County of Kauai
Human Resources Specialist II
Job Title: Human Resources Specialist II Salary Range: N/A Position Salary: 5,369.00 USD Monthly Location: Department of Human Resources Civil Service or Non Civil Service: Civil Service Job Summary: Performs the full range and variety of human resources management work in one or more of the functional areas in the central human resources department; and performs other related duties as required. Examples of Duties: The following are examples of duties and are not necessarily descriptive of any one position in this class. The omission of specific duties statements does not preclude management from assigning such duties if such duties are a logical assignment for the position. Plans, organizes, coordinates, and implements human resources management activities related to position classification, training, safety and workers' compensation, recruitment, labor relations, or other related functions; Prepares drafts of policies and procedures related to human resources matters or as directed; Provides information and advice to managers and line personnel on matters relating to benefits, EEO/ADA, recruitment procedures, filling of vacancies, interviews and selections, reallocations, promotions, transfers, leaves, and other personnel actions; reviews proposed actions or concerns for propriety and conformance to established rules, procedures, policies, laws, and contractual requirements; Refers to laws, collective bargaining agreements, guidelines, procedures, policies, and other resources to analyze problems and other personnel issues; conducts fact-finding; Discusses and consults with superiors in the central human resources department; compiles information, draws sound conclusions, and prepares reports of findings with recommendations; Provides advice and guidance to management on labor relations matters; works closely with higher level staff in the central human resources department on difficult or novel issues; Researches and analyzes the proper interpretation and application of collective bargaining provisions and various human resources laws and programs; recommends grievance resolutions; Participates in compiling data and preparing statistical information for costing and other labor relations matters; Reviews personnel forms and applications to ensure compliance to laws, provisions of contracts, rules, and procedures, and to ensure timely processing of documents; Reviews, processes, and monitors workers' compensation claims; Coordinates and/or conducts human resources training for employees; coordinates training as requested by managers; Participates on work teams and sub-committees for human resources related projects, as assigned; May conduct routine procedures studies and participates in the development of a procedures manual; May supervise lower-level subordinates as assigned; and Performs other related duties as assigned. Training: Plans, develops, adapts, and revises materials for courses to establish training and employee development programs; Conducts and/or coordinates training for supervisors and lower to middle management personnel; Surveys departments; identifies and evaluates training needs; and recommends course development; Participates in and evaluates the services provided by operating departments to determine training and employee development needs to accomplish County goals and objectives; Determines the type of training and the appropriate techniques required to accomplish the desired training objectives; prepares audio-visual aids and other training media; Arranges and coordinates special and technical training courses; Collaborates with departments to provide mentoring or apprenticeship training programs; Evaluates training courses for adequacy and for completeness in accomplishing desired goals; modifies program and courses to improve effectiveness. Recruitment: Plans examinations for a variety of occupations, including those in administrative, professional, and technical fields; Reviews class specifications, position descriptions, and other source documents; interviews operating officials and subject matter specialists; conducts job analyses to determine the essential knowledge, skills, and abilities required of the job; Determines the methodology of the examination to be used; develops and administers written examinations, performance tests, and training and experience evaluations; Conducts and evaluates reliability and validity studies and other statistical analyses of test materials and results; Screens applications for various types of examinations; recommends equivalency for training and experience substitutions; contacts applicants for clarification of information submitted; explains basis for rejection to applicants; Certifies names of eligible to departments and monitors the placement activities; Makes statistical analyses of test items, test results, and frequency distributions as necessary; Attends job fairs and provides information on County jobs and benefits; monitors counter recruitment activities; Maintains records and logs; updates computer database; prepares operational reports. Classification and Pay: Works with managers and reviews proposals relating to re-organization, re-assignment of duties, and position classification; works with managers and consults with superior to implement changes; Reviews, analyzes, and evaluates positions in relatively well-defined occupational fields or of a non-controversial nature; Conducts studies and comparative reviews using position descriptions, class specifications, organization charts, previous audit reports, classification factors and criteria, and related materials to properly establish the nature and scope of work performed; Develops new job classifications and formulates appropriate minimum qualification requirements after studying pertinent salary relationships internally within the County and with classes in the compensation plans of other State jurisdictions; prepares amendments to existing class specifications as needed; Conducts maintenance reviews of classes of work; completes desk audit of position descriptions submitted; conducts field audits as necessary. Compiles findings and prepares written reports with recommendations; Participates in inter-jurisdictional meetings and reviews relative to classification and pay; Assists in the conduct of maintenance reviews of classes of work; Assists higher level specialist in conducting major classification projects, completing wage and salary surveys, and surveying private and other public employers for wage rates for specific classes of work. Labor Relations: Confers with and advises department/agency heads and specialists on technical matters relating to labor management relations and contract interpretations; Assists departments in the handling of grievances; Investigates labor relations problems and recommends alternatives for resolving the same; Conducts or assists in training sessions on the implementation of collective bargaining agreements for management officials and supervisors; Assists in the development and implementation of amendments to the Rules of the Director, and new or amended County policies and procedures to amend/modify contract language; Assists in the review of union proposals and evaluates their impact on operations, costs, and employee morale; Participates in caucuses to discuss and develop management positions, tactics, and overall strategy in negotiations; Conducts special research, studies, and reports in the areas of wages, hours, terms and conditions of employment, and labor-management relations matters; Assists in the costing of all negotiated settlements and interest arbitration awards for transmittal to County Council for approval; Serves as Employer level hearings officer for grievance arbitration cases, cases before the Hawaii Labor Relations Board (HLRB), and other labor relations matters; Consults with Office of the County Attorney on problems to ensure adherence to laws, regulations, and contracts; Maintains records of issues, problems, intents of contract provisions, etc. Minimum Qualifications: Training & Experience: A combination of education and experience substantially equivalent to graduation from an accredited college or university with a baccalaureate degree in public administration, business administration, political science, psychology, human resources, or a related field, and three (3) years of specialized work experience. Qualifying Specialized Work Experience: Professional work experience in human resources management work that included the analysis of facts and data to resolve problems and recommend appropriate courses of action in area(s) of a human resources program assigned. For additional details about the job and information on minimum qualification substitutions, if any, click here. Work Shift/ Schedule: Monday-Friday (United States of America) Equal Opportunity Employer: It is the policy of the County of Kaua?i that there shall be no discrimination in employment pursuant to Title VII of the Civil Rights Act of 1964
Job Title: Human Resources Specialist II Salary Range: N/A Position Salary: 5,369.00 USD Monthly Location: Department of Human Resources Civil Service or Non Civil Service: Civil Service Job Summary: Performs the full range and variety of human resources management work in one or more of the functional areas in the central human resources department; and performs other related duties as required. Examples of Duties: The following are examples of duties and are not necessarily descriptive of any one position in this class. The omission of specific duties statements does not preclude management from assigning such duties if such duties are a logical assignment for the position. Plans, organizes, coordinates, and implements human resources management activities related to position classification, training, safety and workers' compensation, recruitment, labor relations, or other related functions; Prepares drafts of policies and procedures related to human resources matters or as directed; Provides information and advice to managers and line personnel on matters relating to benefits, EEO/ADA, recruitment procedures, filling of vacancies, interviews and selections, reallocations, promotions, transfers, leaves, and other personnel actions; reviews proposed actions or concerns for propriety and conformance to established rules, procedures, policies, laws, and contractual requirements; Refers to laws, collective bargaining agreements, guidelines, procedures, policies, and other resources to analyze problems and other personnel issues; conducts fact-finding; Discusses and consults with superiors in the central human resources department; compiles information, draws sound conclusions, and prepares reports of findings with recommendations; Provides advice and guidance to management on labor relations matters; works closely with higher level staff in the central human resources department on difficult or novel issues; Researches and analyzes the proper interpretation and application of collective bargaining provisions and various human resources laws and programs; recommends grievance resolutions; Participates in compiling data and preparing statistical information for costing and other labor relations matters; Reviews personnel forms and applications to ensure compliance to laws, provisions of contracts, rules, and procedures, and to ensure timely processing of documents; Reviews, processes, and monitors workers' compensation claims; Coordinates and/or conducts human resources training for employees; coordinates training as requested by managers; Participates on work teams and sub-committees for human resources related projects, as assigned; May conduct routine procedures studies and participates in the development of a procedures manual; May supervise lower-level subordinates as assigned; and Performs other related duties as assigned. Training: Plans, develops, adapts, and revises materials for courses to establish training and employee development programs; Conducts and/or coordinates training for supervisors and lower to middle management personnel; Surveys departments; identifies and evaluates training needs; and recommends course development; Participates in and evaluates the services provided by operating departments to determine training and employee development needs to accomplish County goals and objectives; Determines the type of training and the appropriate techniques required to accomplish the desired training objectives; prepares audio-visual aids and other training media; Arranges and coordinates special and technical training courses; Collaborates with departments to provide mentoring or apprenticeship training programs; Evaluates training courses for adequacy and for completeness in accomplishing desired goals; modifies program and courses to improve effectiveness. Recruitment: Plans examinations for a variety of occupations, including those in administrative, professional, and technical fields; Reviews class specifications, position descriptions, and other source documents; interviews operating officials and subject matter specialists; conducts job analyses to determine the essential knowledge, skills, and abilities required of the job; Determines the methodology of the examination to be used; develops and administers written examinations, performance tests, and training and experience evaluations; Conducts and evaluates reliability and validity studies and other statistical analyses of test materials and results; Screens applications for various types of examinations; recommends equivalency for training and experience substitutions; contacts applicants for clarification of information submitted; explains basis for rejection to applicants; Certifies names of eligible to departments and monitors the placement activities; Makes statistical analyses of test items, test results, and frequency distributions as necessary; Attends job fairs and provides information on County jobs and benefits; monitors counter recruitment activities; Maintains records and logs; updates computer database; prepares operational reports. Classification and Pay: Works with managers and reviews proposals relating to re-organization, re-assignment of duties, and position classification; works with managers and consults with superior to implement changes; Reviews, analyzes, and evaluates positions in relatively well-defined occupational fields or of a non-controversial nature; Conducts studies and comparative reviews using position descriptions, class specifications, organization charts, previous audit reports, classification factors and criteria, and related materials to properly establish the nature and scope of work performed; Develops new job classifications and formulates appropriate minimum qualification requirements after studying pertinent salary relationships internally within the County and with classes in the compensation plans of other State jurisdictions; prepares amendments to existing class specifications as needed; Conducts maintenance reviews of classes of work; completes desk audit of position descriptions submitted; conducts field audits as necessary. Compiles findings and prepares written reports with recommendations; Participates in inter-jurisdictional meetings and reviews relative to classification and pay; Assists in the conduct of maintenance reviews of classes of work; Assists higher level specialist in conducting major classification projects, completing wage and salary surveys, and surveying private and other public employers for wage rates for specific classes of work. Labor Relations: Confers with and advises department/agency heads and specialists on technical matters relating to labor management relations and contract interpretations; Assists departments in the handling of grievances; Investigates labor relations problems and recommends alternatives for resolving the same; Conducts or assists in training sessions on the implementation of collective bargaining agreements for management officials and supervisors; Assists in the development and implementation of amendments to the Rules of the Director, and new or amended County policies and procedures to amend/modify contract language; Assists in the review of union proposals and evaluates their impact on operations, costs, and employee morale; Participates in caucuses to discuss and develop management positions, tactics, and overall strategy in negotiations; Conducts special research, studies, and reports in the areas of wages, hours, terms and conditions of employment, and labor-management relations matters; Assists in the costing of all negotiated settlements and interest arbitration awards for transmittal to County Council for approval; Serves as Employer level hearings officer for grievance arbitration cases, cases before the Hawaii Labor Relations Board (HLRB), and other labor relations matters; Consults with Office of the County Attorney on problems to ensure adherence to laws, regulations, and contracts; Maintains records of issues, problems, intents of contract provisions, etc. Minimum Qualifications: Training & Experience: A combination of education and experience substantially equivalent to graduation from an accredited college or university with a baccalaureate degree in public administration, business administration, political science, psychology, human resources, or a related field, and three (3) years of specialized work experience. Qualifying Specialized Work Experience: Professional work experience in human resources management work that included the analysis of facts and data to resolve problems and recommend appropriate courses of action in area(s) of a human resources program assigned. For additional details about the job and information on minimum qualification substitutions, if any, click here. Work Shift/ Schedule: Monday-Friday (United States of America) Equal Opportunity Employer: It is the policy of the County of Kaua?i that there shall be no discrimination in employment pursuant to Title VII of the Civil Rights Act of 1964