Enterprise Talent Management Consultant (Human Capital Management Senior Analyst)

About Us:

The Ohio Department of Administrative Services (DAS) takes great pride in its work to support the priorities of the DeWine-Tressel administration to ease access for those doing business with the state, secure state data and technology resources, and create efficiencies for our state government partners while keeping costs in check.

DAS is the engine of state government, providing innovative solutions and supporting the efficient operation of state agencies, boards, and commissions. DAS program areas serve our Ohio government customers, who in turn directly serve the interests of Ohioans. We help procure goods and services, deliver information technology and mail, recruit and train personnel, promote equal access to the state workforce, lease and manage office space, process payroll, print publications, and perform a variety of other services.

The State Human Resources Division (SHRD) performs a variety of functions including overall administration of the state's human resources operations for state employees. The division provides services and information to state employees and assists state agencies in conducting their human resource functions. Services are offered in the areas of policy development, opportunity and accessibility, payroll administration, benefits administration, classification and compensation, drug testing, central recruiting, training and development, workforce planning, process improvement and employee records maintenance.

Talent Management is an approach to optimizing human resources, which enables our organizations to drive short and long-term results. The Office of Talent Management's Talent Acquisition Team supports State of Ohio departments (agencies, boards, and commissions) in advancing talent acquisition strategies and practices to attract, recruit and retain talent. The unit tracks and analyzes enterprise recruitment and retention metrics to identify trends and make recommendations. The unit also provides consultation, resources, technical support and training on the effective use of the Ohio Hiring Management System’s (OHMS) RecruitOnboard Software.

About Us:

The Ohio Department of Administrative Services (DAS) takes great pride in its work to support the priorities of the DeWine-Tressel administration to ease access for those doing business with the state, secure state data and technology resources, and create efficiencies for our state government partners while keeping costs in check.

DAS is the engine of state government, providing innovative solutions and supporting the efficient operation of state agencies, boards, and commissions. DAS program areas serve our Ohio government customers, who in turn directly serve the interests of Ohioans. We help procure goods and services, deliver information technology and mail, recruit and train personnel, promote equal access to the state workforce, lease and manage office space, process payroll, print publications, and perform a variety of other services.

The State Human Resources Division (SHRD) performs a variety of functions including overall administration of the state's human resources operations for state employees. The division provides services and information to state employees and assists state agencies in conducting their human resource functions. Services are offered in the areas of policy development, opportunity and accessibility, payroll administration, benefits administration, classification and compensation, drug testing, central recruiting, training and development, workforce planning, process improvement and employee records maintenance.

Talent Management is an approach to optimizing human resources, which enables our organizations to drive short and long-term results. The Office of Talent Management's Talent Acquisition Team supports State of Ohio departments (agencies, boards, and commissions) in advancing talent acquisition strategies and practices to attract, recruit and retain talent. The unit tracks and analyzes enterprise recruitment and retention metrics to identify trends and make recommendations. The unit also provides consultation, resources, technical support and training on the effective use of the Ohio Hiring Management System’s (OHMS) RecruitOnboard Software.

What you'll do:

Key highlights:

• Classification Plan Analysis: Leverage cutting-edge technology and AI-assisted analytical tools to conduct pattern detection across the statewide classification plan, identifying redundancies and obsolete job language, and mapping career lattices and cross-agency job family progressions with human-in-the-loop verification.

• Enterprise Skills Architecture: Serve as a key team member within the State Human Resources Division (SHRD) Office of Talent Management (OTM) to operationalize a living enterprise skills taxonomy, driving skills-based hiring through the taxonomy’s integration across recruitment, development, and performance management.

• Strategic Statewide HR Consultation and Policy: Deliver expert HR best-practice consultation to state agencies, boards, and commissions, ensuring compliance with civil service laws, rules, and collective bargaining agreements while conducting complex analyses including classification reviews, performance reviews, job posting requirements, job audits, and point-factor analyses. Serves as team member on enterprise wide system implementation.

• Integrated Talent Management Support: Work collaboratively to support OTM by building connections between classification, talent acquisition, employee learning and development, performance management, and workforce planning.

Duties:

Provides professional consultation in human resources best practices that support the Department of Administrative Services (DAS), State Human Resources Division (SHRD) customers (i.e. state agencies, boards and/or commissions and elected officials) in achieving enterprise business and strategic goals and objectives:

• Provides input to set statewide policy direction

• Assists in the administration of human resources programs at the statewide level

• Ensures statewide consistency in the application of civil service laws, rules, collective bargaining agreements and related policies and procedures (e.g., independently makes complex determinations &/or recommendations based on thorough analysis of facts, including employee-initiated job audits, reclassification reviews, point-factor analyses, labor market data requests, performance reviews, data insights and reporting, hiring trends analyses, etc.)

• Develops and maintains productive collaborative work relationships with DAS SHRD customers through consultations, hosting monthly office hours, serving as module owners for the HCM PD system, and engaging in joint union/management classification reviews

• Assesses and responds to apparent and underlying needs by providing classifications reviews, technical assistance, classification plan management and changes, crosswalks, agency restructuring, and completing national surveys and reports

• Develops practices in context of customer needs and in alignment with the State of Ohio’s best interests and advises human resources staff regarding decisions that are impacted by laws, policies, and procedures;

• Researches, facilitates, develops and documents innovative solutions to statewide human resources issues tailored to the requirements of the customer (e.g., performing daily reporting for utilization and trends and conducting comprehensive labor market compensation studies)

• Plans, develops, evaluates, improves, and communicates methods and techniques for benefits administration, talent management, HRD policy, HR operations, and learning and professional development.

Serves as enterprise team member for the SHRD Office of Talent Management (OTM) Skills Architecture function and conducts classification and compensation analysis across the state classification plan:

• Leverages innovative technology (e.g., AI-assisted analytical tools) consistent with policies and procedures to perform pattern detection across the state classification plan identifying redundancies, surfacing obsolete job language, and mapping career latices and cross-agency job family progressions

• Ensures required human-in-the-loop verification of all technology-generated outputs

• Builds, researches crosswalks, and operationalizes a living enterprise skills taxonomy to support statewide skills-based hiring, Career-Technical Education pipeline talent matching, employee development, performance management, and workforce planning efforts; drives adoption of the ongoing skills architecture framework as a framework across the full employee lifecycle.

Performs related administrative, analytical, and management duties in support of statewide human resources operations, policy compliance, and stakeholder engagement:

• Prepares complex technical reports, cost projections, and formal correspondence

• Maintains &/or oversees human resources records

• Prepares personal service contracts &/or proposals

• Assists in the development, revision, and statewide implementation of human resources policies, administrative procedures, and training materials

• Reviews proposed legislation, analyzes data/information, and advises leadership regarding enterprise impacts
  Creates HR toolkit items, project timelines, and process documents

• Identifies and communicates applicable resources

• Advises and counsels agency management, supervisors, and employees on complex human resources practices

• Serves as management representative at State Personnel Board of Review (SPBR) hearings

• Collaborates with the Office of Collective Bargaining (OCB)

• Delivers formal presentations regarding new or revised rules, policies, or administrative procedures

• Attends meetings, conferences &/or workshops

• Plans, coordinates, and conducts meetings, conferences, workshops, and webinars for peers, agency leadership, HR professionals, and state employees.

What you'll do:

Key highlights:

• Classification Plan Analysis: Leverage cutting-edge technology and AI-assisted analytical tools to conduct pattern detection across the statewide classification plan, identifying redundancies and obsolete job language, and mapping career lattices and cross-agency job family progressions with human-in-the-loop verification.

• Enterprise Skills Architecture: Serve as a key team member within the State Human Resources Division (SHRD) Office of Talent Management (OTM) to operationalize a living enterprise skills taxonomy, driving skills-based hiring through the taxonomy’s integration across recruitment, development, and performance management.

• Strategic Statewide HR Consultation and Policy: Deliver expert HR best-practice consultation to state agencies, boards, and commissions, ensuring compliance with civil service laws, rules, and collective bargaining agreements while conducting complex analyses including classification reviews, performance reviews, job posting requirements, job audits, and point-factor analyses. Serves as team member on enterprise wide system implementation.

• Integrated Talent Management Support: Work collaboratively to support OTM by building connections between classification, talent acquisition, employee learning and development, performance management, and workforce planning.

Duties:

Provides professional consultation in human resources best practices that support the Department of Administrative Services (DAS), State Human Resources Division (SHRD) customers (i.e. state agencies, boards and/or commissions and elected officials) in achieving enterprise business and strategic goals and objectives:

• Provides input to set statewide policy direction

• Assists in the administration of human resources programs at the statewide level

• Ensures statewide consistency in the application of civil service laws, rules, collective bargaining agreements and related policies and procedures (e.g., independently makes complex determinations &/or recommendations based on thorough analysis of facts, including employee-initiated job audits, reclassification reviews, point-factor analyses, labor market data requests, performance reviews, data insights and reporting, hiring trends analyses, etc.)

• Develops and maintains productive collaborative work relationships with DAS SHRD customers through consultations, hosting monthly office hours, serving as module owners for the HCM PD system, and engaging in joint union/management classification reviews

• Assesses and responds to apparent and underlying needs by providing classifications reviews, technical assistance, classification plan management and changes, crosswalks, agency restructuring, and completing national surveys and reports

• Develops practices in context of customer needs and in alignment with the State of Ohio’s best interests and advises human resources staff regarding decisions that are impacted by laws, policies, and procedures;

• Researches, facilitates, develops and documents innovative solutions to statewide human resources issues tailored to the requirements of the customer (e.g., performing daily reporting for utilization and trends and conducting comprehensive labor market compensation studies)

• Plans, develops, evaluates, improves, and communicates methods and techniques for benefits administration, talent management, HRD policy, HR operations, and learning and professional development.

Serves as enterprise team member for the SHRD Office of Talent Management (OTM) Skills Architecture function and conducts classification and compensation analysis across the state classification plan:

• Leverages innovative technology (e.g., AI-assisted analytical tools) consistent with policies and procedures to perform pattern detection across the state classification plan identifying redundancies, surfacing obsolete job language, and mapping career latices and cross-agency job family progressions

• Ensures required human-in-the-loop verification of all technology-generated outputs

• Builds, researches crosswalks, and operationalizes a living enterprise skills taxonomy to support statewide skills-based hiring, Career-Technical Education pipeline talent matching, employee development, performance management, and workforce planning efforts; drives adoption of the ongoing skills architecture framework as a framework across the full employee lifecycle.

Performs related administrative, analytical, and management duties in support of statewide human resources operations, policy compliance, and stakeholder engagement:

• Prepares complex technical reports, cost projections, and formal correspondence

• Maintains &/or oversees human resources records

• Prepares personal service contracts &/or proposals

• Assists in the development, revision, and statewide implementation of human resources policies, administrative procedures, and training materials

• Reviews proposed legislation, analyzes data/information, and advises leadership regarding enterprise impacts
  Creates HR toolkit items, project timelines, and process documents

• Identifies and communicates applicable resources

• Advises and counsels agency management, supervisors, and employees on complex human resources practices

• Serves as management representative at State Personnel Board of Review (SPBR) hearings

• Collaborates with the Office of Collective Bargaining (OCB)

• Delivers formal presentations regarding new or revised rules, policies, or administrative procedures

• Attends meetings, conferences &/or workshops

• Plans, coordinates, and conducts meetings, conferences, workshops, and webinars for