Job Code Pay Scale Group Pay Scale Type Bargaining Unit Civil Service or Non-Civil Service Last Executive Board Change Executive Board Change History
05131 13 ST A3 N 732-02 07/01/2017
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JOB CODE: 05131

DEFINITION: This is highly responsible managerial and professional work directing the Talent Management Office in the Office of Administration (OA).

The employee in this job is responsible for planning, directing, and coordinating the development, implementation, and provision of enterprise-wide talent management policy, systems, evaluation, support, and consultation for the accountability and effective delivery of programs and services. Work involves directing and coordinating the evaluation, development, implementation, and modification of consolidated programs and services that address complex staffing, operational, and organizational issues experienced by commonwealth agencies. A significant aspect of the work involves meeting with agency management and other business partners to advise on talent management issues and areas of mutual interest including the development of strategies and solutions to address current and future talent management needs of state government and to resolve statewide issues. This position directly supervises the Directors of Organization Management, Talent Acquisition and Planning, Talent Development, and Senior Level Staffing. General direction is received from the Deputy Secretary for Human Resources and Management who assigns work in the form of broad goals, objectives, and special assignments. Work is reviewed through meetings and reports for attainment of goals, objectives, and program quality.

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.):

• Directs the development and implementation of enterprise-wide talent management strategies, policies, and initiatives.

• Oversees the provision of programs and services provided by the Bureaus of Organization Management, Talent Acquisition and Planning, and Talent Development, and by the Senior Level Staffing director.

• Directs the development, enhancement, and implementation of systems and procedures for the effective management of commonwealth talent management programs.

• Advises executive management on program issues that may have an impact on future talent management initiatives and recommends methods and solutions to address them.

• Facilitates meetings with stakeholders to explain talent program policies and develop approaches for program improvement.

• Performs special projects and analysis as requested by the Secretary of Administration or the Deputy Secretary for Human Resources and Management.

• Directs the review of proposed legislation and executive initiatives for impact on talent management programs.

• Performs the full range of supervisory functions.

• 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 position classification, compensation, and organizational management.

• Knowledge of the principles and practices of employee recruitment and placement.

• Knowledge of the principles and practices of workforce planning.

• Knowledge of the principles and practices of employee training and development.

• Knowledge of the principles and practices of public administration.

• Knowledge of federal laws and regulations pertaining to human resource programs.

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

• Knowledge of change management and consultative principles and practices.

• Knowledge of the principles and practices of supervision.

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

• Ability to analyze and develop operational plans, goals, and objectives.

• 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 may not be evaluated by the State Civil Service Commission or used for Civil Service examination purposes and are not position-specific performance standards.):

• Knowledge of enterprise programs and projects.

• Ability to evaluate programs and identify problems, devise solutions, and develop consensus among competing interests.

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

• Ability to plan and direct the work of others.

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

• One year as a Human Resource Delivery Center Manager 2;


• Eight years of professional human resources experience, four of which include serving in a supervisory capacity, and a bachelor's degree;


• An equivalent combination of experience and training that includes four years in a professional supervisory capacity in human resources.