Human resource professionals are involved in assignments that frequently crossover or merge traditional functions and specialties with significant responsibility in mitigating and reducing risk by addressing complex organizational and business issues. Many are leading, facilitating, or coaching others regarding a wide range of multifaceted organizational, leadership, policy, regulatory, and human resource issues. Human resource professionals serve as critical business partners implementing processes and monitoring and measuring outcomes of activities in support of agency initiatives and strategic goals.

The Human Resource Consultant is a professional series with a Human Resource Consultant Assistant 1 and 2 as the paraprofessional levels. Positions in this series may require specialization in one or a limited number of human resource areas or may be assigned a wide variety of responsibilities.

Examples of professional responsibilities typically assigned include, but are not limited to: classification, compensation, recruitment, selection, internal agency diversity, equity, inclusion, equal employment opportunity, elimination and prevention of discrimination in employment, and anti-racism strategies, reasonable accommodation, staff and leadership development and training, management of human resource information systems and files, career counseling, employee recognition and motivation, workplace investigations, drug and alcohol policies, protected leave, advising management on employee performance and/or corrective and disciplinary actions, representing an organization in appeals or grievances, conducting labor negotiations, mediation or arbitration, organizational analysis or development, interpretation and application of laws, rules, policies and procedures, and other personnel services. Positions may also be assigned workplace safety or security issues, loss control analysis or prevention, program or policy development, quality consultation, or other functions relating to human resource management in an organization.

Examples of paraprofessional or technical responsibilities typically assigned include, but are not limited to: interpreting rules and policies to direct payroll actions, explaining human resource policies, procedures, and programs to employees, managers, the public, and others; providing technical assistance to support the professional responsibilities listed above; providing guidance to others in registering or applying for human resource programs, completing requests for personnel actions, benefits, etc.; providing training or orientation in area of responsibility; maintaining confidential records and generating reports.

External Equal Employment Opportunity (EEO)/Diversity, Equity and Inclusion (DEI) work is found in the External Civil Rights Compliance Specialist series.

Performs paraprofessional, technical, and clerical tasks in support of an institution’s or agency’s human resource operations. Provides information to clients and explains policies, rules and regulations applicable to human resource functional area(s).

Under general supervision, performs technical human resource tasks such as explaining and applying human resource rules, policies, regulations or procedures; and processing and ensuring the accuracy of human resource documents and records.

Responds to inquiries and provides information about human resource rules, policies, regulations or procedures within functional area(s) such as employee recruitment and hiring requirements, benefits eligibility criteria and program offerings, classification, compensation and/or leave rules and procedures;

Receives, reviews, ensures the accuracy and completeness of, compiles and/or maintains human resource data, documents and records such as leave and salary records and employee data forms;

Assists human resource staff in administering a variety of human resource functions consistently and equitably throughout the workforce such as recruitment and hiring, employee training and orientation, salary surveys, benefits enrollment and temporary appointments;

Enters and/or retrieves data from human resource information or other computerized recordkeeping systems supporting payroll, benefits, personnel files, position files, performance evaluations, employee training and development, public records disclosure, safety and health systems, and other data functions;

Compiles data and prepares reports, statistics and statistical summaries, narrative summaries or graphic representations of data;

Prepares correspondence and spreadsheets;

Schedules and arranges meetings, recruitment candidate assessments and interviews; prepares recruitment job posting; assists in presentation at job fairs and other outreach activities using inclusive practices and mitigating barriers to accessibility of these activities;

Receives requests for public records from employees or members of the public; provides or verifies public information requested;

Assists in developing internal office procedures using principles of equity and inclusion in evaluating those procedures;

May direct the work of others;

Performs related duties as required.

There may be instances where individual positions must have additional licenses or certification. It is the employer’s responsibility to ensure the appropriate licenses/certifications are obtained for each position.

Persons legally authorized to work in the U.S. under federal law, including Deferred Action for Childhood Arrivals recipients, are eligible for employment unless prohibited by other state or federal law.

Three years of office experience including at least six months of experience in a human resource or related setting.


Equivalent education/experience.

New Class: 1-3-73.
Revise Class: 9-14-73.
Revise Class/Title: 2-5-93.
Revise class. Revises title (formerly Human Resource Assistant), class code (formerly 2585), class series concept, definition and distinguishing characteristics; adopted May 10, 2007, effective July 1, 2007; general revision revises typical work effective July 1, 2007.
Base range salary adjustment adopted 6/13/2019, effective 7/1/2019.
Revised class series concept and typical work; adopted June 22, 2023, effective July 1, 2023.

Revised Legal Requirements; effective June 6, 2024, due to adopted legislative action.