Human Resources Manager

Band Class Number Annual Salary Range Twice-a-Month Salary Range
1 8037 $40,380.00 – $65,364.00 $1,682.50 – $2,723.50
2 8038 $47,556.00 – $77,184.00 $1,981.50 – $3,216.00
3 8039 $57,084.00 – $93,084.00 $2,378.50 – $3,878.50
Areas of Interest: 
Human Resources & Development
Exam Components: 
Rating of Education & Experience, 100%
Selective Certification: 
Certification of eligibles from the HUMAN RESOURCES MANAGER register may be based on specialized background/criterion associated with the following: compliance and grievances, employee developmnt & training, general human resource mgmt, labor relations. Applicants should describe their related qualifications in detail on their merit application and may be requested to provide proof of their credentials.

This is administrative and managerial work planning, directing, analyzing and coordinating human resources and/or employee development programs.

(This classification is part of the broad-banded management service. The Division of Personnel may assign positions on any of the three bands or managerial levels based on duties and/or responsibilities.)

This description may not include all of the duties, knowledge, skills, or abilities associated with this classification.
Examples of Work

Directs or assists in the overall planning, development, and administration of the assigned human resources, employee development, or related administrative support programs; assists in directing the development and implementation of departmental/divisional planning issues .

Directs or assists in the general management of policy development, program planning and coordination, and the evaluation of policy and/or organizational changes and new programs.

Reviews and/or revises programs to ensure compliance with laws, regulations, policies, plans, and procedures.

Participates in the development, implementation, and interpretation of new or revised program, department, or legislative initiatives.

Participates in conferences, training sessions, and meetings.

Participates in the development of budget requests; monitors expenditures according to budget allocations/appropriations; recommends and/or initiates cost-saving measures.

Conducts investigations and institutes special studies; prepares and/or reviews reports and related information to evaluate existing organizations, policies, procedures, and practices.

Participates in labor-management negotiations and discussions; assists staff with labor relations problems; advises management in the area of labor relations.

Manages, coordinates, and implements human relations, diversity, and equal employment opportunity programs.

Administers or assists in the administration of a specialized statewide personnel function such as compensation, classification, employee development, labor relations, or selection services.

Conducts or directs the investigation of human resource issues; recommends appropriate action and provides advice to management staff.

Plans and implements, or coordinates a comprehensive employee development program.

Selects, trains, supervises, and evaluates staff.

Represents and/or serves as liaison for the assigned area of responsibility; cooperates with, and makes presentations to federal, state, local, and community organizations, and other groups pertaining to the assigned programs.

Negotiates or administers contracts, grants, and cooperative agreements with federal, state, local, and community organizations.

Exercises considerable initiative and judgment in planning and carrying out assignments; receives general administrative direction; work is reviewed through conferences, reports, and evaluation of operational results.

Performs other related work as assigned.

Knowledge, Skills, and Abilities (KSAs)

Comprehensive knowledge of the principles and practices of public personnel administration.

Comprehensive knowledge of federal and state laws, rules, and regulations pertaining to public personnel administration.

Comprehensive knowledge of principles, practices, and techniques of labor-management relations, including the negotiation and administration of labor agreements.

Comprehensive knowledge of governmental budgeting, fiscal management, grants, and contract management.

Comprehensive knowledge of current social, economic, and related issues pertaining to the field of human relations.

Comprehensive knowledge of individual and group behavior emphasizing workforce diversity.

Comprehensive knowledge of principles, methods, and techniques involved in the development and administration of employee development programs.

Comprehensive knowledge of managerial techniques and administrative practices.

Ability to review, analyze, interpret and/or prepare federal or state laws, rules, regulations, policies, and procedures related to the assigned program.

Ability to testify as an expert witness.

Ability to develop, implement, and administer human resources, and/or employee development programs.

Ability to investigate and resolve complex human resources management problems.

Ability to determine staff training and development needs, prescribe required training and develop appropriate materials.

Ability to evaluate and coordinate assigned programs and services to ensure compliance with applicable federal and state laws, rules, and regulations.

Ability to establish and maintain effective working relationships with departmental officials, legislators, staff associates, and the general public.

Ability to analyze and evaluate policies and operations, and formulate recommendations.

Ability to communicate effectively.

Ability to provide leadership and supervision to professional, technical, and related program staff.

Ability to manage change, provide program management, and achieve results.

Ability to develop short and long-range plans that meet established objectives and contribute to the overall goals and mission of the agency.

Experience and Education

(The following requirements will determine merit system eligibility, experience and education ratings, and may be used to evaluate applicants for Missouri Uniform Classification and Pay System positions not requiring selection from merit registers. When practical and possible, the Division of Personnel will accept substitution of experience and education on a year-for-year basis. The specific qualifications for a position allocated to this class may vary due to the spectrum of jobs included in this broad classification band. Depending on the duties of the specific job assignment, a position may require specialized and/or additional education, experience and/or licensure/certification not included in the stated requirements.)

A Bachelor's degree from an accredited college or university with a minimum of 15 earned credit hours in one or a combination of the following: Personnel, Business, or Public Administration, Labor or Industrial Relations, Law, Social Sciences, Education, or a closely related field; and,

Four or more years of professional human resources experience in areas such as employee development, employee or labor relations, recruitment and selection, compensation, employee benefits, or position classification.

(Additional qualifying experience may substitute on a year-for-year basis for deficiencies in the required education.)

(Experience in human resources at the level of Personnel Clerk or military pay grade E-5 may substitute on a year-for-year basis for deficiencies in the required education.)

(Earned graduate credit hours from an accredited college or university in the specified areas may substitute on a year-for-year basis for a maximum of two years of the required experience at a rate of 24 earned graduate credit hours for one year of experience.)

(Minor Revision 4/26/06)