ELEMEN-ELEMEN JOB DESCRIPTION

ELEMENT 1: POSITION INFORMATION

Element 1 berisi :

ELEMENT 2: PRIMARY JOB ROLE

Menjelaskan mengapa posisi ini diadakan dan bagaimana posisi ini berhubungan dengan posisi lainnya

Rumus penulisan:

ELEMENT 3 : DIMENSI

ELEMENT 4 : KEY ACCOUNTABILITIES

meliputi :

Beberapa Tip Penulisan :

Pertanyaan khusus :

ELEMENT 5: PERFORMANCE MEASUREMENT

ELEMENT 6 : REPORTING RELATIONSHIP

ELEMENT 7: KNOWLEDGE & SKILL

ELEMENT 8 : RELATIONSHIP

ELEMENT 9 : DECISION MAKING

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1. Merupakan fondasi yang membentuk suatu organisasi.
2. Seluruh jabatan bila disinergikan bisa mencapai sasaran organisasi.
3. Jabatan-jabatan bisa dianggap sebagai jembatan antara orang dan organisasi

PENGERTIAN JOB DESCRIPTION

1. Sebuah kumpulan informasi jabatan dan disusun secara sistematis yang diperoleh melalui Job Analysis, yang dapat mengidentifikasi dan menguraikan suatu jabatan atau posisi tertentu.
2. Membuat status setiap jabatan menjadi jelas akan: Fungsi & Perannya, Hasilnya, Tanggungjawabnya.

MANFAAT JOB DESCRIPTION

1. Membantu atasan dan bawahan mengerti: Mengapa suatu jabatan diadakan dan Apa tujuan utamanya.
2. Sebagai Alat Managemen untuk mengintegrasikan fungsi-fungsi : Performance Management, Staffing & Selection, Organization Design, Reward System, Career Development & Training.

ELEMEN-ELEMEN JOB DESCRIPTION

1. Job Information
2. Primary Job Role
3. Dimentions
4. Reporting Relationship
5. Key Accountabilities
6. Relationships
7. Knowledge & Skills
8. Decision Making

(Penjabaran tentang elemen-elemen deskripsi jabatan ini akan kami hadirkan dalam satu artikel tersendiri)

JOB DESCRIPTION WRITING PROCESS

Reviewing Work Process & Organization Structure

1. Siapa yang menjadi pelanggan Anda (eksternal/internal)
2. Apa saja harapan mereka dari unit kerja Anda.
3. Hasil apa yang dapat diberikan oleh Anda /Unit kerja Anda
4. Proses, langkah, aktivitas apa saja yang dilakukan untuk menghasilkan Output tersebut.
5. Siapakah pemilik proses tersebut.

IDENTIFYING WORK ROLE

1. Setelah mempertimbangkan proses kerja dan struktur organisasi, rumuskan : 6 –7 tanggung jawab utama.
2. Tanggungjawab utama bisa digali dari 4 DIMENSI

METODOLOGI

1. Review struktur organisasi, bisnis proses, prosedur keagenan, Rincian Tugas & Tanggungjawab.
2. Wawancara sampling di beberapa Unit kerja Wilayah Jabotabek.
3. Group Discussion.

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Urgensi Penyusunan Job Description

• Konsistensi pekerjaan menjamin kehidupan bisnis yang teratur
• Keberhasilan atau kegagalan semua organisasi tergantung pada prinsip : ” Adanya Jabatan yang benar yang dilakukan oleh orang-orang yang benar dengan cara yang benar “
• Bahwa seperti waktu kita diserap untuk bekerja, oleh karena itu harus ada penyusunan job description yang baku dan benar

Hakekat Job Description

• Tujuan Organisasi diterjemahkan dalam bentuk struktur organisasi yang menghimpun dan mengelolah hubungan antara jabatan-jabatan
  • Jabatan merupakan ‘batu bata’ dari struktur organisasi jabatan  unit dasar dari bangunan organisasi
• Jabatan berisi rangkaian pekerjaan, dimana individu sbg pekerja dan organisasi sebagai atasan
• Jabatan mempunyai 2 sisi yakni :
  • Internal ; berkaitan dengan tugas, kegiatan, kewajiban, kesulitan yang ada dalam pekerjaan tersebut.
  • Eksternal ; berkaitan bagaimana suatu jabatan berkontribusi bagi organisasi

Analisa jabatan dan Uraian Jabatan

• Uraian jabatan ( job description) pada prinsipnya merupakan produk utama dari studi analisa jabatan.
• Analisa jabatan adalah suatu proses pemahaman yang mendalam tentang isi dan karakteristik suatu jabatan

Job Description dan Job Requirement / Job Specification

• Persyaratan jabatan merupakan hasil sampingan dari studi analisa jabatan dan terpisah dari uraian jabatan sebagai produk utama analisa jabatan
• Isi dari jabatan uraian jabatan merupakan informasi tentang suatu jabatan yang membedakannya dengan jabatan lainnya. Ciri khas uraian jabatan adalah menggambarkan apa, mengapa, bagiamana, dan kapan / dimana jabatantersebut ditempatkan dan dilaksanakan.
• Sedangkan Job Requirment / Job Specification merupakan persyaratan utama dari seseorang pemangku jabatan   (job holder) untuk menduduki jabatan tersebut. Sedangkan isi dari persyaratan jabatan biasanya terdiri dari Pendidikan Formal, Pengalaman Kerja, pelatihan, Persyaratan Fisik, Persyaratan Psikologis, kemampuan khusus.

Nilai Strategis Job Descripstion Terhadap Aktivitas lain

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Apakah sebenarnya yang dikerjakan seorang direktur? Mengapa setiap hari dia bisa bekerja dengan kondisi kerja yang kelihatan “enak”. Cuma meeting atau bahkan lebih sering berada di luar kantor?

Untuk lebih mengerti apa sebenarnya deskripsi tugas dan tanggung jawab yang diemban seorang direktur utama agar tetap sukses dalam tugasnya dalam mengepalai perusahaan ,silakan simak detail tugas  berikut, yang biasa  dicantumkan saat pembuatan deskripsi tugas (job description) yang bersangkutan:

• Memimpin seluruh  dewan atau komite eksekutif
• Menawarkan visi dan imajinasi di tingkat tertinggi (biasanya bekerjasama dengan MD atau CEO)
• Memimpin rapat umum, dalam hal: untuk memastikan pelaksanaan tata-tertib; keadilan  dan kesempatan bagi semua untuk berkontribusi secara tepat; menyesuaikan alokasi waktu per item masalah; menentukan urutan agenda; mengarahkan diskusi ke arah konsensus; menjelaskan dan menyimpulkan tindakan dan kebijakan
• Bertindak sebagai perwakilan organisasi dalam hubungannya dengan dunia luar
• Memainkan bagian terkemuka dalam menentukan komposisi dari board dan sub-komite, sehingga tercapainya keselarasan dan efektivitas
• Mengambil keputusan sebagaimana didelegasikan oleh BOD atau pada situasi tertentu yang dianggap perlu, yang diputuskan, dalam meeting-meeting BOD.
• Menjalankan tanggung jawab dari direktur perusahaan sesuai dengan standar etika dan hukum, sebagai referensi dalam … (apapun standar dokumen kebijakan direktur yang mungkin Anda gunakan).

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• Merencanakan, mengembangkan dan mengimplementasikan strategi di bidang pengelolaan dan pengembangan SDM (termasuk perekrutan dan pemilihan kebijakan / practices, disiplin, keluhan, konseling, upah dan peryaratannya, kontrak-kontrak, pelatihan dan pengembangan, perencanaan suksesi, moril dan motivasi, kultur dan pengembangan sikap dan moral kerja, manajemen penimbangan prestasi dan hal seputar manajemen mutu – dan  lain-lain (ditambahakan selama masih relvean)
• Menetapkan dan memelihara sistem yang sesuai untuk mengukur aspek penting dari pengembangan HR
• Memonitor, mengukur dan melaporkan tentang permasalahan, peluang, rencana pengembangan yang berhubungan dengan SDM dan pencapaiannya dalam skala  waktu dan bentuk / format yang sudah disepakati.
• Mengatur dan mengembangkan staf langsung (yang melakukan direct report  kepadanya).
• Mengelola dan mengendalikan pembelanjaan SDM per departemen sesuai anggaran-anggaran yang disetujui
• Bertindak sebagai penghubung (liaison) dengan para manajer functional / manajer department yang lain agar memahami semua aspek-aspek penting dalam pengembangan SDM, dan untuk memastikan mereka telah mendapatkan informasi yang tepat dan mencukupi tentang  sasaran, tujuan / obyektif dan pencapaian-pencapaian dari pengembangan SDM.
• Memelihara kesadaran dan pengetahuan tentang teori pengembangan HR yang sesuai zaman dan metoda-metoda dan menyediakan penafsiran yang pantas untuk para direktur, para manajer dan staf di dalam organisasi
• Berperan untuk evaluasi dan pengembangan strategi pengelolaan SDM dan kinerja dalam pengimplementasian strategi tersebut, dengan bekerja sama dengan tim eksekutif.
• Memastikan setiap aktivitas mempunyai benang merah serta terintegrasikan dengan persyaratan-persyaratan organisasi (organizational requirements) untuk bidang-bidang manajemen mutu, kesehatan dan keselamatan kerja, syarat-syarat hukum, kebijakan-kebijakan dan tugas umum kepedulian lingkungan.
• Jika merupakan jabatan direktur formal,  Melaksanakan tanggung-jawab dari seorang direktur utama / Board of Director (BOD) menurut patokan-patokan etis dan hukum yang berlaku, seperti  yang tuangkan di dalam kebijakan direktur atau dokumen standar (lain) yang biasa digunakan.

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• Merencanakan anggaran-anggaran pelatihan fungsional / per departemen, biaya-biaya peramalan (forecast) dan angka-angka peserta training seperti yang diperlukan oleh sistem perencanaan dan anggaran organisasi.
• Mengukur kebutuhan training yang relevan untuk karyawan baik untuk level individu atau level organisasi, berkonsultasi dengan kepala-kepala tiap departemen, termasuk metoda-metoda penilaian dan sistem pengukuran diperlukan.
• Selalu mengetahui informasi terkini tentang keterampilan-keterampilan dan level kualifikasi yang relevan yang diperlukan oleh karyawan untuk tetap mempunyai kinerja yang efektif dan menginformasikan ke setiap orang setiap tentang persyaratan dan informasi yang terkait dengan hal tersebut ke organisasi secara tepat.
• Membuat strategi dan rencana-rencana organisatoris untuk memenuhi kebutuhan pelatihan dan pengembangan, dan mengatur pelaksanaan pelatihan, pengukuran dan tindak lanjut yang diperlukan.
• Mendisain program training dan kursus-kursus dan kurikulum yang di perlukan untuk memenuhi kebutuhan pelatihan atau mengatur terlaksanakan kegiatan ini dengan melibatkan penyedia jasa dari luar perusahaan.
• Mengidentifikasi, memilih dan mengatur lembaga pelatihan dan akreditasi eksternal, para agensi serta penyedia-penyedia jasa training untuk melaksanakan training yang diperlukan sesuai denga standar yang sudah ditentukan
• Mengorganisir tempat pelaksanaan pelatihan, logistik, pengangkutan, pemondokan seperti yang diperlukan untuk mencapai pengadaan dan pelaksanaan pelatihan secara efisien.
• Merencanakan dan melaksanakan kursus latihan secara pribadi sebagai supplement (tambahan) dari training yang disediakan secara external maupun internal oleh pihak lain.
• Menyusun untuk pemeliharaan segala perlengkapan dan material yang berhubungan dengan pelaksanaan dan pengukuran training.
• Merekrut, mengatur dan mengembangkan staf langsung (yang melakukan direct report kepadanya), jika ada.
• Memastikan setiap aktivitas dan bahan-bahan pelatihan mempunyai benang merah kebijakan-kebijakan organisatoris dan sesuai dengan undang-undang, termasuk kesehatan dan keselamatan, hukum ketenaga-kerjaan dan persamaan derajat / kesempatan (equal laws).
• Memonitor dan melaporkan tentang aktivitas, biaya-biaya, kinerja, dll, seperti diperlukan.
• Secara konsisten dan terus menerus mengembangkanlah diri sendiri, dan memelihara pengetahuan di dalam bidang-bidang yang terkait.

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Di bawah ini dijabarkan berbagai detail tugas-tugas khas seorang manajer pengembangan organisasi, yang biasanya dicantumkan saat pembuatan deskripsi tugas (job description) yang bersangkutan

• Merencanakan, mengembangkan dan mengimplementasikan strategi pengembangan organisasi (mencakup bidang-bidang tertentu yang relevan dengan struktur organisasi dan lainnya)
• Menetapkan dan memelihara sistem yang sesuai untuk mengukur aspek-aspek penting kinerja organisasi
• Memonitor, mengukur dan melaporkan tentang rencana-rencana pengembangan organisasi dan pencapaiannya di dalam bentuk-bentuk / format dan rentang waktu yang telah disetujui
• Melakukan pengaturan kerja bawahan langsung (yang melakukan direct report kepadanya)
• Mengelola dan mengendalikan pembelanjaan per departemen sesuai anggaran-anggaran yang sudah disetujui
• Bertindak sebagai penghubung (liaison) dengan para manajer functional / manajer department yang lain agar memahami semua aspek-aspek penting dalam pengembangan organisasi, dan untuk memastikan mereka telah mendapatkan informasi yang tepat dan mencukupi tentang  sasaran, tujuan / obyektif dan pencapaian-pencapaian dari pengembangan organisasi,
• Memelihara kesadaran dan pengetahuan tentang teori pengembangan organisasi yang up to date / sesuai zaman dan  metoda-metodanya  serta menyediakan penafsiran yang pantas kepada para direktur, para manajer dan staf di dalam organisasi
• Memastikan setiap aktivitas mempunyai benang merah serta terintegrasikan dengan persyaratan-persyaratan organisasi (organizational requirements) untuk bidang-bidang manajemen mutu, kesehatan dan keselamatan kerja, syarat-syarat hukum, kebijakan-kebijakan dan tugas umum kepedulian lingkungan.

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• Kembangkan “raport”, buat suasana pertemuan tidak tegang.
• Pergunakan bahasa yang sederhana dan netral.
• Jelaskan apa tujuan dari wawancara.
• Berikan dukungan (empathy) agar yang bersangkutan mau berbicara.
• Bantu interviewee agar dapat berpikir dan mengungkapkan isi serta aktivitas dalam bekerja secara runtut.
• Setiap kali bertanya hanya menanyakan satu pertanyaan.
• Siapkan pertanyaan sedemikian rupa sehingga tidak hanya dijawab dengan “ya” atau “tidak”.
• Hindari “leading questions”.
• Pertimbangkan hubungan yang ada antara satu pekerjaan/jabatan dengan pekerjaan/jabatan yang lain.
• Pastikan bahwa anda memperoleh informasi yang lengkap sehubungan dengan pekerjaan serta karakteristik individual yang dituntut oleh pekerjaan yang dilakukan oleh interviewee.
• Buat perjanjian untuk pertemuan berikutnya.

“DO’S AND DON’TS” DALAM WAWANCARA

• Jangan menyarankan perubahan atau penyesuaian apapun.
• Sopan dalam berbicara dan berperilaku.
• Perlakukan interviewee sebagai sederajat.
• Temui dahulu atasan yang bersangkutan sebelum mulai wawancara.
• Konsultasikan data yang anda peroleh dengan atasan yang bersangkutan.
• Jangan menyarankan perubahan atau penyesuaian apapun.
• Sopan dalam berbicara dan berperilaku.
• Perlakukan interviewee sebagai sederajat.
• Temui dahulu atasan yang bersangkutan sebelum mulai wawancara.
• Konsultasikan data yang anda peroleh dengan atasan yang bersangkutan.

TIPS WAWANCARA

SEBELUM

Buat jadual yang tepat dan lakukan konfirmasi.

Siapkan daftar pertanyaan

PELAKSANAAN

• Jelaskan tujuan wawancara (bukan menilai pemegang jabatan)
• Ciptakan suasana nyaman dan tenang.
• Kumpulkan fakta/informasi tentang jabatan secara lengkap.
• Gunakan Tip untuk memancing dengan cara :
  • Non committal Response
  • Echo Response
  • Interpretative Response

Hal-hal yang perlu diperhatikan pada saat pelaksanaan

• Tunjukkan rasa ingin tahu Anda ( jangan sok tahu !! )
• Jangan menggunakan pertanyaan LEADING QUESTION
• Ambil posisi “SAMA” (JANGAN MERASA TINGGI ATAU MINDER
• Ulangi hasil catatan Anda ( minta konfirmasi )
• Dengarkan saja keluhan-keluhannya.
• Tunggu sampai DIA menjawab ( jangan buru-buru dijawab !! )
• Jangan mendominasi percakapan.
• Perhatian bahasa tubuhnya, kontak mata dll.
• Jangan malu untuk bertanya istilah-istilah teknis dalam pekerjaan.

PENUTUP

• Sampaikan bahwa data telah diperoleh dan sampaikan point-point yang telah disampaikan.
• Tanyakan apa ada informasi yang belum disampaikan.
• Ucapkan terima kasih.

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HUMAN RESOURCES

Job, Criteria, etc

Training Manager

Designs, plans, and implements corporate training programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of training specialists. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Training Specialist I

Conducts company training programs. Requires a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Training Specialist II

Participates in, and conducts company training programs. Requires a bachelor’s degree in a related area and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Training Specialist III

Designs and conducts company training programs. Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Training Specialist IV

Designs and conducts company training programs. Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a supervisor or manager.

Benefits Administrator

Administers, processes, and maintains company benefits programs. May require an associate’s degree or its equivalent and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Benefits Analyst I

Researches, analyzes, evaluates, and administers corporate benefit plans/programs. May require a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Benefits Analyst II

Researches, analyzes, evaluates, and administers corporate benefit plans/programs. May require a bachelor’s degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Benefits Analyst III

Researches, analyzes, evaluates, designs and administers corporate benefit plans/programs. Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Benefits Analyst IV

Researches, analyzes, evaluates, designs and administers corporate benefit plans/programs. Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Benefits Clerk

Processes and files benefits forms and related information. Requires a high school diploma or its equivalent and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision; typically reports to a manager.

Benefits Clerk, Sr

Processes, maintains, and files benefits forms and related information. Requires a high school diploma or its equivalent and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Benefits Manager

Designs, plans, and implements corporate benefits programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of benefits analysts. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Benefits Supervisor I

Supervises a staff of benefit analysts who research, analyze, evaluate, design and administer corporate benefit plans/programs. Implements corporate benefits programs, policies, and procedures. A level I supervisor is considered a working supervisor with little authority for personnel actions. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Benefits Supervisor II

Supervises a staff of benefit analysts who research, analyze, evaluate, design and administer corporate benefit plans/programs. Implements corporate benefits programs, policies, and procedures. A level II supervisor has authority for personnel actions and oversees most day to day operations of group. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Benefits Supervisor III

Supervises a staff of benefit analysts who research, analyze, evaluate, design and administer corporate benefit plans/programs. Implements corporate benefits programs, policies, and procedures. A level III supervisor has full authority and may be considered lower middle management. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Compensation & Benefits Manager

Designs, plans, and implements corporate benefits and compensation programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of compensation and/or benefits analysts. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Compensation Analyst I

Evaluates and analyzes salary data. Administers company compensation programs. May require a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Compensation Analyst II

Evaluates and analyzes salary data. Administers company compensation programs. Requires a bachelor’s degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Compensation Analyst III

Evaluates and analyzes salary data. Designs and administers company compensation programs. Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Compensation Analyst IV

Evaluates and analyzes salary data. Designs and administers company compensation programs. Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Compensation Manager

Designs, plans, and implements corporate compensation programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of compensation analysts. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

EEO Specialist

Administers affirmative action programs. Develops company EEO policies and procedures. Requires a bachelor’s degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Employee Assistance Program Counselor

Counsels employees with medical/behavioral issues affecting job-related or personal performance. May evaluate and recommend outside treatment and counseling if necessary. Requires a bachelor’s degree in related area, state licensure and/or certification, and at least 3-5 years of experience in the field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a supervisor or manager. A certain degree of creativity and latitude is required.

Employee Assistance Program Manager

Designs, plans, and implements a company’s employee assistance program. Supports management in dealing with medical/behavioral issues affecting job-related or personal performance. May evaluate and recommend outside treatment and counseling if necessary. Requires a master’s degree in area of specialty, state licensure and/or certification, and at least 7 years of experience in the field. Generally manages a group of employee assistance program counselors. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Employee Relations Manager

Designs, plans, and implements a company’s employee relations programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of employee relations specialists. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Employee Relations Specialist I

Administers human resources policies and procedures that pertain to employee relations. Researches and analyzes data pertaining to human resources. May require a bachelor’s degree in a related area and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Employee Relations Specialist II

Administers human resources policies and procedures that pertain to employee relations. Researches and analyzes data pertaining to human resources. May require a bachelor’s degree in a related area and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Employee Relations Specialist III

Designs and administers human resources policies and procedures that pertain to employee relations. Researches and analyzes data pertaining to human resources. Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Employee Relations Specialist IV

Designs and administers human resources policies and procedures that pertain to employee relations. Researches and analyzes data pertaining to human resources. Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Employee Relocation Manager

Manages the employee relocation process. Facilitates transfer activities of employee and family members. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Relies on experience and judgment to plan and accomplish goals. Typically reports to top management.

Employee Relocation Representative I

Facilitates the relocation process and performs all administrative duties pertaining to relocation. May require a bachelor’s degree in area of specialty and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Typically reports to a supervisor or manager.

Employee Relocation Representative II

Facilitates the relocation process and performs all administrative duties pertaining to relocation. May require a bachelor’s degree in area of specialty and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision. A certain degree of creativity and latitude is required. Typically reports to a supervisor or manager.

Employee Relocation Representative III

Facilitates the relocation process and performs all administrative duties pertaining to relocation. May require a bachelor’s degree and 5-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Employee Relocation Representative IV

Facilitates the relocation process and performs all administrative duties pertaining to relocation. May require a bachelor’s degree and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Employment Manager

Designs, plans, and implements a company’s recruiting programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of recruiters. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Employment Representative I

Recruits, interviews, checks references, makes offers, and conducts orientation for new employees. Performs exit interviews and processes change of employee status. May require a bachelor’s degree in area of specialty and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Typically reports to a supervisor or manager.

Employment Representative II

Recruits, interviews, checks references, makes offers, and conducts orientation for new employees. Performs exit interviews and processes change of employee status. May require a bachelor’s degree in area of specialty and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision. A certain degree of creativity and latitude is required. Typically reports to a supervisor or manager.

Employment Representative III

Recruits, interviews, checks references, makes offers, and conducts orientation for new employees. Performs exit interviews and processes change of employee status. May require a bachelor’s degree and 5-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Employment Representative IV

Recruits, interviews, checks references, makes offers, and conducts orientation for new employees. Performs exit interviews and processes change of employee status. May require a bachelor’s degree and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Employment Supervisor I

Supervises the activities of the employment department. Oversees a company’s recruiting programs, policies, and procedures. A level I supervisor is considered a working supervisor with little authority for personnel actions. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Employment Supervisor II

Supervises the activities of the employment department. Oversees a company’s recruiting programs, policies, and procedures. A level II supervisor has authority for personnel actions and oversees most day to day operations of group. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Employment Supervisor III

Supervises the activities of the employment department. Oversees a company’s recruiting programs, policies, and procedures. A level III supervisor has full authority and may be considered lower middle management. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Executive Compensation Manager

Designs, plans, and implements corporate compensation programs, policies, and procedures for senior and top executives. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of executive compensation analysts. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

HR Generalist I

Administers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. May require a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

HR Generalist II

Administers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. May require a bachelor’s degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

HR Generalist III

Designs and administers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

HR Generalist IV

Designs and administers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

HR Manager

Designs, plans, and implements human resources programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of human resources professionals. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

HRIS Analyst I

Evaluates, analyzes, designs, and maintains company Human Resources Information Systems (HRIS). May require a bachelor’s degree in a related area and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

HRIS Analyst II

Evaluates, analyzes, designs, and maintains company Human Resources Information Systems (HRIS). Requires a bachelor’s degree in a related area and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

HRIS Analyst III

Evaluates, analyzes, designs and maintains company Human Resources Information Systems (HRIS). Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

HRIS Analyst IV

Evaluates, analyzes, designs and maintains company Human Resources Information Systems (HRIS). Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

HRIS Clerk I

Performs routine administrative tasks in support of the HRIS (Human Resources Information Systems) group. Inputs data into a computer processing system and reviews output for accuracy. Requires a high school diploma or its equivalent and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor.

HRIS Clerk II

Performs routine administrative tasks in support of the HRIS (Human Resources Information Systems) group. Inputs data into a computer processing system and reviews output for accuracy. Requires a high school diploma or its equivalent and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a supervisor.

HRIS Clerk III

Performs routine administrative tasks in support of the HRIS (Human Resources Information Systems) group. Inputs data into a computer processing system and reviews output for accuracy. Requires a high school diploma or its equivalent and at least 5 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to a supervisor.

HRIS Manager

Manages and oversees an organization’s HRIS (Human Resources Information Systems). Develops, implements, and modifies system requirements. Prepares reports for budgeting and human resources. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Relies on experience and judgment to plan and accomplish goals. Typically reports to top management.

HRIS Supervisor I

Supervises the HRIS (Human Resources Information Systems) platform and maintenance of data. Reviews data input and output reporting for accuracy. A level I supervisor is considered a working supervisor with little authority for personnel actions. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

HRIS Supervisor II

Supervises the HRIS (Human Resources Information Systems) platform and maintenance of data. Reviews data input and output reporting for accuracy. A level II supervisor has authority for personnel actions and oversees most day to day operations of group. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

HRIS Supervisor III

Supervises the HRIS (Human Resources Information Systems) platform and maintenance of data. Reviews data input and output reporting for accuracy. A level III supervisor has full authority and may be considered lower middle management. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Human Resources Assistant

Provides support in functional areas of a human resources department, which may include recruitment and employment, personnel records, employee and/or labor relations, job evaluation, compensation management, benefits administration, organization development and training. May require an associate’s degree in a related area with 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor or manager.

Human Resources Director

Plans, directs and carries out policies relating to all phases of personnel activity. Recruits, interviews, and selects employees to fill vacant positions. Plans and conducts new employee orientation to foster positive attitude toward company goals. Keeps record of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Investigates accidents and prepares reports for insurance carrier. Conducts wage survey within labor market to determine competitive wage rate. Prepares budget of personnel operations. Requires a bachelor’s degree with at least 7-10 years experience in Human Resources. Must be familiar with internet business models and technologies. Generally manages a group of human resources professionals. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Labor Relations Manager

Designs, plans, and implements a company’s labor relations programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of labor relations specialists. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Labor Relations Specialist I

Participates in labor contract negotiations. May prepare contract agreements. Requires a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Labor Relations Specialist II

Conducts and participates in company labor contract negotiations. Prepares contract agreements. Advises management on contract agreements and may handle employee grievances. Requires a bachelor’s degree in a related area and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Labor Relations Specialist III

Conducts and participates in company labor contract negotiations. Prepares contract agreements. Advises management on contract agreements, and handles employee grievances. Requires a bachelor’s degree in a related area and at least 5 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Occupational Nurse

Directs, initiates, and implements patient care plans. Provides nursing care at the worksite for employees and customers. May require an associate’s degree and is a registered nurse with at least 2-4 years of experience in a related field. Familiar with standard concepts, practices, and procedures within a particular field. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a supervisor and/or manager. A certain degree of creativity and latitude is required.

Organizational Development Manager

Manages, designs and implements policies and procedures for the organization development department. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of training specialists. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Organizational Development Specialist

Analyzes organizational structures, responsibilities, team work, business or operating procedures, reporting relationships and work processes to design efficient methods of accomplishing work. May require a bachelor’s degree in a related area and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Organizational Development Specialist, Sr

Analyzes organizational structures, responsibilities, team work, business or operating procedures, reporting relationships and work processes to design efficient methods of accomplishing work. Requires a bachelor’s degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Project Administrator I

Plans and coordinates project scheduling, budgeting, and administrative tasks. Implements company policies and procedures. Requires a bachelor’s degree in a related area and 4-6 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a project leader or manager.

Project Administrator II

Plans and coordinates project scheduling, budgeting, and administrative tasks. Requires a bachelor’s degree in a related area with at least 7 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a project leader or manager.

Recruiter I

Screens, interviews, and recommends prospective employees for employment. Extends offers of employment to successful candidates. May require a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Recruiter II

Screens, interviews, and recommends prospective employees for employment. Extends offers of employment to successful candidates. May require a bachelor’s degree in a related area and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Recruiter III

Screens, interviews, and recommends prospective employees for employment. Extends offers of employment to successful candidates. May require a bachelor’s degree in a related area and at least 5 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Top Compensation and Benefits Executive

Plans and directs certain aspects of human resources relating to compensation and benefits policies, objectives, initiatives. Responsible for development and administration of all compensation and benefit programs. Requires a bachelor’s degree with at least 15 years of experience in the field. Relies on experience and judgment to plan and accomplish goals. Typically reports to top management.

Top HR Executive

Plans and directs all aspects of an organization’s human resources policies, objectives, and initiatives. Responsible for employment, placement, orientation and training, labor relations, compensation, benefits, and employee services. Requires a bachelor’s degree with at least 15 years of experience in the field. Relies on experience and judgment to plan and accomplish goals. Typically reports to top management.

Top HRIS Executive

Plans and directs all aspects of an organization’s human resource information system(s). Develops, implements, and maintains HRIS system(s) to meet an organization’s needs and objectives. Requires a bachelor’s degree with at least 8 years of experience in the field. Relies on experience and judgment to plan and accomplish goals. Typically reports to top management.

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