In a state agency human resources office this class is accountable for performing professional duties relating to human resources management.
GUIDELINES FOR CLASS USE:
This is a professional junior working level class and may be used in one of the following ways:
1.
Performs a limited range of professional level human resource functions (e.g. recruitment, workers’ compensation)
2.
Performs as a human resources generalist supporting an agency business area(s) under the supervision of a higher level human resources professional. Involvement in labor relations is limited.
SUPERVISION RECEIVED:
Receives general supervision from a human resources professional of higher grade in the performance of routine tasks; receives closer supervision when performing more advanced tasks.
SUPERVISION EXERCISED:
May lead clerical or paraprofessional staff as assigned.
EXAMPLES OF DUTIES:
Prepares and maintains human resource records; researches organization and position functions; participates in recruitment, orientation and promotion process; interviews, evaluates, and recommends applicants for employment; maintains applicant job banks and other records related to recruitment and selection; assists agency supervisory staff by monitoring working test periods; counsels and advises employees on matters related to employment, career development, transfer, separation, recruitment, employee benefits, and/or retirement benefits; conducts or participates in job audits; researches and composes requests for position action; analyzes and recommends changes to class specifications; calculates longevity and salary adjustments; coordinates performance evaluation process; assists in training operations; conducts turnover analysis; may participate in collective bargaining, grievance procedures, and contract administration; may assist in the implementation of equal opportunity programs; may participate in the preparation of multiple payrolls; performs related duties as required.
MINIMUM QUALIFICATIONS REQUIRED KNOWLEDGE, SKILL AND ABILITY:
Knowledge of the principles and practices of public human resources administration; basic knowledge of relevant state and federal laws, statutes and regulations; basic knowledge of employee and labor relations principles and practices; basic knowledge of equal opportunity principles and requirements; basic knowledge of payroll procedures and operations; oral and written communication skills; interpersonal skills; ability to apply human resource principles and procedures in the areas of recruitment, selection, classification, compensation, payroll and benefits administration; ability to analyze problems quickly and determine effective solutions; ability to read and interpret laws, regulations, policies, procedures and collective bargaining agreements; ability to serve as an effective business partner; some ability to design and deliver formal and informal training.
EXPERIENCE AND TRAINING:
General Experience:
Six (6) years professional experience in human resources management, payroll or equal employment assurance.
Substitutions Allowed:
1.
College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equalling one-half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.
2.
A Master's degree in public administration, human resources management, labor relations, industrial/organizational psychology or closely related field or a law degree may be substituted for one (l) additional year of the General Experience.
3.
For state employees two (2) years as a Human Resources Assistant may be substituted for the General Experience.
SPECIAL REQUIREMENTS:
1.
Incumbents in this class must successfully complete the State of Connecticut Certificate in Human Resources Management Program within six (6) months of appointment.
2.
Incumbents in this class may be required to travel.
CAREER PROGRESSION:
The next higher class in this career series is Human Resources Specialist.
This replaces the existing title of and specification for the class of Personnel Officer 1 in the same salary group approved effective February 17, 1995. (Revised to retitle and modify content)
