Job Posting Title

Part Time Human Resources Mgmt Spec

Agency

650 DEPARTMENT OF VETERANS AFFAIRS

Supervisory Organization

Claremore Veterans Center

Job Posting End Date

Refer to the date listed at the top of this posting, if available. Continuous if date is blank.

Note: Applications will be accepted until 11:59 PM on the day prior to the posting end date above.

Estimated Appointment End Date (Continuous if Blank)

Full/Part-Time

Part time

Job Type

Temporary

Compensation

Job Description

Basic Purpose

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.

Typical Functions

The functions performed in this job family will vary by level, unit and organization, but may include the following:

• 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.

Level I Descriptor

Levels are distinguished based on the complexity of assigned duties, the level of expertise required for completion of work assignments, and the responsibility assigned for the supervision of others.

At this level, employees perform routine professional level work in completing various personnel management activities and tasks. This may include reviewing personnel actions, evaluating job applications, conducting interviews, counseling employees, preparing certificates of eligibles for various positions, completing job audits, developing selection devices and other activities.

Level II Descriptor

Levels are distinguished based on the complexity of assigned duties, the level of expertise required for completion of work assignments, and the responsibility assigned for the supervision of others.

At this level employees are assigned responsibility for the completion of a full range of professional level work at the full performance level in completing various human resources management or personnel administration activities, either in a specialized phase of human resources management or in all or several areas of an agency human resources management program. This will include a high degree of independence in completing work assignments and making decisions concerning various human resources management activities. Supervisory responsibilities will not normally be assigned at this level, but there may be some responsibility for providing training or guidance to lower level staff.

Level III Descriptor

Levels are distinguished based on the complexity of assigned duties, the level of expertise required for completion of work assignments, and the responsibility assigned for the supervision of others.

At this level employees perform advanced level human resources management work in administering various personnel programs or activities. This may include independent responsibility for a specialized agency program, duties involving providing assistance in the supervision and training of other human resources management specialists as a lead worker or project leader, or other comparable responsibilities for coordinating and completing required activities.

Education and Experience

Education and Experience requirements at this level consist of 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.

Note: Experience which was incidental to or not a major responsibility or duty of the position shall not be accepted as qualifying. 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.

Knowledge, Skills, Abilities and Competencies

Knowledge, Skills and Abilities required at this level include knowledge of human resources management policies and procedures; of Merit Rules for Personnel Administration, the Oklahoma Personnel Act, and other applicable laws, rules and standards related to human resource management; of records maintenance; and of business communications.

Ability is required to establish and maintain effective working relationships with others; to understand and apply applicable rules, laws and policies; to analyze and interpret these rules in various situations; and to perform highly independent work.

Special Requirements

Some positions may require that employees be willing and able to fulfill all job-related travel normally associated with the position.

Equal Opportunity Employment

The State of Oklahoma is an equal opportunity employer and does not discriminate on the basis of genetic information, race, religion, color, sex, age, national origin, or disability.

Current active State of Oklahoma employees must apply for open positions internally through the Workday Jobs Hub.

If you are needing any extra assistance or have any questions relating to a job you have applied for, please click the link below and find the agency for which you applied for additional information:

Agency Contact