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Commonwealth of Pennsylvania |
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POSITION DESCRIPTION FOR JOB POSTING |
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Position Number: 00060785 |
Description Activated On: 1/16/2026 9:52:23 AM |
Position Purpose: Describe the primary purpose of this position and how it contributes to the organization’s objectives. Example: Provides clerical and office support within the Division to ensure its operations are conducted efficiently and effectively. This position is responsible for managing hiring processes and talent planning services for Department of Human Services (DHS) organizations designated as field; interpreting merit system regulations, policies, and procedures; and providing consultative services to hiring managers regarding succession planning and hiring options associated with posting and filling vacancies, as well as interviewing and selecting candidates. |
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Description of Duties: Describe in detail the duties and responsibilities assigned to this position. Descriptions should include the major end result of the task. Example: Types correspondence, reports, and other various documents from handwritten drafts for review and signature of the supervisor. Manages talent acquisition functions for assigned program offices within DHS ensuring consistent and effective application of hiring rules, policies, and procedures in relation to filling all assigned positions. Manages talent planning functions, including the conduct of research on workforce issues and trends to predict and prepare for future changes in the agency workforce and development of creative and cost-effective approaches and solutions to talent planning challenges. Provides thorough, seasoned guidance to hiring managers regarding the best method to fill their positions efficiently and effectively. Researches and evaluates all available data such as posting history and develops appropriate strategies to establish an optimal candidate pool. This will include posting options, determining appropriate next lower classifications, expanded civil service rules, seniority, enterprise recruitment, etc. Reviews ServiceNow requests to fill vacant positions submitted by assigned hiring managers and facilitates the job filling process for program offices ensuring timely action on requests in accordance with established service level agreements. Reviews and analyzes the vacancy to be filled to ensure the position description is current. Researches the position within SAP to obtain and ensure that the position attributes are accurate for use in creating the Job Posting Form (JPF). Reviews, researches, and provides appropriate Experience and Training Examination(s), in consultation with hiring manager(s), for assigned group of program offices. This is completed by researching and evaluating available data such as posting history and position duties thereby developing appropriate strategies to establish an optimal candidate pool. Creates JPFs from the research conducted and in conjunction with the consultation and collaboration with the hiring manager. Discusses additional skill sets and needs for each vacancy. Makes recommendations based on the use of Enterprise Recruitment assistance and the use of selective certification when needed. Reviews indicators for positions with access to federal tax information based on IRS’ Publication 1075 Tax Information Security Guidelines for Federal, State and Local Agencies requirements. Provides consultation to hiring manager for non-civil service vacancies, regarding the skill set needed for the position and provides guidance to hiring managers on requisite qualifications (additional requirements) versus preferred qualifications. Updates position state in ServiceNow after each action to provide accurate and timely information for DHS Talent Management leadership and hiring managers. Creates NEOGOV requisitions for approved to fill vacancies to ensure accuracy and consistency in accordance with policies, rules, and regulations. Attaches completed JPF to NEOGOV requisition and submits to the Bureau of Talent Acquisition (BTA) for approval. Consults with hiring manager with developing interview questions and criteria. Provides examples and guidance to hiring managers ensuring questions are work related and appropriate based on the skill set needed to perform assigned job duties. Receives appointable candidates from BTA. Reviews, analyzes, and determines the rule of appointable candidates that may be moved to the interview step in NEOGOV, and develops and provides candidate memo with appointable candidates from all recruitment options to hiring managers. Works with hiring manager to set up or complete self-scheduling in NEOGOV, sends notices to appropriate applicants, and follows up with hiring manager to ensure scheduling of interviews occurs timely. Sends reminder notices to candidates to schedule as necessary. Reviews candidate eligibility determinations, in consultation with hiring manager, based on experience and training and internal recruitment criteria and makes recommendations to BTA asking for reevaluation of eligibility. Receives and reviews candidate recommendations, candidate memos of appointable candidates, and posting criteria to ensure legal appointments in accordance with Merit System Employment Regulations, policies and procedures. Receives and reviews recommendations on bypassing veteran candidates for NCS jobs and provides guidance on appropriateness of request. Annotates NEOGOV referral lists for non-selected candidates and ensures the appropriate documentation is uploaded to the NEOGOV requisition. Conducts a salary determination, in consultation with hiring manager and as appropriate, through the review and analysis of the selected candidate’s respective qualifications and determines salary recommendation ensuring pay equity and/or proper salary placement in accordance with the multiple union contracts including any side letters/agreements. Reviews and analyzes selected candidate’s application and completes Salary Determination Worksheet for new hires in management-level externally posted positions and for internal management-level placements to Bureau Director or equivalent and above and obtains necessary approvals. Provides accurate and timely communication of conditional job offer notifications to hiring managers. Reviews for supplementary employment of selected candidates and initiates the approval process. Moves selected candidate to hire in NEOGOV, and routes to OA Audits, Background Check and Hiring Division. Collaborates with OA Audits, Background Check and Hiring Division to initiate required background check process, including any candidate or agency follow up. Reviews, recommends appropriate action, and coordinates approvals related to hiring candidates with criminal histories including approval to appoint. Obtains hire approval and coordinates final job offer and effective date/release dates. Provides hiring manager vital information and attachments for ePAR submissions to ensure accurate and timely processing of hires. Sends non-selection notices to candidates, ensures requisitions are cancelled and/or filled, and completes the ServiceNow ticket. Participates in discussions with hiring managers to gather current and anticipated hiring needs and provides options in accordance with Commonwealth rules, regulations, and policies. Researches, reviews, and develops a strategy regarding issues and problems relating to areas of responsibility, makes recommendations for resolving problems, and implements agreed upon resolutions as appropriate. Consults with supervisor on areas of concern to ensure best possible outcome. Performs other related duties as required. |
Decision Making: Describe the types of decisions made by the incumbent of this position and the types of decisions referred to others. Identify the problems or issues that can be resolved at the level of this position, versus those that must be referred to the supervisor. Example: In response to a customer inquiry, this work involves researching the status of an activity and preparing a formal response for the supervisor’s signature. Researches and provides interpretation and guidance to hiring managers in relation to Merit System Employment Regulations, Civil Service Reform Regulations, the Personnel Rules on all matters related to hiring, and employment-related management directives, policies, and procedures. Reviews and implements agreed upon recommendations to provide the best outcome for assigned program offices in the hiring process. At this level, the employee works independently, uses appropriate methods and resources in developing and resolving complex HR issues, obtaining supervisory guidance on the most complex, sensitive, or precedent setting issues. |
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Requirements Profile: Identify any specific experience or requirements, such as a licensure, registration, or certification, which may be necessary to perform the functions of the position. Position-specific requirements should be consistent with a Special Requirement or other criteria identified in the classification specification covering this position. Example: Experience using Java; Professional Engineer License Experience: Licenses, registrations, or certifications: 1. N/A 2. N/A 3. N/A 4. N/A 5. N/A 6. N/A |
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Essential Functions: Provide a list of essential functions for this position. Example: Transports boxes weighing up to 60 pounds.
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