2H21
HUMAN RESOURCES TECHNICAL SPECIALIST

• Employee develops and implements selection initiatives, provides psychometric consultation and expertise to hiring teams, assesses and makes recommendations for improving the City's personnel selection process.

• Develops compensation strategies and initiatives; develops recommendations for the improvement of the City's pay evaluation systems and analyzes their impact and effectiveness; directs evaluations of pay rates for Civil Service classifications; participates in evaluations as a member of pay evaluation committees; conducts and participates in salary surveys; analyzes market data; recommends pay rates for City classes that are internally consistent and externally competitive; prepares reports based on evaluation and market analysis; develops and implements alternative rewards strategies; directs FLSA compliance for the City; develops and participates in technical classroom training; researches and analyzes compensation, benefits and related legislation; prepares analytical reports on the impact of legislation and regulations on the City; writes regulations and procedures; presents reports to managers; prepares cost analysis; provides information to management for use in collective bargaining process; discusses proposed changes in compensation program with union representatives; trains other analysts in evaluation and market pricing; may direct the activities of other analysts and support staff on a variety of assignments.

• Employee develops strategies and initiatives for enhancing the job design process, including improved methodologies for the systematic collection and analysis of job-related information. This employee provides consultation and expertise to hiring teams focused on job specification design and development.

• Employee develops strategies and initiatives for the utilization of specialized information systems essential to the hiring process, and assesses and makes recommendations about human resource informational needs. Participates in the development of informational systems to support operations and process changes within the Personnel Department. This employee provides consultation and expertise to hiring teams focused on assessment and other hiring services, and to other functional areas within the Personnel Department.

• Employee works collaboratively with human resources staff, both internal and external, and recruiting sources to develop and fulfill targeted recruitment plans which portray an accurate portrait of the City's short and long-term competency requirements and succession planning needs; identify sources of prospective candidates. This employee oversees the status of the Personnel Department's achievement of its recruitment plan commitments.

• Employee plans, implements and evaluates training programs and employee development focused on departmental and Citywide needs. The employee assesses training needs, develops proposals for training initiatives, manages vendors, and administers management development and specialized training programs. Designs and implements analyses of departmental performance needs required for delivery of services and makes recommendations for training solutions. Assesses performance outcomes of training and development programs and implements changes based on evaluation results.

• Performs related work as required.

All Specialties

KNOWLEDGE OF:
• Human resource management principles and best practices
• Standard practices and current developments in the fields of classification, compensation, organizational analysis, job placement, assessment development and administration, recruitment, training, labor relations, and human resource information systems, as required by job assignment
• Policy, procedures and regulations governing the civil service merit system, including the City of Philadelphia Home Rule Charter and Civil Service regulations
• Structure and functions of City departments and agencies which comprise City government
• Strategic and long range planning principles, practices and techniques
• Operational and human resources analysis required to evaluate, revise and develop staffing plans and services for client departments
• Supervisory principles, practices and procedures, including performance management approaches for individuals and teams
• Professional and legal standards for employment selection
• Standard computer software packages used for word processing, spreadsheets and database management, as well as Personnel Department specific information systems

Compensation Specialty Only

KNOWLEDGE OF:
• Compensation theory and practices
• Hay Point Factor Guide Charts or other comparable internal evaluation methodologies
• Market pricing and salary survey practices, techniques and resources
• Fair Labor Standards Act
• Federal and Pennsylvania legislation and regulations that affect the City compensation program
• Alternative rewards strategies applicable to government
• Position classification
• Research practices, including Internet research
• Statistics used in cost analysis for compensation programs
• Standard computer software packages used for word processing, spreadsheets, presentations, and database management
• Report writing
• Presentation techniques

All Specialties

ABILITY TO:
• Ensure that organization's activities, services, or products reflect higher management policies
• Interpret broad policies and guidelines for program execution
• Set deadlines for project completion
• Adjust work schedules to meet changing priorities
• Design processes and structures for training clients
• Implement new or revised programs and policies
• Work with clients to identify their expectations
• Integrate client expectations into the delivery process of services or products
• Analyze diverse viewpoints to make planning decisions and solve work problems
• Recommend solutions to critical or sensitive problems
• Monitor programs to identify problems
• Review and make recommendations on revision of rules, regulations, or laws affecting programs

Compensation Specialty Only

ABILITY TO:
• Recommend pay rates for City classes that are internally consistent and externally competitive
• Read, research and interpret complex legislation, regulations and procedures
• Conduct research into compensation, benefits and other human resources policies and practices, using the internet and other resources
• Learn the policy, procedures and regulations governing the civil service merit system, including the City of Philadelphia Home Rule Charter and Civil Service regulations
• Learn the structure and functions of City departments and agencies which comprise City government
• Develop solutions to compensation problems
• Write regulations and procedures
• Prepare narrative and statistical reports
• Conduct statistical analysis
• Develop productive work relationships and interact with a variety of management officials and union representatives
• Maintain confidentiality
• Develop and conduct technical training

EDUCATION
• Bachelor's degree which has included or been supplemented by course work in functional area.
AND
GENERAL EXPERIENCE
• Two years of public human resources experience.
AND
SPECIFIC EXPERIENCE

Job Design, Recruitment, and Assessment Specialties

• Three years of experience at or above the full performance level performing assessment and/or job design/compensation services in a central human resources agency.

Compensation Specialty

• Three years of experience as a senior compensation specialist for a large (10,000+ employees) government organization; or
• Four years of experience as a senior compensation specialist for a medium to large (1,000+ employees) organization; or
• Four years of experience performing full performance level classification and compensation for the City of Philadelphia.

NOTES:

A Master’s Degree in human resources, public administration, or a closely related field may be substituted for two years of general experience or one year of specific experience.

CCP (Certification as a Compensation Professional by WorldatWork) may be substituted for two years of general experience or one year of specific experience.

OR

Any equivalent combination of education and experience that has included a bachelor’s degree and one year of experience as the principal compensation specialist or two years experience as a senior compensation specialist or two years performing full performance level classification and compensation for the City of Philadelphia as described above.

Personnel Systems Specialty

• Three years of management information system experience at or above the full performance level analyzing and adapting specialized human resources software applications to meet hiring process needs.

NOTE:

A Master's Degree in human resources, industrial psychology, or closely related field may be substituted for one year of general experience.

Training Specialty

• Three years of experience planning and implementing citywide or departmental training and personnel development programs; or administering such programs in a supervisory capacity in a central program agency.

NOTE:

A Master’s Degree in human resources, industrial psychology, or closely related field may be substituted for one year of general experience.

PHYSICAL AND MEDICAL REQUIREMENTS

• Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.