In a state agency or the Department of Administrative Services, Statewide Human Resources Management this class is accountable for performing basic technical duties relating to human resources management.
GUIDELINES FOR CLASS USE:
This is a paraprofessional class and is distinguished from clerical classes by its degree of accountability, independence, decision making and complexity of assignments.
Works under the general supervision of a human resources professional.
May lead clerical staff as assigned.
EXAMPLES OF DUTIES:
Reviews application for minimum qualifications and participates in employment process; conducts employee orientation sessions; generates and coordinates processing of human resources transactions and requests for position actions (e.g. establish, reclassification); counsels employees on career mobility, employee benefits, separation, transfer, tuition reimbursement and/or retirement policies and procedures; participates in recruitment process; responds to inquires by gathering information and composing correspondence; utilizes human resources information systems to produce reports and summarize data; assists in agency performance evaluation process; may assist in the preparation and delivery of training; may gather information and data for grievances and requests for information; may calculate seniority and longevity; may be assigned to one or more specialized human resources operations or programs; may assist human resources professionals with special projects; may conduct research; performs related duties as required.
Department of Administrative Services, Statewide Human Resources Management: Performs basic technical duties under supervision or acts as a member of a technical team; explains regulations, policies and procedures to the public and employees; responds to inquires by gathering information and composing correspondence; assists in conducting audits of agency human resources transactions; participates in job analysis, job audits, salary surveys, validation projects or other research projects; administers routine examinations including review of applications, monitoring administration and scoring of examinations, and related activities; utilizes human resources information systems to produce reports and summarize data; may oversee examination rejection appeal process; may participate in statewide recruitment projects; may participate in teaching training courses on human resources topics; may assist human resources professionals with special projects; performs related duties as required.
MINIMUM QUALIFICATIONS REQUIRED KNOWLEDGE, SKILL AND ABILITY:
Knowledge of principles and techniques of public human resources management; some knowledge of relevant state and federal statutes and regulations; some knowledge of labor relations; some knowledge of affirmative action principles and requirements; interpersonal skills; oral and written communication skills; ability to apply human resources practices and procedures in recruitment, selection, classification, compensation, payroll and benefits administration; ability to utilize human resource information systems; ablity to analyze and gather data; ability to problem solve.
EXPERIENCE AND TRAINING:
Five (5) years of experience in complex clerical work in human resources management in at least one of the following areas: recruitment, selection, personnel assessment, classification, compensation, benefits, payroll, affirmative action, employee relations, labor relations, organizational and/or employee development.
For state employees complex clerical work is interpreted at the level of Office Assistant or above.
College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equalling six (6) months of experience to a maximum of two (2) years.
Incumbents in this class must sucessfully complete the State of Connecticut Certificate in Human Resources Management Program within six (6) months of appointment.
This replaces the exisitng specification for the class of Human Resources Assistant in Salary Group CR 18 approved effective May 19, 2006. (Revised to adjust Salary Group)