2H12
PAY RANGE: N23
GENERAL DEFINITION
This is second supervisory level generalist personnel work, directing a comprehensive personnel program for a medium sized City Department with limited functions, or directing a significant component of a personnel program for a major City department. An employee in this class directs diverse personnel functions and serve as the HR Business Partner with responsibility for direct participation in the development and implementation of personnel strategy and related department policy to achieve organizational goals and efficiencies. Supervising a staff of professional personnel specialists, and operational personnel and clerical employees, through subordinate supervisors, is an important aspect of the work. An employee in this class reports to an administrative or technical supervisor.
ALLOCATING FACTORS: (The following conditions must be met for a position to be allocated to this class.)
1. Must supervise a staff of professional personnel specialists, operational personnel and clerical employees, through subordinate supervisors.
2A. Must have responsibility for all significant, transaction-oriented personnel functions in departments with at least 1,000 full time employees.
2B. Must have responsibility for all personnel functions, including responsibility for directing all safety and training activities in departments with at least 500 full time employees.
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)
FUNCTIONAL RESPONSIBILITY
LABOR RELATIONS
Maintains contacts with union officials; meets with union officials; enters into binding agreements with union for the department; conducts disciplinary hearings for departmental employees; participates in preparation of department case; attends and testifies at disciplinary hearings; determines or recommends disciplinary actions; recommends remedial action prior to or in lieu of hearing; conducts, attends or testifies at grievance hearings; participates in preparation of department case; may enter into binding agreements with union when appropriate; attends and testifies at grievance arbitration; participates in preparation of City case; proposes or accepts settlement on behalf of department; attends and testifies at Act 111 interest arbitration; participates in preparation of City case; represents department at Civil Service Commission hearings; trains or advises department managers in terms of contracts, strategies for working with union representatives, and disciplinary techniques and strategies.
TRAINING (Positions in large departments may have no training responsibility)
Conducts training programs in such areas as department operations, department policies and procedures, department personnel policies and procedures, employee orientation, supervision, City laws, contracts, etc. and other topics as required; assesses training needs of department employees; develops assessment methodology; develops or revises programs in response to needs assessment; researches topic; interviews technical expert; purchases training programs or services; visits vendor; observes training; evaluates program or service; provides input in purchase decision; maintains records of employee training history; schedules training for employees; approves or disapproves requests.
CLASSIFICATION AND COMPENSATION
Assesses staffing needs and analyzes organizational structure; develops or participates in development of hiring and succession plans; writes draft class specifications and assists managers in writing class specifications; discusses class specifications with Personnel Department and resolves differences; reviews draft class specifications that have been prepared by the Personnel Department; sends class specification to appropriate manager for review; approves class specifications for department; reviews requests from managers for new positions and promotions; disapproves unjustified requests; advises managers of the appropriate class for positions; determines or recommends method to fill positions; prepares documents requesting position authorization and sends to central review agencies; tracks progress of requests; discusses allocation of positions with Personnel Department; makes and attends presentations to pay evaluation committees; discusses pay rates with Personnel Department.
PAYROLL
Supervises preparation of payroll; provides direction on policy and problems involved in payroll preparation and administration of payroll, including contractual issues and other issues such as relief appointments, shift differentials, out-of-class appointments, on-call or standby time and special pay categories; directs maintenance of leave balances and authorization of leave requests, i.e. vacation, sick leave, FMLA; develop and interprets leave policies; provides training and information on leave procedures and policies; counsels individual employees on leave problems.
SAFETY - RISK MANAGEMENT (Positions in large departments may have no safety responsibility)
Purchases or provides input in purchase of safety equipment; evaluates equipment; visits manufacturer; observes field tests of equipment; conducts training sessions; arranges for technical experts to conduct training; assists technical expert in conducting training; purchases safety training programs and services; evaluates effectiveness of safety training; attends or testifies at unemployment compensation hearings; participates in preparation of City case; inspects work sites; orders or recommends changes to processes or practices to correct hazards; investigates accidents; visits accident sites; interviews witnesses; observes and records data; recommends disciplinary actions; testifies at hearings and court cases; directs injury control program; conducts disability review hearings; directs oversight of medical treatment for injured employees; directs sick leave control program; develops or participates in the development of departmental policy and procedures.
SELECTION
Requests examination announcement; requests type of test and basis of competition; reviews test content or secures departmental subject matter experts to review test content; assists Personnel Department in review of applications; rates candidates; arranges certification of eligible candidates; schedules or conducts interviews of candidates; selects candidate to be hired or provides input for selection decision.
AFFIRMATIVE ACTION
Investigates complaints of charges of discrimination or sexual harassment; conducts investigation; recommends actions; may refer case to Personnel Department; maintains affirmative action plan for department; develops and updates plan; develops policies and communicates policies to employees; ensures compliance with laws and regulations such as ADA, FMLA, EEO; conducts investigations and recommends corrective action; arranges accommodations for employees; recruits women and minorities; identifies opportunities for women or minorities to advance; monitors statistics concerning hiring or promotion rates for women and minorities; recommends actions to improve affirmative action hiring and promotion.
RECRUITMENT
Maintains contacts with professional associations, colleges, universities and technical schools; attends conferences or job fairs; visits colleges; develops advertisements; determines advertising strategy; places advertisement; contacts candidates for employment by written correspondence and telephone; administers intern program.
Directs maintenance of computer and manual employee information systems for department.
Directs employee assistance programs.
Prepares and revises employee orientation manuals, employee newsletters and other informational material.
Disseminates information on benefits and other issues to employees.
Performs related work as required.
SUPERVISORY RESPONSIBILITY
Depending on department organization, directly supervises, or supervises through subordinate supervisors, employees allocated to all or some of the following classes:
Administrative Technician
Clerical Supervisor
Training and Development Officer Departmental Payroll Supervisor
Occupational Safety Administrator 1 Various Clerical Classes
Administrative Officer Various Operational Classes
Administrative Services Supervisor Consultants and contracted employees
Directly, or through subordinate supervisors, assigns and reviews work, evaluates performance, trains and develops employees; makes or reviews decisions to hire, promote, discipline or terminate Personnel Office employees.
INTERDEPARTMENTAL RESPONSIBILITIES AND CONTACTS
Contacts officials of central agencies to secure services; discusses issues with other Personnel Officers; participates in investigations conducted by other City agencies; works with consultants on assignments; discusses issues with representatives of state and federal government, including regulatory agencies.
May participate, as a member of a project team, group, or task force, in conducting studies of issues that have an impact on other City departments; participates in the development of recommended changes to policy and procedures; participates in the preparation of reports.
REPORTING RELATIONSHIP - DEPARTMENTAL MANAGEMENT RESPONSIBILITY
Reports directly to an administrative or technical supervisor; meets and discusses organizational structure, organizational planning, and all personnel policies and procedures with senior management of the department; participates in the development and implementation of personnel related department policy and procedures.
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES (As required by assignment)
KNOWLEDGE OF:
· Supervisory principles and practices
· Civil Service Regulations applicable to the various personnel functions
· Labor contracts applicable to department employees
· State labor laws applicable to department employees
· Laws, regulations, procedures, policies and precedents governing various hearings, disciplinary actions, grievance arbitration and interest arbitration
· Federal laws affecting employment, including FMLA, ADA
· Labor relations
· Training principles and techniques
· Classification and compensation
· Organizational analysis
· City payroll process
· City processes and regulations required to fill positions, administer examinations, and complete a variety of personnel transactions
· Occupational safety
· Accident investigation methods and techniques
· Risk management principles and programs, such as injury control, sick leave control, disability control
· Recruitment practices and resources
· City, state and federal laws and regulations governing equal employment opportunity, discrimination and sexual harassment
SKILL IN:
· strategic planning to align workforce and organizational needs
· building vision and achieving goals related to workforce diversity, high expectations for performance management, and other related initiatives or programs
· communicating and consensus building with various stakeholders to resolve problems
· leading diverse teams of human resources professionals and motivating others to achieve organizational goals
· managing projects and resources effectively to advance organizational business strategy
ABILITY TO:
· Supervise a staff of personnel specialists and assistants, administrative support staff, clerical staff, and consultants
· Negotiate agreements
· Conduct a variety of investigations
· Conduct a variety of hearings
· Interview
· Use a personal computer and the appropriate software packages
· Communicate effectively, both orally and in writing
· Develop and revise polices and procedures
· Work effectively as a part of a team on a project basis
· Successfully complete assignments in accordance with schedules
· Develop and maintain effective working relationships with department managers and employees, subordinates, central agency officials, and union representatives
MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The following statements represent the minimum training and experience standards which will be used to admit or reject applicants for tests. Applications submitted by candidates for this class will be reviewed based on the requirements approved on 03/20).
EDUCATION:
Completion of a bachelor’s degree program at an accredited college or university.
GENERAL EXPERIENCE:
Two years of public professional human resources experience.
SPECIFIC EXPERIENCE:
Two years of public professional human resources experience as a Human Resources Professional 2 or Administrative Specialist 2 in the human resources function of a department.
NOTE: A master's degree with major coursework in Human Resources, Personnel, Labor Relations, Industrial Relations, Industrial Psychology, Public Administration, or a related area or PHR/SHRM-CP certification may substitute for one year of the required General Experience.
OR
Any equivalent combination of education and experience that has included the education and specific experience described above and that has been determined to be acceptable by the Office of Human Resources.
CITY OF PHILADELPHIA CLASSES THAT TYPICALLY MEET THE SPECIFIC EXPERIENCE REQUIREMENTS:
Human Resources Professional 2 (2H91)
PHYSICAL AND MEDICAL REQUIREMENTS
Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.
Class Established - 1/53
Spec. Revision - 1/78
Spec. Revision:
CSC - 10/97
Latest Spec. Revision:
CSC – 02/20
Ad. Board – 03/20
JL