ProSidian is a Management and Operations Consulting Services Firm focusing on providing value to clients through tailored solutions based on industry leading practices.  ProSidian services focus on the broad spectrum of Risk Management, Compliance, Business Process, IT Effectiveness, Energy & Sustainability, and Talent Management.  We help forward thinking clients solve problems and improve operations. 

Launched by former Big 4 Management Consultants; our multidisciplinary teams bring together the talents of nearly 190 professionals nationally to complete a wide variety of engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes.  Our Services are deployed across the enterprise, target drivers of economic profit (growth, margin and efficiency), and are aligned at the intersections of assets, processes, policies and people delivering value. 

ProSidian clients represent a broad spectrum of industries to include but are not limited to Energy, Manufacturing, Chemical, Retail, Healthcare, Telecommunications, Hospitality, Pharmaceuticals, Banking & Financial Services, Transportation, Federal and State Government Agencies.  Learn More About ProSidian Consulting at www.ProSidian.com.

ProSidian’s strong public-sector client base means that every day, our employees directly help the federal government to accomplish its mission. This is an opportunity to join an award-winning, agile team of credentialed and cleared Subject Matter Experts (SMEs) who are committed to the highest ethical standards. The Classification Specialist provides experience in supporting human resource program personnel with classification duties. Human Resource Classification professionals should have experience working with position descriptions, titles, series, and grades; developing evaluation statements.Human Resources (HR) Classification Specialists use their expert skills to provide position management and classification advisory services to managers and employees. HR Classification Specialists make a positive difference in Human Capital Management by ensuring that Client Organizations employ a talented and capable workforce. They advise and consult employees and managers on the position classification process and the use of the various classification tools, such as classification and job standards, and e-classification library job descriptions. Their efforts to keep the public trust contribute to the maintenance of a strong workforce that is capable of providing high-quality services and solutions.

Standard HR Classification Specialist Functions include: working with client management and supervisory personnel to tailor position descriptions and/or evaluations statements; documenting the appropriate assignment of an occupational series, legal title, and grade level; properly annotating OPM Optional Form-08 for all position descriptions; interpreting and explaining complex staffing regulatory requirements; and providing guidance and recommendations.

HR Classification Specialist Functions may also include providing assistance with all manner of personnel actions including but not limited to drafting documentation to support the processing of: a variety of appointment types, pay status changes, duty station changes, promotions, bonuses and awards, grade changes, name changes, non-retirement separations, reassignments, details, position changes, changes in tenure, interim relief actions, corrections, cancellations, and replacement actions for cancellations.

HR Classification Specialist work may involve interviewing HR staff, client management and supervisory managers, and employees as well as performing occasional desk audits. The majority of the work may be performed off-site and communication may take place via telephone and email. Duties include: Receptionist Duties | Report Preparation | Distribution Functions | Training Coordination Support | Travel Arrangements | Time and Attendance | Official Organizational Functions

SAMPLE JOB DUTIES:  Classifies a wide range of positions to include complex jobs and prepares documentation in the GS and FWS systems; Applies classification principles to position management and advises on organizational development; Analyzes and applies position management and position classification principles, procedures, guidelines, and criteria.   developing position descriptions; reviewing existing position descriptions for accuracy and equity; determining the appropriate legal title occupational series, and grade for organizational vacancies;  and developing evaluation statements that document the appropriate assignment of an occupational series, legal title, and grade level. 

CAREER FIT | WORK INTEREST:   Work Interests refer to the types of work activities that interest you, such as interacting with people, thinking of new ideas, or working with your hands. The chart below shows the Work Interest Profile for this job rated with Low | Med | High as follows: Realistic (Med) | Investigative (Med) | Artistic (Med) | Social (Med) | Enterprising (High) | Conventional (High)

CAREER FIT | WORK ENVIRONMENT:  Work Environment refers to the setting in which you like to work, such as inside or outside, in a competitive or supportive environment, or in an environment with a little or a lot of time pressure. The chart below shows the Work Environment Profile for this job rated with Low | Med | High as follows: Responsibility (Low) | Exposire to job hazards (Low) | Physical activity (Low) | Decision Making (Med) | Repetitiveness (High) | Level of Competition (Med) | Time Pressure (Low)

PROFESSIONAL ASSOCIATIONS:  Membership in professional organizations can be useful in maintaining an awareness of developments in the field. These organizations are examples of associations aligned with this position: Society for Human Resource Management (SHRM); WorldatWork; American Management Association (AMA); International Public Management Association for Human Resources (IPMA-HR).  Certification by the Society for Human Resource Management (SHRM) as a Senior Professional in Human Resources (SPHR) or a Professional in Human
Resources (PHR) is preferred.

KNOWLEDGE AREAS

Need to have a thorough understanding of:

• Agency organizational structure, as it applies to position allocation, job series, and classification requirements
• Basic Classification and Merit System Principles, Prohibited Personnel Practices
• Principles of Classification, Position Management, Setting Basic Pay
• Classification appeal process to ensure compliance with agency and OPM requirements
• Classification tools (e.g., classification and job standards and other applicable guidance)
• Position classification Federal laws, regulations, and appeal decisions
• Standardized principles and practices of position classification and management
• OPM and VA policies, programs, and processes pertaining to position classification and management (e.g., Title 5 CFR)
• Implementation strategies and procedures to maintain regulatory compliance with OPM directives
• Federal HR program laws, regulations, policies, and procedures
• Analytical techniques to resolve complex, interrelated HR classification problems and issues
• Overall Federal Government policies, regulations, and trends in the areas of personnel classification
  

REQUIRED SKILLS AND EXPERIENCE: A minimum of three years of experience supporting human resource program personnel with human resource classification duties including but not limited to:

• developing position descriptions; reviewing existing position descriptions for accuracy and equity;
  
• determining the appropriate legal title occupational series, and grade for organizational vacancies;
  
• and developing evaluation statements that document the appropriate assignment of an occupational series, legal title, and grade level.
  
• An ability to develop justification narratives for designated grade levels as well as an ability to review and analyze classification actions to ensure they are compliant with legal and procedural guideline
• Basic knowledge of Federal regulations governing personnel processing procedures including but not limited to: the Guide to Processing Personnel Actions; the Guide to Personnel Data Standards; the Guide to Personnel Record Keeping; the VETGuide; Office of Personnel Management (OPM) classification standards, guides, regulations, and forms.
• Specialized experience includes demonstrated knowledge and skill working with FES point sheets and annotating OPM Optional Form-08 for position descriptions.
• Certification by the Society for Human Resource Management (SHRM) as a Senior Professional in Human Resources (SPHR) or a Professional in Human Resources (PHR) is preferred

EDUCATION AND EXPERIENCES

Bachelor’s Degree. Substitution of one year of experience for each year of required education is allowed. Bachelor’s degree from an accredited* four - year college or university in business management, human resources, marketing, sociology, psychology, criminal justice, social work or an equivalent behavioral or social science

• An ability to develop justification narratives for designated grade levels as well as an ability to review and analyze classification actions to ensure they are compliant with legal and procedural guideline
• Basic knowledge of Federal regulations governing personnel processing procedures including but not limited to: the Guide to Processing Personnel Actions; the Guide to Personnel Data Standards; the Guide to Personnel Record Keeping; the VETGuide; Office of Personnel Management (OPM) classification standards, guides, regulations, and forms.
• Specialized experience includes demonstrated knowledge and skill working with FES point sheets and annotating OPM Optional Form-08 for position descriptions.
• Certification by the Society for Human Resource Management (SHRM) as a
  Senior Professional in Human Resources (SPHR) or a Professional in Human
  Resources (PHR) is preferred but not required.
  

CORE COMPETENCIES

• Teamwork – ability to foster teamwork collaboratively as a participant, and effectively as a team leader
• Leadership – ability to guide and lead colleagues on projects and initiatives
• Business Acumen – understanding and insight into how organizations perform, including business processes, data, systems, and people
• Communication – ability to effectively communicate to stakeholders of all levels orally and in writing
• Motivation – persistent in pursuit of quality and optimal client and company solutions
• Agility – ability to quickly understand and transition between different projects, concepts, initiatives, or work streams
• Judgment – exercises prudence and insight in decision-making process while mindful of other stakeholders and long-term ramifications
• Organization – ability to manage projects and activity, and prioritize tasks

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OTHER REQUIREMENTS

• Business Tools – understanding and proficiency with business tools and technology, including Microsoft Office.  The ideal candidate is advanced with Excel, Outlook, PowerPoint and Word, and proficient with Adobe Acrobat, data analytic tools, and Visio with the ability to quickly learn other tools as necessary.
• Commitment - to work with smart, interesting people with diverse backgrounds to solve the biggest challenges across private, public and social sectors
  
• Curiosity – the ideal candidate exhibits an inquisitive nature and the ability to question the status quo among a community of people they enjoy and teams that work well together
• Humility – exhibits grace in success and failure while doing meaningful work where skills have impact and make a difference
• Willingness - to constantly learn, share, and grow and to view the world as their classroom

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BENEFITS AND HIGHLIGHTS

At ProSidian, we invest in our employees to help them stay healthy and achieve work-life balance. Our full time team members receive a comprehensive benefits package that includes Competitive Compensation, Group Health Insurance Health Benefits, 401(k) Retirement Savings Plan Contributions, Vacation and Paid Time off (PTO) Benefits, Pre-Tax Payment Programs, Purchasing Discounts & Savings Plans, a ProSidian Employee & Contractor Referral Bonus Program, Performance Incentives, etc.  Our comprehensive benefits package includes a medical, dental and vision plan.  Our growing list of benefits currently include the following for internships:

• Competitive Compensation:  ProSidian provides an opportunity to gain college credit through requirements set and approved by your university as well as a stipend granted by ProSidian Consulting when all requirements for such are met at the termination of the internship. ProSidian will work with your university to meet any and all requirements which will allow you to achieve your goals in this position and obtain college credit transferable to your school.
• Purchasing Discounts & Savings Plans:  We want you to achieve financial success. We offer a Purchasing Discounts & Savings Plan through The ProSidian Corporate Perks Benefit Program - Helping You Do More With Less:  https://ProSidian.CorporatePerks.com.  This provides special discounts for eligible employees on products and services you buy on a daily basis.
• Security Clearance: Due to the nature of our management and operations consulting engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes; oftentimes there are Security Clearance requirements for Engagement Teams handling sensitive Engagements in the Federal Marketplace.  A Security Clearance is a valued asset in your professional portfolio and adds to your credentials based on past, present, and future work.
• Leverageable Experience and Thought Leadership:  By collaborating with firm leadership, other members of the team, as well as Fellows and collaborating partners in what is a flat organization, you'll make valuable professional connections, interact with clients daily, gain leverageable Experience, and contribute to Thought Leadership while you build a basket of marketable experiences.
• ProSidian Employee &  Contractor Referral Bonus Program:  ProSidian Consulting will pay up to $5k for all referrals (payments made after new hire has been employed for 90 days) for candidates submitted through our Employee Referral Program.
• Performance Incentives:  Due to the nature of our management and operations consulting engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes there are performance incentives associated with each new client that each employee works to pursue and support.

ADDITIONAL INFORMATION -

See Below Instructions On The Best Way To Apply

• ProSidian Consulting is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, or Vietnam era, or other eligible veteran status, or any other protected factor. All your information will be kept confidential according to EEO guidelines.
• ProSidian Consulting has made a pledge to the Hiring Our Heroes Program of the U.S. Chamber of Commerce Foundation and the “I Hire Military” Initiative of The North Carolina Military Business Center (NCMBC) for the State of North Carolina.  All applicants are encouraged to apply regardless of Veteran Status.
• Furthermore, we believe in "HONOR ABOVE ALL" - be successful while doing things with the right way.  The pride comes out of the challenge; the reward is excellence in the work.  FOR EASY APPLICATION USE OUR CAREER SITE LOCATED ON http://www.ProSidian.com/ OR SEND YOUR RESUME’S, BIOS, AND SALARY EXPECTATION / RATES TO CAREERS @PROSIDIAN.COM.  ONLY CANDIDATES WITH REQUIRED CRITERIA ARE CONSIDERED. Be sure to place the job reference code in the subject line of your email.  Be sure to include your name, address, telephone number, total compensation package, employment history, and educational credentials.