Underlying Classification Structure

HR Representative (2135)

This is the primary classification for overtime non-exempt HR positions requiring HR experience.

Other classification options for non-exempt positions based on the level of work, appropriate minimum qualifications, and cross-functional duties assigned to the position:

• Accounting Series
• Benefits Series (used only at University Payroll & Benefits)
• Office Support Series
• Payroll Series

HR Associate (5020) 

This is the primary classification for overtime-exempt HR positions. HR Generalist, Leadership, and Specialist roles will be classified as HR Associates except in certain cases:

• 36e(3) exempt positions
• Cross-functional positions with a mix of HR and non-HR work. Common classification alternatives for such positions include Administrative Aide (0058), Business/Administrative Associate (5010), and Program Coordinator (5002).
• Positions which would be classified as HR Associate during the reclassification process but require SUCSS approval of a compensatory qualifications waiver. (See below.)
• Positions classified as HR Officer (2136) for recruiting purposes. (See below.)
• Positions classified as Training & Development Specialists in that specialty function. (See below.)

HR Officer (2136) 

This classification will be used as a result of the reclassification process if the position being classified cannot be classified as an HR Associate (5020) based on the criteria of the compensatory qualifications waiver process. HR Officer is available to be posted to allow recruitment of non-degreed applicants; when posted, the working title of the job description will follow HRCA options just as with the HR Associate (e.g., HR Generalist).

HR Assistant Manager (2137) 

This classification will be used as a result of the reclassification process if the position being classified cannot be classified as an HR Associate (5020) based on the criteria of the compensatory qualifications waiver process. It is not available to be posted for a vacancy due to the promotional register impact and lack of transparency to applicants about their different eligibility for positions in the same working title.

HR Manager (2138) –  Deprecated use for new positions.

This classification will no longer be used for new positions to prevent conflicting with the working title “HR Manager” which will always be an HR Associate (5020) position.

Training & Development Specialist I (4693)

Training & Development Specialist II (4694) 

This classification series is excluded from HR Career Architecture scope.

Academic Professional – 36e(3) exemptions 

HR positions exempted from civil service classification are reviewed based on the standards of the SUCSS Procedure Manual and University of Illinois exemption standards for principal administrative appointments. Positions do not automatically meet those standards based on job title.

Identifying a Position’s HR Job Family

Administrative Support: Based on existing practice for evaluating work among different civil service classification series.

HR Generalist positions have work in two or more—potentially all—areas of HR practice.

HR Specialist positions have nearly all (80+%) duties in a single focus area.

• For job profiles that are already defined, the duties align with the job profile and Work Dimensions, including position-specific duties in the specialty.
• If the proposed position is in a specialty outside of the defined job profiles, defining a new HR Specialist focus area, the definition of a new job profiles will be reviewed by the IHR Compensation, Classification, and Career Architecture Center of Expertise.

Reclassification / Appointment Change Process

The premise of the reclassification / appointment change process is that positions accumulate additional duties and evolution of existing duties over time. The existing appointment change process continues to apply to positions within HRCA, with these distinctions:

• Job description content is limited based on HRCA Required Usage Scope 
• HR Generalist series duties match the content from HR Generalist duties spectrum 
• Levels of HR Specialist positions are defined relative to their job profiles and Work Dimensions.
• Leadership and management positions are defined relative to the benchmarks in HR Leadership series duties spectrum

To propose an appointment change within HRCA:

• HR Generalist or Leadership series: A job description submitted for appointment change can include duties from multiple levels of the HR Generalist Duties Spectrum or HR Leadership Duties Spectrum and estimated percentages of the position’s total workload. The standard for approving promotion to the next level (e.g., HR Generalist to Sr HR Generalist) is 80% or more of the duties are at the proposed level. The reason for this standard is that all vacancies at a level will include only duties of that level, so having any duties of the lower level indicates the position is lower than every newly filled vacancy. A position where a significant fraction, but less than 80%, of work matches the higher level should be seen as at the high end of the range of responsibility of the current level rather than meeting the next level.

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