Human Resource Consultant 2 (PCN 25N23023)

State Of Alaska•Juneau, AK

29d•$2,804 - $2,944

About The Position

Come join the State of Alaska! This job class uses Competency Based minimum qualifications (MQs). Please read the Competency Based MQ instructions below to learn more. ATTENTION ALASKA RESIDENTS ONLY! The Department of Transportation and Public Facilities (DOT&PF) Program Management and Administration is looking for a nonpermanent Human Resource Specialist 2 to help us Keep Alaska Moving! Pay is based on the location of the selected applicant; salaries will be discussed at the time of the interview. Anchorage - $2804.00 / Bi-weekly Juneau- $2944.00 / Bi-weekly What you will be doing: Under the general direction of the Human Resource Business Partner (HRBP), this position works directly with the Assistant HRBP to develop, implement, analyze and make change recommendations related to all department workforce initiatives. This position will work independently and directly with all levels of management in the department as a subject matter expert on a wide variety of workforce initiatives as it relates to personnel process. Duties include but are not limited to: Develop/write the EEO report for the department's Affirmative Action Plan and Human Capital Plan to meet FHWA and FTA requirements. Includes researching, analyzing, and synthesizing large amounts of personnel-related data and information. Requires ability to correctly interpret and apply CFR's related to FHWA/FTA requirements for civil rights programs, affirmative action, workforce initiatives related to federal funding. Develop, implement and train DOT supervisors and managers via DOT Leadership Seminars focusing on manager personnel resources and best practices. Develop, implement and monitor climate assessments focusing on workforce initiatives. Execute in-person and online survey assessments as needed. Provide insights that inform strategic decisions and improve workplace culture. Assist with follow up plan as required. Develop, implement and monitor personnel-related activities and projects, such as updating policies and procedures, administering and analyzing surveys, supporting performance evaluation cycles, etc. Analyze workforce data to support strategic HR decisions, as well as deliver insights to leadership that identify strengths, gaps, and opportunities for improvement and best practices for the transportation-based workforce. Our organization, mission, and culture: The State of Alaska Department of Transportation and Public Facilities' mission is to Keep Alaska Moving. We are working toward a modern, adaptable, flexible transportation system that will be resilient as we tackle our challenges. We believe collaboration, communication, and coordination increase our ability to succeed. Creating teams that are focused on results, working together, and leveraging resources across our department, with community and private sector partnerships, increases our ability to accomplish our mission and serve Alaskans. The benefits of joining our team: Joining the Alaska Department of Transportation & Public Facilities (DOT&PF) offers an array of benefits, with career growth opportunities at the forefront. As an integral part of Alaska's infrastructure development and maintenance, DOT&PF provides employees with a dynamic and diverse work environment where they can continually enhance their skills and climb the career ladder. The department values professional development, offering training programs and mentorship opportunities to help individuals expand their expertise and advance in their chosen fields. With the vast and unique challenges of Alaska's geography and climate, employees can work on groundbreaking projects that contribute to the state's growth, making the DOT&PF an ideal choice for those seeking a fulfilling and evolving career in transportation and public facilities. The State of Alaska has a generous benefits package and an excellent retirement plan. Please see here for more information: https://doa.alaska.gov/dop/workplace/benefits/. The DOT&PF core values are integrity, excellence, and respect. We support an environment focused on teamwork and collaboration to achieve results. We succeed in achieving our transportation mission through building credibility with our customers, stakeholders, and the public. The working environment you can expect: This position may be filled in either Anchorage or Juneau. Our Juneau office is conveniently located at 3.5 mile in Juneau, next to SEARHC and close to DIPAC Macaulay Salmon Hatchery, a central location with plenty of parking and a view of the channel. Our Anchorage office is located at 2200 E 42nd Avenue. After you have received training and with supervisor approval, in-state telework options are available. Working at the Alaska Department of Transportation and Public Facilities (DOT&PF) offers a uniquely challenging and rewarding environment. With Alaska's diverse and expansive terrain, coupled with its extreme weather conditions, employees of the DOT&PF can work in various locations, including remote locations and urban centers, addressing a wide range of transportation needs. Their roles demand adaptability and resourcefulness as they maintain and improve roads, bridges, airports, ports, and public facilities in a state known for rugged terrain and extreme seasonal changes. This work not only presents professionals with a range of fascinating challenges but also allows them to contribute to developing and maintaining critical infrastructure against the backdrop of Alaska's breathtaking natural beauty, reflecting a strong commitment to safety and environmental responsibility. Who we are looking for: The ideal candidate will possess the following competencies: Workforce Planning: Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals. Research: Knowledge of the scientific principles, methods, and processes used to conduct a systematic and objective inquiry; including study design, collection, analysis, and interpretation of data; and the reporting of results. Oral and Written Communication : Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral and written presentations; listens to others, attends to nonverbal cues, and responds appropriately ). To view the general description and example of duties for positions please go to the following link: https://www.governmentjobs.com/careers/Alaska/ classspecs Minimum Qualifications Competency Description The competency description(s) listed below have been designed to promote a common understanding of the essential elements of the job class. They highlight the more general and customary knowledge, skills, abilities (KSAs), tasks, and behaviors used to describe the competency. They typically list expectations, as opposed to specific tasks, and are to be used only as parameters and guidelines. A competency's description is not intended to exclusively define every KSA, task, and behavior needed to successfully meet the competency, but rather to provide the manager/agency with a broad reference of options as to how an applicant can meet the job expectation. Please ensure your application (through work history, training, education, licenses, certifications, etc.) supports/demonstrates you possess the minimum required competencies for the job class. Any combination of education and/or experience that provides the applicant with competencies in: Accountability: Accepts responsibility for own actions and decisions and demonstrates commitment to accomplish work in an ethical, efficient, and cost-effective manner. Decision Making: Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change. Interpersonal Skills: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences. Influence: Asserts own ideas and persuades others, gaining support and commitment from others; mobilizes people to act, using creative approaches to motivate others to meet organization goals. Personnel and Human Resources: Knowledge of hiring, classification, benefits, labor relations, negotiation, and State and federal employment regulations. Problem Solving: Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations. Equivalent to those typically gained by: Training in human resource management, business administration, or organizational leadership and professional experience in human resources (such as recruitment, payroll, classification and compensation, employee and labor-management relations, employer provided benefit programs, employment law compliance, or employee training) or business administration. “Competencies” means a combination of interrelated knowledge, skills, abilities, and behaviors that enable a person to act effectively in a job or situation. “Professional experience” means 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 power or right to decide or act according to one's own judgment. “Training” and “education” in this guidance are synonyms for the process of acquiring knowledge and skills through instruction. It includes instruction through formal and informal methods (such as classroom, on-line, self-study, and on-the-job), from accredited and unaccredited sources, and long-duration (such as a post-secondary degree) and short-duration (such as a seminar) programs. “Typically gained by” means the prevalent, usual method of gaining the competencies expected for entry into the job.

Requirements

The ideal candidate will possess the following competencies: Workforce Planning: Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals.
Research: Knowledge of the scientific principles, methods, and processes used to conduct a systematic and objective inquiry; including study design, collection, analysis, and interpretation of data; and the reporting of results.
Oral and Written Communication : Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral and written presentations; listens to others, attends to nonverbal cues, and responds appropriately ).
Any combination of education and/or experience that provides the applicant with competencies in: Accountability: Accepts responsibility for own actions and decisions and demonstrates commitment to accomplish work in an ethical, efficient, and cost-effective manner.
Decision Making: Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change.
Interpersonal Skills: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.
Influence: Asserts own ideas and persuades others, gaining support and commitment from others; mobilizes people to act, using creative approaches to motivate others to meet organization goals.
Personnel and Human Resources: Knowledge of hiring, classification, benefits, labor relations, negotiation, and State and federal employment regulations.
Problem Solving: Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations.
Equivalent to those typically gained by: Training in human resource management, business administration, or organizational leadership and professional experience in human resources (such as recruitment, payroll, classification and compensation, employee and labor-management relations, employer provided benefit programs, employment law compliance, or employee training) or business administration.

Responsibilities

Develop/write the EEO report for the department's Affirmative Action Plan and Human Capital Plan to meet FHWA and FTA requirements. Includes researching, analyzing, and synthesizing large amounts of personnel-related data and information. Requires ability to correctly interpret and apply CFR's related to FHWA/FTA requirements for civil rights programs, affirmative action, workforce initiatives related to federal funding.
Develop, implement and train DOT supervisors and managers via DOT Leadership Seminars focusing on manager personnel resources and best practices.
Develop, implement and monitor climate assessments focusing on workforce initiatives. Execute in-person and online survey assessments as needed. Provide insights that inform strategic decisions and improve workplace culture. Assist with follow up plan as required.
Develop, implement and monitor personnel-related activities and projects, such as updating policies and procedures, administering and analyzing surveys, supporting performance evaluation cycles, etc.
Analyze workforce data to support strategic HR decisions, as well as deliver insights to leadership that identify strengths, gaps, and opportunities for improvement and best practices for the transportation-based workforce.

Benefits

Joining the Alaska Department of Transportation & Public Facilities (DOT&PF) offers an array of benefits, with career growth opportunities at the forefront.
The State of Alaska has a generous benefits package and an excellent retirement plan.
The DOT&PF core values are integrity, excellence, and respect.
Health insurance, which includes employer contributions toward medical/vision/dental
Employer paid Basic Life insurance with additional coverage available (amount depends on Bargaining Unit)
Group-based insurance premiums for Term life (employee, spouse or qualified same sex partner, and dependents)
Long-term and short-term disability
Accidental Death and Dismemberment
Long-term care (self and eligible family members)
Supplemental Survivor Benefits
Employee-funded flexible spending accounts for tax savings on eligible health care or dependent care expenses
Membership in the Public Employees Retirement System (PERS)/Teachers' Retirement System (TRS)
Matching employer contribution into a defined contribution program (new employees)
Employer contribution into a defined benefit or defined contribution program (current employees)
Contributions to the Alaska Supplemental Annuity Plan in lieu of contributions to Social Security
Option to enroll in the Alaska Deferred Compensation Program
Personal leave with an accrual rate increase based on time served
Twelve (12) paid holidays a year