Supervise and manage the Classification and Selection Unit. Hire, coach, develop, and direct analytical staff who are responsible for providing hiring consultation to managers and supervisors. Provide consultation to staff and management on the most difficult and sensitive personnel issues. Serve as subject matter expert. Interpret and apply laws, rules, regulations, MOU provisions, departmental policies and recommend new or modification to HR Forms and policies. Make and implement personnel management decisions including appointments, position allocation, organizational changes, and employee recruitment and selection. Provide regular and timely written performance appraisals to staff. Establish reasonable deadlines and monitor staff workloads to ensure work is being completed accurately and timely. Participate in Control Agency audits such as State Personnel Board Compliance Review audit. Document and share lessons learned with staff to improve processes/procedures, forms, and improve customer service while maintaining compliance. Provide training on the civil service hiring process to staff, personnel liaisons, and hiring managers.

Responsible for the supervision and management of the Performance Management Unit. Personally perform the most difficult or sensitive personnel work, serve as a subject matter expert, accurately interpret and apply civil service laws, rules, regulations, applicable MOUs, policies, procedures, and guidelines; and consult with management on a variety of personnel matters. Hire, train, develop, and provide performance feedback to staff; plan, organize, direct, and evaluate the work of staff; provide advice and consultation to staff, management, and executive leadership. Advise, assist, prepare, and review counseling memorandums, letters of instruction, and make recommendations for rejection during probation and adverse actions. Advice on proper documentation of performance evaluations and probation reports. Serve actions, LT, and LEAP termination notices to staff within the department as needed. Collaborate with Labor Relations, Medical Managment, and Legal Affairs to ensure disciplinary issues are handled appropriately. Provide performance management training to departmental leaders; solicit feedback and recommendations to continually improve training and consultation that best fit the needs of the department. Represent HR in meetings; establish and maintain positive working relationships with departmental and control agency staff. Conduct regular staff meetings. Stay current on supervisory and PMU/PMPD topics by attending training, webinars, and monthly forums.

Supervise and train analysts in completing high-level special projects and assignments that uphold the State’s classification and pay plan. Tasks include, but not limited to analysis of allocations and organizational structures; direct the investigation and response preparation of grievances and merit issue complaints; direct staff in conducting audits, including the preparation of written reports of findings and recommendations for corrective actions. Initiate and/or recommend classification projects, including but not limited to classification specification revisions, establishing new classifications and abolishing classifications. Identify and/or recommend procedural changes and other special projects such as alternate range criteria revisions, bargaining unit change implementation, recruitment, and retention issues.

Coach, develop, and direct analytical staff who are responsible for providing personnel management consultation to managers and supervisors. Provide consultation to staff and management on the most difficult and sensitive personnel issues. Interpret and apply laws, rules, regulations, MOU provisions, departmental policies and recommend new or modification to HR Forms and policies. Make and implement personnel management decisions including appointments, position allocation, organizational changes, employee recruitment and selection, and employee performance management. Provide regular and timely written performance appraisals to staff. Establish reasonable deadlines and monitor staff workloads to ensure work is being completed accurately and timely.

Conduct compliance reviews of departments’ personnel practices related to compensation, position allocation, appointments, and other related areas to ensure state agencies are in compliance with civil service laws, rules, and policies; as well as identify and share best practices identified during the reviews. Prepare compliance review reports for management review. Ensure compliance review findings are properly documented and supported. Interpret and explain civil service laws, rules, and policies and how departments’ personnel management practices can be improved to comply with statute, regulation, and policy. Provide recommendations for corrective actions. Monitor and report on departments’ compliance with corrective actions. Inform management of emerging issues and provide updates on the status of compliance reviews.

Primary Office of Personnel Services (OPS) contact for assigned programs and institutions. Independently research, review, analyze, interpret and apply laws, rules, regulations, memorandums of understanding, policies, and practices to make recommendations on position allocation, recruitment, and hiring/appointment process, transfer determinations, out of class assignments, hire above minimum requests, training and development assignments, limited-term appointments, LEAP, etc. Consult and collaborate with business partners on classification and compensation to develop strategies that will meet the organization's operational needs. Verify candidate eligibility and qualifications and calculate alternate range placement. Use the HR functions within the SAP program, "BIS" to complete tasks related to the review and approval process of Requests for Personnel Action (RPA) and hiring documents. Keep abreast of trends related to classification and compensation issues and develop resolutions, make appropriate recommendations, and implement approved resolutions and recommendations.

Responsible for providing the full-range of personnel management functions: research, review, analyze, interpret, and apply laws, rules, regulations, policies, and practices to resolve a variety of personnel management issues and inquiries. Consult and collaborate with business partners on classification, compensation, selection, and performance management to develop strategies that will meet the organization’s operational needs. Evaluate and analyze requests for personnel action to determine if the request meets allocation standards, as well as the classification structure of the organization. Consult with managers on various hiring methods and issues to meet specific needs such as position establishment, appropriate position allocation, limited-term appointments, out-of-class assignments, reorganizations, hire above minimum, and training and development assignments. Verify candidate eligibility and qualifications, complete salary determinations, and calculate alternate range placement. Keep abreast of trends related to classification and compensation issues and develop resolutions, make appropriate recommendations, and implement approved resolutions and recommendations.

Perform complex analytical work on assignments and projects associated with Human Resources processes, policy development and improvement, communications, technology system solutions and all aspects of HR Division operations. Primary coordinator of the Background Investigation and Employee Relationship Policy processes: monitor and maintain multiple Outlook mailboxes to provide guidance and assistance with inquiries regarding issues or questions regarding the process or policy; develop and coordinate the review and follow-up of required documentation to appropriate parties and maintenance of relevant documents; use SharePoint to record, edit and track required data and information. Receive and prepare invoices for the receipting process. Using SAP system, submit new contracts and contract amendments; research and resolve discrepancies to reconcile HR budget and accounting financial records. Proactively review, update and coordinate the revision of HR Division policies, procedures, process documentation, and internal and external forms.

Consult and collaborate with business partners on all facets of personnel management, including: classification, compensation, selection (recruitment and examinations), and performance management to develop strategies that will meet the organization’s operational needs. Evaluate and analyze requests for personnel action to determine if the proposal meets allocation standards, as well as the classification structure of the organization. Research, review, analyze, interpret, and apply laws, rules, regulations, policies, and practices to resolve a variety of personnel management issues and inquiries.

Technology Services Branch Personnel Liaison, Attendance Coordinator, Training Coordinator, Onboarding Coordinator, and Administrative Support: Prepare Request for Personnel Action (RPA) packets and all hiring documentation; draft duty statements and classification change justifications; analyze proposed job advertisements and duty statements to ensure accuracy and compliance with class specifications. Assist HR with any time sheet and leave balance questions for Technology Services staff; audit and organize staff monthly time sheets and submit to HR. Manage the Technology Services Branch employee onboarding and separation process. Coordinate staff training registration, payment, and maintain training records. Maintain vendor listing. Use SAP system to initiate payment of training courses.

Business Entities Section (BES) Training & Procedures Team, Quality Control Group, and Tax Return Processing Units: Working-level supervisor processing and quality reviewing Business Entity Tax Returns and Payments (for Corporations, Limited Liability Companies, and Partnerships), and analyzing Bill Notices and Refunds. Add taxpayer accounts to the Business Entity Tax System (BETS). Administrator for web and mainframe system access (IDAX, BETS, PAWS, INC). Grant, revoke, and audit access. Work with Information Security Office, systems support teams, and Sections Managers to ensure appropriate access is provided to staff. Organize and facilitate New Hire Call Back Orientation classes, create training schedules, delegate training staff to develop and facilitate training classes for Corporation, LLC and Partnership return processing. Assist staff to maintain quality and production goals by acting as a coach and providing expectations and statistical feedback. Conduct weekly team meetings. Assist with defining budgetary needs including resources, office equipment, supplies, and workload projections. Update and maintain the BES Supervisor Manual.

Plan, organize, and assign work in the Information Capture and Banking Section. Monitor the quality and quantities of the work produced so that customer needs and budget allocations are met. Ensure that supervisors and staff are knowledgeable of and consistent in following the section and departmental procedures, rules and policies. Assist units with resource needs, identifying and providing – where possible- staff with required skills and capabilities. Prepare correspondence, reports, and memos regarding business and personnel issues as needed. Offer guidance in preparation and timeliness of written reports submitted by supervisors including performance evaluations and documentation of personnel issues.