Human Resources Management Specialist

State of Oklahoma•Oklahoma City, OK

22h•Onsite

About The Position

Positions in this job family are assigned responsibilities involving the management of human resources, the completion of various human resources management activities and personnel actions, and the application of laws, rules and standards related to personnel and payroll administration and human resources management. Some positions are assigned responsibilities in a specialized area of human resources management, such as compensation, classification, recruiting, grievance management, personnel selection, employee benefits, or employee transactions. Other positions may be assigned responsibilities in several or all of these areas, depending on the size and organization of the unit or agency to which assigned. The role is structured across three levels: Level I involves routine professional work, Level II encompasses a full range of professional work with a high degree of independence, and Level III involves advanced human resources management work, potentially including lead worker or project leader responsibilities.

Requirements

Level I: Bachelor’s degree; or four years of technical human resources management experience; or an equivalent combination of education and experience.
Level I: Knowledge of human resources management policies and procedures.
Level I: Knowledge of records maintenance.
Level I: Knowledge of business communications.
Level I: Ability to establish and maintain effective working relationships with others.
Level I: Ability to understand and apply applicable rules, laws and policies.
Level II: Bachelor’s degree plus one year of professional experience in human resources management; or a master’s degree in human resources, industrial/organizational psychology, public administration, sociology, psychology or a closely related degree; or four years of technical human resources management experience plus one year of professional experience in human resources management.
Level II: Experience which was incidental to or not a major responsibility or duty of the position shall not be accepted as qualifying.
Level II: Human resources management experience should include at least one of the following: job analysis, position classification, wage/salary and benefits administration, civil rights administration, recruitment or payroll administration.
Level II: Knowledge of human resources management policies and procedures.
Level II: Knowledge of Merit Rules for Personnel Administration, the Oklahoma Personnel Act, and other applicable laws, rules and standards related to human resource management.
Level II: Knowledge of records maintenance.
Level II: Knowledge of business communications.
Level II: Ability to establish and maintain effective working relationships with others.
Level II: Ability to understand and apply applicable rules, laws and policies.
Level II: Ability to analyze and interpret these rules in various situations.
Level III: Bachelor’s degree plus two years of professional experience in human resources management; or a master’s degree in human resources, industrial/organizational psychology, public administration, sociology, psychology or a closely related degree plus one year of professional experience in human resources management; or an equivalent combination of education and experience.
Level III: Experience which was incidental to or not a major responsibility or duty of the position shall not be accepted as qualifying.
Level III: Human resources management experience should include at least one of the following: job analysis, position classification, wage/salary and benefits administration, civil rights administration, recruitment or payroll administration.
Level III: Knowledge of human resources management policies and procedures.
Level III: Knowledge of Merit Rules for Personnel Administration, the Oklahoma Personnel Act, and other applicable laws, rules and standards related to human resource management.
Level III: Knowledge of records maintenance.
Level III: Knowledge of business communications.
Level III: Ability to establish and maintain effective working relationships with others.
Level III: Ability to understand and apply applicable rules, laws and policies.
Level III: Ability to analyze and interpret these rules in various situations.
Level III: Ability to perform highly independent work.
Some positions may require that employees be willing and able to fulfill all job-related travel normally associated with the position.

Responsibilities

Performs human resources management, personnel, or payroll administration activities involving responsibility for the interpretation and application of rules, laws and policies.
Completes classification studies, job audits and other activities to identify duties and responsibilities assigned to employees; develops job descriptions, job specifications, organization charts and other materials to describe positions and duties performed by employees; determines appropriate classifications for individual positions.
Conducts wage and salary surveys by collecting and evaluating salary data; prepares recommendations or requests for salary changes; determines salary changes authorized for specific actions, such as appointments, promotions, transfers, demotions and reinstatements.
Administers the preparation and processing of agency payrolls; administers the provisions of the Fair Labor Standards Act: administers leave, worker’s compensation, insurance, retirement and other employee benefits programs, or special programs such as daycare and charitable contributions.
Collects and analyzes data on personnel selection procedures and methods, based on established psychometric techniques; prepares charts, graphs and other statistical information on examination results, develops tests and other selection devises.
Performs centralized or agency recruiting activities; prepares recruiting announcements or other information concerning job vacancies; interviews applicants and evaluates application forms; provides job counseling to prospective employees; administers minority recruitment and outreach programs; visits schools, colleges and other sources for recruitment.
Administers agency grievance program; counsels employees on grievance procedures; completes research and investigations as needed.
Prepares, processes, reviews, analyzes, or approves employee personnel transactions; ensures compliance with applicable laws and rules concerning appointments, promotions, demotions, transfers, separations and other actions.
Interprets rules and laws concerning employee personnel actions; advises agency personnel staff, employees, supervisors and managers on various personnel related issues.
Maintains a system of employee personnel records.