Human Resources Director B

  • Washington State Patrol
  • Baton Rouge, LA, USA
  • Jun 24, 2022

Job Description

Supplemental Information

Why work for TRSL?

  • Service - All Louisianans have benefited from teachers that inspire and encourage us. At TRSL we give back to our state's teachers by providing retirement security and excellent service.

  • Culture - We value and support employees through open communication, professional development, recognition, and by creating a sense of community.

  • Growth - TRSL encourages professional growth in a number of ways including professional development plans and career progression groups through SCS. We also offer financial assistance for professional certifications and postsecondary/graduate-level courses.

  • Benefits - TRSL offers a generous benefits package including: a defined benefit pension plan, health insurance that is also available post retirement, at least 10 paid holidays, sick and annual leave that rolls over from year to year, paid or time off accrued for hours worked over 40 per week, a deferred compensation plan, a flexible benefits plan, alternate work schedules, work from home, etc. Work from home may be an available benefit for certain TRSL positions upon meeting the requirements for TRSL's telework policy

  • Location - TRSL is conveniently located near the I-10 / I-12 split on Essen Lane, away from the congestion of downtown Baton Rouge.

This vacancy may be filled as a Probational, Promotion, or Detail to Special Duty. Current classified permanent status employees may be required to accept a Probational Appointment

No Civil Service test score is required in order to be considered for this vacancy.


The Human Resources Director works under the direction of the Deputy Director and performs highly advanced (senior-level) managerial work providing direction and guidance in strategic workforce planning and operations, program development and human resources administration. The incumbent will be responsible for administering, managing, and directing all aspects of a comprehensive Human Resources Department.

Applications submitted without the education and/or work experience sections completed will be considered incomplete and will not be considered . * Resumes WILL NOT be accepted in lieu of completed education and experience sections on your application. Applications may be rejected if incomplete. *

Applicants who are qualifying for the position based on college training or receipt of a baccalaureate degree should attach a copy of their college transcript to their online application in order to verify credentials. Transcripts may also be faxed, mailed, or emailed to the contact information below and must be received by the closing date of this posting. An official transcript is required upon hire. Applicants with international degrees must provide an equivalency evaluation and a copy of their transcripts at the time of application.

How to Apply To apply for this vacancy, click on the "Apply" link above and complete an electronic application, which can be used for this vacancy as well as future job opportunities. Applicants are responsible for checking the status of their application to determine where they are in the recruitment process. Further status message information is located under the Information section of the Current Job Opportunities page.

To view and apply to any of our other postings we currently have available, click HERE For further information about this vacancy contact:Dionne Rabalais, Human Resources Director
Teachers' Retirement System of Louisiana
P.O. Box 94123
Baton Rouge, LA 70804
Ph: 225-925-4564
Fax: 225-922-2579
Email : dionne.rabalais

All prospective new hires will be subject to employment eligibility verification via the Federal government's E-verify system.

TRSL is an Equal Opportunity Employer and complies with the Americans with Disabilities Act.



A baccalaureate degree plus five years of professional level human resources experience.


a. Six years of full-time work experience in any field may be substituted for the required baccalaureate degree.

Candidates without a baccalaureate degree may combine work experience and college credit to substitute for the baccalaureate degree as follows:

A maximum of 120 semester hours may be combined with experience to substitute for the baccalaureate degree.

30 to 59 semester hours credit will substitute for one year of experience towards the baccalaureate degree.
60 to 89 semester hours credit will substitute for two years of experience towards the baccalaureate degree.
90 to 119 semester hours credit will substitute for three years of experience towards the baccalaureate degree.
120 or more semester hours credit will substitute for four years of experience towards the baccalaureate degree.

College credit earned without obtaining a baccalaureate degree may be substituted for a maximum of four years full-time work experience towards the baccalaureate degree. Candidates with 120 or more semester hours of credit, but without a degree, must also have at least two years of full-time work experience tosubstitute for the baccalaureate degree.

b. A Master's in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for one year of the required experience. (The college transcript must indicate the major as business administration, public administration, human resources/personnel, etc. Master's degrees in fields such as marketing, economics, etc. are not acceptable.)

c. Possession of a Juris Doctorate will substitute for one year of the required experience.

Advanced degrees with less than a Ph.D. will substitute for a maximum of one year of the required experience.

d. A Ph.D. in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for two years of the required experience.

All advanced degrees will substitute for a maximum of two years of the required experience.

e. Certification by the Society for Human Resource Management (SHRM) as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), a Certified Professional (CP) or a Senior Certified Professional (SCP) will substitute for a maximum of one year of the required experience.


In order to receive credit, your certification must be current (i.e., issued within the last three years). If you have been certified and your certification expires, you must apply for and be re-certified before you can get credit again. Information regarding certification may be obtained from the Human Resource Certification Institute, 1800 Duke Street, Alexandria, Virginia, 22314. Phone: 866-898-4724 or Fax: 703-535-6474.


Human resources experience is that experience gained in an office whose sole responsibility is the administration of a comprehensive personnel program including many if not all of the following programs: recruitment, selection and placement; training; equal employment opportunity; disciplinary and grievance proceedings; classification and wage; payroll; and employee relations OR experience gained in an office whose sole responsibility is the administration of one aspect of a comprehensive personnel program, such as training, payroll, or equal employment opportunity.

Any college hours or degree must be from a school accredited by one of the following regional accrediting bodies: the Middle States Commission on Higher Education; the New England Commission of Higher Education; the Higher Learning Commission; the Northwest Commission on Colleges and Universities; the Southern Association of Colleges and Schools; and the Western Association of Schools and Colleges.

Job Concepts

Function of Work:
To administer all aspects of a moderate human resources program.

Level of Work:

Supervision Received:
Broad direction from an agency administrative official.

Supervision Exercised:
May supervise lower level human resources professionals.

Location of Work:
May be used by all state agencies.

Job Distinctions:
Differs from Human Resources Manager by the presence of final authority over a human resources program.

Differs from Human Resources Director A by serving as Human Resources Director for a moderate human resources program which includes agencies, offices and facilities with moderate scope and impact.

Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.

Examples of Work

Directs all facets of a comprehensive human resources management program.

Reviews program operations and determines need for new or revised polices or procedures. Establishes and directs the implementation of policies.

Directs all classification and evaluation activities for the agency.

Reviews salary levels and factor level assignments proposed by management or lower level staff, ensuring consistency within existing organizational patterns.

Represents the agency at meetings relative to organization of new units and reorganization of existing units. Proposes alternative organizational plans based on knowledge of Civil Service rules and policies. Advises agency management of the advantages and disadvantages of alternatives and recommends a course of action. Acts as liaison between agency management and Civil Service representatives in implementing reorganization plans.

Determines impact of special pay issues as they relate to agency fiscal concerns and internal pay equity. Recommends resolution of complex pay problems to agency management.

Establishes a uniform policy for the agency to ensure that disciplinary actions are implemented in a fair and consistent manner.

Reviews and approves disciplinary actions recommended by supervisors or lower level human resource professionals. Consults with agency legal counsel to address issues that may involve complicated legal ramifications.

Directs the investigation of complaints filed within the agency and charges filed through federal agencies. Consults with legal staff. Review results and recommends a course of action to agency management.

Directs the preparation of budget requests for the Human Resources Management Office.

Prepares the agency's position relative to highly complex benefits issues. Represents the agency and provides testimony at administrative hearings regarding controversial unemployment and worker's compensation matters.

Directs the agency recruiting, selection, and placement program. Recommends changes to minimum qualification requirements in an effort to continue to attract and retain a qualified workforce.

Directs the development, maintenance, and monitoring of a performance evaluation system based on established criteria. Works with agency management to ensure that expectations are defined in such a way as to enhance the efficiency and effectiveness of agency operations and are clearly communicated to the employee.

Develops and administers layoff/layoff avoidance plans. Represents the agency in meetings with Civil Service staff to discuss layoff or layoff avoidance activities. Explains layoff/layoff avoidance activities to agency employees, supervisors and managers. May appear as agency representative before Civil Service Commission members regarding proposed plan.