Personnel Recruiter Job Description Sample
Personnel Services Officer I/Ii
Benefits Supplemental Questions
One vacancy with the Health and Human Services Agency in the Human Resources Department, located in Visalia. This recruitment will establish an employment list for the existing vacancies and future vacancies in other County departments. The anticipated life of the list is six months.
Work Schedule: Monday through Thursday
9 hours per day; Friday
4 hour day.
Level I: $4,901 - $5,973
Level II: $5,413 - $6,597
Personnel Services Officers may perform an array of generalist duties within a department and in the human resources field. Duties may include but are not limited to the following areas. Review and approve personnel transactions involving hiring, promotion, demotion, discipline, or transfer for consistency with County and department procedures; develop, implement, and interpret departmental personnel policies; develop and coordinate departmental personnel selection procedures; maintain departmental personnel records and monitor the processing of all personnel transactions; establish and maintain position control records; serve as liaison with the County Human Resources & Development Department in advising management in personnel matters pertaining to departmental personnel policies and standards; recommend changes or additions to County Personnel policies to facilitate operation of the department; participate with management in obtaining optimum development and utilization of human resources of the department; advise department managers of the personnel implications of management decisions; assist in the administration of the departments' employee relations program; meet with employees, employee groups, and employee relations staff to discuss and resolve employee grievances and complaints; counsel and instruct supervisory personnel at all levels on employee relations practices and techniques in order to ensure consistency is maintained; conduct studies of turnover, absenteeism, and other personnel matters; advise the County Human Resources & Development Department of departmental recruiting needs; prepare employee performance evaluations; prepare memos, letters and reports; serve as the departmental Civil Rights Officer with respect to public assistance programs; assist with recruiting on college campuses and at professional conferences; investigate allegations of discrimination and sexual harassment; conduct training for departmental staff concerning human resources issues; travel and attend various meetings within Tulare County and regional human resources trainings.
Education and Experience
Any combination of education and experience that would likely provide the necessary knowledge, skills and abilities is qualifying. A typical way to obtain the knowledge, skills and abilities would be:
Level I: Graduation from college with major course work in public, business or personnel administration and two years of progressively responsible experience as a human resources/personnel generalist.
Level II: Requires three years of progressively responsible experience as a human resources/personnel generalist.
Knowledge of: Affirmative Action/Equal Employment Opportunity principles and guidelines; principles and practices of personnel administration; counseling and interviewing principles and techniques; math sufficient to gather data for statistics and compute means and percentages. Level II also requires knowledge of principles and practices of supervision.
Skill/Ability to: Read and interpret complex rules, regulations, policies and procedures; write clear, concise, grammatically correct case reports, records and letters; give and follow verbal and written instructions; keep systematic and accurate records; facilitate interaction with staff on issues involving grievances, complaints, personnel process feedback, and staff development; define problems, collect and analyze information, draw valid conclusions, and make appropriate recommendations; maintain confidentiality of all information and materials; provide training and instruction to staff; develop and implement policies and procedures; prepare, organize and give oral presentations; counsel individuals with discrimination complaints; establish rapport and maintain effective working relationships with County personnel, management employees, employee representatives and the public; communicate effectively with individuals and groups of various socio-economic and educational backgrounds.
License and Certificate: Possession of, or ability to obtain, an appropriate and valid California drivers license.
Desirable Employment Standards
Knowledge of: Strategic planning, and consulting; advanced knowledge of organizational development philosophies and practices; highly developed Interpersonal, verbal and written communication skills; basic comprehension of County personnel rules and procedures; training methods and techniques; CALOSHA regulations and compliance methods; programs associated with public assistance and social services; recruitment and selection methods and techniques; laws and regulations governing employee relations. Prior disciplinary experience is highly desirable.
Skills/Abilities to: Demonstrate strong collaborative skills to build and maintain proactive, positive relationships with clients; be creative and resourceful in generating and presenting new ideas and innovative solutions.
Conditions of Employment
Candidates selected will be required to pass a pre-employment drug and alcohol screening. Additionally, a background investigation may also be conducted. Some job classes may also require a physical exam.
College Cost Reduction Access Act
This may be a qualifying position for student loan forgiveness through the College Cost Reduction and Access Act (CCRAA). Only student loan payments made after October 1, 2007 and in a qualified repayment plan are eligible. For more information you are encouraged to speak with your student loan servicer or visit: http://studentaid.ed.gov/repay-loans/forgiveness-cancellation.
Personnel Assistant (2970-183)
Applies advanced skills and experience in processing personnel transactions, detailed knowledge of Federal HR business processes to administer HR processes in at least two HR functional areas.
Conducts employee recruitment and internal placement.
Provides HR process services and interacts withclients. For example, may be asked to perform some of the following tasks:
Develop or interpret HR policy or guidance
Process personnel transactions into Human Resources Information Systems (HRlS)
Prepare HR reports and analytics experience in Federal Human Resources (HR) business processes with knowledge and skill in at least two other types ofHR functional areas.
- Associates Degree or High School DiplomalGED.
Applies advanced skills and experience in processing personnel transactions, detailed knowledge of Federal HR business processes and supervisory skills to administer HR processes in at least two HR functional areas.
Conducts employee recruitment and internal placement.
Provides HR process services and interacts with clients at the supervisory level and/or provides HR advisory services to Federal HR policy and operations specialists.
Legal Assistant 4 With In-Training, Labor And Personnel Division, Attorney General's Office
This position will remain open until a sufficient number of qualified candidates have applied. First review of applications is expected to occur on 6/14/2018 and will be ongoing.
It is in the applicants' best interest to submit their application materials as early as possible. The hiring manager reserves the right to make a hiring decision at any time. This job posting may be closed at any time without notice.
The AGO serves more than 230 state agencies, boards, commissions, colleges and universities, as well as the Legislature and the Governor. The mission of the Office is to deliver the highest quality professional legal services to officials, agencies, and citizens of the state of Washington.
The Office is comprised of over 550 attorneys and 700 professional staff. Diversity is critical to the success of the mission of the AGO. It is the recognition, respect, and appreciation of all cultures and backgrounds and the fostering of the inclusion of differences between people.
Appreciating, valuing and implementing principles of diversity permits AGO employees to achieve their fullest potential in an inclusive, respectful environment. The core values of the AGO are served by a strong commitment to the value of diversity and by promoting an inclusive workplace.
For more information about the AGO, we encourage you to review the Office's newest Annual Report which can be found HERE.
Do you want to be a part of a diverse team that is making a difference? View our VIDEO to learn more about the Washington State Attorney General's Office.
The Attorney General's Office is recruiting for a permanent full time Legal Assistant 4 in the Labor and Personnel Division. This position is located in Tumwater, Washington. Note: there is the possibility of an in-training from the Legal Assistant 3 level.
The Labor and personnel Division is comprised of 19 attorneys and 11 professional staff located in Tumwater, Tacoma, and Spokane. The division provides specialized employment and personnel-related legal services and expertise to Washington State agencies, boards, commissions and institutions of higher education.
The salary listed above is for the Legal Assistant 4 level. Applicants qualifying at the Legal Assistant 3 level will start at a salary range 44 ($38,222 - $50,004 annually) and after successful completion of the in-training will move to the Legal Assistant 4 range.
This position supervises legal support staff, performs legal support functions, and is a member of the Labor and Personnel Division's Management Team.
Duties include, but are not limited to:
Supervision: Supervises, trains and coaches legal support staff, schedules and conducts staff meetings, determines the distribution of subordinates' workload to resolve workload conflicts, drafts new office procedures and updates office manuals to maximize the efficiency and operations of a legal office.
Coordinates with the Administrative Operations Manager and other division managers to plan, lead, and organize the work performed by office staff. Assists with the hiring, evaluation, and corrective action of designated staff.
Has the authority to approve leave for employees under direct supervision. Assures appropriate and optimum use of the organizations resources and enhances the effectiveness of employees through timely appraisal and professional development opportunities.
Management Team: Attends regular and special management meetings, participates in division business planning, models and provides leadership to promote teamwork, motivates staff and produces high quality services.
Analyzes issues and trends, researches problems and provides/collects data. Prepare and provides reports as directed and assists in the preparation of quarterly reports by utilizing CMS.
Legal Support: Maintains an expert working knowledge of the procedures for electronic filings, as well as the rules and procedures for filing in federal, state, and appellate courts.
Reviews legal documents for proper format and ensures court rules are followed; drafts and prepares pleadings, discovery, and case information. Proofread, format, and finalize letters, memos, reports and pleadings.
Compiles exhibits/attachments, maintain service lists, and ensures that legal documents are prepared and processed to meet legal requirements and all filing deadlines. Schedules mediations, hearings, depositions, arbitrations and meetings. Organizes and prepare litigation documents for trial and/or hearings.
Keeps attorneys informed of upcoming deadlines. Acts as backup to the Critical Events Reader.
To qualify at the Legal Assistant 4 level:
Option 1: High School diploma or equivalent and five years of experience in a legal environment in support of an attorney, administrative law judge(s), review judge(s) or equivalent including at least two years of supervising, leading, mentoring, coaching or training experience;
Option 2: One year as a Legal Assistant 3;
Option 3: A combination of six years of college education and/or relevant experience including at least two years of supervising, leading, mentoring, coaching or training experience.
To qualify at the Legal Assistant 3 level:
Option 1: High School diploma or equivalent and four years of experience in a legal environment in support of an attorney, administrative law judge(s), review judge(s) or equivalent;
Option 2: One year as a Legal Assistant 2;
Option 3: A two-year degree in Legal Secretary Studies, Paralegal Studies or related field of study plus 2 years of legal office experience.
A Bachelor's degree may substitute for the Legal Secretary or Paralegal degree.
Applicants for legal assistant positions with the Attorney General's Office are required to take a skills assessment prior to appointment in our agency.
In addition to completing the online application, applicants must attach the following documents to their profile in order to be considered for this position:
- A letter of interest, describing your specific qualifications for the position;
- A current resume detailing experience, education, and current salary.
READ THE FOLLOWING INFORMATION COMPLETELY:
Carefully review your application for accuracy, spelling and grammar before submitting.
You may not reapply to this posting for 30 days.
The initial screening of applications will be solely based on the contents and completeness of the "work experience" and "education" sections of your application in www.careers.wa.gov, completeness of the application material submitted, and responses to the supplemental questionnaire.
A resume will not substitute for completing the "work experience" section of the application.
All information may be verified and documentation may be required.
The Office of the Attorney General is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental or physical disability or the use of a trained dog guide or service animal by a person with a disability.
Persons requiring reasonable accommodation in the application process or requiring this announcement in an alternative format may contact Tracy Robinson at (360) 586-7693 or Washington Relay Service at (800) 676-3777 or www.washingtonrelay.com.
For questions regarding this recruitment or assistance with the application process, please contact Judith Vandergeest at (360) 586-7691 or firstname.lastname@example.org.
If you are having technical difficulties creating, accessing or completing your application, please call NEOGOV toll-free at (855) 524-5627 or email@example.com.
Legal Personnel & Development Coordinator (1101-437)
Responsible for supporting the effective, efficient, and consistent delivery of programs and projects in alignment with the Firm's overall competency-based talent management program for lawyers, primarily focusing on legal personnel initiatives with the expectation of additional support for training and development, recruitment, and diversity initiatives as needed.
PRINCIPAL DUTIES AND RESPONSIBILITIES*
Legal Personnel and Development:
In collaboration with the Legal Personnel Manager, cultivates strong working relationships with and provide ongoing support, guidance, and assistance to members of the Associates, Senior Associates and Counsel Committees and to their associate and counsel mentees.
In collaboration with the Legal Personnel team, coordinates the semi-annual evaluation processes for associates, senior associates, counsel, special counsel, discovery attorneys, attorneys, and staff attorneys.
In collaboration with the Legal Personnel team, coordinates the annual attorney compensation process.
Coordinates all aspects of the attorney departure and transition process. Maintains the departure procedures document and updates as necessary. Assists Legal Personnel Manager with exit interview analysis.
Responsible for developing a comprehensive knowledge of all firm policies and practices as it relates to attorneys and works to ensure the appropriate implementation of each.
Works with various individuals within the firm to ensure the appropriate reimbursement of expenses as well as tracking and paying of vendor bills in accordance with firm policies
Compiles and analyzes statistical information and creates necessary reports to assist with various information requests and survey submissions.
Updates PeopleSoft as needed. Maintains all attorney personnel information, files, and records to ensure accuracy and confidentiality of the same. Updates firm distribution lists as necessary.
Closely tracks attorney vacation time. Communicates with attorneys regarding their vacation time as needed. Learns and understands the firm's leave and reduced hours policies. Takes the lead on communication with attorneys regarding leaves. Closely tracks leave and reduced hours' time.
Supports local office programming of the Work-Life-Balance Committee.
Completes monthly reporting for attorneys not admitted to practice and conducts necessary follow up to ensure individual compliance.
Assumes other duties and responsibilities as assigned.
Professional Development and Training:
Coordinates the legal development and training programs for attorneys including new attorneys and summer associates.
Works with internal presenters to develop and deliver effective training.
Manages all logistics of meetings and programs including scheduling, vendor support, securing of meeting rooms, meeting room preparation, on-site coordination, and trouble shooting.
Coordinates other training and development as well as more general attorney programs and processes which may include, but not be limited to, new associate orientation/onboarding, retreats for new Senior Associates, Counsel, Special Counsel, and Partners, upward evaluations, and other related programs such as individual development plans.
Manages all logistics of meetings and programs including scheduling, vendor support, securing of meeting rooms, meeting room preparation, on-site coordination, and trouble shooting.
Works with the Professional Development and Training Managers and other training and development team members to identify and address training and development needs, develop curriculum, and implement programs to maximize effectiveness and quality.
Acts as liaison with and offers related support to appropriate committees and legal departments/practice groups to ensure attorney training and development program goals are identified and met. Engages with associates, counsel, partners, and related committees to remain knowledgeable about needs and obtain current feedback.
Keeps abreast of trends in legal training and development for attorneys. Makes recommendations around program creation.
Creates meaningful evaluative process for all training and development programs to include survey creation and administration and results collection and tabulation; analyzes results for trends and developmental gaps; developmental gaps; develops recommendations based upon results. Assists with creating and implementing attorney training and development policies and procedures.
Complies and analyzes training and development statistics for attorney and firm metrics reporting and external survey purposes in various Attorney Management Systems and in collaboration with other administrative departments (e.g. HR and IS).
Assumes other duties and responsibilities as assigned.
In collaboration with the Legal Recruitment Manager, successfully designs, effectively and efficiently coordinates, and evaluates all aspects of the firm's Summer Associate Program including, pre-arrival processes and communications, orientation, mentoring program with partners and associates, social and community service events, diversity events and initiatives, educational and special firm programming.
In conjunction with Hiring Partner, Summer Program Co-Chairs, Practice Managers, and the Recruitment Manager, generates interest and solicits substantive summer associate work assignments and observational opportunities from the firm's practice areas and pro bono programs. Manages the workload reporting system and evaluation process for summer associates.
In collaboration with the Legal Recruitment Manager, effectively and efficiently coordinates the law school student recruitment process including supporting efforts for the firm's branding initiatives and targeted law school communications. Facilitates the selection and scheduling of law schools for campus interviews. Schedules student and attorney interviewers for on-campus and in-office interviews. Coordinates and reviews interview feedback and facilitates the hiring decision process with the Hiring Committee; participates in follow-up activities and monitors the effectiveness of follow-up activity with offerees. Coordinates recruitment receptions, offer dinners and functions, both in-house and on-campus for assigned schools.
Coordinates diversity presentations and receptions on-campus and related outreach to student groups.
Ensures accuracy of recruitment and interview process data and assists with Affirmative Action plan compliance and reporting.
Drafts, processes, and files related recruitment correspondence; runs background checks for all new hires and demonstrates sound judgment when elevating issues as needed.
Compiles and analyzes recruitment statistics both in preparation for and during the recruitment season for Hiring Committee meetings and ongoing for general firm metrics reporting and external survey purposes.
Aids in the effective engagement and ongoing relationship building with law schools and law student groups throughout the calendar year (e.g. panel presentations for 1Ls, events and sponsorship opportunities, communications, etc.).
Coordinates the recruitment of judicial clerks and aspects of the lateral attorney recruitment process.
Coordinates all aspects of the arrival process for lateral hires, incoming attorneys, staff attorneys, and technology specialists. Provides substantive feedback and methods for improving and expanding the process.
Assumes other duties and responsibilities as assigned.
Diversity and Inclusion:
Assists with planning and coordinating various firm-wide and local Diversity and Inclusion programs, events, and meetings, including securing of meeting rooms, meeting room preparation, on-site coordination, and trouble shooting.
Serves as local office liaison for the Women's Leadership Initiative Steering Committee and Diversity Committee, responsible for the execution of local office events and programs.
Provides support to both the firm-wide Director and Manager of Diversity and Inclusion on various initiatives, including responding to RFP's and other requests for data, as well as other projects supporting Diversity and Inclusion at the firm.
Serve as a member of the local Diversity Committee staff, participate in Diversity Committee and Subcommittee meetings, and prepare initial draft of meeting minutes. Cultivate strong working relationships with and provide ongoing support, guidance, and assistance to the local Diversity Committee members.
Provide initial draft of various diversity-related communications for the firm-wide Director and Manager of Diversity and Inclusion's review and finalization.
Coordinate and oversee local diversity sponsorship programs and events, including tracking attendance, and securing payment.
Update affinity group distribution lists as necessary.
Assumes other duties and responsibilities as assigned.
- In alignment with the firm's strategic goals, objectives, and initiatives, assists with the annual budget preparation and monthly monitoring of accounts, anticipates and resolves discrepancies, handles related payments, reimbursements, and issues.
- Contributes to the Firm's Service Excellence initiative to consistently improve its image internally and externally. Display professionalism, quality service and a "can do" attitude to internal members/departments of the firm as well as external clients and vendors via electronic and print correspondence, over the telephone and in-person.
Excellent oral and written communication skills.
Strong teamwork skills.
Excellent technical skills required, including proficiency in Microsoft Outlook, Word, PowerPoint, and Excel. Proficiency in talent management software systems preferred such as viDesktop, LawCruit, and PeopleSoft.
Excellent organizational, planning, and problem-solving skills, and superior attention to detail required.
Excellent analytic skills are required, including the ability to compile, review and determine logical conclusions or recommendations based on data or information that is varied in content or format.
Excellent interpersonal skills required.
Ability to juggle multiple responsibilities; ability to take initiative and work independently with minimal supervision.
- Bachelor's degree or equivalent experience is required.
One to three years of experience, preferably in law firm or other professional services firm.
Experience working in a professional environment and interfacing with significantly senior colleagues is required.
Prior experience working independently or with little supervision on some projects.
Equal Opportunity Employer/Females/Minorities/Veterans/Disability
Personnel Services Manager
SALARY: $82,069.73 - $112,078.34 Annually
We are currently accepting applications for the Sheriff's Office. The current vacancy is in Santa Barbara.
We are seeking a Personnel Services Manager who has experience working in the public sector, such as a county, city or special district.
Have a high level of professional knowledge, enthusiasm, energy, and business experience is required to support the management team.
Manage a functional bureau of the Sheriff's Office, overseeing and directing the work of sworn and unsworn; 1 Personnel Supervisor, 1 Personnel Recruiter, up to 8 background investigators, 3 Administrative Office Professionals and 1 Polygraph Operator.
Manage a $2.1m budget
Prepare and present reports and plans to Sheriff's Office executives and other county entities
Coordinates ongoing approvals related to retiree identification cards and concealed weapons authorizations
The Personnel Services Manager will partner with the Human Resources Department to ensure consistency of application in employment/personnel related policies and practices. Additionally the Personnel Services Manager will participate in training and adhere to County HR principles pertaining to interpreting and applying memorandum of understand (MOU), Civil Service Rules, leave practices, disciplinary issues, etc.
Ensures bureaus compliance set forth by the California Commission on Peace Officer Standards and Training (POST)
Ideal Candidate Profile:
Excellent verbal/written communication skills
Ability to effectively manage multiple situations occurring simultaneously
Strong understanding of best practices in performance management
Leave management experience
Advanced in using MS Office Suite
Experience conducting personnel investigations
Knowledge of disciplinary process in unionized environments
Experience interpreting and applying Memorandum of Understanding, Civil Service Rules and Policy and Procedures
An admission of having committed any act amounting to a felony within five years in California, or in another state which would be classified as a felony in California
An adult felony conviction in California, or with a conviction for an offense in another state which would be classified as a felony in California
Currently on Probation or Parole
Adult felony and/or misdemeanor conviction(s) may be disqualifying depending on type, number, severity, and how recent
Conviction of/or sustained petitions for any sex crime
Recent use and/or possession of illegal drugs; Failure to reveal prior use will be disqualifying
Unfavorable work history
Recent poor credit history
History of committing domestic violence
Dishonesty or failure to reveal pertinent information
Adult Use of Marijuana Act (Proposition 64) and California POST Selection Standards: Since POST standards adhere to state and federal laws, the possession and/or sale of marijuana remains prohibited by federal law under the Controlled Substances Act (CSA). Therefore any candidate who uses / possesses and/or the sale of marijuana within the last year will result in disqualification.
Examples of Duties
Direct major personnel activities including recruitment and selection, employee relations, performance evaluations, training, workers compensation, physicals, discipline, leave of absence, onboarding, benefits, and other duties that are related to position.
Supervise and direct the activities of Personnel Staff engaged in delivering personnel services;
Interpret and explain personnel functions and to discuss personnel issues; develop and implement personnel policies and procedures
Coordinate and supervise work assignments and distribution of workload; assume primary supervisory responsibility for complex personnel programs and projects; review the work of subordinates and prepare performance evaluations.
Prepares and monitors assigned budget. Projects facilities, equipment, materials and staffing needs.
- Possession of a bachelor's degree, preferably in public administration, personnel administration, personnel management, or other related Personnel/Human Resources field, and three (3) years of HR professional experience delivering a broad range of Human Resources services; or,
- Seven years of a combination of education, experience and training that equals the qualifications listed above; and,
- Demonstration of the following leadership competencies:
Focused: (Concentrates efforts on outcomes; sets priorities; handles multiple tasks simultaneously; delegates effectively; implements strategies to meet deadlines.)
Integrity: (Does what is right, regardless of pressures to do otherwise; upholds the public's trust; holds self and others to high standards; is truthful, equitable and honest in performing their duties; is respectful when not agreeing with a point of view.)
Influential: (Actively listens to understand why people act as they do; utilizes influence rather than coercive/directive power to achieve goals; uses tact and diplomacy in interpersonal interactions and to build group commitment; uses sound logic and facts to make persuasive arguments; seeks a common understanding of the organization, its goals, and the interests of stakeholders.).
Engagement: (Intentionally models workplace civility; endeavors to build successful relationships; actively promotes inclusion of diverse groups; creates equitable workplace based on respect; focuses on delivering the best services possible to the public; actively seeks input from several sources and key stakeholders when possible).
Transformational Leadership: (Deliberately sets and communicates clear expectations; initiates and manages change; directs and accepts responsibility for the performance of subordinates; builds rapport, attentive to the needs of staff and helps them reach their fullest potential.)
Resiliency: (Initiates new ideas; exhibits determination to meet goals; flexible, self-reliant; has a reputation for finding opportunities in difficult situations; displays an ability to master new techniques or expectations; changes approach to effect positive outcomes; can adjust quickly to change)
Personal Accountability: (Holds self-accountable for quality work and results; takes pride in delivering quality services; seeks out opportunities to develop new and creative solutions and programs; imagines possibilities; defines a vision, and works to turn the vision into reality).
Resource Management: (Demonstrates a sense of organizational stewardship; works to reduce waste by identifying ways to be more efficient with time, money, or processes; shows awareness of equipment/supply/time and associated costs; understands appropriate use of resources; shows awareness of county fiscal realities and challenges when making requests;).
A valid California Class C Driver's License at the time of appointment. Incumbent will be required to travel throughout the County of Santa Barbara. Supplemental Information
Review applications and supplemental questionnaires to determine those applicants who meet the employment standards.
Personal History Questionnaire (PHQ): Candidates will be emailed a notice with instructions to complete a Personal History Questionnaire. If you pass the PHQ, you will advance to the next step of the process.
Supplemental Questionnaire Ranking:Candidates' final score and rank on the employment list will be determined by their response to the supplemental questionnaire.
Note: Upon placement on the employment list, candidates will be emailed to complete a competency assessment.
Candidates must receive a percentage score of at least 70 on the Supplemental Questionnaire Ranking to be placed on an employment list. An adjustment may be made to raw scores based on factors listed in Civil Service Rule VI. Those candidates who are successful in the selection process will have their names placed on the employment list for a minimum of three months. At the time the employment list is established, all candidates will receive an email notice of their score on the exam(s), rank on the employment list, and exact duration of the employment list. Human Resources will notify you by mail if your name is removed.
Polygraph Examination will measure the accuracy of information disclosed during the background investigation process.
Background Investigation includes an interview and in-depth background investigation of police records, personal, military, and employment histories; inquiry of persons who know you and evaluate whether you respect the law and rights of others; are dependable and responsible; have demonstrated mature judgment in areas such as the use of drugs and intoxicants; are honest; and is a safe driver.
Recruiter will communicate with applicants by e-mail during each step in the recruitment process. Applicants are reminded to check spam filters continuously during the Recruitment & Selection Process steps listed above to ensure they do not miss required deadlines.
The County of Santa Barbara is committed to providing reasonable accommodation to applicants. Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process should contact the recruiter listed on the job posting. We do require verification of needed accommodation from a professional source, such as a doctor or a learning institution.
BENEFITS: The County of Santa Barbara offers generous benefits, please visit our website.
The County of Santa Barbara respects and values a diverse workforce and strongly promotes strategies and activities to recruit, develop and retain qualified persons of varied backgrounds, lifestyles, experiences and races.
APPLICATION AND SUPPLEMENTAL QUESTIONNAIRE DEADLINE: Open Until Filled. Applications and job bulletins can be obtained 24 hours a day at www.sbcountyjobs.com. In Santa Barbara, applications and job bulletins may be obtained at the Human Resources Department, 1226 Anacapa Street, Santa Barbara, CA, 93101, from 8:00 am to 5:00 pm. In Santa Maria, applications and job bulletins can be obtained on-line only at the Workforce Resource Center located at 1410 S. Broadway, from 8:00 a.m. to 5:00 p.m.
Debbie Beach, Senior HR Recruiter 805 568-2804
Academic Personnel Labor Relations Manager (Administrator II)
CSU Job Listing Details
E-Mail this listing
Job ID: AS0317P
Academic Personnel Labor Relations Manager (Administrator II)
June 20, 2018
Open until filled
Link to Apply Online:
Campus Employment Homepage:
Academic Personnel Labor Relations Manager
Under the general direction of the Associate Vice President for Faculty Advancement, the Academic Personnel Labor Relations Manager is responsible for managing the University's labor and employee relations program for academic employees (faculty) and graduate represented student employees.
This position provides interpretation, administration, assistance, and counsel to administrators and managers relative to the collective bargaining agreements and related university policies, procedures and practices. Investigates collective bargaining complaints and grievances, and potential corrective actions and discipline.
Manages academic employees (faculty) and graduate represented student employees complaint and grievance processes and prepares grievance responses. Recommends and implements resolution to issues by developing a professional and effective working relationship with staff, management, and union officials. Incumbent serves as an advisor to management and others on the application of labor laws, regulations, technical letters, coded memoranda, and other federal and state related legislation.
Recommends and assists in development and implementation of policies and procedures related to the administration of the collective bargaining agreements and related University policies, requiring significant discretion, judgement, and tact in carrying out diverse assignments. Researches employee relations issues for management using applicable federal and state legislation, CSU Executive Orders, CSUS University Policy Manual, Provost and President's Directives and all other applicable CSU and CSUS policies and/or guidelines. Represents the university in appropriate administrative hearings.
MPP - This position is defined in the Management Personnel Plan (MPP) of the California State University. It is excluded from the collective bargaining process and is exempt from overtime provisions of FLSA. This position is covered by health benefits.
Classification Salary Range
$3,726 – $12,767 monthly
$3,726 - $12,767 monthly
Is this position Hourly or Intermittent?
Regular or Temporary
Full Time or Part Time
Regular business hours
Monday-Friday, 8am-5pm, Summer hours 7:30am
4pm. Other hours may be required.
The Office of Faculty Advancement is responsible for facilitating the career success and academic advancement of the faculty of California State University, Sacramento. We strive to promote an environment where we recruit and retain a diverse faculty of talented educators. We provide oversight and serve as the campus resource for Unit 3 personnel policies and programs, including labor relations matters, complaints, grievances, interpretation and implementation of the Unit 3 collective bargaining agreement; revisions and dissemination of the University ARTP Policy; training for department chairs and faculty hiring committees; orientation of new faculty, temporary faculty hiring, department chair appointments and stipends, faculty early retirement program (FERP), sabbaticals, and compensation programs.
1.Bachelor's degree from an accredited college/university, and three years of experience in the area of Labor and/or Employee Relations in a complex organization; or a combination of education and experience which clearly demonstrates the ability to successfully perform the essential functions of the job.
2.Extensive experience in researching and summarizing information from a wide variety of policies, regulations, and other sources to clearly present alternatives and risks.
3.Experience in facilitating training sessions and coaching individuals in one-on-one meetings.
4.Demonstrated experience implementing organizational objectives while maintaining a positive labor relations environment.
5.Experience and demonstrated ability to establish and maintain cooperative working relationships with people from diverse ethnic, socio-economic, professional and educational backgrounds.
6.Experience working with union representatives, interpreting collective bargaining agreements, investigating employee complaints and disputes, and responding to external regulatory agencies.
7.Experience in analyzing and resolving complex employee labor relations issues, demonstrated ability to work cooperatively with all levels of personnel and experience with mediation and conflict resolution.
Knowledge, Skills, Abilities
8.Considerable knowledge of policies and practices involved in personnel/human resources functions and demonstrated experience in the practical application of those practices in a complex organization.
9.Knowledge of public labor laws and regulations in a unionized environment, relevant state and federal law, including Higher Education Employer-Employee Relations Act (HEERA) or similar collective bargaining law, and Public Employment Relations Board (PERB) and/or National Labor Relations Board (NLRB) regulations and processes.
10. Ability to compile, analyze and interpret data; thorough knowledge of research, data analysis and report presentation.
11. Ability to effectively manage multiple priorities on a daily basis and function effectively under time pressure of deadlines with frequent interruptions.
12. Ability to exercise professional judgement and discretion in sensitive and/or confidential issues and manage complex situations involving conflict.
13. Strong interpersonal skills to include active listening, informing, advising, and assessing, mediating differences between people and organizations, explore options for mutual gain, and resolve issues to the satisfaction of those involved when possible.
14. Must have strong oral and written communication skills.
15. Ability to provide lead work direction and/or supervision of staff.
1.Juris Doctorate or Master's degree from an accredited college/university.
2.Employee and/or labor relations experience in an institution of higher education or public sector.
3.Experience in the California State University system.
4.Experience litigating in administrative hearings and/or labor arbitration proceedings.
Is Background Check Required
Background Check Disclaimer
A background check (including a criminal records check) must be completed satisfactorily before any candidate can be offered a position with California State University, Sacramento. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current California State University, Sacramento employees who apply for the position.
Candidate will be required to provide official transcripts of their highest degree earned and must furnish proof of eligibility to work in the U.S..
Conflict of Interest
The duties of this position include participation in decisions that may have a material financial benefit to the incumbent. Therefore, the selected candidate will be required to file Conflict of Interest Form 700: Statement of Economic Interest when they first occupy the position, an on an annual basis, complete ethics training within 6 months of appointment, and attend this training every other year thereafter.
California Child Abuse and Neglect Reporting Act
The person holding this position is considered a "mandated reporter" under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in the California State University Executive Order 1083 as a condition of employment.
Equal Employment Opportunity
California State University, Sacramento is an Affirmative Action/Equal Opportunity Employer and has a strong institutional commitment to the principle of diversity in all areas. We consider qualified applicants for employment without regard to race, color, religion, national origin, age, sex, gender identity/expression, sexual orientation, pregnancy, genetic information, medical condition, marital status, veteran status, or disability. Sacramento State hires only those individuals who are lawfully authorized to accept employment in the United States.
It is the policy of California State University, Sacramento to provide reasonable accommodations for qualified persons with disabilities who are employees or applicants for employment. If you need a disability related reasonable accommodation as part of the application and/or interviewing process, visit http://www.csus.edu/hr/departments/equal-opportunity/index.html.
The University is committed to creating an education and working environment free from discrimination, sexual harassment, sexual violence, domestic violence, dating violence, and stalking. For more information on mandatory training for new employees, visit http://www.csus.edu/hr/departments/equal-opportunity/Information%20for%20Job%20Applicants.html.
Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act and Campus Fire Safety Right-To-know Act Notification. For additional information, visit http://www.csus.edu/aba/police/.
Posting Detail Information
Number of Vacancies
Open Until Filled
First Priority Review Date
Special Instructions to Applicants
For questions regarding this search, contact:
Required fields are indicated with an asterisk (*).
Documents Needed To Apply
Required Documents 1.Resume/Curriculum Vitae
Optional Documents 1.Unofficial Transcripts
Air Force Integrated Personnel Pay System (Afipps) Test Engineer - Tmas Engineering Technician 3 (2747-987)
Founded in 1980, COLSA Corporation's team of cyber engineers, analysts and professionals across the US provide government customers with the latest and most sophisticated engineering, programmatic, and information technology services.
Centered at the core of its values, COLSA knows its people are its most valuable resource. In addition to receiving a competitive compensation package, our employees enjoy offerings such as flexible work schedules, paid time off, benefits that begin on the date of hire, recognition programs, tuition and certification assistance, and immediate vesting in our matching 401(k) plan. Our WE CARE Wellness program provides support and initiatives to empower employees and their families to live healthy, balanced lives and our Association of COLSA Employees (ACE) provides a fun way for employees and their families to come together in times of both celebration and need. We invite you to connect your talents with opportunity, and be a part of our "Family of Professionals," in supporting cutting-edge initiatives related to our country's national defense!
This position is located at Joint Base San Antonio (JBSA) – Randolph in Texas.
Duties and responsibilities include, but are not limited to:
Plans, executes, and reports on the developmental test and evaluation of the Air Force Integrated Personnel and Pay System (AFIPPS)
Provides individual technical effort in responding to questions/issues of critical importance to the customer.
Supports the development of strategic test documents such as Test and Evaluation Master Plans (TEMP), test team charters and Modeling and Simulation Development Plans as applicable.
Assists in ensuring system requirements are testable and advises on performance measures, test entry/exit criteria, test design limitations and constraints, and test progress.
Employs test automation tools and utilities supporting test execution.
Identifies and documents deficiencies and anomalies of systems under test, evaluates and reports deficiencies, provides recommendations, and participates in deficiency review boards.
Prepares, executes, reviews, and analyzes test objectives, plans, procedures and metrics; prepares reports throughout the software development life cycle. Develops and writes methods of tests, test cases, test cards, and any other test process documents required to plan, execute and report on testing.
Must have a demonstrated ability to work effectively on a team and to lead and direct the work of others.
Must be able to communicate effectively both orally and in writing including communication skills in areas of technical writing, briefings, and formal presentations.
Must be willing to work extended hours including weekends and holidays when required to meet mission requirements.
Travels to TDY locations to execute test procedures; perform data management, reduction and analysis; perform configuration management, hardware setup, and hardware troubleshooting.
BS degree in an applicable field and a minimum of 3 years of applicable experience is required. Six years of applicable experience may be substituted for the BS degree requirement (total of 9 years) or four years of experience with an applicable Associates Degree (total of 7 years).
Must have an active SECRET security Clearance with an investigation date within the last ten years.
Software application testing (business system) with Agile software development is required
Automated test tools experience is required
Oracle Enterprise Resource Planning (ERP) experience in HR and Payroll (primarily Military pay) is highly desired.
Experience with Automated testing using Silk Suite of Test Management tools is highly desired.
Experience with Automated performance testing using Silk Performer and HP Unified Functional Testing tool is highly desired.
- Knowledge of Risk Management Framework (RMF) and Cybersecurity test and evaluation
Applicant selected will be subject to a government security investigation and must meet eligibility requirements for access to classified information. COLSA Corporation is an Equal Opportunity Employer, Minorities/Females/Veterans/Disabled. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.
Departmental Personnel Assistant
EXAM NUMBER: R1842L-R FILING PERIOD:
July 9, 2018 at 8:00 a.m.
(PT)-July 20, 2018 by 5:00 p.m.
(PT) TYPE OF RECRUITMENT: Interdepartmental Promotional Job Opportunity (Restricted to permanent employees of the County of Los Angeles who have successfully completed their initial probationary period and meet the qualifying requirements.) Current employees in the unclassified service who meet the following criteria also qualify to participate in this exam: Unclassified employees who have attained permanent County status on a classified position by successful completion of the initial probationary period, with no break in service since leaving the classified service.
Full-time employees in the unclassified service with at least six months of full-time experience in the unclassified service by the last day of filing.
Verification of Experience Letters (VOEL) will not be required.
Experience performing duties that applicants believe are inconsistent with their official payroll title will be evaluated for this examination; all information included in the application material, including information describing your assigned duties, will be evaluated to determine qualification.
NOTE : The paragraphabove supersedes item #5a about Promotional Examinations under 'Employment Information' in the job bulletin.
Withhold Information : Permanent employees who have completed their initial probationary period and hold a qualifying payroll title may file for this examination if they are within six months of meeting the experience requirements by the last day of filing.
However, the names of such employees will be withheld from the certification list until the required experience is fully met.
APPLICANTS WHO ARE WITHIN SIX MONTHS OF MEETING THE MINIMUM REQUIREMENTS WHILE WORKING OUT-OF-CLASS WILL NOT BE PLACED ON WITHHOLD.
DEFINITION: Has immediate responsibility for the performance of a variety of specialized clerical duties in the personnel office of a County department.
Incumbents of positions allocable to this class work in the personnel office of a County department independently performing clerical personnel work and analyzing personnel problems of limited scope and difficulty with assistance readily available.
Essential Job Functions Maintains personnel files and records of individual employees, including work history, vacations, leaves of absence, probation reports, performance evaluations, appraisals of promotability, status changes, and disciplinary actions.
Maintains a system of item control as a check on the number of allocated positions and the status of each; prepares requests for approval of deviations such as frozen or borrowed positions.
Compiles periodic statistical reports providing management with information such as turnover, vacancies, total number employed, and budget needs.
Disseminates information concerning recruitment needs to various agencies and organizations.
Obtains eligible lists, certifications, examination results, medical records, and other information pertaining to the recruitment, testing and selection of applicants.
Interprets salaryprovisions of the County Code to determine the salary rate applicable in a given set of circumstances, consideringfactors such as Y-rates, advanced step recruitment, superior-subordinate pay, shift differentials, bonuses, hazard pay, and furnishes necessary data to the payroll section.
Provides information to applicants, explains Civil Service procedure, evaluates applications, clarifies questionable or inadequate information, and attempts to resolve problems affecting eligibility.
Assists in securing special examiners and interviewers.
May conduct initial interviews of eligible candidates and recommend them for employment.
Conductspreliminary investigationsin situations involving police records, proposed disciplinary action, employee grievances, etc.
Provides information to employees concerning their rights, benefits and responsibilities, departmental policies and regulations, Civil Service Rules, and the County Code; may conduct orientation of new employees.
May supervise a small clerical staff in the personnel office.
Requirements MINIMUM REQUIREMENTS: One year ofexperience in a highly specialized capacity* assisting in technical personnel work in a central personnel office -OR- One year ofpayroll experience at the level of Payroll Clerk I LICENSE:
A valid California Class C Driver License or the ability to utilize an alternative method of transportation may be required to carry out job-related essential functions.
PHYSICAL CLASS: 2 - Light: Light physical effort which may include occasional light lifting to a 10 pound limit, and some bending, stooping or squatting.
Considerable walking may be involved.
SPECIAL REQUIREMENT INFORMATION: *Highly-specialized capacity is defined as requiring specialized knowledge of a particular function.
Performance of assigned duties requires initiative and independent judgment within procedural and policy limits with only general directions provided by supervisor/manager.
Technical personnel work includes experience in areas such as policy development and application, examination and recruitment, classification and salary administration, employee relations, staff development, performance management, discipline and advocacy, benefits and retirement, Workers' Compensation and Return-to-Work programs, personnel operations and personnel records.
Experience at the level of Payroll Clerk I is defined as processing the payroll for a segment of a County departmental or Health Services payroll operation.
Additional Information EXAMINATION CONTENT: This examination will consist of a multiple choice test weighted 100% covering Written Expression, ReadingComprehension, Data Analysis and Decision-Making, Office Practices and
Procedures, Customer Service, Achievement and Orientation, Dependability,Customer Service Potential, Customer Focus, Conscientiousness, and Retention.
Applicants must meet the
Minimum Requirements and achieve a passing score of 70% or higher on the written test in order to be placed on the eligible list.
Final results will be sent by U.S.
Scores cannot be given over the telephone.
WRITTEN TESTS ARE NOT REVIEWABLE BY CANDIDATES PER CIVIL SERVICE RULE 7.19.
TRANSFER OF SCORES Applicants who have taken identical test parts for other exams within the last twelve (12) months will have their scores for the identical test part(s) automatically transferred to this examination.
This examination contains test parts that may be used in the future for new examinations.
Upon acceptance of your application, your scores may be transferred tothe new examination and you may not beallowed to retake any identical test part(s) for at least (12) twelve months.
TEST PREPARATION Study guides and other test preparation resources are available to help candidates prepare for employment tests.
An interactive, Online Test Preparation System for taking practice tests may be accessed on the Department of Human Resources website at . Please click on "Find a Job" and then "Job Search Toolkit." Test Preparation Information is located under the "Employment Test Assistance" section.
You can also access test preparation for the computerized portion of the test by going to . While the guides will help in preparing for the test, we advise you to review all related materials that you deem necessary.
The names of candidates receiving a passing grade in the examination will be placed on the eligible list in the order of their score group for a period oftwelve (12) months.
The eligible list resulting from this examination will be used to fill vacancies at various Los Angeles County departments.
AVAILABLE SHIFT: Any APPLICATION AND FILING INFORMATION:
Applications must be filed online only.
Applications submitted by U.S.
Mail, Fax, or in person will not be accepted.
Apply online by clicking on the green "Apply" button at the top right of this posting.
You can also track the status of your application using this website.
Fill out your application completely.
The acceptance of your application depends on whether you have clearly shown that you meet the
Provide any relevant job experience in the spaces provided so we can evaluate your qualifications for the job.
For each job held, give the name and address of your employer, your job title, beginning and ending dates, number of hours worked per week, description of work performed, and salary earned.
If your application is incomplete, it will be rejected.
We must receive your application by 5:00 p.m., PT, on the last day of filing.
SOCIAL SECURITY NUMBER:
Please include your Social Security Number for record control purposes.
Federal law requires that all employed persons have a Social Security Number.
COMPUTER AND INTERNET ACCESS AT PUBLIC LIBRARIES:
For candidates who may not have regular access to a computer or the internet, applications can be completed on computers at public libraries throughout Los Angeles County.
NO SHARING OF USER ID AND PASSWORD: All applicants must file their application online using their OWN user ID and password.
Using a family member or friend's user ID and password may erase a candidate's original application record.
IMPORTANT NOTE: Please note that ALL information included in the application materials is subject to VERIFICATION at any point during the examination and hiring process, including after an appointment has been made.
FALSIFICATION of any information may result in DISQUALIFICATION or RESCISSION OF APPOINTMENT.
Utilizing VERBIAGE from Class Specification and
Minimum Requirements serving as your description of duties WILL NOT be sufficient to demonstrate that you meet the requirements.
Doing so may result in an INCOMPLETE APPLICATION and you may be DISQUALIFIED . ADA Coordinator Email: adarequests @hr.lacounty.gov Teletype Phone:
Alternate Teletype Phone: California Relay Services Phone: Department Contact Name:
Kyle Lent Department Contact Phone: Department Contact Email: Closing Date/Time: 7/20/2018 5:00 PM Pacific
Personnel Coordinator, Library Administration – Main Campus Libraries
Located in a historic neighborhood in the nation's capital, Georgetown offers rigorous academic programs, a global perspective, exciting ways to take advantage of Washington, D.C., and a commitment to social justice. Our community is a tight knit group of remarkable individuals interested in intellectual inquiry and making a difference in the world.
Personnel Coordinator, Library Administration – Main Campus Libraries
The Personnel Coordinator processes, coordinates, and monitors key aspects of the Main Campus Library's personnel activities, involving Academic Administration Professionals (AAP), staff and student recruitment, personnel, and payroll transactions. S/he initiates personnel and payroll transactions for 48 AAP employees, 50 staff employees; and serves as the Human Resource Contact responsible for more than 100 student assistants, well as a resource for library employees regarding University and Library Human Resources policies and procedures. Reporting to the Deputy University Librarian, the Personnel Coordinator has duties that include but are not limited to:
Administers recruitment activities for AAP, staff, and student employees of the Main Campus Libraries; works with library managers to fill departmental vacancies for full-time, part-time, temporary, term, special positions, and temporary work-study and comparable student positions; and coordinates and executes the process from posting to offer, including search committee guidance and logistics, candidate communication, materials distribution to interviewers, and reporting.
Handles business processes affecting employees once they begin work, such as probation period expiration, salary adjustments, reclassifications, and supervisory organization change and role requests; and handles the process throughout, either independently or as authorized.
Organizes employee development programs as indicated and requested, including Library orientation sessions for recently hired employees, the annual staff excellence awards program, and ongoing staff recognition events.
Provides managers and supervisors with current library and Human Resources policies and procedures to ensure adherence to University, state, and federal policies and regulations; as directed, communicates policies to library staff members in response to their inquiries, making referrals as appropriate; and maintains current versions of relevant policies and procedures as formulated by library leadership.
Maintains compliance with confidentiality requirements, relevant University policies, and federal and state regulations concerning employment.
As Human Resources Contact (HRC), oversees and initiates personnel transactions in Georgetown Management System (GMS) Workday.
Payroll and Salary Records
Monitors the weekly compilation of timesheet submissions for hourly employees and prepares General Payroll Forms as necessary for timesheet corrections, off cycle checks, lump sum payments, and repayment of overpayments.
Assists timekeepers and managers with corrective actions on incorrect and incomplete timesheets; serves as a resource to employees, other timekeepers, and managers on payroll-related questions and concerns; and in conjunction with the Payroll Office or other University offices, resolves payroll problems in a timely manner.
In conjunction with library budget analysts, investigates pay issues and concerns, reviews pay distribution reports for accuracy, and resolves payroll reconciliation discrepancies.
2 to 3 years progressively responsible experience in Human Resources or related functions
Excellent interpersonal, written and verbal communication skills
Demonstrated ability to plan, organize, and implement projects and manage diverse and competing tasks
Strong organizational skills, including the ability to manage complex workflows and handle changing priorities
Proven experience in taking initiative and working independently
Ability to pay strict attention to detail and meet deadlines
Ability to work collaboratively in a diverse and dynamic environment
Proficiency in Microsoft Office Suite, with intermediate Excel skills
Proven experience using Human Capital Management / HRIS systems such as Workday.
Ability to maintain confidentiality
Self-starting, confident, and motivated, with high capacity for multi-task management to completion
Current Georgetown Employees:
If you currently work at Georgetown University, please exit this website and login to GMS (gms.georgetown.edu) using your Net ID and password. Then select the Career worklet on your GMS Home dashboard to view Jobs at Georgetown.
Please note that in order to be considered an applicant for any position at Georgetown University you must submit a cover letter and resume for each position of interest for which you believe you are qualified. These documents are not kept on file for future positions.
If you are a qualified individual with a disability and need a reasonable accommodation for any part of the application and hiring process, please click here for more information, or contact the Office of Institutional Diversity, Equity, and Affirmative Action (IDEAA) at 202-687-4798 or firstname.lastname@example.org.
Need some assistance with the application process? Please call 202-687-2500. For more information about the suite of benefits, professional development and community involvement opportunities that make up Georgetown's commitment to its employees, please visit the Georgetown Works website.
Georgetown University is an Equal Opportunity/Affirmative Action Employer fully dedicated to achieving a diverse faculty and staff. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, national origin, age, sex (including pregnancy, gender identity and expression, and sexual orientation), disability status, protected veteran status, or any other characteristic protected by law.
Senior Personnel Analyst - T11224-201807
Senior Personnel Analyst positions conduct comprehensive pre/post employment background investigations regarding medical and/or conviction histories; verify employment/education/training records; investigate complaints and charges of discrimination regarding age, disability, gender, national origin, race, religion, retaliation, sexual harassment/orientation, etc.; conduct studies to allocate positions to appropriate classifications; create new classifications and corresponding compensation schedules; collect and analyze job data to validate appropriate employment standards and screening criteria; develop job-related selection instruments; review employment applications for required qualifications; provide official staff support to employees, assigned departments and unions regarding personnel-related issues, regulations, policies, and programs; provide consultation, guidance and training; interpret and enforce personnel rules and regulations; develop/implement comprehensive recruitment programs; promote civil service career opportunities and perform job counseling/recruitment outreach at job fairs and community meetings/events; coordinate, monitor, and review the work of other personnel analysts and/or subprofessional staff; conduct training; perform the more complex/sensitive Personnel Department projects and assignments; and perform other duties as assigned.
You must meet the following requirements on the date you apply, unless otherwise indicated.
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