Human Resources Director D

The Louisiana Department of Health is dedicated to fulfilling its mission through direct provision of quality services, the development and stimulation of services of others, and the utilization of available resources in the most effective manner.
LDH serves as a model employer for individuals with disabilities. This position is located within the Louisiana Department of Health / Office of the Secretary / Deputy Undersecretary / East Baton Rouge.
Announcement Number: OS/DRT/199012
Cost Center: ********
Position Number(s): 2912
This vacancy is being announced as a Classified position and may be filled as a Probationary or Promotional appointment.
No Civil Service test score is required in order to be considered for this vacancy.
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.
* Resumes WILL NOT be accepted in lieu of completed education and experience sections on your application. Applications may be rejected if incomplete. *
A resume upload will NOT populate your information into your application. Work experience left off your electronic application or only included in an attached resume is not eligible to receive credit.
For further information about this vacancy contact:
Deanda Thymes
********
LDH/HUMAN RESOURCES
BATON ROUGE, LA 70821
********
This organization participates in E-verify, and for more information on E-verify, please contact DHS at ******** .
MINIMUM QUALIFICATIONS: A baccalaureate degree plus five years of professional level human resources experience.
SUBSTITUTIONS:
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 to substitute for the baccalaureate degree.
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.)
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.
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.
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: ******** or Fax: ******** .
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 administer all aspects of the largest and most complex human resources program.
Level of Work: Administrator.
Supervision Received: Broad direction from an agency administrative official.
Supervision Exercised: May supervise lower level human resources professionals.
Location of Work: May be used by all state agencies.
Job Distinctions: Differs from Human Resources Manager by the presence of final authority over a human resources program. Differs from Human Resources Director C by serving as Human Resources Director for the largest, most comprehensive and complex entities which typically include 24-hour facilities and/or agencies with a large geographic dispersion.
Directs all facets of a comprehensive human resources management program.
Reviews program operations and determines need for new or revised polices or procedures. Establishes and directs the implementation of policies.
Directs all classification and evaluation activities for the agency.
Reviews salary levels and factor level assignments proposed by management or lower level staff, ensuring consistency within existing organizational patterns.
Represents the agency at meetings relative to organization of new units and reorganization of existing units. Proposes alternative organizational plans based on knowledge of Civil Service rules and policies. Advises agency management of the advantages and disadvantages of alternatives and recommends a course of action. Acts as liaison between agency management and Civil Service representatives in implementing reorganization plans.
Determines impact of special pay issues as they relate to agency fiscal concerns and internal pay equity. Recommends resolution of complex pay problems to agency management.
Establishes a uniform policy for the agency to ensure that disciplinary actions are implemented in a fair and consistent manner.
Reviews and approves disciplinary actions recommended by supervisors or lower level human resource professionals. Consults with agency legal counsel to address issues that may involve complicated legal ramifications.
Directs the investigation of complaints filed within the agency and charges filed through federal agencies. Consults with legal staff. Review results and recommends a course of action to agency management.
Directs the preparation of the budget requests for the Human Resources Management Office.
Prepares the agency's position relative to highly complex benefits issues. Represents the agency and provides testimony at administrative hearings regarding controversial unemployment and worker's compensation matters.
Directs the agency recruiting, selection, and placement program. Recommends changes to minimum qualification requirements in an effort to continue to attract and retain a qualified workforce.
Directs the development, maintenance, and monitoring of a performance evaluation system based on established criteria. Works with agency management to ensure that expectations are defined in such a way as to enhance the efficiency and effectiveness of agency operations and are clearly communicated to the employee.
Develops and administers layoff/layoff avoidance plans. Represents the agency in meetings with Civil Service staff to discuss layoff or layoff avoidance activities. Explains layoff/layoff avoidance activities to agency employees, supervisors and managers. May appear as agency representative before Civil Service Commission members regarding proposed plan.

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