Section 16 - Human Resources S16/50341616/HRRec/07.24.24-KV    About this Position: This position is located in DOTD's Headquarters (HQ) HR Office, works under the direct supervision of the Staffing Supervisor and serves as DOTD's Recruitment Specialist. The incumbent of this position exercises independent judgment and discretion. The incumbent of this position focuses on recruiting, career counseling, LaGov HCM entry, staffing operations, student employment, increasing the effectiveness of assigned programs, ensuring implementation of improvement plans and systematically evaluating results and recommending improvements when needed. In-depth working knowledge of State Civil Service (SCS) Rules and DOTD policies is also required. Highly developed customer service, analytical, and written and oral communication skills are necessary.   This position may be filled as either a probational appointment (open to all qualified applicants); a promotion (open to all statewide classified and Agency-wide permanent status employees); or by detail to special duty.   Special Entrance Rate (SER) Human Resources Analyst B - $1,491.20/biweekly Human Resources Analyst C - $1,648.00/biweekly Human Resources Specialist - $1,821.60/biweekly   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   This position is in a Career Progression Group (CPG) and is being posted at the following levels: Human Resources Analyst B, Human Resources Analyst C, or Human Resources Specialist. The maximum salary for the Human Resources Specialist is $91,894.00. Please refer to the 'Job Specifications' tab located at the top of the LA Careers 'Current Job Opportunities' page of the Civil Service website for specific information on salary ranges, minimum qualifications and job concepts for each level.   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.   AN IDEAL CANIDATE SHOULD POSESS THE FOLLLOWING COMPETENCIES: * Communicating Effectively (CE): The ability to relay information correctly and appropriately to connect people and ideas. * Displaying Expertise (DE): The ability to exhibit specialized skills or knowledge gained from experience or training. * Making Accurate Judgments (MAJ): 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. Below are the most common status messages and their meanings.   * 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: Kimberly Vaughan Human Resources Supervisor 1201 Capitol Access Road Baton Rouge, LA 70802 225-379-1295 Kimberly.Vaughan2@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 one year 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 the one year of 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 the one year of required experience.   d. A Ph.D. in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for the one year of 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 the one year of 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 diversified and technical tasks in the maintenance of human resources functions. Level of Work: Experienced. Supervision Received: Direct from a Human Resources Supervisor, Human Resources Specialist, or higher level administrative official. Supervision Exercised: None. Location of Work: May be used by all state agencies. Job Distinctions: Differs from Human Resources Analyst A by the presence of experienced level human resources responsibilities. Differs from the Human Resources Analyst C by the absence of advanced level human resources responsibilities. Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.50% Recruitment/Career Counseling Develops and administers the department-wide recruitment program based on immediate and long-range staffing needs. Provides recruiting data to other units within HR to determine compensation and employment strategies to adequately recruit and retain employees. Coordinates targeted recruiting strategies to assist appointing authorities in attracting candidates for hard-to-fill and executive level positions. Reviews and evaluates the effectiveness of recruiting activities as well as recommends and directs any necessary changes. Serves as primary liaison to DOTD Appointing Authorities in order to determine projected annual need and, overall goals, as well as strategizes plans to meet the needs of specific programs. Analyzes and provides statistical reports regarding the recruiting efforts. Creates, recommends, coordinates, and updates recruiting materials used in recruiting and career counseling. Oversees the Department's participation in spring and fall college/university career fairs by analyzing the Department's needs and recruits prospective graduates of colleges/ universities in specific areas of study. Works to build relationships with valuable entities to enhance the Department's ability to recruit from diverse sources. Leads internal college/university recruiting teams within the Department to recruit for specific positions and geographic locations.   Serves as primary liaison to hiring managers in requesting outside advertisement for their vacancies through newspapers, internet sites, electronic message boards, social media, national journals, etc. Administers the DOTD LinkedIn account and page. Provides quarterly and annual statistical reporting related to job posting slots, communication with applicants and overall page activity. Builds applicant sources by researching and contacting community services, colleges, employment agencies, media, internet sources and recruitment organizations. Represents DOTD at career fairs; makes presentations and maintains a rapport. Counsels and advises applicants and employees within DOTD concerning available job opportunities based upon education, experience and training. Reviews qualification requirements of applicants and suggests appropriate Civil Service examinations.   20% Student Employment Coordinates the Department's Summer Student Engineering Program as well as other student employment programs in which the Department participates (i.e. non-engineering summer work and School to Work/Job Shadowing Programs). Incumbent ensures that related Civil Service guidelines arc followed and keeps management abreast of changes related to student employment practices/procedures. Counsels student workers and their supervisors on Civil Service rules and internal policies relevant to student employment.   Reviews applications submitted by candidates interested in entering the Student Employment and Cooperative Extension programs to determine the best qualified. Submits applications to the Hiring Managers and makes recommendations on best-suited candidates. Primary liaison with Louisiana Training Resource Center in relation to Cooperative Extension program: offers subject matter expert guidance and placement options to hiring managers and candidates at the completion of this program.   Prepares annual budget request for student program and confers with District Administration and affected Sections regarding the assignment/placement of students. Is responsible for tracking and maintaining the student employment budget of approximately $700,000 and, on a quarterly basis, creates budget reports to be disseminated to the Undersecretary and Deputy Undersecretary. Develops, conducts, and analyzes annual survey to assess effectiveness of the student employment program; makes recommendations for program improvements and implements improvement; upon approval from the Staffing Unit Manager and/or Supervisor.   15% LaGov HCM Entry/Staffing Operations Implements the staffing functions required to process personnel related actions including appointments, promotions, reallocations, separations, transfers, etc. in the LaGov HCM system. All transactions must be in compliance with SCS Rules and Regulations, Federal and State laws, and internal departmental policies. Enters information into the Louisiana Workforce Commission's website for all employees separating from the Department.   Determines leave eligibility and entitlements, verification, and obtains certification of information from SCS and other Federal and State agencies. Initiates corrective actions as needed. Prepares documentation required for all new employees for pre-employment drug testing. Informs prospective employees of drug testing procedures, and receives information from physician's labs and medical review officers. Generates and reviews LaGov HCM reports related to staffing for completeness and accuracy and reports any discrepancies and/ or problems to immediate supervisor. Provides appointing authorities with LaGov HCM generated reports for attainments of permanent status and contract end deadlines.   Serves as the primary contact when receiving and resolving staffing issues/problems for assigned areas of responsibility. Provides information and guidance to all employees of DOTD on a regular basis regarding salary calculations, leave accrual rates, taxes, etc. Communicates with managers, supervisors, and HR liaisons regarding the results of proposed actions. Provides an explanation of approved actions and ensures that necessary follow-ups are completed. Assists employees with access and issues/problems in LEO, DOTD Intranet, and LA Careers. As part of the PES Program, the incumbent coordinates with the DOTD PES Specialist as needed to ensure that PES ratings are entered timely and accurately.   10% LA Careers Posting Reviews and submits requests to post agency vacancy announcements to Civil Service to be posted in the LA Careers system. Filters qualified applications once received from SCS to identify those applicants who possess all of the preferred qualifications/credentials as stated on the job announcement. Provides list of eligible applicants to the hiring manager, noting those candidates who are required to be interviewed in accordance with Department policy. Reviews and systematically pulls the Department Preferred Reemployment List (DPRL) to ensure employees on the list are given preference. Provides notification to applicants on the status of their applications as necessary, to include addressing concerns from applicants during the selection process. Independently responds to both verbal and written inquiries from applicants regarding employment opportunities; provides advice in areas of examining procedures, qualification requirements, testing, etc. Works closely with the Staffing Unit counterparts to ensure that job vacancies are posted in accordance with DOTD and SCS requirements.   5% Miscellaneous Duties Routinely monitors and runs the ZP44 report to ensure that details, job appointments, and WAE appointments are within their approved eligibility and arc entered in LaGov HCM correctly. May work on requests for extensions of details with the Compensation and Staffing Assistant Manager as necessary. May serve as a lead on projects related to Diversity and Inclusion, Equal Employment Opportunity, Workforce Development programs as it relates to recruitment. May be required to perform other duties as necessary including, but not limited to, emergency/disaster support activities.