NON-COMPETITIVE MINIMUM QUALIFICATIONS:
Human Resources Specialist Trainee 1, NS: You must have a bachelor's degree* or higher. All candidates that have taken and passed the most recent Professional Career Opportunities (PCO) exam are encouraged to apply. Advanced placement to the trainee 2 or journey level may be possible depending on education and experience.

• Your degree must have been awarded by a college or university accredited by a regional, national, or specialized agency recognized as an accrediting agency by the U.S. Department of Education/U.S. Secretary of Education. If your degree was awarded by an educational institution outside the United States or its territories, you must provide independent verification of equivalency. This information can be found at http://www.cs.ny.gov/jobseeker/degrees.cfm. Candidates are responsible for the evaluation fee.

NY HELPS: This title is part of the New York Hiring for Emergency Limited Placement Statewide Program (NY HELPS).
For the duration of the NY HELPS Program, this title maybe filled via a non-competitive appointment, which means no examination is required but all candidates must meet the minimum qualifications of the title for which they apply. At this time, agencies may recruit and hire employees by making temporary appointments. In May 2024, if a temporary NY HELPS employee is satisfactorily performing in the position, the appointment will be changed from temporary pending Civil Service Commission Action to permanent non-competitive and the official probationary period will begin.
At a future date (within one year of permanent appointment), it is expected employees hired under NY HELPS will have their non-competitive employment status converted to competitive status, without having to compete in an examination. Employees will then be afforded with all of the same rights and privileges of competitive class employees of New York State. While serving permanently in a NY HELPS title, employees may take part in any promotion examination for which they are qualified.
COMPETITIVE MINIMUM QUALIFICATIONS:
Human Resources Specialist 1, SG-18: Permanent service in this title or one year of permanent competitive or 55-b/c service in a title SG-16 or higher and otherwise eligible for transfer under Civil Service Law.
Human Resources Specialist Trainee: Reachable on the current PATT or PCO eligible list; OR one year of permanent service in a title allocated to SG-11 or higher and otherwise eligible for transfer; OR to qualify for a 70.4 transfer, one year of service in a title allocated to SG-11 or higher and a bachelor’s degree in addition to a current or past standing on the PATT, PCO, PCT or PMI eligible lists.

The Human Resources Specialist 1 (HRS 1) will serve as the HR Liaison for various program areas and will be responsible for a wide array of duties in support of the Agency's human resources program. Duties include but are not limited to:
Classification:

• Review requests to classify new positions, reclassify existing positions, release position earmarks, and other classification actions as appropriate.
• Prepare classification requests and justifications for submission to the Department of Civil Service (CS).
• Perform job analyses to determine appropriate classification.
• Review tentative classification standards and coordinate with subject matter experts for comments.

Staffing and Recruitment:

• Liaise with program managers to identify staffing needs.
• Draft vacancy announcements for posting on internal and external job sites.
• Canvass appropriate eligible lists.
• Review applicant resumes for eligibility and answer potential applicant’s questions on job opportunities.
• Process employment transactions in accordance with applicable laws, rules and regulations.

Exam Planning:

• Analyze current eligible lists, examination schedules, and staffing requirements to identify examination priorities.
• Consult with program managers and CS staff regarding proposed examination announcements, minimum qualifications and scope of examination.
• Enter examination requests into CS Examination Request Program and participate in examination planning meetings with CS staff.

Performance Management:

• Assist program managers in identifying staff development and training needs.
• Provide guidance to supervisors on effective performance evaluation and appraisal and probationary evaluation practices.
• May conduct training sessions.

Succession Planning:

• Conduct a workforce analysis to assist program managers in planning for the future.
• Provide program managers with tools, support and guidance in developing, implementing and monitoring a work plan.

The HRS 1 may also be responsible for assisting with other employee services such as on-boarding new employees, planning employee engagement and recognition activities, reviewing and updating the employee handbook, and coordinating with the Business Services Center on various matters.