Lead Human Resource Specialist (Classification)

General Job Information

There is only one city in the country that can say it is the Nation's Capital - Washington, D.C. Given that distinction, The Metropolitan Police Department is the premiere law enforcement organization in the city. We receive over 22 million visitors a year, have almost 700,000 residents, and 21,000 private business. The Department consists of more than 4,200 members: approximately 3,550 sworn members and over 650 civilian employees. We are one of the most diverse and highly trained departments in the country. We have the honor of safeguarding and protecting not only our nation's residents, but also people from all over the world.

The Metropolitan Police Department (MPD) offers an attractive benefits package. The benefits package includes competitive compensation, health insurance, prescription drug coverage, dental, vision, short and long term disability and life insurance, as well a strong retirement benefit and savings options. Employees are also eligible for our employer contributed 401a plan after one year of employment. Additional perks such as discounts on wireless carriers, gym memberships, amusement park tickets and much more! Additional information can be found at: DCHR Benefits

This position is located in the Metropolitan Police Department (MPD), Organizational Culture and Wellness Bureau (OCWB), Human Resources Management Division (HRMD). The incumbent performs difficult, professional and technical human resources work in classification and position management and leads other human resources specialists and/or clerical technical staff.

The incumbent will be responsible for the following:

• Leads the team in identifying, distributing and balancing workload and tasks in accordance with established work flow, skill level and/or occupational specialization, making adjustments to accomplish the workload in accordance with established priorities.

• Ensures work assignments, such as classification actions, consultations on classifications, position management, desk audits, consistency reviews, evaluation reports, etc., are executed by the team in a timely manner. Manages trackers for the status of work assignments.

• Reviews work and conducts consultation sessions to ensure the HR Manager's directions have been followed.

• Monitors and reports on the status and progress of work, checking on work in progress and reviewing completed work to see that the supervisor's instructions on work priorities, methods, deadlines and quality have been met.

• Prepares reports and maintains records of work accomplishments and administrative information, as required, and coordinates the preparation, presentation and communication of work-related information to the HR Manager.

• Reports to the HR Manager periodically on team and individual work accomplishments, problems, progress in mastering tasks and work processes and individual and team training needs.

• Plans, develops, and coordinates position classification program activities to include position descriptions and applicable standard operating procedures (SOPs); ensures department-wide position classification accuracy and consistency in interpreting and applying classification standards.

• Conducts position reviews and/or desk audits and prepares final classification; prepares classification appeal decisions and analyses; classifies, reviews, and implements position descriptions in a variety of occupational series and grades; reviews and provides comments proposals for reorganizations and restructuring.

• Develops agency-wide policies, standard operating procedures, internal controls, and guidance for supervisors, managers and employees related to classification and position management; researches and keeps abreast of new or revised classification standards and ensures that new standards or job evaluation guidelines are implemented and consistently applied.

• Participates in special projects or studies of considerable scope and depth critical to the resolution of operational issues and programs; collaborates with management in employing change management processes and techniques such as strategic planning and workforce development; recommends changes in processes or systems and participates in the development of new processes and systems to monitor and evaluate Classification Program.

• Plans and manages or conducts special studies or projects that may sometimes be agencywide in scope and which may involve issues such as, span of control, average grade, assignment of work, organizational structure, job analysis, reductions-in-force (RIFs), etc.

• Correctly determines Fair Labor Standards Act (FLSA) exemptions, sensitivity determinations, and ensures proper coding on position description cover sheets (i.e., Optional Form 8).

• Performs other related duties as assigned.

Qualifications

• Expert knowledge of position classification law, theories, principles, and practices with an understanding of the full range of interrelationships of human resources management programs sufficient to provide integrated solutions to position classification problems/issues.

• Mastery knowledge of classification concepts, principles, and practices related to structuring organizations and positions and determining the appropriate pay system, occupational grouping/series, title and grade level of positions.

• Ability to lead and review the work of others.

• Ability and skill to deal courteously, effectively and tactfully with bureau/division heads, supervisors, employees and their representatives.

• Ability and skill to comprehend and interpret federal and District laws, ordinances, regulations and guidelines such as the District Personnel Manual and collective bargaining agreements (CBAs).

• Skill in assisting customers, staff, and management on complex, potentially sensitive and broad-scoped classification issues.

• Skill in applying analytical and evaluative techniques in gathering job information sufficient to conduct desk audits.

Licensures, Certifications and other requirements

Possession of human resource certification, such as SHRM-CP, SHRM-SCP, PHR, SPHR, IPMA-CP, preferred.

Education

Bachelor's degree or higher is preferred.

Work Experience

Applicants must have at least one (1) year of specialized experience equivalent to at least the CS-13 grade level, or its non-District equivalent, gained from public or private sector. Examples of specialized experience for this position include, but are not limited to: experience classifying positions using the U.S. Office of Personnel Management Federal Wage (WG) and General Schedule (GS) systems, and relevant District or agency standards and guidelines to determine the title, series and grade; experience interpreting and applying position classification standards in the review of classification appeal packages to make determinations; experience providing guidance and consultative advice to managers and employees regarding position management, classification, desk audits and appeals; experience researching, analyzing, and writing departmental policies, regulations and standard procedures to perform work in a human resources program area such as classification; and experience leading others.

Work Environment

The work is generally performed in an office setting. The work is sedentary. Work requires sitting, walking and standing as well as some travel to and attendance at meetings and conferences.

Other Significant Factors

Promotion Potential: No Known Promotion Potential.

This position is deemed as "Security Sensitive" pursuant to Chapter 4 of the D.C. Personnel Regulations, in addition to the general suitability screening and criminal background check (pre-employment and periodic), individuals may be subject to the following checks and tests:

a. Traffic record check (as applicable);

b. Pre-employment drug and alcohol test (as applicable);

c. Consumer credit check (as applicable);

d. Reasonable suspicion drug and alcohol test;

e. Random drug and alcohol test;

f. Return to duty or follow-up drug and alcohol test; and

g. Post-accident or incident drug and alcohol test.

The incumbent is required to possess and maintain a valid motor vehicle operator's permit.

The District of Columbia Government is an Equal Opportunity Employer: all qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, genetic information, disability. Sexual harassment is a form of sex discrimination, which is also prohibited. In addition, harassment based on any of the above-protected categories is prohibited.

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