HUMAN RESOURCE SPECIALIST or
HUMAN RESOURCE SPECIALIST – SENIOR
Classified Employment Services
POSITION SUMMARY
This position serves as part of a team of human resource analysts/consultants performing a wide
variety of professional human resource management functions in Classified Employment Services in
the Department of Human Resources. At the Specialist level the incumbent performs duties under
the close supervision of the Manager of Classified Employment. At the Senior level, the incumbent
performs duties under general supervision. Performance of the duties at full performance level
requires the exercise of a high level of judgment, superior and diplomatic communication skills, and
negotiating skills in complex situations.
The primary responsibilities are staffing and recruitment, classification and compensation for all
Classified (civil service) positions, training and labor relations. Other duties include affirmative
action compliance, performance management, counseling, conducting researches and surveys and
classified position analysis. Incumbent will be expected to attain and maintain comprehensive
knowledge of various human resource specialties.
GOALS AND WORKER ACTIVITIES
30%
A.
Perform staffing procedures to carry out classified recruitments, including
consultations with the Office of State Employment Relations (OSER) staff, UW System
Administration (UWSA) staff, UWM administrators, peer Specialists, etc. This work requires
the constant exercise of professional judgment and application of the Wisconsin Statutes
Chapter 230, Wisconsin Administrative Code Chapters ER and ER-MRS, the Wisconsin
Human Resources Handbook, and applicable OSER bulletins.
A1.
Analyze position descriptions and work with first-line supervisors, department
and division heads, and OSER Division of Merit Recruitment and Selection
(DMRS) Specialists, complete position analysis, determining High
Importance Job Content (HIJC) and job dimensions, etc.
A2.
Advise departmental representatives on recruitment and examination method
options and recommend the most viable alternatives for the particular position
(i.e., training and experience examinations, objective inventory).
A3.
Develop written and other types of examinations with appropriate job experts.
Develop appropriate benchmarks for exam rating.
A4.
Review and approve broadbanding criteria and request review/approval from
peer Specialists for appropriate broadbanded positions.
A5.
Draft, review and approve job announcements for classified recruitments.
Approve content of print ads prior to submission for publication upon request.
A6.
Draft, review and approve exam content for classified recruitments.
A7.
Coordinate and administer exam ratings and scoring process.
A8.
Perform statistical analysis on applicant examination data to determine
examination content validity and reliability.
A9.
Review application materials to determine applicant eligibility for the open
position (e.g. transfers, demotions, reinstatements). Review and approve
recruitment registers and certifications.
A10.
Refer candidates to supervisors for interviewing and selection.
A11.
Complete recruitment documents for classified appointments, including
composing letters of appointment for appointing authority's signature.
A12.
Assist and make recommendations regarding establishing, monitoring and
maintaining recruitment criteria and documentation for OSER/UWSA
delegation compliance. Senior level will establish, monitor and maintain
criteria and documentation.
A13.
Analyze adverse impact data for impact on applicants in protected classes.
A14.
Meet with campus administrators to discuss campus reorganizations. Work
with at-risk employees to secure other employment.
A15.
Attain and maintain full working knowledge of recruitment rules and
regulations.
A16.
Apply above knowledge when meeting with department heads and assisting
them with planning functions or in designing positions. Explain relevant
recruitment procedures.
A17.
Attend meetings to discuss special classifications and/or recruitment efforts
for particular positions.
A18.
Assist with EEOC and OFCCP investigations, and special inquiries made by
UWM’s Equity/Diversity Services, Office of Legal Affairs, etc.
A19.
Consult with UW System and OSER/DMRS staff to resolve staffing problems
or questions.
A20.
Interpret state statutes, rules and regulations and University policy and/or
procedure.
A21.
Provide information or advice/counsel in response to requests from other state
agencies and departments.
20%
20%
B.
C.
A22.
Resolve complex problems related to the Limited Term Employment (LTE)
program.
A23.
Assist with affirmative action efforts in recruitment by working with clients
on recruitment plans. Advise campus units regarding ad placement in local
publications and websites.
Training and Advising functions.
Bl.
Develop, coordinate and administer training programs for campus staff.
B2.
Provide on-going training for supervisors on classified policies and
procedures including performance evaluation training, position description
writing, development of standards, etc.
B3.
Review recommendations, processes and procedures for classified
employment.
 Review letters of offer for accuracy and completeness as requested.
 Review classification reviews for appropriate class as requested.
 Consult with peer Specialists on day-to-day policies and procedures.
 Provide interpretations of OSER rules and bulletins.
 Assist manager with the training of the team members in the basic
functions of the office.
B4.
Provide advice and counsel to University community, employees, applicants,
and the general public on a variety of staffing related matters. Advise
classified employees concerning promotions, transfers and demotions. Advise
the public/employees/applicants on state civil service employment
opportunities and general application and exam procedures.
B5.
Assist in the training and development of entry level classified employment
staff and Student Help.
B6.
Attend various training sessions and workshops to further develop human
resources expertise and PeopleSoft/HRS familiarity.
Analyze classified positions for proper placement in the statewide classification and
compensation plan. This work requires the exercise of professional independent
judgment, a thorough knowledge of the classification and compensation plan, position
standards, job analysis techniques, the Wisconsin Administrative Code, Chapter 230
Wis. Stats., and other relevant resource materials such as the Wisconsin HR
Handbook.
Cl.
Conduct position reviews utilizing the appropriate professional techniques
depending on the scope of the review, i.e., job analysis using a factor
evaluation system or classification system, for reclassifications, reallocations,
position description updates, Chapter 230.15(1) conversions, reassignments,
etc.
10%
D.
C2.
Effectively recommend class/comp decisions or suggest agency-level
recommendations and write justifications or denials.
C3.
Review exempt/non-exempt status requests for the classification level and
work with UW System and OSER on final approvals.
C4.
Assist and train departments in position planning and position classification
policies and procedures.
C5.
Conduct research and counsel departments in organization, development of
allocation patterns and classification alternatives.
C6.
Consult with other institutions on classification matters.
C7.
Participate in OSER and UWSA classification surveys on campus and make
recommendations to resolve problems/inequities.
C8.
Provide response to outside salary survey requests.
C9.
Negotiate resolution for non-delegated actions with the appropriate UW System staff.
C10.
Process conversion requests. Conduct the necessary review, recommend the
appropriate classification level and submit the paperwork to UWSA HR office
for approval.
Perform computer (PC and mainframe) database maintenance functions.
D1.
Maintain weekly Classified Employment Recruitments Report and
Reclassification Report information.
D2.
PeopleSoft Human Resources System (HRS)
D3.
10%
E.
D2a.
Obtain and verify appropriate forms for entry of person, job, or
position information in HRS.
D2b.
Perform data entry in HRS for client groups and process paperwork
accordingly. Provide feedback to client groups regarding their
completion of HRS paperwork.
D2c.
Reference various reports (i.e., pay progression, expected job end date,
etc.) to determine required updates in HRS.
Access WiscJobs using client server via personal computer to complete
various functions for delegated and non-delegated recruitments.
Participate in programmatic and special projects.
E1.
Develop and implement special projects and programmatic projects such as
allocation pattern review, performance evaluation review, and compensation
projects.
5%
5%
F.
G.
E2.
Work with other staff as needed to complete project research.
E3.
Draft written guidelines, procedures, and policies as needed to implement
project.
E4.
Follow-up on implementation of special or programmatic project once
implemented.
E5.
Participate in Department of Human Resources teams and projects, and in
designing and presenting projects of campus-wide impact. .
E6.
Attend and participate in job fairs with outside agencies.
E7.
Participate in system-wide projects (i.e., development of new personnel
system, etc.) as requested.
Participate in Employee Relations
F1.
Advise supervisors, department heads, etc., on labor contract information and
personnel policies and procedures.
F2.
Interpret Chapters ER and ER-MRS of the Wisconsin Administrative Code,
OSER regulations and bulletins, Wisconsin Statutes, the State of Wisconsin
Compensation Plan and collective bargaining agreements to ensure
compliance as related to all personnel activity.
Performance of general personnel management activities.
Gl.
Research, analyze and make recommendations regarding general campus
personnel problems.
G2.
Analyze and make recommendations regarding statutory and regulation
changes and the impact of alternatives on UWM.
G3.
Assist in the preparation of personnel policy and procedures for campus
departments.
G4.
Participate in the compensation adjustments for classified staff and the annual
Outstanding Performance Award programs including the completion of
required reports for UW-System and OSER.
G5.
Participate in professional development activities (i.e., attending conferences,
seminars and reading professional publications, journals, etc.).
G6.
Participate in formal management studies of all classified positions in a
particular organization.
G6a.
With other staff, consult with department heads on the best way to
accomplish reorganization.
G6b.
Assess the impact of reorganization on individual positions and
discuss consequences and alternatives.
G6c.
Serve as part of the departmental task group that implements position
reductions and layoffs.
KNOWLEDGES, SKILLS AND ABILITIES
1.
Knowledge of recruitment practices including advertising, screening and/or
interviewing candidates and negotiating offers.
2.
Knowledge of job analysis; performance appraisal and prediction; recruitment and
selection; theories, principles, techniques and methods of assessment and evaluation
to predict employment performance.
3.
Knowledge of AA/EEO, ADA, FLSA, State and Federal FMLA and other
professional standards, laws and principles.
4.
Skill in computer techniques and applications (statistical analysis, spreadsheets, word
processing, database, presentation, automated HRIS systems, etc.). Skill in the use
of Microsoft Office applications such as Word, Access, Excel, PowerPoint.
5.
Knowledge in training concepts and techniques; well developed speaking, writing and
interpersonal skills.
6.
Knowledge of UWS and OSER classification and compensation, rules and
procedures.
7.
Knowledge of State of Wisconsin rules, regulations and guidelines for UW-System in
classification and compensation.
8.
Superior analytical and organizational skills.
9.
Ability to communicate and negotiate effectively with employees, Personnel
Representatives, faculty, administrators, students and the public.
10.
Ability to apply independent judgment, and to prioritize work, managing multiple
tasks with competing deadlines.
11.
Knowledge of policies, rules, regulations, procedures including but not limited to
Administrative Codes, UWM Recruitment and Transfer Procedures, Division of
Merit, Recruitment and Selection (DMRS), UWM policies on transfer of unclassified
staff, personnel activity, and the WiscJobs applicant system.
12.
Knowledge of labor union contracts covering a minority of civil services staff at UWMilwaukee, labor management guidelines and the UWM employee work rules.
13.
Ability to work in a team environment.
14.
Ability to learn new technologies and HRIS systems to provide improved service.
15.
Ability to maintain confidentiality of information, conversations, and issues.
Working Conditions while Performing Essential Functions
1.
Typical of an office environment, mainly sedentary activities.
2.
Necessity to follow procedures consistent with peer Specialists
3.
Work closely with client groups dealing with issues over the phone, in person, and via
e-mail.
Equipment Used to Perform Essential Functions
1.
Desktop and laptop computers
2.
Telephone
3.
Calculator
4.
Photocopy machine
5.
Laser Printer
6.
Facsimile
7.
Manual and electronic filing systems.
8.
Digital projector
The goals and work activities listed are intended to describe the essential functions of persons
assigned to this job. They are not an exhaustive list of all job duties, responsibilities and
requirements.
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