STATE WORKFORCE POLICY ADMINISTRATOR - 72002391

State of Florida

2d•$77,000•Onsite

About The Position

This position leads the Benefit and Talent Management Section, providing consultation and oversight to State Personnel Systems (SPS) agencies in the areas of employee benefits, attendance and leave, performance management and other employment related programs. Leads staff in the analysis of employment programs and related activities, communicates with agency HR offices, and the Governor’s Office of Policy and Budget (OPB) as needed to formulate policies and recommend program improvements and initiatives. Manages the day-to-day activities of the section to ensure alignment with state and federal laws and the Florida Constitution. Oversees statewide policies related to employee benefits, leave and attendance, performance management and other employment related programs. This includes providing consultative and technical assistance; developing and implementing policies; research and analysis; maintaining records and information systems; monitoring legislation; developing and facilitating presentations; and other special projects as assigned. Performs other related work as required.

Requirements

Knowledge of and ability to access Florida statutes, administrative code, as well as how to apply them to State Personnel System programs.
Knowledge of applicable federal and state laws regulating discriminatory practices
Ability to supervise and lead professional level positions and achieve unit goals.
Ability to work independently and lead others when conducting research and developing policy.
Ability to organize information and prepare clear and concise executive summaries, white papers, and briefing documents.
Ability to use office Microsoft Office software applications (Outlook, Word, Excel, PowerPoint, Visio) to perform duties and conduct routine research using the Internet and other computer-based analysis and trend forecasting tools.
Ability to understand and quickly learn advanced business software tools such as Smartsheet, and others.
Possession of interpersonal skills and ability to interact with a diverse mix of internal and external customers.
Ability to communicate effectively both verbally and in writing.
Six years of professional work experience in a human resource-related field. A bachelor’s degree can substitute on a year-for-year basis for the required experience.
Experience working in and supervising professional level human resource positions, preferably in an area focused on workforce design and compensation.
Experience interpreting and applying statutes, rules, policies, etc.
Experience researching, writing, editing and/or coordinating the preparation of reports, executive briefings, bill analyses, and presentations.
Experience leading or participating in special projects or strategic initiatives that span multiple entities.
Experience presenting to large audiences including executive level leadership.
Experience analyzing data, identifying root causes of issues, and recommending short- and long-term solutions to key stakeholders and leadership.

Nice To Haves

Ten years of combined experience and education in employee benefits, attendance and leave, performance management and other employment related programs.
The anticipated salary is based on the preferred qualifications. Candidates that do not possess the preferred qualifications may be considered at a lower rate than advertised.

Responsibilities

Applies the Department’s mission statement “We serve those who serve Florida” and the Division of State Human Resource Management’s mission statement, “To provide effective and efficient human resource programs and services for the State Personnel System that attract, develop, retain, and reward a high-performance workforce.”
Leads the Benefit and Talent Management Section within the Bureau of State Workforce Employment Programs and Labor Relations. This section is responsible for the development and administration of Human Resource policies for the SPS agencies.
Exercises a high degree of confidentiality.
Independently performs professional level work in the development, implementation, and administration of human resource (HR) related policy. (Because the incumbent’s independent judgment influences policies and decisions affecting employees in State Personnel System agencies statewide, the position is one of high responsibility.)
Provide general supervision of professional level Statewide Workforce Policy Consultants that assist in fulfilling the Division’s mission.
Assists state managerial employees with the duties described in s. 447.203(4), F.S. This position has direct access to and regularly works with SPS information relating to labor relations, negotiations, and collective bargaining that is confidential and exempt from public records, as provided in s.447.605, F.S. If disclosed, this information could provide an employee organization with an advantage at the bargaining table or in the administration of the collective bargaining agreement. Also has direct access to information relating to employee/employer relations, human resource management, and/or budget preparation and administration information, the improper disclosure of which is prejudicial to the state. The incumbent in this position is a confidential employee as defined in s. 447.203(5).
Works occasionally with employee records containing personal identifying or medical information, the handling of which requires adherence to all appropriate security controls in order to maintain the privacy and integrity of the data, Because this position has responsibility for monitoring employee files across all agencies within the State of Florida’s employees automated human resource management system this position is assigned to an N Role code.
Applies HR rules, regulations and statutes to processes. Assists in drafting new or revised rules, statutory language, interpretative documents, and guidelines on HR issues, in consulation with the agencies being served and the program areas that are impacted. Prepares executive summaries, white papers and reports to assist management in reviewing, recommending and formulating policy decisions.
Supervises professional level Statewide Workforce Policy Consultants within the Benefit & Talent Management Section. Supervisory responsibilities include approval of timesheets; preparing performance evaluations; assigning work; providing consultative leadership on challenging assignments; and ensuring that final work products meet high quality standards of the division.
Leads and provides consultative and technical services related to Benefit & Talent Management through the interpretation of state and federal HR rules, laws, and executive orders related to any area assigned to the Bureau State Workforce Employment Programs and Labor Relations.
Leads and independently conducts research, performs analyses, and presents findings and recommendations to address HR issues and to provide customer service and assistance to agencies, employees and other entities. Prepares analyses of HR related proposed legislation. Develops appropriate documentation to present findings, recommendations, and/or analyses.
Leads and identifies underlying principles, historical background, and benchmark information pertinent to the HR issue being addressed. Recommends solutions to identified problems. Develops recommendations for improving human resource processes that include applicable best practices and trends of both public and private sector employers and strategies for conserving state resources and enhancing productivity. Reviews agency actions for compliance with human resource rules, regulations and statutes and presents findings which include recommendations for corrective action.
Represents the division at professional meetings and conferences and is required to prepare and deliver presentations to communicate/disseminate information. This would include designing handouts, manuals, training materials, etc.
Recommends enhancements to ensure the components of the personnel information system are comprehensive, user-friendly, reliable, accomplish objectives and comply with HR rules, regulations and statutes. Creates and audits reports using the personnel information system. Reports discrepancies and ensures that errors are corrected or communicated to agencies for correction.
Serves as a team leader or member on projects with responsibility for developing solutions and/or meeting specified objectives related to human resource issues or programs.