Human Resource Consultant 1 DEFINITION:
Under the close supervision of a Human Resource Consultant 5 or other supervisory official in the Civil Service Commission, conducts routine title classification and compensation surveys, and position classification review and audits in various assigned jurisdictions, departments, and agencies; responds to routine title classification requests; 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; work is closely-monitored and regular feedback is received; tasks are basic, procedural, and uncomplicated; does other related duties as required.
DISTINGUISHING CHARACTERISTICS:
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.
NOTE: The examples of work for this title are for illustrative purposes only. A particular position using this title may not perform all duties listed in this job specification. Conversely, all duties performed on the job may not be listed.
EXAMPLES OF WORK:
Performs routine personnel work of the assigned unit and resolves problems requiring routine review and analysis.
Performs research projects in the areas of personnel selection, classification, workforce planning, compensation, regulation interpretation, staff and organizational development, equal employment opportunity, and employment counseling.
Assists in reviewing and processing personnel forms to determine their completeness, accuracy, and compliance with Civil Service Commission rules, regulations, policies, and procedures.
Answers routine inquiries from all sources regarding the interpretation and application of Civil Service Commission rules and regulations, as well as division/unit policy.
Provides consultative services to customers pertaining to routine matters.
Researches and assembles information for a variety of human resource customer service problem situations.
Provides technical assistance to operating agencies on routine matters pertaining to public personnel administration.
With assistance, conducts position audits to determine appropriate position classification.
Makes recommendations for changes in organizations and classification of positions.
Updates and maintains state/local job specifications.
Performs routine job analyses using various methods on positions or titles to determine tasks performed, and the knowledge/skills/abilities/competencies required to perform them.
Issues vacancy announcements and processes applications and fees.
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.
Participates in scheduling examinations and candidates for open competitive and promotional examinations.
Assists in updating and maintaining the State Compensation Compendium, eCATS, and TALRS; responds to inquiries.
Responds to Supplemental Compensation on Retirement (SCOR) requests of a routine nature.
Reviews and approves routine state/local personnel transactions (e.g., new hires, promotions, lateral movements, voluntary demotions, leaves of absence, etc.) entered into the Personnel Management Information System (PMIS) and County and Municipal Personnel System (CAMPS).
Performs routine salary and seniority calculations.
Assists in issuing, reviewing, approving, and disposing of state and local certification lists.
Assists in planning and developing training programs/courses designed to increase skills and improve performance of public employees.
Assists in conducting training programs/courses in areas of specialization.
Assists in conducting needs assessments and preparing recommendations concerning training needs of public agencies.
Conducts evaluations of training programs/courses.
Reviews and analyzes routine administrative, layoff, classification, and salary appeals; prepares written reports and recommendations for supervisory review.
Assists in investigating allegations of discrimination from employees and applicants for employment.
Assists in developing and monitoring programs to ensure agency compliance with state and federal laws, Executive Orders, rules, 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.
Reviews and analyzes data and personnel activities such as recruitment, job postings, selection procedures, examination announcements, promotions, and separations; makes recommendations to ensure that protected class members are not adversely affected by any of these activities and are afforded equal employment.
Prepares clear, technically sound, accurate, and informative reports containing findings, conclusions, and recommendations.
Prepares detailed correspondence.
Maintains records, reports, and files.
Will be required to learn how to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units.
REQUIREMENTS:
NOTE: Applicants must meet one of the following or a combination of both experience and education. Thirty (30) semester hour credits are equal to one (1) year of relevant experience.
Five (5) years of professional 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, employment counseling, PMIS/CAMPS, or timekeeping systems.
OR
Possession of a bachelor's degree from an accredited college or university; and one (1) year of the above-mentioned professional experience.
OR
Possession of a master's degree in Personnel Administration, Public Administration, Business Administration, or Psychology.
NOTE: "Professional experience" refers to work that is analytical, evaluative, and interpretive; requires a range of basic knowledge of the profession's concepts and practices; and is performed with the authority to act and make accurate and informed decisions.
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 the essential duties of the position.
KNOWLEDGE AND ABILITIES:
Knowledge of research methods and techniques.
Knowledge of Merit System principles, N.J.A.C. 4A, and Title 11A (Civil Service Act).
Knowledge of state/local government personnel procedures.
Knowledge of public personnel methods, techniques, and terminology, and the principles and practices of public personnel administration.
Knowledge of the organizational structures commonly found in government.
Knowledge of the occupational functions commonly found in the public sector.
Knowledge of the criteria used in the classification of state/local titles.
Knowledge of the position classification process for state/local titles.
Knowledge of the criteria used to review and approve state/local personnel transactions.
Knowledge of the criteria used to approve and dispose of certification lists.
Knowledge of training methods, techniques, and procedures.
Knowledge of the types and sources of labor market data, and the effective utilization of such data relevant to affirmative action programs.
Ability to establish and maintain cooperative working relationships with associates, representatives from local and state agencies, members of the public, and others.
Ability to review employment applications to determine whether minimum qualifications are met.
Ability to review, interpret, and evaluate academic credentials including transcripts and other applicant records.
Ability to observe, collect, and analyze data, drawing logical conclusions.
Ability to comprehend, analyze, interpret, and apply laws, rules, regulations, policies, and personnel procedures.
Ability to understand and apply state and federal laws dealing with equal employment opportunity and affirmative action.
Ability to develop methods and systems for evaluating the agency's affirmative action programs.
Ability to conduct interviews.
Ability to perform basic mathematical calculations.
Ability to prepare clear, technically sound, accurate, and informative reports containing findings, conclusions, and recommendations.
Ability to prepare detailed correspondence.
Ability to maintain records, reports, and files.
Ability to learn how to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units.
Ability to read, write, speak, understand, and communicate in English sufficiently to perform the duties of this position. American Sign Language or Braille may also be considered as acceptable forms of communication.
Persons with mental or physical disabilities are eligible if they can perform the essential functions of the job with or without reasonable accommodation. If the accommodation cannot be made because it would cause the employer undue hardship, such persons may not be eligible.
