HR — Government

You recruit through civil service processes: posting positions with specific classification specifications, screening against minimum qualifications, administering examinations (written, oral, performance), maintaining eligible lists (ranked by exam score), and managing hiring from lists (rule of three, band scoring, or alternative methods depending on jurisdiction). Classification systems define every position's duties, qualifications, and compensation range. Reclassification requests, pay equity studies, and step/grade management are ongoing. The process is designed for fairness and transparency but creates timelines that lose candidates to faster-moving private employers.

Many government workforces are unionized (35%+ of public sector workers vs. 6% private sector). You manage collective bargaining, grievance processes, arbitration, MOUs (Memoranda of Understanding), interest arbitration (in some jurisdictions), and the day-to-day labor-management relationship. Impasse resolution mechanisms vary by jurisdiction. Public sector labor relations operate under state-specific public employment relations acts (not NLRA). Meet-and-confer vs. mandatory bargaining distinctions, scope of bargaining limitations, and strike prohibition enforcement create unique dynamics.