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.
 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.    
NOTE:The following experience at all levels, as a primary function, does not include the processing of personnel transactions, completion and checking of forms, filing, or data entry.  
Level 1
Ten (10) years of professional experience in a personnel or human resource management program, three (3) years of which shall have been in a supervisory capacity.
OR
Possession of a bachelor's degree from an accredited college or university; and six (6) years of the above-mentioned professional experience, three (3) years of which shall have been in a supervisory capacity.
OR
Possession of a master's degree from an accredited college or university in Public Administration, Business Administration, Social Work Administration, Personnel Administration, Psychology, or Guidance and Counseling; and five (5) years of the above-mentioned professional experience, three (3) years of which shall have been in a supervisory capacity.
Level 2
Eleven (11) years of professional experience in a personnel or human resource management program, three (3) years of which shall have been in a supervisory capacity.
OR
Possession of a bachelor's degree from an accredited college or university; and seven (7) years of the above-mentioned professional experience, three (3) years of which shall have been in a supervisory capacity.
OR
Possession of a master's degree from an accredited college or university in Public Administration, Business Administration, Social Work Administration, Personnel Administration, Psychology, or Guidance and Counseling; and six (6) years of the above-mentioned professional experience, three (3) years of which shall have been in a supervisory capacity.
Level 3
Eleven (11) years of professional experience in work involving the administration of personnel functions for a large public or private agency, three (3) years of which shall have been in a supervisory capacity supervising second-line supervisors.
OR
Possession of a bachelor's degree from an accredited college or university; and seven (7) years of the above-mentioned professional experience, three (3) years of which shall have been in a supervisory capacity supervising second-line supervisors.
OR
Possession of a master's degree from an accredited college or university in Public Administration, Business Administration, Social Work Administration, Personnel Administration, Psychology, or Guidance and Counseling; and six (6) years of the above-mentioned professional experience, three (3) years of which 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 resources unit such as: position classification, compensation, staff and organizational development, regulation interpretation, personnel selection procedures, equal employment opportunity, workforce planning, employee relations, etc.
Level 4
Eleven (11) years of professional experience in work involving the administration of personnel functions for a large public or private agency, three (3) years of which shall have been in a supervisory capacity, three (3) years of which shall have been in a supervisory capacity supervising middle management.
OR
Possession of a bachelor's degree from an accredited college or university; and seven (7) years of the above-mentioned professional experience, three (3) years of which shall have been in a supervisory capacity supervising middle management.
OR
Possession of a master's degree from an accredited college or university in Public Administration, Business Administration, Social Work Administration, Personnel Administration, Psychology, or Guidance and Counseling; and six (6) years of the above-mentioned professional experience, three (3) years of which shall have been in a supervisory capacity supervising middle management.
NOTE: "Professional experience" refers to work that is creative, analytical, evaluative, and interpretive; requires a range and depth of specialized knowledge of the profession's principles, concepts, theories, and practices; and is performed with the authority to act according to one's own judgment and make accurate and informed decisions.
LICENSE:
Appointees will be required to possess a driver's license valid in New Jersey only if the operation of a vehicle, rather than employee mobility, is necessary to perform the essential duties of the position.
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.
   Level Title Code Title Reference Number Effective:  06/04/2011
     1 56863 16199101  (V-30)      2 56862 16199102  (M-32)      2 61618 16223201 (&-32)      3 56861 16199103  (M-34)      3 61659 16225001  (&-34)      4 56860 16199104  (M-36)      4 61672 16225801  (&-36)