Human Resources Manager B

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Supplemental Information

Job # OMF-View phone number on us.edajobs.com-BE The Louisiana Department of Agriculture and Forestry is an Equal Opportunity Employer and State as a Model Employer (SAME) to promote diversity and inclusion in the workplace. This position (#190494) is located in the Office of Management & Finance, in Baton Rouge, LA, East Baton Rouge Parish. Acting with Ethics and Integrity : The ability to be consistent, honest, and a trustworthy steward of State resources. Communicating Effectively: The ability to relay information correctly and appropriately to connect people and ideas. Demonstrating Initiative: The ability to assess information and take action independently to help the organization achieve its goals. Displaying Professionalism: The ability to recognize how your actions impact the perceptions of both you and your organization. Following Policies and Procedures: The ability to comply with policies and procedures of the organization as well as State Civil Service rules, and all applicable federal and state laws. Influencing Others : The ability to have an intentional effect on aligning stakeholder opinions and behaviors with the goals of the organization. Managing Performance: The ability to direct and to evaluate the work of employees. Managing Projects: The ability to initiate, plan, execute, manage, and close-out all project goals within the established timeline. Thinking Critically: The ability to generate ideas, manipulate ideas, and make unconventional connections to develop original approaches. Training Others: The ability to facilitate the acquisition of work-related knowledge and skills in an effort to improve employee performance.

This position may be filled by probational appointment or promotion of a classified Louisiana Department of Agriculture and Forestry employee serving with permanent status. Applicants who are not permanent employees of Louisiana Department of Agriculture and Forestry will be required to serve a 24 month probationary period. * Resumes WILL NOT be accepted in lieu of completed education and experience sections on your application. Applications may be rejected if incomplete. * To apply for this vacancy, click on the "Apply" link above and complete an electronic application, which can be used for this vacancy as well as future job opportunities. Applicants are responsible for checking the status of their application to determine where they are in the recruitment process. Further status message information is located under the Information section of the Current Job Opportunities page. This agency participates in the E-Verify system for verification of citizenship and employment authorization. All applicants selected for employment must submit to drug screening. If you are contacted for an interview, please let us know at that time if you have a need a special accommodation for a disability. For further information about this vacancy, contact: Brittany Evans HR Analyst Louisiana Department of Agriculture & Forestry 5825 Florida Blvd., Suite 1001 Baton Rouge, LA 70806 View email address on us.edajobs.com The Louisiana Department of Agriculture and Forestry strictly prohibits workplace harassment and discrimination on the on the basis of race, color, gender, sex, pregnancy, age, disability, religion, national origin, military service, sickle cell trait, protected genetic information or other non-merit factor. LDAF also strictly prohibits employment decisions based upon or influenced by such factors.

Qualifications

MINIMUM QUALIFICATIONS: A baccalaureate degree plus four years of professional level human resources experience. SUBSTITUTIONS: a. Six years of full-time work experience in any field may be substituted for the required baccalaureate degree. Candidates without a baccalaureate degree may combine work experience and college credit to substitute for the baccalaureate degree as follows: A maximum of 120 semester hours may be combined with experience to substitute for the baccalaureate degree. 30 to 59 semester hours credit will substitute for one year of experience towards the baccalaureate degree. 60 to 89 semester hours credit will substitute for two years of experience towards the baccalaureate degree. 90 to 119 semester hours credit will substitute for three years of experience towards the baccalaureate degree. 120 or more semester hours credit will substitute for four years of experience towards the baccalaureate degree. College credit earned without obtaining a baccalaureate degree may be substituted for a maximum of four years full-time work experience towards the baccalaureate degree. Candidates with 120 or more semester hours of credit, but without a degree, must also have at least two years of full-time work experience tosubstitute for the baccalaureate degree. b. A Master's in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for one year of the required experience. (The college transcript must indicate the major as business administration, public administration, human resources/personnel, etc. Master's degrees in fields such as marketing, economics, etc. are not acceptable.) c. Possession of a Juris Doctorate will substitute for one year of the required experience. Advanced degrees with less than a Ph.D. will substitute for a maximum of one year of the required experience. d. A Ph.D. in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for two years of the required experience. All advanced degrees will substitute for a maximum of two years of the required experience. e. Certification by the Society for Human Resource Management (SHRM) as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), a Certified Professional (CP) or a Senior Certified Professional (SCP) will substitute for a maximum of one year of the required experience. NOTE: In order to receive credit, your certification must be current (i.e., issued within the last three years). If you have been certified and your certification expires, you must apply for and be re-certified before you can get credit again. Information regarding certification may be obtained from the Human Resource Certification Institute, 1800 Duke Street, Alexandria, Virginia, 22314. Phone: View phone number on us.edajobs.com or Fax: View phone number on us.edajobs.com. NOTE: Human resources experience is that experience gained in an office whose sole responsibility is the administration of a comprehensive personnel program including many if not all of the following programs: recruitment, selection and placement; training; equal employment opportunity; disciplinary and grievance proceedings; classification and wage; payroll; and employee relations OR experience gained in an office whose sole responsibility is the administration of one aspect of a comprehensive personnel program, such as training, payroll, or equal employment opportunity.

NOTE:

Any college hours or degree must be from an accredited college or university.

Job Concepts

Function of Work: To manage all aspects of a human resources program; or to serve as an assistant to a Human Resources Director; or to serve as the chief human resources advisor at a small agency or satellite entity. Level of Work: Manager. Supervision Received: Direct from a Human Resources Director or higher level administrative official. Supervision Exercised: Direct over lower level Human Resources Managers, Human Resources Supervisors and/or Human Resources Specialists and Human Resources Analysts. Location of Work: May be used by all state agencies. Job Distinctions: Differs from Human Resources Supervisor by the presence of management responsibility of a human resources program. Differs from Human Resources Manager A by serving as manager of multiple complex human resources programs. Differs from Human Resources Director by the absence of final authority over a human resources program. Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.

Examples of Work

This position serves as the manager of a comprehensive Human Resources Program. The incumbent assists with providing for the efficient and effective operation of the total human resources function for an extremely complex and highly visible state department under the rules and regulations of the Department of Agriculture and Forestry, state and federal rules, regulations and guidelines, and policies and procedures of the Department. LDAF has an approved TO of over 500 positions, plus approximately 50 unclassified and classified WAE positions. Approximately 60% of the Department's employees are located throughout the state. Incumbent exercises supervision over 3 Human Resources positions, which provides Human Resources support to employees statewide. In addition, LDAF Human Resources provides human resources support to the 44 Soil & Water Districts throughout the state (approximately 250 personnel). 20% - SUPERVISORY DUTIES Oversee and refine employee standards in the Human Resources office to include establishing work standards, monitoring work, and evaluating tasks for effectiveness and efficiency. Interviews, selects trains, and counsels staff. Provides training to lower-level staff members in order to ensure an understanding of all LDAF policies, and procedures associated with the Human Resources program. Ensure compliance with SCS rules, and LDAF policies by conducting audits and maintaining internal records. Identify and recommend improvements to our internal standard operating procedures. Approve leave requests, prepares, and conducts performance evaluations. Responsible for preparing and interpreting statistical data in an effort to address performance indicators and develop new performance indicators for staff. Handle confidential matters with professionalism and discretion. 20% - HUMAN RESOURCES ADMINISTRATION Oversees all Human Resources Functions including Employee Administration, Payroll/Time Administration, Employee Training and Staff Development Program, PES, Classification and Compensation, Benefits, Family Medical Leave (FMLA), Crisis Leave, Employee Assistance, and Grievance programs. Consults with administrators, regulatory agencies, HR Staff and employees regarding HR issues, Civil Service Commission rules, pay computations, LA Careers, certificates of eligible and other HR management issues and relays information to staff. Establishes priorities and work standards of assigned programs in order to meet agency goals and objectives. Develops, implements, monitors, and revises program procedures and guidelines to improve processes and incorporate changes. Develops, maintains, and writes HR and departmental policies and procedures as needed. Recommends new or revised policies and procedures to achieve goals. Counsels management and employees regarding specific H.R. policies and procedures. Reviews and edits policies/procedures for specific sections/units upon request of supervisor to ensure compliance with State Civil Service rules, departmental policy, and state/federal law. Schedules and oversees HR audits of departmental units to ensure that all Departmental policies, State Civil Service rules, and state and federal regulations are followed. Ensures compliance with State Civil Service rules and regulations, departmental policies, and procedures as well as state and federal laws on all personnel actions. Manages special projects for the Human Resources Director, Assistant Commissioner of Management and Finance, and Deputy Commissioner. Serves as a liaison with Civil Service and other regulatory agencies. Explains layoff procedures to employees, managers, and supervisors. Develops and composes layoff plans for submittal to State Civil Service. Compiles information for layoff report. 20% - CLASSIFICATION AND COMPENSATION, EMPLOYEE RELATIONS, WORKERS COMPENSATION Manages the departmental Classification and Compensation, Employee Relations programs, including Family Medical Leave (FMLA), Crisis Leave, Employee Assistance and Grievance programs. Develops and amends (as needed) the agency's written policies and procedures in accordance with federal regulations and state guidelines, and Civil Service rules and regulations. Manages and assists in directing the departmental Classification and Compensation Programs. Ensures that FMLA forms are provided to employees within the time frame per DOL regulations; follow up as necessary. Oversee FMLA tracking to ensure quotas are established, leave is coded properly, and a release is received prior to their return as applicable. Reviews and approves drafted position description forms prior to submission to the Appointing Authority and State Civil Service to ensure accuracy of organizational structure, reporting authority, clearly defined task statements with percentages of time devoted to each task or functional area. Reviews current or existing position description forms to ensure conflicts will not exist. Manages a list of position description update dates and ensures that all are updated as required by Civil Service. Meets with agency managers, supervisors, and employees and advises them on the proper method of completing a position description form which will identify the necessary knowledge, skills, abilities, license, certification, etc. required for the position. Also advises on how to ensure that the position description form reflects the degree of organizational control, level, and frequency of persons with whom in contact, the purpose of oral communication, most complex tasks performed, impact, the consequence of error, physical demands, and hazards associated with the position. Oversees the maintenance of the agency's organizational charts and reviews the necessary updates for submission with position descriptions. Oversees the development of FLSA status determinations (exempt/nonexempt) of employees. Audits positions/employees to determine FLSA status. Recommends to the HR Director FLSA exemption status for all positions. Maintains a roster of the current FLSA status of all departmental classifications in use. Serves as the Crisis Leave Coordinator for the Department. May advise supervisors and managers of options and responsibilities for employees or taking disciplinary actions. Assists the Director in counseling employees and supervisors to attempt to resolve problems to avoid grievances or disciplinary actions. Directs the department's Worker's Compensation program. Ensures that buy-backs are processed timely and accurately. Maintain files and ensure confidentiality. Coordinate with staff responsible for FMLA, if applicable. Oversee all requests to fill requests ensuring that all positions are actual T.O. vacancies and in the correct parish prior to posting. Update the position description prior to posting, if necessary. Oversee the FFCRA leave requests and ensure that employees requesting leave have their quotas established if they meet the eligibility requirements. Track return to work and send notifications to the appropriate personnel. Coordinate with staff responsible for FMLA, if applicable. Reviews and approves all special pay requests including State Civil Service rule 6.5(g), optional pay, etc. Ensures all documentation is provided and research to ensure it is in compliance with State Civil Service and LDAF rules/policies. 20% - BENEFITS Oversees and assists in directing the departmental Benefits program by overseeing the enrollment of employees into the various benefits and options offered and ensuring that all essential program components and options (retirement, insurance programs, and deferred compensation) are adequately explained to all employees. Develops memoranda and informational materials to address user needs as programs change. Must have extensive knowledge of all retirement and benefits plans. (LASERS, TRSL, OGB, LSU Health First, Parochial, etc.) Responsible for overseeing that monthly invoices and reports from Group Benefits and the Flexible Benefits Program are reconciled and that corrections and payments are made in a timely manner. Regularly assists subordinate Human Resources staff in resolving problems that are non-routine or more complex in nature. Provides guidance and direction to employees and staff in various retirement systems. 10% - ASSISTANT TO THE HUMAN RESOURCES DIRECTOR Represents the Department in court subpoenas duces tectum for production of and testimony on personnel and pay records. Serves as liaison between the Department and the Department of Civil Service on all necessary substantive business matters. Represents the Department before the Civil Service on all matters requiring their approval and all other matters as required. Serves as departmental representative and/or coordinator for special human resources management projects in coordination with Department of Civil Service and Division of Administration. Participates in manpower planning activities designed to determine proper size and level of staffing and the most advantageous and efficient organizational configuration for existing and new sections/ units. Directs, in the absence of the Human Resources Director, human resources programs. 10% - HUMAN RESOURCES INFORMATION SYSTEMS / PES Manages a comprehensive information records system (ISIS-HR) for processing and maintaining personnel/positions records on all active and inactive classified and unclassified employees and position records of the department ensuring adequate records are maintained by all subordinates for budget purposes, questionnaires, statistical data, and compliance with State Civil Service rules. Makes recommendations for development and enhancement of HR computer systems to the HR Director. Monitors vacant and filled positions and ensures that the Department remains balanced in all budgeted programs. Compiles statistical data for the budget process as needed. Ensures that positions are allocated to the proper costing. Assists the Human Resources Director with budget preparations for the Human Resources Office and developing strategic long-range plans. Oversees the management of the departmental PES program. Ensures supervisors comply with Departmental and Civil Service policy and procedures. Maintains a list of supervisors who are non-compliant and ensures that they do not receive performance adjustments. Prepares the annual PES reports for the Department of Civil Service. Performs other related duties as assigned. Functional Requirements:

• Prolonged sitting at workstation
• Occasional bending or kneeling
• Light to moderate lifting

Environmental Factors:

• Working indoors
• Exposed to dust