Human Resource Advisor I (#MACK01)
$40,446.00 Yearly Min / $50,558.00 Yearly Mid / $60,670.00 Yearly Max

Human Resource Advisor II (#MACK02)
$45,798.00 Yearly Min / $57,248.00 Yearly Mid / $68,698.00 Yearly Max

Human Resource Advisor III (#MACK03)
$55,182.00 Yearly Min / $68,978.00 Yearly Mid / $82,774.00 Yearly Max

Human Resource Supervisor (#MACK04)
$58,719.00 Yearly Min / $73,399.00 Yearly Mid / $88,079.00 Yearly Max

Human Resource Employee and Labor Relations Advisor (#MACK05)
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$62,483.00 Yearly Min / $78,104.00 Yearly Mid / $93,725.00 Yearly Max

Human Resource Manager I (#MACK06)
$66,489.00 Yearly Min / $83,111.00 Yearly Mid / $99,733.00 Yearly Max

Human Resource Manager II (#MACK07)
$70,750.00 Yearly Min / $88,438.00 Yearly Mid / $106,126.00 Yearly Max

Human Resource Administrator I (#MACK08)
$75,286.00 Yearly Min / $94,107.00 Yearly Mid / $112,928.00 Yearly Max

Human Resource Administrator II (#MACK09)
$80,112.00 Yearly Min / $100,140.00 Yearly Mid / $120,168.00 Yearly Max

Human Resource Administrator III (#MACK10)
$85,246.00 Yearly Min / $106,558.00 Yearly Mid / $127,870.00 Yearly Max

This class series uses ten levels of work in the Administrative Services occupational group, Human Resource Management occupational series and describes the delivery of professional human resource services that support the business operations, mission and objectives of one or more agencies in the following human resource functions:  talent acquisition, classification, compensation, employee benefits, diversity and inclusion, employee relations and/or labor relations.  Work in this series is Agency level which encompasses or impacts operations of all divisions or facilities of one or more agencies statewide.   

Professional human resource work performed by employees in this class series is characterized by the application of human resource theories, principles and models to support the administration of human resource functions at the Agency level; as well as the use of knowledge, discretion, consultation and independent judgment in applying human resource laws, rules, regulations, standards, policies and procedures to address a variety of human resource activities, challenges, issues and assignments.  Work often involves review, evaluation, consultation, and recommendations of specific courses of action to be taken, through collaboration with employees, supervisors, managers, and others, and in compliance with human resource laws, rules, regulations, standards, policies and procedures.  Core human resource competencies utilized by this class series include human resource expertise, business acumen, consultation, critical evaluation, communication and relationship building.  Employees maintain confidentiality for all human resource related services.  

While there is some transactional work performed by employees in this class series, employees that primarily perform transactions and file maintenance are assigned to the Human Resource Associate class.  

Note:  The career ladder incorporates Human Resource Advisor I, II and III; therefore, all positions allocated into the Human Resource Advisor career ladder are classified at the III level (highest level in the career ladder).  The Human Resource Advisor I level is to provide entry for hiring new employees into the class series but does not preclude hiring new employees at higher levels.  To implement the career ladder, current employees are assigned to the level for which they meet job requirements and promotional standards.  Employees may be promoted through the career ladder in accordance with promotional standards for those levels assigned to an agency.  The promotional standards, a selection document under separate cover, set forth the criteria that identify, measure and verify successful performance at each level.  Advancement of employees through the career ladder is dependent on an agency/department's operational needs and distribution of work.   

The Human Resource Supervisor, Human Resource Employee and Labor Relations Advisor, Human Resource Manager I, Human Resource Manager II, Human Resource Administrator I, Human Resource Administrator II and Human Resource Administrator III, although not part of the career ladder, provide competitive opportunity for movement of employees.  

Professional human resource work is characterized by the application of human resource theories, principles and models to support the administration of human resource functions; as well as the use of knowledge, discretion, consultation and independent judgment in applying and/or interpreting human resource laws, rules, regulations, standards, policies and procedures to address a variety of human resource activities, challenges, issues and assignments.  Work often involves review, evaluation, consultation, and recommendations of specific courses of action to be taken, through collaboration with employees, supervisors, managers, and others, and in compliance with human resource laws, rules, regulations, standards, policies and procedures.  

Essential functions are fundamental, core functions common to all positions in the class series and are not intended to be an exhaustive list of all job duties for any one position in the class. Since class specifications are descriptive and not restrictive, incumbents can complete job duties of similar kind not specifically listed.

• Provides guidance, direction and recommendations to employees, management and others based on findings, rules, regulations, policies, guidelines and precedents that impact assigned area of human resources.


• Depending on the size of an assigned agency and operations, employees perform professional human resource work specializing in one or more human resource functions or perform professional human resource work as a generalist for all human resource functions of one or more assigned agencies.


• Applies, explains, and ensures compliance with state and federal human resource laws, rules, regulations, standards, policies and procedures.


• Analyzes inquiries, needs and challenges; assesses organizational impact; evaluates alternatives/options and makes recommendations.


• Explains and supports human resource related actions and recommendations.


• Reports workplace risk management issues to leadership (e.g., safety, health).


• Researches, collects, analyzes and evaluates data and information from a variety of sources and documents findings in narrative and statistical reports.


• Utilizes automated human resources information systems or other computerized systems to research and report on data; may perform quality reviews of data in systems.


• Conducts special assignments and studies.


• Participates in interviews, meetings, conference calls and/or presentations.


• May calculate, resolve discrepancies and report on data for an agency’s payroll. 

Human Resource Advisor I

This is the entry level of professional human resource work in a human resource function(s) that supports the business operations, mission and objectives of one or more assigned agencies.  Employees at this level perform routine work under close supervision.

• Reports to a Human Resource Supervisor or higher level in this series.
• Supervisor reviews work in-progress and assists with prioritization.
• Performs the full range of Essential Functions.
• Provides guidance, consultation and recommendations on human resource matters that are typically reoccurring, of limited scope, and/or involve a portion of a special assignment.
• Assignments require the application of a variety of laws, rules, regulations, standards, policies or procedures consistent with established standards.
• Seeks guidance from higher level human resource staff on work that is outside a range of specified, acceptable procedures, standards, alternatives and practices.
• Contacts are typically with agency staff, employees, managers, applicants and/or others, to gather, evaluate and provide information.  

Human Resource Advisor II

This is the intermediate level of professional human resource work in a human resource function(s)that supports the business operations, mission and objectives of one or more agencies.  Employees at this level perform increasingly complex work with a greater degree of independence under general supervision.

• Supervisor reviews work upon completion and provides advice or direction as needed.
• Provides guidance, consultation and recommendations on human resource matters that are typically reoccurring and broader in scope than work performed at the previous level.
• After conducting thorough research, consults with higher level human resource staff on work that is outside a range of specified, acceptable procedures, standards, alternatives and practices.
• Serves as team leader on special assignments.
• Identifies ways to improve operational efficiency in assigned human resource function(s).
• May lead paraprofessional, professional or administrative support staff.
• Contacts are typically with agency staff, employees, managers, applicants and/or others, to gather and evaluate information and provide recommendations, guidance and direction.  

Human Resource Advisor III

This is the advanced level of professional human resource work in a human resource function(s) that supports the business operations, mission and objectives of one or more agencies.  Employees at this level perform complex work independently.   

• Work is reviewed upon completion.
• Serves as resident expert and point of contact in one or more human resource functions.
• Provides guidance, consultation, and recommendations, on a variety of human resource matters that have a broad impact on agency operations and may involve opposing viewpoints, multiple laws, rules and regulations and a range of possible solutions that contribute to complexity.
• Conducts research and analysis to resolve complex human resource matters to determine impact of recommendations on agency operations and communicates results to employees and/or leadership.
• May participate in the preparation, research and presentation of investigations, grievance cases, arbitration, and/or hearings.
• Leads meetings, conference calls and/or presentations.
• Provides on-the job training, guidance and direction to professional, paraprofessional, and/or administrative support staff; employees may supervise 1 full time position, casual/seasonal and/or contractual staff at this level.
• Contacts are typically with agency staff, employees, managers, applicants and/or others to provide education on unfamiliar concepts, facilitate meetings/committees and identify/resolve challenges, needs and complaints.      

Human Resource Supervisor

This is the supervisory level of professional human resource work in a human resource function(s) that supports the business operations, mission and objectives of one or more agencies.  Employees at this level perform supervisory work independently; research and resolve escalated human resource matters, as well as ensure proper training and development of human resource staff and ensure prompt and accessible customer service.  Employees have the authority to make decisions on behalf of assigned human resource unit.

• Reports to a Human Resource Manager I or higher.
• Supervision is exercised over at least two or more merit full time positions, one of which must be classified in a human resource classification. The elements of supervision include planning, assigning, reviewing, evaluating, coaching, training, recommending hire/fire and discipline.
• Makes decisions on complex or unusual challenges (highest level of non-managerial expertise); and only escalates or advises management when necessary.
• Oversees human resource work, ensuring compliance with all laws, rules, regulations, standards, policies and procedures.
• Analyzes and evaluates operations to identify challenges and make recommendations such as implementing new/revised internal procedures or rules to facilitate effectiveness; oversees the implementation of such changes; oversees resolution of risk management issues.
• Conducts regular staff meetings to ensure deadlines and performance measures are met and monitors workflow to adjust priorities.
• Supervises special assignments and determines timelines/goals.
• May assist in the review, analysis and preparation of cases, data, reports, and plans related to areas such as Equal Employment Opportunity (EEO), Affirmative Action (AA), Diversity and Inclusion, and Americans with Disabilities Act (ADA).
• Contacts are typically with agency staff, employees, managers, applicants, and/or others to ensure compliance and efficiency of human resource function(s) supervised and to resolve complex or unusual challenges.  

Human Resource Employee and Labor Relations Advisor
 
This is the specialized level of professional human resource work in employee and labor relations that supports the business operations, mission and objectives of one or more agencies. This level is differentiated from previous levels by providing expertise in employee and labor relations for assigned agencies with 24/7 operations such as hospitals, correctional facilities, enforcement, or toll/highway maintenance.  Employees at this level represent one or more assigned agencies on complex employee and labor relations matters, manage a caseload and make recommendations.

• Reports to a Human Resource Manager I or higher.
• Serves as resident expert and point of contact, advising employees, supervisors and/or managers, as well as leadership on appropriate course of action on alleged misconduct, discipline, grievances, employee complaints or other serious matters.
• Reviews, analyzes and prepares cases, data, reports, and plans related to areas such as Equal Employment Opportunity (EEO), Affirmative Action (AA), Diversity and Inclusion, and Americans with Disabilities Act (ADA).
• Prepares for, researches and presents investigations, grievance cases, arbitration and hearings in compliance with all state and federal laws, rules, regulations, standards, policies and procedures; presents findings and recommendations.
• Ensures internal practices and procedures are current; makes recommendations for compliance and improvements including new or revised policies or procedures.
• Develops and provides training and education to employees, management, and/or others.
• Ensures compliance with agency collective bargaining agreements, and may participate in contract negotiations and respond to union questions/requests.
• May provide guidance and direction to agency supervisors and/or managers on progressive discipline.
• Contacts are typically with agency staff, employees, managers and/or others to provide education regarding employee and labor relations and to facilitate meetings/committees and identify/resolve challenges, needs and complaints.   

Human Resource Manager I   

This is the first management level of professional human resource work for a human resource function(s) that support the business operations, mission and objectives of one or more agencies.  This level is differentiated from the Human Resource Supervisor and Human Resource Employee/Labor Relations Advisor by managing human resource function(s) supporting 24/7 operations such as hospitals, correctional facilities, enforcement, or toll/highway maintenance, OR managing human resource functions for multiple State Agencies.  At this level, employees must supervise at least two or more merit full time positions including Human Resource Advisor level staff.  In addition, managing or supervising sub-sections or some activities of a human resource function would not qualify for this level of work.  Employees that are independently managing all employee and/or labor relations operations for one or more assigned agencies with 24/7 operations such as hospitals, correctional facilities, enforcement, or toll/highway maintenance, are assigned to this level.

• Reports to a Human Resource Manager II or higher.
• Has authority to make decisions in assigned human resource function(s) that impact operations; work is performed independently with only the most complex matters/requests/issues requiring review and approval by management.
• Represents one or more agencies as a Subject Matter Expert at internal and external meetings, hearings, grievances, contract negotiations, presentations, proceedings and/or committees.
• Reviews recommendations for and implements changes to programs, services, policies and procedures for assigned human resource function(s) and communicates progress on business objectives to agency leadership.
• Establishes and monitors long and short term goals, objectives, performance and priorities in accordance with the business operations, mission and objectives of one or more assigned agencies.
• Participates in strategic planning or budget planning by providing technical guidance, direction and information to senior management and division directors for assigned human resource function(s).
• May manage and conduct the preparation, research and presentation of investigations, grievance cases, arbitration and/or hearings; provides dispute resolutions and employee relations support to employees and management.
• May present arbitration and Public Employee Relations Board (PERB) cases, serve as a member of a negotiating team in contract negotiations; and/or act as designee on behalf of a Cabinet Secretary.
• May review, analyze and prepare cases, data, reports, and plans related to areas such as Equal Employment Opportunity (EEO), Affirmative Action (AA), Diversity and Inclusion, and Americans with Disabilities Act (ADA).
• Contacts are with staff, agency management, officials, state agencies and others outside state government to provide guidance/direction in business processes, representing management at meetings, developing/implementing changes to programs, services, policies and procedures and ensuring compliance with laws, rules, regulations, standards, policies and procedures.  

Human Resource Manager II 

This is the second management level of professional human resource work for multiple human resource functions, or multiple regional offices, that support the business operations, mission and objectives of one or more agencies.  This level is differentiated from the Human Resource Manager I by managing multiple human resource functions through Human Resource Supervisors and/or Human Resource Manager I staff, including supporting significant 24/7 operations such as hospitals, correctional facilities, enforcement, or toll/highway maintenance.

• Reports to a Human Resource Administrator or higher.
• Manages through supervisory and/or management level staff.
• Has authority to make decisions on multiple human resource functions that impact significant 24/7 operations for an entire agency or agencies.
• Assists in human resource budget administration for one or more assigned agencies.
• Provides technical guidance, direction and information to senior management and division directors in agency strategic planning for multiple, diverse human resource functions.  

Human Resource Administrator I

This is first administrator level of professional human resource work for the entire scope of human resource functions that support the business operations, mission and objectives of one or more agencies.  This level is differentiated from the previous levels by having overall accountability for aligning human resource plans with those of the assigned agency, as well as accountability for compliance and effectiveness of all human resource operations, resource and talent management, performance management and ensuring a safe and inclusive workplace.

• As top human resource professional, a position at this level must report to a top level official which includes a Cabinet Secretary, Deputy Cabinet Secretary or Elected Official.  Positions administer all human resource functions directly or through supervisors.
• Makes decisions on human resource matters as the top human resource expert, including hiring/discipline up to and including termination based on investigations, reports, union contracts/concerns and conflict resolution.
• Administers all human resource functions of one or more agencies; establishes program goals and objectives, as well as internal controls and best practices to maximize resources, effectiveness and minimize risk.
• Develops methods for evaluating the effectiveness and compliance of all human resource functions; evaluates fiscal and operational impact of human resource decisions.
• Oversees and participates in the planning, development and implementation of programs, services, policies and procedures.
• Provides human resource expertise, guidance and direction to agency leadership to develop, approve and implement strategic plans, budget planning and performance measures in compliance with business operations, mission and objectives.
• Reviews human resource actions, approves within designated level of authority and refers decisions/recommendations as mandated by human resource policy/procedure.
• Develops and ensures completion of special assignments and change management strategies.
• Oversees and manages a performance appraisal system that drives high performance.
• May administer budget for human resource functions.
• Contacts are typically with agency officials/top management, other state agencies, legislators, labor organizations, peers and others outside state government, to present recommendations on complex and controversial issues, advise on major policy issues and obtain the support of top state officials.

Human Resource Administrator II

This is second administrator level of professional human resource consultation for the entire scope of human resource functions that support the business operations, mission and objectives of one or more agencies. This level is differentiated from the previous Human Resource Administrator I level by administering all human resource functions, through Human Resource Manager I or higher staff, of a complex agency with some 24/7 operations such as hospitals, correctional facilities, enforcement, or toll/highway maintenance, and some oversight of labor relations functions and/or training functions.  

• Administers human resource functions through Human Resource Manager I or higher staff.
• Makes decisions on human resource matters as the top human resource expert, including some 24/7 operations and some labor relations and/or training functions.
• Develops methods for evaluating the effectiveness and compliance of all assigned human resource functions which may include specialized labor relations and/or training sections.
• Administers budget for human resource function.  

Human Resource Administrator III

This is third administrator level of professional human resource consultation for the entire scope of human resource functions that support the business operations, mission and objectives of one or more agencies.  This level is differentiated from the previous Human Resource Administrator II level by administering all human resource functions, through management staff, of one or more of the most complex agencies with significant 24/7 operations such as hospitals, correctional facilities, enforcement, or toll/highway maintenance, and significant oversight of labor relations functions and/or training functions.

• Administers human resource functions through Human Resource Management II staff.
• Makes decisions on human resource matters as top human resource expert, including significant 24/7 operations and significant labor relations and/or training functions.
• Develops methods for evaluating the effectiveness and compliance of all assigned human resource functions including labor relations and/or training functions.  

The intent of the listed knowledge, skills and abilities is to give a general indication of the core requirements for all positions in the class series; therefore, the KSA’s listed are not exhaustive or necessarily inclusive of the requirements of every position in the class.

• Knowledge of human resource theories, principles, practices and procedures.
• Knowledge of state and federal labor/employment laws, rules, regulations, standards, policies and procedures.
• Knowledge of State Government.
• Knowledge of the methods and techniques of data collection and analysis to make recommendations.
• Skill in researching, applying and explaining applicable laws, rules, regulations, standards, policies and procedures.
• Skill in providing routine guidance, consultation and recommendations on human resource matters.
• Skill in effective communications, both orally and in writing.
• Skill in using automated human resource information systems.
• Skill in using computer applications such as spreadsheets, word processing and/or database applications.
• Skill in providing customer service which includes providing prompt, accurate and courteous service and responding to complaints.
• Ability to use sound judgment and reach logical conclusions.
• Ability to establish and maintain effective working relationships with a variety of people.
• Ability to compile, analyze and interpret data.
• Ability to complete work in a timely and effective manner.
• Ability to maintain confidentiality.  

In addition to the above Knowledge, Skills and Abilities, the Human Resource Advisor II requires:

• Knowledge of interviewing methods and techniques to gather information.
• Knowledge of the business operations, mission and objectives of one or more agencies.
• Skill in researching, collecting and interpreting data to make recommendations.
• Skill in participating in interviews, meetings or conference calls to elicit information.
• Ability to resolve challenges independently and escalate as appropriate.
• Ability to write clear, concise and accurate findings/reports on a variety of data.
• Ability to handle issues and concerns tactfully and thoroughly.
• Ability to make clear, consistent and accurate decisions.  

In addition to the above Knowledge, Skills and Abilities, the Human Resource Advisor III requires:

• Knowledge of emerging trends and best practices in assigned human resource function(s).
• Skill in providing guidance, consultation and recommendations on sensitive and complex human resource matters.
• Skill in analyzing business challenges and recommending solutions based on best practices and research.
• Skill in assessing impacts of decisions on business operations, mission and objectives of one or more agencies.
• Skill in leading interviews, meetings or conference calls to elicit information.
• Skill in preparing and interpreting a variety of reports.
• Ability to defend actions in administrative proceedings.
• Ability to foster collaboration.
• Ability to provide training, guidance and direction to professional, paraprofessional, and/or administrative support staff.
• Ability to prioritize and complete work with multiple and conflicting priorities.
• Ability to deliver information effectively in a variety of formats and settings.  

In addition to the above Knowledge, Skills and Abilities, the Human Resource Supervisor requires:

• Knowledge of the principles and practices of supervision.
• Knowledge of the principles and practices of organizational planning, coordination and execution.
• Knowledge of policy and procedure development.
• Skill in recommending process or customer service improvements, solutions or enhancements.
• Skill in anticipating and resolving challenges and risks and improving compliance.
• Skill in organizing and conducting effective meetings.
• Ability to apply past practices and experience to resolve increasingly complex challenges and sensitive matters.
• Ability to set unit priorities, performance standards and monitor outcomes.
• Ability to implement plans and change set forth by management using results-oriented goals for measuring success.
• Ability to provide professional development to staff.
• Ability to plan and coordinate multiple work assignments and schedules.  

In addition to the above Knowledge, Skills and Abilities, the Human Resource Employee and Labor Relations Advisor requires:

• Knowledge of employee relations and employment practices laws, rules, regulations, standards, policies and procedures.
• Knowledge of human resource investigation techniques.
• Knowledge of the State of Delaware Merit Employee Relations Board (MERB) and Public Employee Relations Board (PERB) procedures and practices.
• Skill in mediation, conflict resolution and negotiating contracts.
• Skill in conducting research and analyzing complex challenges.
• Skill in ensuring compliance with and making recommendations to employee and labor relations policies and procedures.
• Skill in providing guidance, consultation and recommendations on sensitive and complex employee and labor relations matters. Skill in interpreting statutes, contracts or regulations.
• Skill in preparing and presenting cases at arbitration or other administrative hearings.  

In addition to the above Knowledge, Skills and Abilities, the Human Resource Manager I requires:

• Knowledge of the state legislative and budget process.
• Knowledge of the principles and practices of organizational planning, budgeting, staffing and management.
• Knowledge of program development and implementation.
• Knowledge of developing short and long range strategic plans.
• Skill in developing policies and procedures.
• Skill in analyzing and evaluating operations and performance to make recommendations on improvements.
• Skill in supervising and managing special assignments and resources that meet the business operations, mission and objectives of one or more agencies.
• Ability to resolve conflict and reach consensus.
• Ability to anticipate, identify, track and resolve risks, issues and action items.
• Ability to recognize and integrate diverse and/or conflicting priorities.  

In addition to the above Knowledge, Skills and Abilities, the Human Resource Manager II requires:

• Knowledge of the principles and practices of management.
• Skill in planning, developing, reviewing, evaluating and implementing human resource programs, services, policies and procedures for assigned human resource functions.
• Skill in developing short and long range strategic plans.
• Skill in budget management and control.
• Skill in risk management.
• Skill in establishing and integrating the goals and objectives of multiple functions.
• Ability to effectively manage resources to meet planned objectives and initiatives.  

In addition to the above Knowledge, Skills and Abilities, the Human Resource Administrator I requires:

• Knowledge of the principles and practices of administration.
• Knowledge of policy administration which includes developing, implementing and evaluating policies and procedures.
• Skill in strategic planning, budgeting, staffing and management of all human resource functions in compliance with the department's business operations, mission and objectives.
• Skill in developing and implementing special assignments including oversight of timelines, cost and resources.
• Skill in establishing performance measures and monitoring performance.
• Ability to communicate effectively with staff of state, local and federal agencies, and various elected/appointed officials.
• Ability to develop consensus and mediate diverse and opposing priorities.
• Ability to develop innovative approaches to resolve human resource matters.
• Ability to make human resource decisions on complex challenges with department-wide impact.
• Ability to develop plans and strategies to manage and implement change.
• Ability to exercise discretion and independent judgment with respect to matters of significance.   

In addition to the above Knowledge, Skills and Abilities, the Human Resource Administrator II requires:

• Knowledge of budget administration.
• Skill in administering human resource programs and services.
• Skill in policy administration which includes developing, implementing and evaluating policies and procedures.
• Skill in operations management which includes planning, directing, coordinating, controlling and evaluating operations through supervisors and/or managers.
• Skill in implementing training programs to ensure staff development and competency.
• Ability to make human resource decisions on complex challenges which includes impact on 24/7 operations.  

In addition to the above Knowledge, Skills and Abilities, the Human Resource Administrator III requires:

• Skill in budget administration.
• Skill in administering human resource programs and services for significant 24/7 operations and labor relations operations of one or more agencies.