In a state agency this class is accountable for directing the staff and operations of a human resources management program.
GUIDELINES FOR CLASS USE:
This class may be used in the following ways:
In the Department of Information Technology and Office of the State Comptroller serves as the highest level human resources professional and is responsible for human resources functions including, but not limited to, recruitment, selection, employee counseling, benefits, retention, performance management, FMLA administration, labor relations, workforce and organizational planning, classification and compensation, safety, training, payroll, staff development and workers’ compensation administration. May also have responsibility for equal employment opportunity functions.
In the Departments of Children and Families, Correction, Developmental Services and Mental Health and Addiction Services serves in one of the following capacities:
a. Oversees the full range of human resources operations and staff of a large region, facility or district including, but not limited to, recruitment, selection, employee counseling, benefits, retention, performance management, FMLA administration, labor relations, workforce and organizational planning, classification and compensation, safety, training, payroll, staff development and workers’ compensation administration.
b. Oversees multiple, complex and comprehensive centralized human resources function(s) with a professional staff of ten (10) or more.
c. Oversees a centralized labor relations function.
Serves as the Assistant to the Human Resources Director at the Department of Social Services.
Receives administrative direction from an administrative official of higher grade.
Directs a staff of human resource professionals and other employees of a lower grade.
EXAMPLES OF DUTIES:
Directs staff and operations of a comprehensive human resources management program or complex centralized function(s); coordinates, plans and manages human resources activities; formulates program goals and objectives; develops or assists in development and implementation of agency human resource policies; interprets, administers and ensures compliance with state and federal human resources, employment and equal opportunity laws, regulations, policies and procedures; evaluates staff; prepares and manages division budget; maintains contacts with individuals within and outside of the agency who might impact on human resources activities; provides staff training and assistance; interprets and ensures adherence to collective bargaining agreements; advises administrative officials, managers and supervisors regarding labor relations, human resources policy and procedure, proper organizational structure and use of class specifications; partners with administrative officials in strategic planning to ensure alignment of human resources activities with organizational goals and strategies; proactively plans to address emerging agency human resources needs including workforce planning; performs related duties as required.
MINIMUM QUALIFICATIONS REQUIRED KNOWLEDGE, SKILL AND ABILITY:
Considerable knowledge of and ability to apply management principles and techniques; considerable knowledge of public human resources administration; considerable knowledge of relevant state and federal laws, statutes and regulations; considerable knowledge of labor relations; knowledge of the principles and practices of classification and organizational design; knowledge of the principles and practices of compensation; knowledge of occupational safety and health; knowledge of payroll procedures and operations; knowledge of employment practices related to civil rights, equal employment opportunity or affirmative action plans and programs; considerable interpersonal skills, considerable oral and written communication skills; considerable conflict resolution skills; considerable ability to analyze and interpret laws, statutes, regulations, policies and collective bargaining agreements; ability to apply organizational development principles and practices; ability to strategically plan including succession planning and aligning human resources to agency goals and objectives; ability to apply innovative solutions to organizational problems.
EXPERIENCE AND TRAINING:
Nine (9) years of professional experience in human resource management.
One (1) year of the General Experience must have been at the full advanced working level in human resources management. For state employees this is interpreted at the level of Principal Human Resources Specialist or Human Resources Consultant 3.
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.
A Master's Degree in public administration, human resources management, labor relations, industrial/organizational psychology or other closely related field may be substituted for one (1) additional year of the General Experience.
For state employees one (1) year as a Principal Human Resources Specialist or Human Resources Consultant 3 may be substituted for the General and Special Experience.
Incumbents in this class must successfully complete the State of Connecticut Certification in Human Resources Management Program within six (6) months of appointment.
Incumbents in this class may be required to travel.
This replaces the existing specification for the same class in the same Salary Group MP 65 approved effective May 18, 2007. (Revised to modify content)