Human Resources Specialist III - Temporary Full-Time (SR-22)

Human Resources Specialist III

IMPORTANT: SR-22 (Appointment may be made at any rate within the salary range from $5,369, SR-22D to $5,811, SR22F, per month at which appropriate qualified employees can be verified.) Performs the full range and variety of assignments pertinent to one or more of the major functional areas of human resources management; and performs other related duties as required. Distinguishing Characteristics: This class differs from the Human Resources Specialist II in that the Human Resources Specialist III independently performs the full range and variety of assignments pertinent to one or more of the functional areas of the County's human resources program within the central human resources agency; whereas the Human Resources Specialist II independently performs assignments of moderate difficulty in one or more of the functional areas of human resources management. This class differs from the Human Resources Specialist IV in that the Human Resources Specialist III independently performs the full range and variety of assignments pertinent to one or more of the functional areas of the County's human resources program within the central human resources agency; whereas the Human Resources Specialist IV performs as a staff specialist in the central human resources agency, regularly carrying out the most difficult and complex assignments in one or more of the functional areas of human resources management.

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.

• Reviews, analyzes, and allocates positions in a variety of occupational fields, including those of a difficult and novel nature and at administrative, professional, and technical levels;
• Studies organization charts, position descriptions, class specifications, and other materials and makes field and desk audits to ascertain the nature, scope, and level of work performed;
• Develops new job classifications as required, and formulates appropriate minimum qualifications;
• Prices new classes after studying salary relationships within the County's compensation plans as well as with other jurisdictions' compensation plans;
• Prepares written reports of findings and recommendations;
• Participates as a data collector of wage and salary surveys;
• Prepares correspondence relating to actions taken or contemplated on positions under review;
• 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, and conducts job analyses in order to determine the essential knowledge, skills, and abilities required of the job and the nature, scope, and methodology of the examination to be used;
• Develops and administers written and performance tests, as well as 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 equivalents for training and experience substitutions;
• Contacts applicants for clarification of information submitted;
• Explains basis for rejection and provides employment counseling to applicants;
• Gives talks before various community groups and provides information on employment opportunities;
• Participates as a member of the County's labor management relations team in negotiating contracts for assigned bargaining units and in administering negotiated contracts;
• Reviews union proposals and evaluates impact on operations, costs, and employee morale, etc.;
• Conducts research on existing practices within the County as well as in outside jurisdictions;
• Participates in caucuses to develop management positions, tactics, and overall strategy in contract negotiations;
• Confers with, advises and assists departmental staff in applying contract provisions to problem situations;
• Participates in the development of administrative manuals to interpret contract provisions;
• Assists departmental staff in processing grievances;
• Consults with legal staff on problems to ensure adherence to laws, regulations, and contracts.

Minimum Qualification Requirements

Training and Experience: A combination of education and experience substantially equivalent to graduation from an accredited college or university with a bachelor's degree in industrial relations, public or business administration, political science, psychology or a related field and two and one-half years of progressively responsible professional work experience in human resources management in such functional areas as classification and compensation, recruitment and examinations, labor management relations or other related areas, one year of which shall have been representative of work at the next lower level. License Requirement: Possession of a motor vehicle operator's license valid in the State of Hawaii (equivalent to Hawaii Type 3). Knowledge of: government organization and functions; merit system philosophy; principles of public human resources administration; basic principles relating to organization and management; local and state laws, rules and regulations, and contractual provisions governing public employment; methods and techniques for evaluating and analyzing facts, information, and issues to resolve problems; report and letter writing; research and statistical methods and techniques; interviewing principles and techniques; various kinds of occupations and the sources of occupational information; working details and principles, concepts, and processes applicable to the functional areas of human resources management involved; current practices and trends in human resources management. Ability to: apply the principles, methods, and techniques of human resources management applicable to the functional areas assigned; interpret and apply pertinent laws, rules and regulations, and contractual provisions; elicit and obtain pertinent factual data, analyze and make sound recommendations as to the action to be taken; research data and prepare clear and concise reports; express ideas logically, both orally and in writing; organize the study of complex issues and make effective presentations on such issues; deal tactfully and effectively with other employees, operating officials, and the general public; follow oral and written instructions. Health and Physical Condition: Persons seeking appointment to positions in this class must meet the health and physical condition standards deemed necessary and proper for performance of the duties. Physical Effort Grouping: Light

Supplemental Information

TEMPORARY POSITIONS: Employees appointed to temporary positions may also gain membership in the civil service upon satisfactory completion of an initial probation period of at least six months. Once you become a member of the civil service, you become eligible to apply for promotion and transfer opportunities to permanent as well as other temporary positions.