2H03

PAY RANGE: N23

HUMAN RESOURCES TECHNICAL SPECIALIST

(Administrative Services) (Benefits) (Compensation)(Departmental)

(Equal Employment Opportunity)

 (Selection)  

(Human Resources Systems)

(Labor Relations) (Training)

GENERAL DEFINITION

This is technical public human resources work providing leadership in one of the human resources disciplines in the central human resources or labor relations agency. Supervisory positions have responsibility for provision of human resources services in the area of specialization, assigning, prioritizing and reviewing the work of a staff of subordinate analysts. An employee in the Administrative Services specialty supervises a staff of clerical and administrative employees. Employees train, guide and develop subordinates in the performance of work in order to ensure technical competence and adherence to established personnel policies, procedures, practices and standards.  Technical Specialist positions have responsibility for developing and enhancing the organization's expertise, monitoring quality, and ensuring that practices in their area of specialization are consistent with legal and regulatory requirements, human resource best practices, and the City's strategic vision for human resources. Work includes serving as an internal consultant, providing technical assistance and support to colleagues through technical training and communication, and ensuring consistency and equity in both policy and practice. Work includes eliciting the human resources or labor relations needs of various City departments and agencies in the area of specialization and making the appropriate recommendations relating to identified needs. Contact with departmental and union officials and the public is a significant aspect of the work. Work is performed under the general direction of a technical superior. 

ALLOCATING FACTORS: (The following conditions must be met for a position to be allocated to this class.)

1. The position in all specialties except for the Departmental specialty must perform the work in the City's central human resources or labor relations agency.

2. The position must supervise a staff or serve as technical specialist in the area of specialization.

3. No more than one position shall be allocated to a large operating department for the Departmental specialty.  The position must report to a Departmental HR Manager 3.

TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)

All Specialties – Supervisory Positions

Supervises the work of a staff of subordinates; assigns and prioritizes subordinates' work in order to provide the most efficient and timely service to City departments and agencies; reviews subordinates' work to ensure technical competence and adherence to personnel policies, procedures, practices and standards; maintains the quantity and quality of work output; recommends to a superior changes in procedures, practices and standards to improve staff performance and service to City departments and agencies; receives and answers calls from the general public requesting information concerning personnel policies, procedures, practices and standards; participates in work of the area of specialization; performs occasional assignments in other human resources functions.

All Specialties – Technical Specialist Positions

Develops and participates in technical classroom training; researches and analyzes related legislation; prepares analytical reports on the impact of legislation and regulations on the City; writes regulations and procedures; conducts research into various issues; presents reports to managers; proposes revisions to policies and procedures; prepares cost analysis; provides information to management for use in collective bargaining process; may supervise analytical staff on a project basis.

All Positions

Performs related work as required.

Administrative Services Specialty

Supervises clerical staff processing and recording human resources transactions, such as certification of eligible candidates, appointments, terminations, salary changes, and performance evaluations; reviews processes and develops revisions to improve quality and reduce time required to complete transactions; confers with representatives of operating departments to coordinate activities and to eliminate redundant functions; provides direction and policy guidance to employees of operating departments.

Supervises analytical and clerical staff providing administrative and technical support to the director and the department; performs other central staff agency personnel functions of a non-recurring nature requiring the application of technical knowledge to problems.

Benefits Specialty

          Serves as the principal technical expert providing data analysis and advice for senior management; provides financial and data analysis and identifies trends for all benefit plans assigned including the city administered plan and plans administered by the unions; tracks and monitors monthly claims spending for all benefit plans assigned; ensures timely payments to vendors; documents and reconciles balances of funding documents; develops and revises budget models; reconciles budget variances and initiates corrective action.   

Provides tracking and compiles reports on all city employees for federal reporting requirements under the Affordable Care Act and other relevant local, state or federal legislation; carries out other mandated benefits filings and reporting including the Medicare Retiree Drug Subsidy and COBRA; keeps current with industry trends, legislative changes and other pertinent information on all benefits plans assigned.

Compensation Specialty

Develops compensation strategies and initiatives; develops recommendations for the improvement of the City's pay evaluation systems and analyzes their impact and effectiveness; directs internal evaluations of pay rates for Civil Service classifications; leads and 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; determines FLSA overtime status; directs FLSA compliance for the City; discusses proposed changes in compensation program with union representatives; trains other analysts in evaluation and market pricing.

Conducts classification surveys; prepares reports and documents findings; revises and develops class specifications; develops and revises formats for job descriptions and classification reports; serves as lead analyst for larger classification projects; discusses proposed changes with union representatives.

Develops targeted recruitment plans to meet the City's short and long-term hiring requirements and succession planning needs; identifies sources of prospective candidates; develops strategies to contact prospective candidates; prepares information for posting on City internet site; revises internet content and format to enhance recruitment initiatives; develops recruitment literature and promotional material; contacts representatives of colleges, universities, trades schools, professional associations and other organizations to identify prospective candidates and to alert those candidates about employment opportunities with the City; conducts analyses of the City workforce to identify and anticipate recruitment needs.

Departmental Specialty

          Performs technical services in an area of assignment in a large operating department which may include EEO, Labor Relations, Hiring and Staffing, Recruitment and source, employee engagement; may supervise subordinate HR professional and clerical staff or may serve as technical expert in the area of assignment for the department.

Conducts research into various issues; presents reports to managers; proposes recommendations for policies and procedures; prepares cost analysis; provides information to management for use in collective bargaining process; may supervise analytical staff on a project basis.

Equal Employment Opportunity Specialty

Serves as assistant to the Equal Employment Opportunity Officer; plans; conducts and arranges for training on a citywide basis.

Receives complaints of job discrimination based upon race, sex, age, religion, or ethnic status; counsels complainants; investigates discrimination complaints; prepares narrative reports, analyzing facts, and recommending either denials of appeals or remedial actions to be taken; communicates findings to departmental representatives and complainants; supplies information to the City's legal representatives in processing appeals; may give depositions for the Office of Human Resources Director for hearings and investigations conducted by external agencies.

Analyzes demographic data on the City's work force; determines relevant labor market composition and identifies occupational categories in need of affirmative action; recommends recruitment and promotional goals; prepares reports to state and federal agencies on statistical representation of protected groups in the City work force and affirmative action plans and progress; discusses employment practices with compliance agency representatives; participates in recruitment of protected group employees.

Selection Specialty

Serves as principal assistant to a hiring team manager; supervises staff of analysts and support staff engaged in a variety of classification, examination and recruitment assignments.

Supervises subordinate analysts preparing written, performance, oral, training and experience and other examinations; monitors the progress and quality of examination development; reviews examinations to ensure completeness, correctness and adherence to City and professional examination policies, practices and standards; instructs subordinates to prepare and post public announcement of examinations; supervises the administration of examinations for large test holdings; reviews appeals of disapproved applications and recommends approval or disapproval of appeal; appears before the Civil Service Commission to testify on the validity and integrity of tests.

Supervises subordinate analysts conducting classification surveys and studies of individual positions by reviewing classification questionnaires, conducting field audits, preparing reports, and revising and developing class specifications; reviews subordinates' reports and new and revised class specifications; evaluates subordinate writing skill level, content and format of reports and specifications, and soundness of classification recommendations; approves or rejects subordinate classification and compensation recommendations.

Human Resources Systems Specialty

Develops strategies and initiatives for the utilization of specialized information systems essential to the human resources 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 Office of Human Resources; provides consultation and expertise to hiring teams focused on assessment and other hiring services, and to other functional areas within the Office of Human Resources.

Labor Relations Specialty

Acts as main contact between the City and one or more municipal labor unions; reviews labor relations problems and disputes as requested by departments, city officials and labor unions; investigates and conducts grievance hearings; assists city attorneys in preparing cases, attends and testifies at arbitration hearings; works with departmental officials and union representatives to resolve disputes and reach settlements.

Consults with departmental managers or city officials with respect to contract interpretation, implementing labor relations policies, procedures, strategies and goals in conjunction with the collective bargaining agreement, and courses of action concerning disciplinary cases; provides mediation services between union and departments to resolve disputes; attends various labor/management committee meetings; performs special projects pertaining to the development of new policies and procedures impacting on labor / management issues.

Researches and prepares background information and studies on issues and demands for union-management contract negotiations; prepares presentations concerning wage and benefit practices and trends; attends and participates in negotiations with employee organizations; prepares regulations necessary to implement contract agreements; disseminates information to departmental and city officials regarding changes in personnel practices and procedures as a result of negotiation or arbitration.

Develops and administers training programs to departmental managers and staff concerning labor relations practices and legal and contractual requirements; updates training modules as needed and develops new ones to address specific departmental issues.

Training Specialty

Plans, implements and evaluates training and employee development programs focused on departmental and Citywide needs; assesses training needs; develops proposals for training initiatives; manages vendors; 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.

Plans, organizes and coordinates the work of a small staff of training and clerical employees in developing and administering training and development programs for a variety of organizations and employees; coordinates the training program offerings of other central agency specialties; establishes and maintains administrative and record-keeping systems pertaining to scheduling, use of facilities, and training leave requests.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

KNOWLEDGE OF:

All Specialties

• the principles, practices and techniques of public human resources and merit system administration
• the principles of administrative organization and management
• the current developments in public human resources and in the area of specialization
• a wide variety of occupations
• the provisions of the City's Civil Service Regulations, City of Philadelphia Home Rule Charter, employment law, labor laws and union contracts especially in the area of specialization
• Structure and functions of City departments and agencies which comprise City government

• Supervisory principles, practices and procedures if required by assignment
• Standard computer software packages used for word processing, spreadsheets and database management, as well as Office of Human Resources specific information systems
• Report writing
• Presentation techniques

Benefits Specialty

• Complex employee health benefits plans typical of public sector employers, such as Health, Prescription Drug, Life, Dental, Vision Insurance, flex spending accounts and voluntary benefits.

· Finance, specifically in self-insured insurance programs

• Employee benefits plan design and administration.
• Federal and/or state regulations affecting the administration of benefit plans, such as ACA, FMLA, COBRA, HIPAA, IRS regulations.
• HRIS software and benefit enrollment systems
• Internal Revenue Service rulings
• Risk management principles and practices

Compensation Specialty

• 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.
• Recruitment
• Position classification
• the content, format and uses of class specifications and audit reports

Equal Employment Opportunity Specialty

• current federal, state, and local laws and regulations, and court rulings related to affirmative action and equal employment opportunity in public agencies
• the theory, methods, and procedures involved in planning, evaluating, implementing and revising affirmative action plans

Selection Specialty

• Job analysis principles and techniques used in classification and examinations.

• valid test development
• statistical methods and techniques used in analyzing test results
• test administration practices and procedures

Labor Relations Specialty

• the principles, practices and current developments pertaining to collective bargaining, labor arbitration grievance, and disciplinary processes, and labor laws
• the principles, practices and techniques used in preparation for and participation in grievance arbitration
• the principles, practices and techniques of administration required to evaluate, revise and develop labor relations policies and procedures
• the principles and practices of developing and conducting training programs for labor relations topics

Training Specialty

• current trends, developments and theories in personnel development and training
• principles of adult education and in-service training principles, practices and techniques
• group dynamics

SKILL IN:

• analyzing data relevant to the specialty area
• interacting with departmental and union officials and the public in issues pertaining to the specialty area
• effectively expressing ideas orally and in writing
• presenting adult education course material to a diverse group of supervisors and managers for the Training specialty.

ABILITY TO:

All Specialties

• Plan, assign, review and supervise the work of a small number of subordinate analysts and clerical employees if required by assignment
• Train and develop subordinates to become technically competent in the area of specialization

• 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
• Implement new or revised programs and policies
• Work with clients to identify their expectations
• Work with confidential materials and employee information
• 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
• Maintain confidentiality
• Prepare narrative and statistical reports
• Develop and conduct technical training if required by assignment
• Establish and maintain effective working relationships with associates, employees, and the general public

Benefits Specialty

• Apply concepts such as fractions, percentages, ratios and proportions to practical situations
• Identify internal and external trends relating to employee and retiree health care and benefits
• Analyze financial data
• Compile benefits data and reports for consultants, providers and city administrators

Compensation Specialty

• 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
• Write regulations and procedures
• Conduct statistical analysis

Labor Relations Specialty

• negotiate agreements between management and unions
• interpret labor contracts, labor laws, civil service regulations and work practices
• elicit information from employees, and departmental and union representatives concerning disputes and grievances and develop settlements satisfactory to the parties concerned
• analyze contract provisions, work conditions, salary structures and practices and other factors relevant to preparation for collective bargaining

MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The following statement represents 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 training and experience requirements as approved on 5/22).

EDUCATION:

Administrative Services Specialty: Completion of a bachelor's degree from an accredited college or university.

Benefits Specialty: Completion of a Master’s degree from an accredited college or university in Business Administration, Finance, Accounting, Actuarial Science, Human Resources, Nursing or a related field.

OR

Completion of a bachelor’s degree and certification by as a Certified Benefits Professional (CBP) by WorldatWork or as a Certified Employee Benefits Specialist (CEBS) by the International Foundation.

Compensation Specialty: Completion of a Master’s degree from an accredited college or university in business administration or a related field.

OR

Completion of a bachelor's degree and Certification as a Certified Compensation Professional (CCP) by WorldatWork

Departmental Specialty

Completion of a bachelor’s degree in business administration, human resources, public personnel administration, public administration or a closely related field (PWD note: 1 additional year as a senior or additional experience to substitute for the certification)

All Other Specialties: Master’s degree in business administration, human resources, public personnel administration, public administration or a closely related field

OR

Completion of a bachelor's degree and Certification as a Senior Professional in Human Resources (SPHR) by the HR Certification Institute or certification as a SHRM Senior Certified Professional (SHRM-SCP) by the Society for Human Resource Management.

AND

GENERAL EXPERIENCE:

All Specialties

Two years of experience in technical public human resources or labor relations work.

AND

SPECIFIC EXPERIENCE:

Two years of professional human resources experience at the full performance level in:

Administrative Services Specialty - providing administrative personnel support services which shall have included transactions or certifications.

Benefits Specialty – benefits analysis work

Labor Relations Specialty - a city-wide labor relations program.

Equal Employment Opportunity Specialty - the administration of affirmative action and equal employment opportunity programs

Human Resources Systems Specialty - management information system analyzing and adapting specialized human resources software applications to meet hiring process needs.

Training Specialty – planning, implementing, and evaluating citywide or departmental training and development programs; or administering such programs in a supervisory capacity in a central human resources agency.

AND

SPECIFIC EXPERIENCE:

SELECTION AND COMPENSATION SPECIALTIES:

One year of advanced performance level experience as a Senior Human Resources Analyst in the area of specialization:

Selection Specialty - administering examinations including making eligibility determinations and evaluating test validity

Compensation Specialty - Compensation including internal evaluation and market pricing

DEPARTMENTAL SPECIALTY:

One year of advanced performance level experience as a Senior Departmental HR Associate in a large operating department.

OR

Labor Relations and Equal Employment Opportunity Specialties:

Any equivalent combination of education or experience determined to be acceptable by the Office of Human Resources, which has included the specific experience.

OR

All Other Specialties

Any equivalent combination of education or experience determined to be acceptable by the Office of Human Resources, which has included a bachelor’s degree program and the specific experience above.

Preferred Credentials - A Master’s Degree in human resources, public personnel administration, public administration, business administration, or a closely related field may be substituted for two years 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.

LICENSES, REGISTRATIONS AND/OR CERTIFICATES

Possession of a valid proper class motor vehicle operator's license as issued by the Commonwealth of Pennsylvania prior to appointment and during tenure if required by work assignment.

Class Established - 1/53

Spec. Revision: 10/90

CSC - 5/94; Ad Board - 8/94

CSC - 10/00; Ad. Board - 12/00

CSC – 2/07; Ad. Board - 4/07

Spec. Revision and Consolidation with 2H21: CSC – 10/09; Ad. Board - 11/09

Spec. Revision: CSC – 6/15; Ad. Board – 6/15

Spec. Revision:

CSC – 10/18; Ad Board 12/18

Spec. Revision: CSC – 10/20; Ad. Board – 11/20

Spec. Revision:

CSC – 12/21

Ad Board – 01/22

Latest Spec. Revision:

CSC – 5/22

Ad. Board – 6/22

JL