Job Specification
MANAGER 1, HUMAN RESOURCES
JOB CATEGORY SUMMARY
A position in this category typically functions as a manager of an
organizational unit; approves, evaluates, and compiles personnel
action material; interprets applicable laws, policies, rules, and
regulations; plans and designs organizational structures; provides
technical advice to peers, management, and others; confers with
administrators at policy- making levels; mediates problems that
cannot be solved through other channels.
UNIQUE AND DISTINGUISHING TASKS/CLASSIFICATION FACTORS
Level 1
Under supervision of a Manager 2, Human Resources in a state
department or agency, where the chief personnel officer is classified
as a Manager 2, Human Resources, directs a major sub- element of the
human resource program; or under the direction of a Manager 3 or 4,
Human Resources, directs the staff, supervised by personnel
professionals, of two (2) or more human resource programs such as
recruitment, benefits, payroll, personnel transactions, personnel
orientation, employee relations, employee counseling, etc.; or serves
as the chief of human resources in an institution or autonomous
division employing less than 700 employees.
Level 2
Under general supervision, serves as the chief personnel officer for
a state department or agency employing less than 700 employees; or
under the direction of a Manager 3, Human Resources (who serves as
chief personnel officer), directs a major sub-element of the human
resources program; or in a state department or agency, where the
chief personnel officer is classified as a Manager, 4 Human
Resources, directs the staff, supervised by personnel professionals,
of three (3) or more human resource programs such as recruitment,
benefits, payroll, personnel transactions, personnel orientation,
employee relations, employee counseling, etc.; or serves, as the
chief of human resources in an institution or autonomous division
employing more than 700 employees.
Level 3
Under general supervision, serves as the chief personnel officer for
a state department or agency employing from 700 to 4000 employees;
or under the supervision of a Manager 4, Human Resources, directs a
major sub-element of the human resource program.
Level 4
Under general supervision, serves as the chief personnel officer for
a state department or agency employing more than 4000 employees.
TASKS COMMON TO ALL LEVELS
NOTE: The above Job Category Summary and
following 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.
Determines organizational goals and objectives, establishes policy,
and allocates resources.
Plans and organizes the work of the organizational unit and assigns,
supervises, and evaluates the work of subordinates.
Approves personnel action material for submission to personnel
office or agency.
Evaluates personnel action material for submission to personnel
office or agency.
Interprets applicable laws, policies, rules, and regulations for
subordinates.
Compiles personnel action material for submission to personnel
office or agency.
Evaluates the overall operation of the program or service.
Recommends personnel actions such as hiring, firing,
promoting, or disciplining.
Writes narrative letters or reports.
Writes notices, memoranda, or news releases about policy
changes, major events, or other information.
Writes technical, statistical, or financial reports.
Writes policy statements.
Summarizes information from files, reports, documents,
research, notes, or meetings.
Reads journals or other publications for the purpose of
keeping abreast of developments in the field.
Devises improvement or change plans for the operation
of the unit.
Monitors the efficiency and effectiveness of programs or services.
Monitors progress of work or projects.
Determines staffing needs.
Plans staffing or organization structure.
Estimates necessary quantity of time, costs, materials, or
personnel for the accomplishment of assignments or goals.
Answers questions about application of regulations or policies.
Provides technical advice to staff, peers, or management.
Provides technical information.
Trains subordinates on the job.
Consults with outside agencies or individuals about
information necessary for job assignments.
Consults with staff members for identification of staffing
or operational needs.
Settles conflicts or problems in a supervisory capacity.
Interviews individuals for needed information.
Informs individuals of procedures necessary for completion
of forms or applications.
Explains agency programs and services.
Informs the responsible person or organization of difficulties,
accomplishments, plans, or goals.
Confers with administrators at policy-making level.
Calms distraught individuals.
Mediates problems that cannot be resolved through other channels.
Advises (counsels) concerned individuals about agency programs.
Requests establishment of titles.
Meets (as a member) with various policy-making boards, academic
councils, disciplinary boards, committees or task forces.
Settles disputes, conflicts, or problems regarding programs or
services.
Reconciles personnel grievances from subordinates.
Will be required to learn to utilize various types of electronic
and/or manual recording and computerized information
systems used by the agency, office, or related units.
KNOWLEDGE, SKILLS, AND ABILITIES
COMMON TO ALL LEVELS
Knowledge of principles and techniques of supervision.
Knowledge of techniques of interpersonal relations.
Knowledge of methods of human resources planning.
Knowledge of employee performance evaluation procedures.
Knowledge of disciplinary procedures.
Knowledge of employee motivational theories such as
reinforcement, incentives, satisfiers, or job enrichment.
Knowledge of organizational lines of communication
(formal and informal).
Knowledge of standard English grammar such as
syntax, punctuation, verb agreement, or tense.
Knowledge of general vocabulary and spelling.
Knowledge of principles of report writing.
Knowledge of position classification methods.
Knowledge of basic interviewing techniques.
Knowledge of recruitment methods.
Knowledge of grievance procedures.
Knowledge of the principles of public administration.
Knowledge of administrative principles and practices.
Knowledge of the principles of organizational development.
Knowledge of standard provisions of labor relations contracts.
Knowledge of Personnel Management Information System
(PMIS) procedures.
Knowledge of job analysis methodologies.
Knowledge of reimbursement programs and procedures.
Knowledge of training principles and techniques.
Knowledge of program development techniques.
Knowledge of workflow analysis techniques.
Knowledge of principles and techniques of conflict
management and resolution.
Knowledge of methods and techniques of group dynamics.
Knowledge of the principles and techniques of program monitoring.
Knowledge of public relations principles and techniques.
Knowledge of program evaluation techniques.
Knowledge of the goals, aims, and objectives of affirmative action.
Knowledge of basic counseling techniques.
Knowledge of sources of applicant recruitment pools such as
vocational schools, technical institutes, or colleges.
Knowledge of basic descriptive statistics.
Knowledge of methods for assessing client training needs.
Knowledge of various personnel selection instrument formats
such as unassembled, multiple choice, oral, essay, assessment
center, performance, and case study.
Knowledge of the fundamentals of public speaking.
Knowledge of the Federal EEOC Uniform Guidelines on
Employee Selection.
Ability to read and interpret laws, rules, and regulations.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to personnel administration.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to the New Jersey
Merit System.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies governing the administration
of employee compensation programs.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies governing public employee and
management labor relations.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to labor relations.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to fair labor standards.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to civil rights.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to payroll administration.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to employment and
training programs.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies governing the New Jersey
Health Benefits Plan.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to the administration
of the New Jersey State Pension System.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to health (medical
and dental) insurance benefits.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to equal employment
opportunity.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to wage and hour practices.
Ability to interpret and apply pertinent laws, regulations,
procedures, and policies applicable to the Public Employee
Relations Commission.
Ability to convey information in a written format.
Ability to write information in an organized format.
Ability to summarize information in written form.
Ability to write at the reading level of the targeted audience.
Ability to establish goals and set priorities.
Ability to schedule and organize work activities for others.
Ability to apply laws, rules, or regulations to given situations.
Ability to interpret and apply provisions of labor relations
contracts to personnel practices.
Ability to interact with various people who are in differing
situations.
Ability to identify problems in the administration or
coordination of programs, plans, or projects.
Ability to collect data through questioning.
Ability to resolve problems in the administration or
coordination of programs, plans, or projects.
Ability to interpret and apply the New Jersey Modified Hay
Evaluation System.
Ability to make appropriate inferences and deductions
based on various types of source materials.
Ability to coordinate work activities which have an impact
on other organizational units.
Ability to compare numerical material for accuracy.
Ability to compare written or printed material for accuracy.
Ability to evaluate job analysis information for title or position
classification.
Ability to accurately complete agency forms.
Ability to synthesize facts to reach logical conclusions.
Ability to prepare organizational charts.
Ability to add, subtract, multiply and divide, using decimals,
percentages, and fractions.
Ability to evaluate information to determine conformance
with program regulations and guidelines.
Ability to follow flow charts .
MINIMUM REQUIREMENTS:
EDUCATION:
Level 1
Graduation from an accredited college or university with
a Bachelor's degree.
Level 2
Graduation from an accredited college or university with
a Bachelor's degree.
Level 3
Graduation from an accredited college or university with
a Bachelor's degree.
Level 4
Graduation from an accredited college or university with a
Bachelor's degree.
EXPERIENCE:
NOTE: The following experience, as a primary function,
DOES NOT INCLUDE routine processing of personnel
transactions, completion and checking of forms, filing or data entry.
Level 1
Six (6) years professional experience in a personnel or human
resource management program. Three (3) years of the required
experience shall have beenin a supervisory capacity.
Level 2
Seven (7) years professional experience in the administration
of a human resource management program. Three (3) years
of the required experience shall have been a supervisory capacity.
NOTE: Supervisory experience may include directing the
staff of two or more programs in a human resources unit such as:
position classification; compensation; staff and organizational
development; regulation interpretation; personnel selection
procedures; equal employment opportunity; workforce planning;
and employee relations.
Level 3
Seven (7) years professional experience in work involving the
administration of personnel functions for a large public or private
agency. Three (3) years of the required experience shall have
been in a supervisory capacity supervising second-line supervisors.
NOTE: Supervisory experience may include directing the staff
of three or more programs in a human resource unit such as:
position classification; compensation; staff and organizational
development; regulation interpretation; personnel selection
procedures; equal employment opportunity; workforce planning;
and employee relations.
Level 4
Seven (7) years professional experience in work involving the
administration of personnel functions for a large public or private
agency. Three (3) years of the required experience shall have
been in a supervisory capacity supervising middle management.
SUBSTITUTIONS
Level 1
A Master's degree in Public Administration, Business Administration,
Social Work Administration, Personnel Administration, Psychology,
or Guidance and Counseling may be substituted for one (1) year of
nonsupervisory experience.
Applicants who do not possess the required education may
substitute four (4) years of additional nonsupervisory experience
of the type indicated in the experience section.
Level 2
A Master's degree in Public Administration, Business Administration,
Social Work Administration, Personnel Administration, Psychology,
or Guidance and Counseling may be substituted for one (1) year of
nonsupervisory experience.
Applicants who do not possess the required education may
substitute four (4) years of additional nonsupervisory experience
of the type indicated in the experience section.
Level 3
A Master's degree in Public Administration, Business Administration,
Social Work Administration, Personnel Administration, Psychology,
or Guidance and Counseling may be substituted for one (1) year of
nonsupervisory experience.
Applicants who do not possess the required education may
substitute four (4) years of additional nonsupervisory experience
of the type indicated in the experience section.
Level 4
A Master's degree in Public Administration, Business Administration,
Social Work Administration, Personnel Administration, Psychology,
or Guidance and Counseling may be substituted for one (1) year of
nonsupervisory experience.
Applicants who do not possess the required education may
substitute four (4) years of additional nonsupervisory experience
of the type indicated in the experience section.
FOR MORE INFORMATION REGARDING JOB CATEGORIES, please
refer to the Job Specification Information Sheet available at the
New Jersey Department of Personnel or your agency's personnel office.
Level Title Code Title Reference Number Effective: 06/04/2011
1 56863 16199101 (V-30)
2 56862 16199102 (M-32)
3 56861 16199103 (M-34)
4 56860 16199104 (M-36)
This job specification is applicable to the following title code: | | Job
Spec
Code | Variant | State,
Local or
Common | Class of
Service | Work
Week | State
Class
Code | Local
Class
Code | Salary
Range | Note | | 56863 | | S | C | NL | 30 | N/A | V30 | - |
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.
MER 6/04/2011 |
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