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SalarySupplemental Information
The PCF is a LaGov reporting, non-paid, off-budget entity of the State housed statutorily under the Division of Administration with a separate internal Human Resources Unit to carry out required HR professional services specific to this agency.
The PCF Human Resources Unit is a stand-alone department that does not receive any state services from other agencies such as DOA Human Resource or The Office of Uniform Payroll -OSUP. Human Resource and Payroll services are processed and approved internally.
Incumbent directs and manages all disciplines of the agency’s Human Resources program relative to managing the employee lifecycle, applicable state and federal guidelines, Department of State Civil Service (DSCS) Rules, DOA policies and PCF internal procedures. Incumbent uses a high-level of judgment and decision-making authority and exercises appropriate and efficient delegated authority decisions for the agency.
Incumbent possesses the highest level of integrity, confidentiality, financial savvy, communication skills to make sound and ethical decisions in the best interest of this agency. Incumbent receives direct supervision from the Administrative Program Director 4 (Assistant Director with signatory authority) and indirect supervision from the Executive Director (Appointing Authority).
Incumbent exercises direct supervision and evaluation over professional-level Human Resources staff, and student worker staff as assigned.
This agency has a fund balance of over 1 billion dollars and the HR Director operates within an annual projected payroll and benefits budget of $5.6 million.
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. *
For further information about this vacancy contact:
Amber Crump
La Patient Compensation Funds
627 N. 4th Street. Baton Rouge, La 70802
225-342-4275
Qualifications
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.
Any college hours or degree must be from an accredited college or university.
Job Concepts
Function of Work:
To administer all aspects of a small 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 B by serving as Human Resources Director for a small entity such as a board, commission, or satellite institution under an umbrella department or agency with no direct supporting staff under the Human Resources Director.
Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.
Examples of Work
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.
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.
