What are the responsibilities and job description for the Human Resources Manager A (Staffing Manager) position at Louisiana Department Of Transportation and Development?
Supplemental Information
16/50448729/HRMGRA/3.27.25-TLM
Section 16 – Human Resources
Human Resources Manager A
About This Position
This position is located in DOTD's Headquarters (HQ) HR Office, works under the direct supervision of the Compensation and Staffing (C&S) Unit Manager (HR Manager B), and serves as the C&S Assistant Manager. The primary function of this position is to directly manage the DOTD Staffing Unit, which includes the oversight of the Recruitment, Selection, Staffing, Student, and Immigration programs. The incumbent provides support to the C&S Unit Manager and HR Director as needed. In the absence of the C&S Unit Manager, the incumbent is responsible to act on his/her behalf. The incumbent must be competent in multi-tasking and accommodating changes in law, governing rules, and regulations in order to successfully meet a wide variety of deadlines, while also respecting the need for confidentiality/sensitivity associated with employee information and the consequence for financial errors, some potentially resulting in financial penalties. The incumbent of this position is required to possess knowledge of the LaGov HCM system and its reporting capabilities, Civil Service rules and regulations, and DOTD policies and procedures. Highly developed customer service, analytical, and written and oral communication skills are necessary.
While in official capacity, DOTD employees must comply with all applicable Louisiana and Civil Service laws, rules, and regulations, as well as DOTD policies, procedures, manuals, and directives.
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.
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.
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.
Nolitha LeDay-McDowell
Human Resources Manager B, Staffing and Compensation Unit
(225) 379-1253
Nolitha.McDowell@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
MINIMUM QUALIFICATIONS:
Seven years of human resources experience; OR
Six years of full-time experience in any field plus four years of human resources experience; OR
A bachelor’s degree plus four years of human resources experience; OR
An advanced degree in human resources, business administration, public administration, industrial and organizational psychology, organizational behavior, or a Juris Doctorate plus three years of human resources experience.
Experience Substitution
Every 30 semester hours earned from an accredited college or university will be credited as one year of experience towards the six years of full-time work experience in any field. The maximum substitution allowed is 120 semester hours which substitutes for a maximum of four years of experience in any field.
Designation as a Society for Human Resource Management Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP), Professional in Human Resources (PHR), or a Senior Professional in Human Resources (SPHR) will substitute for a maximum of one year of the required experience.
Job Concepts
Function Of Work
To manage all aspects of a human resources program; or to serve as an assistant to a Human Resources Director; or to serve as the chief human resources advisor at a small agency or satellite entity.
Level Of Work
Manager.
Supervision Received
Direct from a higher level Human Resources Manager, Human Resources Director, or higher level administrative official.
Supervision Exercised
Direct over Human Resources Supervisors and/or Human Resources Specialists and Human Resources Analysts.
Location of Work:
May be used by all state agencies.
Job Distinctions
Differs from Human Resources Supervisor by the presence of management responsibility of a human resources program.
Differs from Human Resources Manager B by the absence of serving as manager of multiple complex human resources programs.
Differs from Human Resources Director by the absence of final authority over a human resources program.
Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.
Examples of Work
50% Supervisory Duties
Assists C&S Unit Manager daily to resolve issues, answer questions, consult with Appointing Authorities and HR staff (District HR Unit Manager and HQ), and ensure the smooth operation of the Unit. Plans and directs activities for the HQ HR Staffing Unit to include development of goals, assignment of duties, establishment of work standards, monitoring of work flow, evaluation of effectiveness and efficiencies, audit of work products and continuous improvement of work processes. Interviews, selects, trains, and counsels a staff of four professional HR positions. Provides training to lower level staff members in order to ensure an understanding of all current policies and procedures associated with the program functions. Approves leave requests, prepares, and conducts performance evaluations. Compiles statistical data relevant to performance indicators developed for staff functions.
15% Staffing Programmatic Responsibilities
Manages DOTD's use of the LA Careers System for posting probational and promotional opportunities while adhering to internally developed promotional posting, application, and certification processes. Coordinates with DOTD's LA Careers expert (HR Supervisor) and routinely counsels/guides Appointing Authorities, District HR Unit Manager, employees, supervisors, etc. on the LA Careers System. Provides information on respective program areas and Civil Service rules/DOTD policies to internal and external customers. Monitors compliance through audit/oversight. Gathers supporting documentation necessary to respond to Civil Service's post-audits and Data Quality Management's reported errors and findings (both internal and from Civil Service). Confers, interacts, and responds to inquiries from the Office of Statewide Reporting and Accounting Policy (OSRAP), State Civil Service (SCS), Office of Technology Services (OTS), Office of State Uniform Payroll (OSUP), Legislative Auditor's Office, Agency Administrators, and other parties with regards to DOTD's Staffing functions. Coordinates requests for extensions of detail beyond one year with Civil Service; submits requests to detail probational employees and employees who do not meet the SCS minimum qualifications to Civil Service for SCS Director approval. Coordinates minimum qualification revisions with Civil Service to include the initiation of requested revisions as well as response to revisions generated by other Departments. Recommends policy revisions when needed as they relate to assigned areas of responsibility. Assists in the coordination and execution of layoffs.
10% Selection Programmatic Responsibilities
Manages department-wide adherence to selection program guidelines and agency policy regarding the recruitment and selection of qualified candidates. Directs the audit and review of selections to ensure policy compliance and adherence to best practices. Directs the Selection Specialist's audit, review and response of nonselection grievances filed, ensuring that all pertinent materials have been thoroughly reviewed prior to the Specialist's response to the hiring manager and Appointing Authority. Ensures adequate assistance is provided to interviewing supervisors, managers, and Appointing Authorities. Directs the Department's 'Selecting the Best' training program to ensure that Department policy is followed throughout the selection process in order to validate the selection of the best-qualified applicant. Regularly reviews effectiveness and efficiency of the program and makes recommendations to improve policies and procedures, training materials, job aids, forms, etc.
10% Recruitment Programmatic Responsibilities
Plans and directs the recruitment activities to diversify the tools and methods used as well as evaluates their effectiveness. Coordinates with the Recruitment Specialist, the Department's participation in career fairs and other events in search of qualified applicants to ensure an adequate applicant pool for filling vacancies. Manages the Spring and Fall university campus recruiting program to ensure the Department's participation in job fairs for those universities and technical colleges that have Engineering and/or functional programs. Reviews the budget requests for the Spring and Fall university campus recruiting program and makes recommendations as necessary.
10% Student Employment and Immigration Compliance Programmatic Responsibilities
Manages the Department's Summer Student Engineering Program as well as other student employment programs in which the Department participates (i.e., Co-Op, non-engineering summer work program, and School to Work/Job Shadowing). Ensures related Civil Service guidelines and changes related to student employment practices/procedures are adhered to. Reviews the budget requests for the student program and makes recommendations as necessary. Manages the Department's Immigration Compliance program to ensure that the Department complies with the 1-9 requirements of newly hired employees as required by the Immigration Act of 1990, guidelines of the Department of Labor, and the Immigration and Naturalization Service.
5% Miscellaneous Duties
Develops, formats, and produces a wide variety of complex statistical reports as requested by the HR Director, Budget Director, Undersecretary, Assistant Secretaries, etc. Provides training and guidance to subordinates and District HR Unit Staff on updates, rule changes, etc. from Civil Service, OSUP, and other entities. Interprets policies/ laws when complex issues arise, and properly documents such. Assists on special projects as assigned. Attends meetings, conferences, and workshops as required. May be required to perform additional duties as necessary including, but not limited to, emergency/disaster support activities.
16/50448729/HRMGRA/3.27.25-TLM
Section 16 – Human Resources
Human Resources Manager A
About This Position
This position is located in DOTD's Headquarters (HQ) HR Office, works under the direct supervision of the Compensation and Staffing (C&S) Unit Manager (HR Manager B), and serves as the C&S Assistant Manager. The primary function of this position is to directly manage the DOTD Staffing Unit, which includes the oversight of the Recruitment, Selection, Staffing, Student, and Immigration programs. The incumbent provides support to the C&S Unit Manager and HR Director as needed. In the absence of the C&S Unit Manager, the incumbent is responsible to act on his/her behalf. The incumbent must be competent in multi-tasking and accommodating changes in law, governing rules, and regulations in order to successfully meet a wide variety of deadlines, while also respecting the need for confidentiality/sensitivity associated with employee information and the consequence for financial errors, some potentially resulting in financial penalties. The incumbent of this position is required to possess knowledge of the LaGov HCM system and its reporting capabilities, Civil Service rules and regulations, and DOTD policies and procedures. Highly developed customer service, analytical, and written and oral communication skills are necessary.
While in official capacity, DOTD employees must comply with all applicable Louisiana and Civil Service laws, rules, and regulations, as well as DOTD policies, procedures, manuals, and directives.
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) for the Human Resources Manager A is $2,084.80 bi-weekly**
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.
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.*
Nolitha LeDay-McDowell
Human Resources Manager B, Staffing and Compensation Unit
(225) 379-1253
Nolitha.McDowell@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
MINIMUM QUALIFICATIONS:
Seven years of human resources experience; OR
Six years of full-time experience in any field plus four years of human resources experience; OR
A bachelor’s degree plus four years of human resources experience; OR
An advanced degree in human resources, business administration, public administration, industrial and organizational psychology, organizational behavior, or a Juris Doctorate plus three years of human resources experience.
Experience Substitution
Every 30 semester hours earned from an accredited college or university will be credited as one year of experience towards the six years of full-time work experience in any field. The maximum substitution allowed is 120 semester hours which substitutes for a maximum of four years of experience in any field.
Designation as a Society for Human Resource Management Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP), Professional in Human Resources (PHR), or a Senior Professional in Human Resources (SPHR) will substitute for a maximum of one year of the required experience.
Job Concepts
Function Of Work
To manage all aspects of a human resources program; or to serve as an assistant to a Human Resources Director; or to serve as the chief human resources advisor at a small agency or satellite entity.
Level Of Work
Manager.
Supervision Received
Direct from a higher level Human Resources Manager, Human Resources Director, or higher level administrative official.
Supervision Exercised
Direct over Human Resources Supervisors and/or Human Resources Specialists and Human Resources Analysts.
Location of Work:
May be used by all state agencies.
Job Distinctions
Differs from Human Resources Supervisor by the presence of management responsibility of a human resources program.
Differs from Human Resources Manager B by the absence of serving as manager of multiple complex human resources programs.
Differs from Human Resources Director by the absence of final authority over a human resources program.
Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.
Examples of Work
50% Supervisory Duties
Assists C&S Unit Manager daily to resolve issues, answer questions, consult with Appointing Authorities and HR staff (District HR Unit Manager and HQ), and ensure the smooth operation of the Unit. Plans and directs activities for the HQ HR Staffing Unit to include development of goals, assignment of duties, establishment of work standards, monitoring of work flow, evaluation of effectiveness and efficiencies, audit of work products and continuous improvement of work processes. Interviews, selects, trains, and counsels a staff of four professional HR positions. Provides training to lower level staff members in order to ensure an understanding of all current policies and procedures associated with the program functions. Approves leave requests, prepares, and conducts performance evaluations. Compiles statistical data relevant to performance indicators developed for staff functions.
15% Staffing Programmatic Responsibilities
Manages DOTD's use of the LA Careers System for posting probational and promotional opportunities while adhering to internally developed promotional posting, application, and certification processes. Coordinates with DOTD's LA Careers expert (HR Supervisor) and routinely counsels/guides Appointing Authorities, District HR Unit Manager, employees, supervisors, etc. on the LA Careers System. Provides information on respective program areas and Civil Service rules/DOTD policies to internal and external customers. Monitors compliance through audit/oversight. Gathers supporting documentation necessary to respond to Civil Service's post-audits and Data Quality Management's reported errors and findings (both internal and from Civil Service). Confers, interacts, and responds to inquiries from the Office of Statewide Reporting and Accounting Policy (OSRAP), State Civil Service (SCS), Office of Technology Services (OTS), Office of State Uniform Payroll (OSUP), Legislative Auditor's Office, Agency Administrators, and other parties with regards to DOTD's Staffing functions. Coordinates requests for extensions of detail beyond one year with Civil Service; submits requests to detail probational employees and employees who do not meet the SCS minimum qualifications to Civil Service for SCS Director approval. Coordinates minimum qualification revisions with Civil Service to include the initiation of requested revisions as well as response to revisions generated by other Departments. Recommends policy revisions when needed as they relate to assigned areas of responsibility. Assists in the coordination and execution of layoffs.
10% Selection Programmatic Responsibilities
Manages department-wide adherence to selection program guidelines and agency policy regarding the recruitment and selection of qualified candidates. Directs the audit and review of selections to ensure policy compliance and adherence to best practices. Directs the Selection Specialist's audit, review and response of nonselection grievances filed, ensuring that all pertinent materials have been thoroughly reviewed prior to the Specialist's response to the hiring manager and Appointing Authority. Ensures adequate assistance is provided to interviewing supervisors, managers, and Appointing Authorities. Directs the Department's 'Selecting the Best' training program to ensure that Department policy is followed throughout the selection process in order to validate the selection of the best-qualified applicant. Regularly reviews effectiveness and efficiency of the program and makes recommendations to improve policies and procedures, training materials, job aids, forms, etc.
10% Recruitment Programmatic Responsibilities
Plans and directs the recruitment activities to diversify the tools and methods used as well as evaluates their effectiveness. Coordinates with the Recruitment Specialist, the Department's participation in career fairs and other events in search of qualified applicants to ensure an adequate applicant pool for filling vacancies. Manages the Spring and Fall university campus recruiting program to ensure the Department's participation in job fairs for those universities and technical colleges that have Engineering and/or functional programs. Reviews the budget requests for the Spring and Fall university campus recruiting program and makes recommendations as necessary.
10% Student Employment and Immigration Compliance Programmatic Responsibilities
Manages the Department's Summer Student Engineering Program as well as other student employment programs in which the Department participates (i.e., Co-Op, non-engineering summer work program, and School to Work/Job Shadowing). Ensures related Civil Service guidelines and changes related to student employment practices/procedures are adhered to. Reviews the budget requests for the student program and makes recommendations as necessary. Manages the Department's Immigration Compliance program to ensure that the Department complies with the 1-9 requirements of newly hired employees as required by the Immigration Act of 1990, guidelines of the Department of Labor, and the Immigration and Naturalization Service.
5% Miscellaneous Duties
Develops, formats, and produces a wide variety of complex statistical reports as requested by the HR Director, Budget Director, Undersecretary, Assistant Secretaries, etc. Provides training and guidance to subordinates and District HR Unit Staff on updates, rule changes, etc. from Civil Service, OSUP, and other entities. Interprets policies/ laws when complex issues arise, and properly documents such. Assists on special projects as assigned. Attends meetings, conferences, and workshops as required. May be required to perform additional duties as necessary including, but not limited to, emergency/disaster support activities.
Salary : $2,085
