Job Code Pay Scale Group Pay Scale Type Bargaining Unit Civil Service or Non-Civil Service Last Executive Board Change Executive Board Change History
05071 11 ST A3 C 777-02 10/02/2021
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JOB CODE: 05071

DEFINITION: This is professional managerial work directing the operations of the Posting Development Division in the Bureau of Talent Acquisition.

The employee in this job is responsible for the evaluation, development, and implementation of commonwealth-wide policies and procedures related to candidate screening and hiring processes to ensure legal and professional standards are adhered to and the hiring objectives of state and local government agencies are met. Work involves directing staff responsible for developing and issuing civil service examinations, creating postings for all civil service and non-civil service vacancies, coordinating with the commonwealth’s test administration vendor for written, in-person examinations, reviewing proposed job specifications for candidate screening criteria, and ensuring timely responses to inquiries and concerns from applicants and client agencies regarding examination content or scoring. Supervision is exercised over subordinate supervisors and professional and support staff. Work is performed independently under the direction of the bureau director and is reviewed through meetings and reports for attainment of goals and objectives.

EXAMPLES OF WORK: (NOTE: The examples of work are representative of the work, but every position classified to this job may not perform all examples of work listed. Conversely, this is not an all-inclusive list of work examples.)

• Manages the development and implementation of processes and procedures for merit system hiring activities, including job analysis, examination development, evaluation guides, vacancy-based job postings, and job specification reviews.

• Oversees staff responsible for monitoring job posting and examination programs for effectiveness, timeliness, validity, and quality of results.

• Identifies areas for improving operations within the division and bureau and recommends creating or revising talent acquisition policies and procedures to address those needs.

• Coordinates talent acquisition services with other human resource functions, such as enterprise recruitment, employee relations, organization management, and talent development.

• Meets with program managers in delivery centers and agencies to discuss and resolve talent acquisition issues.

• Provides strategic and technical support to the bureau and commonwealth and local government agencies in the use of NEOGOV. Participates in ongoing training offered by the vendor.

• Manages requests from delivery centers and agencies that involve unique posting criteria or non-standard hiring actions.

• Provides guidance to state and local government agencies on the interpretation of Act 71, Civil Service Reform Regulations, and Personnel Rules for matters related to merit system hiring practices.

• Performs the full range of supervisory duties.

• The employee in this job may participate in the performance of subordinates’ work consistent with operational or organizational requirements.

• Performs related work as required.


• Knowledge of the principles and practices of human resource management.

• Knowledge of the principles and practices of talent acquisition and the hiring lifecycle.

• Knowledge of the principles and practices of public administration.

• Knowledge of the principles and practices of supervision.

• Knowledge of the use and functionality of Microsoft Office Suite software.

• Ability to analyze and interpret policies, procedures, and regulations.

• Ability to establish and maintain effective working relationships.

• Ability to communicate effectively in writing.

• Ability to communicate effectively orally.

FULL PERFORMANCE KNOWLEDGES, SKILLS, AND ABILITIES: (NOTE: These are expected of an employee performing the work of this job at the full performance level. These are not used for merit system evaluation or examination purposes and are not position-specific performance standards.)

• Knowledge of federal laws and regulations pertaining to Pennsylvania’s merit selection procedures.

• Ability to evaluate multiple programs to identify problems, devise solutions, and effectively implement those solutions.

• Ability to develop and modify policies and apply them to programs and projects.

MINIMUM EXPERIENCE AND TRAINING: (NOTE: Based on the Entry Level Knowledges, Skills, and Abilities)

• One year as a Human Resource Analyst 5 (commonwealth title);


• Five years of professional public human resource management experience that includes two years in a supervisory capacity managing talent acquisition services for a merit system; and a bachelor’s degree;


• An equivalent combination of experience and training that includes two years in a supervisory capacity managing talent acquisition services for a merit system.