See HUMAN RESOURCE CONSULTANT ASSISTANT 1.

Performs first-level professional human resource assignments in one or more areas of the human resource function such as classification, compensation, benefits, recruitment and selection, internal agency diversity, equity, inclusion and equal employment opportunity, reasonable accommodation, training, organizational development, human resource information systems and/or labor relations.

Under general supervision, performs first-level professional human resource assignments. Works under the regular guidance of a higher-level human resource professional or manager. Supervisor typically reviews work in progress as well as outcomes and assists with work prioritization. Positions work independently in making decisions regarding work processes or methods which will be used. Assignments are typically reoccurring, of limited scope, and/or involve a portion of a project. Assignments require analysis of a variety of policies and rules and development of strategies to resolve problems consistent with established standards and to assist with mitigating bias in human resource and business decisions.

Advocates for ethical and transparent business decisions; uses discretion in communication to maintain privacy and confidentiality; demonstrates understanding of and respect for cultural differences in the workplace; promotes inclusion; adapts and adjusts communication and behavior to support inclusion and access for all cultures and people; applies human resource programs, policies and practices objectively, consistently, and respectfully to all staff;

Responds to inquiries from employees, managers and members of the public; assesses client needs, identifies and evaluates options, and recommends courses of action; recuses self from actions with potential conflicts of interest;

Conducts job analyses to identify position requirements; develops or modifies examinations and establishes rating criteria; participates in the interview process; evaluates and refers candidates; advises employing officials regarding requirements and options; promotes employment opportunities using inclusive practices and mitigating barriers to accessibility;

Analyzes and recommends allocation of positions; determines appropriate salary ranges of consideration to apply; mitigates bias in allocation decisions by using employee-neutral criteria such as job duties and levels of responsibility;

Provides benefits information to employees and retirees; enrolls employees in retirement and insurance programs consistently and equitably throughout the workforce;

Enters, retrieves and validates 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; composes correspondence and appointment actions; maintains records and statistics; analyzes and compiles data and information for reports; prepares narrative or statistical reports; responds to public disclosure requests;

Assists with new employee orientation or onboarding;

Receives, reviews, responds to and/or assists in resolving complaints, appeals and/or requests for review;

Identifies and recommends training topics and resources; develops and/or assists in the development and presentation of training in the functional area(s) of responsibility; ensures resources and training opportunities are deployed consistently and equitably throughout the workforce;

Conducts surveys of other employers' practices such as wages, benefits, human resource policies and programs and participates in implementing revisions to human resource programs to ensure programs are fair and equitable across the workforce; reports areas of inconsistencies to higher-level staff;

Recommends areas of improvement for human resource programs, policies, practices;

Performs related duties as required;

May supervise or direct the work of support staff.

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.

A Bachelor’s degree with focus on business, human resources, social or organizational behavioral sciences, or related field.


Equivalent education/experience.

New class, consolidates 2509 Human Resource Representative I, 19102 Human Resource Consultant 1; adopted May 10, 2007, effective July 1, 2007.
Base range salary adjustment adopted 6/13/2019, effective 7/1/2019.
Revised definition, distinguishing characteristics and typical work and salary range adjustment; adopted June 22, 2023, effective July 1, 2023.

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