Human Resources Specialist (HR Title VII Specialist)

16/50682132/HRS/11.11.24-TM

Section 16 - Human Resources

Human Resources Specialist

About this position:

The incumbent independently manages the Internal Title VII program for approximately 4300 DOTD employees, which includes the development and implementation of the Affirmative Action Plan, statistical reporting and evaluation of DOTD's workforce, and oversight of the investigation of complaints of discrimination and harassment.  Incumbent also serves as the point of contact for all employees regarding Equal Employment Opportunity (EEO) matters as well as Sexual Harassment and Discrimination complains.  Maintains knowledge of state and federal laws, regulations, and guidelines that pertain to the Internal Title VII Program.  Advises the Employee Relations Manager, Personnel Management and Payroll/Benefits Unit Manager, as well as the HR Director on highly sensitive and confidential employee issues.  Interacts with representatives from the Department of State Civil Service (DSCS), U.S. Equal Employment Opportunity Commission (EEOC), and the U.S> Department of Justice.  The incumbent of this position also works closely with the DOTD Employment Attorney on all employee relations matters.

This position may be filled as either a probational appointment (open to all qualified applicants); or a promotion (open to all statewide classified and Agency-wide permanent status employees).

Bi-weekly Special Entrance Rates (SER)

 Human Resources Specialist - $1821.60

Progressive Premium Pay for hours actually worked

0 months to less than 2 years - $1.00/hour

2 years to less than 4 years - $1.50/hour

4 years or greater - $2.00/hour

Please visit our DOTD Career Center for more information about our agency:

http://wwwsp.dotd.la.gov/Inside_LaDOTD/Divisions/Mgmt_Finance/HR/Pages/Career_Center.aspx

No Civil Service test score is required in order to be considered for this vacancy.

Preference will be given to applicants with experience with investigating Title VII complaints and administering an Affirmative Action Plan. 

AN IDEAL CANIDATE SHOULD POSESS THE FOLLLOWING COMPETENCIES:

• Communicating Effectively: The ability to relay information correctly and appropriately to connect people and ideas.
• Displaying Expertise: The ability to exhibit specialized skills or knowledge gained from experience or training
• Making Accurate Judgments: The ability to form an opinion objectively and decisively based on relevant information and in accordance with established standards.

To apply for this vacancy, click on the "Apply" link above and complete an electronic application, which can be used for this vacancy as well as future job opportunities.

Applicants are responsible for checking the status of their application to determine where they are in the recruitment process. Further status message information is located under the Information section of the Current Job Opportunities page. Applicants can check the status of their application at any time by selecting the 'Application Status' link after logging into their account.

• Resumes WILL NOT be accepted in lieu of completed education and experience sections on your application. Applications may be rejected if incomplete.*

For further information about this vacancy contact:

Candace Rustad

Human Resources Manager

225-379-1239

Candace.Rustad@la.gov

The Louisiana Department of Transportation and Development (DOTD) is an equal employment opportunity employer and serves as a model employer for individuals with disabilities. DOTD does not discriminate in employment on the basis of race, color, religion, sex, national origin, political affiliation, disability, age, or pregnancy, and prohibits harassment of any type.

Information on the Louisiana Workforce Commission, Louisiana Rehabilitation Services is available: https://www.laworks.net/workforcedev/lrs/lrs_rehabilitation.asp

MINIMUM QUALIFICATIONS:

A baccalaureate degree plus three years of professional level human resources experience.

SUBSTITUTIONS:

a. Six years of full-time work experience in any field may be substituted for the required baccalaureate degree.

Candidates without a baccalaureate degree may combine work experience and college credit to substitute for the baccalaureate degree as follows:

A maximum of 120 semester hours may be combined with experience to substitute for the baccalaureate degree.

30 to 59 semester hours credit will substitute for one year of experience towards the baccalaureate degree.

60 to 89 semester hours credit will substitute for two years of experience towards the baccalaureate degree.

90 to 119 semester hours credit will substitute for three years of experience towards the baccalaureate degree.

120 or more semester hours credit will substitute for four years of experience towards the baccalaureate degree.

College credit earned without obtaining a baccalaureate degree may be substituted for a maximum of four years full-time work experience towards the baccalaureate degree. Candidates with 120 or more semester hours of credit, but without a degree, must also have at least two years of full-time work experience tosubstitute for the baccalaureate degree.

b. A Master's in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for one year of the required experience. (The college transcript must indicate the major as business administration, public administration, human resources/personnel, etc. Master's degrees in fields such as marketing, economics, etc. are not acceptable.)

c. Possession of a Juris Doctorate will substitute for one year of the required experience.

Advanced degrees with less than a Ph.D. will substitute for a maximum of one year of the required experience.

d. A Ph.D. in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for two years of the required experience.

All advanced degrees will substitute for a maximum of two years of the required experience.

e. Certification by the Society for Human Resource Management (SHRM) as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), a Certified Professional (CP) or a Senior Certified Professional (SCP) will substitute for a maximum of one year of the required experience.

NOTE:

In order to receive credit, your certification must be current (i.e., issued within the last three years). If you have been certified and your certification expires, you must apply for and be re-certified before you can get credit again. Information regarding certification may be obtained from the Human Resource Certification Institute, 1800 Duke Street, Alexandria, Virginia, 22314. Phone: 866-898-4724 or Fax: 703-535-6474.

NOTE:

Human resources experience is that experience gained in an office whose sole responsibility is the administration of a comprehensive personnel program including many if

not all of the following programs: recruitment, selection and placement; training; equal employment opportunity; disciplinary and grievance proceedings; classification and wage; payroll; and employee relations OR experience gained in an office whose sole responsibility is the administration of one aspect of a comprehensive personnel program, such as training, payroll, or equal employment opportunity.

NOTE:

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

Function of Work:

To perform specialized tasks in the maintenance of human resources functions.

Level of Work:

Advanced.

Supervision Received:

Direct from a Human Resources Supervisor, Human Resources Manager, or higher level administrative official.

Supervision Exercised:

May supervise one lower level Human Resources Analyst.

Location of Work:

May be used by all state agencies.

Job Distinctions:

Differs from Human Resources Analyst C by the presence of serving as a technical specialist over assigned programs.

Differs from Human Resources Supervisor by the absence of direct supervision of two or more subordinates, one of which must be a professional Human Resources position.

Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.60% Serves as the subject matter expert regarding all internal Title VII matters.  Supports Executive Management, Section Heads, District Administrators, and all other employees in the administration of EEO policies and procedures.  Administers/coordinates EEO training on an ongoing basis and as needed; presents at New Employee Orientation and New Supervisor Orientation on the policy and procedures of the agency related to Title VII.  Tracks EEO training completions and reports on employee compliance with such.  Acts as the point of contact for all employees for all Internal title VII matters.  Assists Appointing Authorities in the investigation of discrimination and sexual harassment claims; prepares a thorough report detailing the findings of the investigation and consults with the DOTD Employment Attorney on the legal sufficiency of claims.  Makes recommendations to the Employee Relations Manager, Personnel Mangement and Payroll/Benefits Unit Manager, HR Director, and/or Executive Management to address sensitive and confidential employee issues related to the Internal Title VII Program.  Coordinates complaints filed by DOTD employees with the EEOC and recommends necessary actions and solutions to address reported issues.  Makes recommendations to current policies and practices to align with state and federal laws related to Title VII.  Stays abreast of changes to state and federal laws; participates in trainings, seminars, and conferences to enhance knowledge and skills related to the Internal Title VII Program.  Maintains records of reports, complaints, and other documents in accordance with the agency's Records Retention Schedule.

35% Develops, implements, and administers the agency's Affirmative Action Plan (AAP) in accordance with federal and state laws.  The AAP is updated at minimum every five years or sooner if there are significant changes; submits the AAP annually to the Department of State Civil Service (DSCS).  Each December, assess the progress made towards set goals and/or targets potential areas of concern in an effort to address identified deficiencies.  Monitors the progress of set initiatives and achievements of established goals.  Presents the AAP to DOTD Executive Management, Appointing Authorities, and the DOTD Diversity Council to increase awareness of the goals and progress achieved.  Ensures the publication of the current AAP on the DOTD Intranet/Internet.  Analyzes and makes recommendations to current policies and practices to assist with meeting AAP goals.  

Compiles reports and statistical data; conducts in-depth reviews to establish goals aimed at increasing the diversity of DOTD's workforce; develops and implements achievement plan to reach set goals; and identifies area of potential concern. Disseminates reports to Executive Mangement for their appropriate review and action.  

5% May be required to perform other duties as necessary, including but not limited to emergency disaster support activities.