incorporates their contribution into work product.

TECHNICAL KNOWLEDGE – Offers an interrelated interpretation and application of rules, regulations 
and best practices in area of expertise. Exercises occupational aptitude by recommending and 
implementing improvements or necessary changes to policies or processes. Independently determines 
corrective or most appropriate course(s) of action in all situations, including complex and 
sensitive areas; presents an array of alternative solutions to supervisor.

TECHNOLOGY SKILLS – Selects, understands and fully applies a variety of features in software 
programs, databases, information systems, and specialized equipment in order to accomplish 
work most efficiently.
 
MINIMUM REQUIREMENTS:

Trainee
Graduation from an accredited college or university with a Bachelor's degree.
 
Levels 1, 2 and 3
Graduation from an accredited college or university with a Bachelor's degree.

                                               — And —
Level 1
One (1) year of experience in human resource work involving one or more of the following areas: 
position classification, compensation, staff and organizational development, regulation 
interpretation, personnel selection procedures, equal employment opportunity, workforce 
planning, and employment counseling.

Level 2
Two (2) years of experience in human resource work involving one or more of the following areas: 
position classification, compensation, staff and organizational development, regulation 
interpretation, personnel selection procedures, equal employment opportunity, workforce 
planning, and employment counseling.
 
Level 3
Three (3) years of experience in human resource work involving one or more of the following areas: 
position classification, compensation, staff and organizational development, regulation 
interpretation, personnel selection procedures, equal employment opportunity, workforce planning, 
and employment counseling.         

SUBSTITUTIONS

Levels 1, 2 and 3
Additional experience may be substituted for the required education as indicated on a year 
for year basis with thirty (30) semester hour credits being equal to one (1) year of experience.

A Master's degree in Personnel Administration, Public Administration, Business Administration, 
or Psychology may be substituted for one year (1) of the indicated experience.


LICENSE:
Appointees will be required to possess a driver's license valid in New Jersey only if 
operation of a vehicle, rather than employee mobility, is necessary to perform essential 
duties of the position.     

TRAINEE ADVANCEMENT

Upon the successful completion of the twelve (12) month training period, appointees will 
be eligible for advancement to Human Resource Consultant 1 in accordance with 
New Jersey Civil Service Commission procedures.

The inability of an employee in the trainee title to attain a level of performance 
warranting advancement to Human Resource Consultant 1 shall be considered 
as cause for separation.

This job specification is applicable to the following title code:
Job
Spec
Code
VariantState,
Local or
Common
Class of
Service
Work
Week
State
Class
Code
Local
Class
Code
Salary
Range
Note
40445SC3520N/AY19-

This job specification is for state government use only.
Salary range is only applicable to state government.
Local salaries are established by individual local jurisdictions.

12/24/2014