Human Resource Classification Specialist (Contract ...

Human Resource Classification Specialist (Contract Contingent) 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. Job Description 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. Qualifications 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 accreditedfour - 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. Additional Information 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

Created: 2026-03-04