2H13
PAY RANGE: N25
GENERAL DEFINITION
This is second supervisory level generalist human resources work, directing a comprehensive human resources program for a major City department. An employee in this class directs diverse functions, but may share responsibility for training, and/or occupational safety and/or other functions in the larger departments. Supervising a large staff of specialists, assistants, operational personnel and clerical employees, through subordinate supervisors, is an important aspect of the work. Employees regularly participate in projects addressing City-wide human resources issues, and develop procedures and policies to respond to those issues. Employees in this class serve as the HR Business Partner with responsibility for direct participation in the development and implementation of all personnel related strategy and related department policy to achieve organizational goals and efficiencies. An employee in this class reports directly to a department commissioner or director, or to an appointed deputy commissioner or director.
ALLOCATING FACTORS: (The following conditions must be met for a position to be allocated to this class).
1. Positions must report to a department director or commissioner or exempt deputy.
2. Positions must supervise a large staff of human resources specialists, assistants, operational personnel and clerical employees, through subordinate supervisors.
3. Positions must have responsibility for most, and involvement in all, human resources functions in the following major City departments:
· Commerce Department's Division of Aviation
· Department of Human Services
· Department of Public Health
· Free Library of Philadelphia
· Philadelphia Fire Department
· Philadelphia Parks and Recreation
· Philadelphia Department of Prisons
· Philadelphia Police Department
· Streets Department
· Water Department
TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)
FUNCTIONAL RESPONSIBILITY (Depending on Departmental Assignment)
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; enters 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.
SAFETY - RISK MANAGEMENT - BENEFITS
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; coordinates placement of disabled employees in secondary employment; directs sick leave control program; develops or participates in the development of departmental policy and procedures; may provide input in the administration of the components of the safety program affecting uniformed employees.
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 Office of Human Resources and resolves differences; reviews draft class specifications that have been prepared by the Office of Human Resources; 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 Office of Human Resources; makes and attends presentations to pay evaluation committees; conducts salary surveys; discusses pay rates with Office of Human Resources; discusses and participates in the development of regulations to authorize pay differentials, bonuses, and other alternatives to base compensation; directs departmental administration of alternative compensation initiatives.
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 Office of Human Resources in review of applications; may administer examinations; rates candidates; arranges certification of eligible candidates; schedules or conducts interviews of candidates; selects candidate to be hired or provides input for selection decision.
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, seasonal and part time appointments, bonuses and special pay categories; directs maintenance of leave balances and authorization of leave requests, i.e. vacation, sick leave, FMLA; develops and interprets leave policies; provides training and information on leave procedures and policies; counsels individual employees on leave problems.
RECRUITMENT
Maintains contacts with professional associations, colleges, universities and technical schools; attends conferences or job fairs; visits colleges; may administer examinations during recruitment visit; develops advertisements; determines advertising strategy; places advertisement; contacts candidates for employment by written correspondence and telephone; administers intern program.
AFFIRMATIVE ACTION
Investigates complaints of charges of discrimination or sexual harassment; conducts investigation; recommends actions; may refer case to Office of Human Resources; 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.
TRAINING
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; provides input and direction concerning the administration of the training program in the largest departments.
OTHER FUNCTIONS
Directs maintenance of computer 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.
Investigates allegations of criminal activity, misconduct, inappropriate outside employment, residency violations, inappropriate use of City vehicles, and other ethics issues.
Researches federal, state and local legislation and regulation affecting employment; provides interpretation of legislation and regulations and guidance to managers.
Directs reductions in workforce for department; counsels employees; participates in the placement of employees displaced through workforce reduction; presents evidence and testimony at Civil Service Commission hearings.
Directs purchase of contracted personnel services for department.
Performs related work as required.
SUPERVISORY RESPONSIBILITY
Depending on department organization, directly supervises, or supervises through subordinate supervisors, employees allocated to human resources, administrative, safety, or training classes. 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 departmental Human Resources employees.
INTERDEPARTMENTAL RESPONSIBILITIES AND CONTACTS
Contacts officials of central agencies to secure services; discusses issues with other Human Resources Managers; participates in initiatives developed by the central personnel agency; 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; participates, 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; may chair project team, group, or task force.
REPORTING RELATIONSHIP - DEPARTMENTAL MANAGEMENT RESPONSIBILITIES
Reports directly to a department commissioner or director, or to an appointed deputy commissioner or director; serves as member of senior management team for the department; represents department head in all meetings and discussions with senior management of the department concerning organizational structure, organizational planning, and all personnel policies and procedures to meet business needs; participates in the development, implementation and communication of all personnel related department policy; must approve all department requests for changes to personnel policies and procedures.
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
KNOWLEDGE OF:
· Supervisory principles and practices
· Laws, regulations, procedures, policies and precedents governing various hearings, disciplinary actions, grievance arbitration and interest arbitration
· Federal laws affecting employment, including Title VII of the Civil Rights Act, FMLA, ADA, ADEA, HIPAA, FLSA
· Labor relations
· Federal or state labor legislation
· Occupational safety
· Accident investigation methods and techniques
· Risk management principles and programs, such as injury control, sick leave control, disability control
· Organizational analysis
· Classification and compensation
· Training principles and techniques
· Recruitment practices and resources
· Federal laws and regulations governing equal employment opportunity, discrimination and sexual harassment
· City processes and regulations required to fill positions, administer examinations, and complete a variety of personnel transactions
· payroll processes
· Contract management
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 large staff of personnel specialists and assistants, administrative support staff, clerical staff, and consultants
· Understand, interpret and apply civil service regulations, labor contracts, labor and employment law
· Execute City processes and comply with regulations required to fill positions, administer examinations, and complete a variety of personnel transactions
· Direct City payroll processes in accordance with regulations and policies
· Negotiate agreements
· Conduct a variety of investigations
· Conduct a variety of hearings
· Document performance or behavior issues as part of disciplinary process
· Interview candidates effectively to attract diverse, qualified talent
· Use and leverage technology to gain insights into organizational talent and needs
· Communicate human resources policies effectively and influence senior leadership, management, employees, and union representatives, both orally and in writing
· Develop and revise policies 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 4/19).
EDUCATION:
Completion of a bachelor’s degree program at an accredited college or university.
GENERAL EXPERIENCE:
Three years of personnel experience, one year of which shall have been at the full performance level with responsibility for providing technical personnel services either as a specialist in one of the major personnel functions or as a generalist in several of these functions.
SPECIFIC EXPERIENCE:
OR
Four years of supervisory level generalist personnel experience as a Departmental Human Resources Manager 1 (2H11) or equivalent, directing a personnel program for a small to medium sized City Department with limited functions or other organization, or supervisory level personnel experience as a Senior Departmental Human Resources Associate (2H58) serving as principal assistant to a departmental Human Resources Manager, or providing personnel specialist services on a department-wide basis.
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 determined to be acceptable by the Office of Human Resources, which has included the completion of a bachelor’s degree and the specific experience.
City of Philadelphia Classes that meet the specific experience requirements:
Departmental Human Resources Manager 1 (2H11)
Departmental Human Resources Manager 2 (2H12)
Senior Departmental Human Resources Associate (2H58)
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:
CSC - 10/97; Ad. Board - 12/97
Class Revised: CSC10/05; Ad. Board - 10/05
Spec. Revision: CSC - 3/14; Ad Board - 3/14
Latest Spec. Revision: CSC - 3/19; Ad Board - 4/19
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