Department of Administrative Services

Human Resources Consultant 3 (0192MP)

$39.78-$54.24 Hourly / $3,182.80-$4,339.39 BiWeekly /
$83,071.00-$113,258.00 Yearly


In the Department of Administrative Services, Statewide Human Resources Management, this class is accountable for performing tasks related to the development of statewide Human Resource Management systems involving strategic planning; classification, job evaluation and compensation; organizational effectiveness and assessment; business rules development and application; personnel assessment, recruitment, and selection; employee relations; human resource training program design, delivery and evaluation; and related special projects. Provides consultation to state agencies' human resources professionals and executives regarding human resources programs, laws, regulations, and business rules.


This class has three separate and distinct organizational levels, the working level, the advanced working level and the subject matter expert level. The principal difference between the working, the advanced working and subject matter expert levels are the complexity, scope and accountability of the work being performed. Incumbents who spend seventy-five percent (75%) of their time performing duties designated at the subject matter expert organizational level including acting as the statewide technical resource/expert shall be compensated at Salary Group MP 63. Incumbents determined not to be working at the subject matter expert level shall be compensated at Salary Group MP 57 or MP 60. At the working level incumbents would gain the knowledge of the total HR discipline necessary to perform successfully at the advanced working level. Although the job functions may be similar in both the working and advanced working levels, an incumbent would not move to the MP 60 pay scale until he/she had demonstrated solid job content knowledge and the ability to perform the full range of duties required at the advanced working level as determined through performance reviews. In order to identify which types of duties that are designated at each level, please refer to the table provided in the ADDENDUM section of this specification.


Works under the limited supervision of a Statewide Human Resource Program Manager or other employee of higher grade.


May lead lower level employees as assigned.


Please refer to the ADDENDUM - EXAMPLES OF DUTIES for duties and responsibilities that typically performed by incumbents in this class.


COMPETENCIES: Please refer to the ADDENDUM #2 COMPETENCY TABLE for a comprehensive listing of minimal competencies required of incumbents to perform duties outlined for this class.


Eight (8) years of professional experience in human resources management.


One (1) year of the General Experience must have been at or above the level of Human Resources Consultant 2.


1. College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equalling one half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.
2. A Master's degree in public administration, human resources management or other closely related field may be substituted for one (1) additional year of the General Experience.
3. For State Employees one (1) year of experience at or above a Human Resources Specialist may be substituted for the General Experience and Special Experience for the advanced working level.


1. Incumbents in this class may be required to travel.
2. Incumbents in this class may be required to possess and retain a valid Motor Vehicle Operator's License.










MP 63


This replaces the existing specification for the classes of Human Resources Consultant 1, 2, and 3 in Salary Groups MP 57, 60, and 63 approved effective October 4, 2013. (Revised to modify Special Requirements)




Recognizes or uses correct English grammar, punctuation, and spelling; communicates information in a succinct and organized manner; produces written information, which may include technical material, that is appropriate for the intended audience. Incumbents spend at least 75% of their time performing a combination of functions below.

• Independently provides comprehensive human resources consulting services to a set of state agencies.
• Represents DAS for final authority for all classification and position determinations.
• Drafts and communicates statewide human resources policies.
• Develops and delivers training to Human Resources professionals, agency heads, and managers through the Human Resources certificate program, the New Manager’s Certificate Program, Executive Briefings and other formalized training and outreach efforts.
• Serves as a subject matter expert and consultant to agency human resources staff and statewide human resources staff on complex human resources topics that have statewide impact and often involve both state and federal laws, regulations and policies.
• Provides mentoring, consultation and training to new SHRM staff and agency human resources professionals.
• Serves as the project lead on SCOPE and other large classification and job evaluation projects.
• Develops new job classifications and new job classification series and uses job evaluation systems and methodologies to evaluate jobs and set salaries.
• Independently handles complex reclassification grievances; serves as hearing officer at Step 3 and presents the state’s case at step 4.
• Testifies at grievances, arbitrations, court and CHRO and other hearings representing the state and explaining human resources policies, statutes, regulations, and systems.
• Leads executive searches and large and/or sensitive recruitment efforts with statewide or multiple agency impact.
• Develops and validates the most complex and sensitive examinations including written, essay, experience and training and oral examinations. Reviews application forms, responds to appeals regarding such complex and sensitive examinations.
• Serves as a project team leader on complex human resources projects involving the conduct of best practice research and the development and implementation of new systems, assessment tools, training initiatives and other projects with statewide or multiple agency impact.
• Leads statewide human resources strategic planning efforts and serves as a consultant to agencies on agency efforts.
• Independently responds in writing to complex inquiries requiring the conduct of research and explanation of state statutes, regulations and policies.
• Develops and implements policy and procedure changes that streamline human resources systems and take advantage of technology.




COMPENTENCY                                        DEFINITIONS

Contributes to maintaining the integrity of the organization; displays high standards of ethical conduct and understands the impact of violating these standards on an organization, self, and others; is trustworthy.

Interpersonal Skills  

Shows understanding, courtesy, tact, empathy, concern; develops & maintains relationships; may deal with people who are difficult, hostile, distressed; relates well to people from varied backgrounds & situations; is sensitive to individual differences. 


Understands and interprets written material, including technical material, rules, regulations, instructions, reports, charts, graphs, or tables; applies what is learned from written material to specific situations. 

Oral Communication  

Expresses information to individuals or groups effectively, taking into account the audience and nature of the information; makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately. 


Recognizes or uses correct English grammar, punctuation, and spelling; communicates information in a succinct and organized manner; produces written information, which may include technical material, that is appropriate for the intended audience. 

Customer Service  

Consistently displays awareness and sensitivity to the needs of internal and/or external clients.  Proactively ensures these needs are met or exceeded. 

Business Operations Analysis  

Analyzes the business impact of legislation, alternative funding sources (i.e.; grant programs,) trends, issues, technologies, economies, and competition.  Applies that analysis to business issues and challenges. 


Through professional or technical expertise, advises, intervenes, and/or influences a customer or internal partner over whom there is no direct authority. 


Improves organizational performance through the introduction of new ideas, methods, processes, products, services, etc. develops new ways of looking at a situation. 


Involves individuals with the purpose of leveraging additional knowledge or skills that lead to increased understanding, as well as obtaining shared commitment to the improvement or success of an event or project. 


Sets well-defined and realistic personal goals; displays a high level of initiative, effort, and commitment towards completing assignments in a timely manner; works with minimal supervision; is motivated to achieve; demonstrates responsible behavior. 


Encourages and facilitates cooperation, pride, trust, and group identity; fosters commitment and team spirit; works with others to achieve goals. 

Human Resources/Technical Competence  

Possesses knowledge of recruitment, hiring, classification, compensation, benefits, HR information systems, personnel assessment, performance management, project management, job evaluation, workforce planning, affirmative action, succession planning, organizational staffing, HR policies and business rules; employee relations, negotiation, and federal, state, and local employment regulations. Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform one's job; works with, understands, and evaluates technical information related to the job; advises others on technical issues. 

Decision Making  

Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change. 

Attention to Detail  

Is thorough when performing work and conscientious about attending to detail. 

Self-Esteem   Believes in own self-worth; maintains a positive view of self and displays a professional image. 

Identifies rules, principles, or relationships that explain facts, data, or other information; analyzes information and makes correct inferences or draws accurate conclusions. 

Planning and Evaluating 

Organizes work, sets priorities, determines resource requirements; determines short- or long-term goals and strategies to achieve them; coordinates with other organizations or parts of the organization; monitors progress, evaluates outcomes. 

Problem Solving  

Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations. 


Is open to change and new information; adapts behavior work methods in response to new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity. 

Stress Tolerance  

Deals calmly and effectively with high stress situations (for example, tight deadlines, hostile individuals, emergency situations, dangerous situations). 


Uses efficient learning techniques to acquire and apply new knowledge and skills; uses training, feedback, or other opportunities for self-learning and development. 


Recalls information that has been presented previously. 

Organizational Awareness 

Knows the organization's mission and functions, and how its social, political, and technological systems work and operates effectively within them; this includes the programs, policies, procedures, rules, and regulations of the organization. 

Creative Thinking 

Uses imagination to develop insights into situations and applies innovative solutions to problems; designs new methods where established methods and procedures are inapplicable or are unavailable. 

Information Management 

Identifies a need for and knows where or how to gather information; organizes and maintains information or information management systems. 


Persuades others to accept recommendations, cooperate, or change their behavior; works with others towards an agreement; negotiates to find mutually acceptable solutions.

CLASS: 0192MP; EST: 10/1/1987; REV: 5/13/2016;