Human Resources Director - DESPP (Human Resources Business Partner 2)

FOR ASSISTANCE IN APPLYING:

Check out our Applicant Tips on How to Apply! Need more resources? Visit our Applicant Reference Library for additional support throughout the recruitment process.

BEFORE YOU APPLY:

• Meet Minimum Qualifications: Ensure you meet the Minimum Qualifications listed on the job opening by the job closing date. You must specify your qualifications on your application. The minimum experience and training requirements listed must be met by the close date on the job opening, unless otherwise specified.
• Educational Credits: List your earned credits and degrees from accredited institutions accurately on your application. To receive educational credits towards qualification, the institution must be accredited. If the institution of higher learning is located outside of the U.S., you are responsible for providing documentation from a recognized USA accrediting service which specializes in determining foreign education equivalencies to the contact listed below by the closing date listed on the job posting.
• Resume Policy: Per Public Act 21-69, resumes are not accepted during the initial application process. As the recruitment process progresses, candidates may be required to submit additional documentation to support their qualification(s) for this position. This documentation may include: a cover letter, resume, transcripts, diplomas, performance reviews, attendance records, supervisory references, licensure, etc., at the request and discretion of the hiring agency.
• Preferred Shift/Location: Select all location(s) and shift(s) you are willing to work on your application. Failure to do so may result in not being considered for vacancies in that specific location or shift.
• Timely Submission: All application materials must be received by the job posting deadline. You will be unable to make revisions once you officially submit your application to the State. Late submissions are rarely accepted, with exceptions only for documented events that incapacitate individuals during the entire duration of the job posting. Request exceptions by emailing DAS.SHRM@ct.gov.
• Salary Calculations: For current state employees, salary calculations are not necessarily comparable from one of the three branches of state government (i.e., Executive, Legislative, Judicial) to the other.

• Note: The only way to apply to this posting is via the ‘Apply’ or ‘Apply Online’ buttons on the official State of Connecticut Online Employment Center job posting.

AFTER YOU APPLY:

• Referral Questions: This posting may require completion of additional Referral Questions (RQs), which must be completed by the questionnaire’s expiration date. If requested, RQs can be accessed via an email sent to you after the job close date or by visiting your JobAps Personal Status Board (Certification Questionnaires section).
• Prepare For An Interview: Interviews are limited to those whose experience and training are most aligned with the role. To prepare, review this helpful Interview Preparation Guide to make the best impression!
• Stay connected! Log in daily to your JobAps Personal Status Board to track your status and check email (including spam/junk folders) for updates and tasks.
• The immediate vacancy is listed above, however, applications to this recruitment may be used for future vacancies in this job class.
• Note: This position will be filled in accordance with contractual language, reemployment, SEBAC, transfer, promotion and merit employment rules. Candidates who are offered and accept a position with the State of Connecticut are bound by the State Code of Ethics for Public Officials and State employees, available at www.ct.gov/ethics.

QUESTIONS? WE’RE HERE TO HELP:

Due to high volume, we are unable to confirm receipt or provide status updates directly. For recruitment updates, please check your Personal Status Board and review our Frequently Asked Questions. If you have additional questions about the recruitment process, reach out to Hayley Newhouse at hayley.newhouse@ct.gov.

Join the State of Connecticut and take your next career step with confidence!

In the Department of Administrative Services (DAS) this class is accountable for serving as the lead on-site strategic human resources business partner.

• Advises agency leadership on human resources policies and procedures, proper organizational structure and use of appropriate job classes, talent needs, to include but not limited to advising on the availability and expiration of eligible lists, etc.;
• Manages human capital;
• Consults and advises executives, managers and staff on mission driven strategies;
• Partners with and is accountable for successful relationships with agency leadership to ensure alignment of human resources support with organizational goals and strategies;
• Partners with and is accountable for successful relationships with Human Resources Administrators and other stakeholders, to appropriately leverage solutions for human resources needs;
• Proactively analyzes data and plans for emerging human resources needs;
• Oversees the administration of the performance management system, including designing and implementing performance review standards for agency staff;
• Implements professional development plans that increase employee’s skill set;
• Identifies areas for technological improvements and solutions and researches new and upcoming technological resources and how they can best be implemented to advance human resources business practices;
• Assists in ensuring compliance with applicable state and federal laws, regulations, policies and procedures;
• Assists Human Resources Administrators in the drafting of and compliance with all human resources related laws, regulations, policies, and other authorities governing terms and conditions of state employment;
• Communicates with agency managers, bargaining unit representatives and other interested parties to ensure cooperative relationships;
• Supports related agency strategic needs;
• Partners with and supports employee and labor relations staff and activities to help foster a harmonious work environment;
• Partners with and is accountable for successful relationship with Labor Relations Program Manager, as needed, to appropriately deliver solutions to agency labor relations needs;
• Leads the recruitment and hiring of staff, including outreach, interview and selection;
• Ensures all records, files and folders are maintained, updated and digitized, where applicable;
• May serve as a project team leader on complex human resources projects involving the development and implementation of new systems, training initiatives, job classification studies and other projects with statewide impact;
• May assist, coordinate, implement, oversee and/or provide agency wide training and/or staff development programs;
• Performs related duties as required.

• Considerable knowledge of
  • and ability to apply management principles and practices within a matrixed organization;
  • relevant state and federal laws, statutes, regulations, policies and procedures;
  • human resources management;
  • job classification, compensation and benefit programs, pay administration, workers compensation, merit system principles and philosophy and human resources information systems;
• Knowledge of principles and practices of employee relations;
• Considerable
  • interpersonal skills;
  • oral and written communication skills;
  • negotiation and conflict resolution skills;
• Considerable ability to:
  • deal tactfully and effectively with agency officials, statewide partners, management and union representatives;
  • analyze, interpret and apply laws, regulations, policies, procedures and collective bargaining agreements in balance with partner needs;
  • study and analyze emerging issues or problems and make sound evaluations, conclusions and recommendations.

Ten (10) years of professional experience in human resources management or equal employment opportunity/affirmative action or labor relations management.

Two (2) years of the General Experience must have been at the full advanced working level in human resources management or equal employment opportunity/affirmative action or labor relations management.

NOTE: For state employees this experience is interpreted at the level of a Principal Human Resources Specialist, Human Resources Generalist 3, Equal Employment Opportunity Manager, or an Agency Labor Relations Specialist.

• College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equaling one half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.
• A Master's degree in human resources management, labor relations, business administration, public administration or a closely related field may be substituted for one (1) additional year of the General Experience.
• A law degree may be substituted for the two (2) additional years of the General Experience.
• For state employees two (2) years as a Principal Human Resources Specialist, Human Resources Generalist 3, Equal Employment Opportunity Manager, or Agency Labor Relations Specialist may be substituted for the General and Special Experience.
• For state employees one (1) year as a Human Resources Business Partner 1 or Assistant Human Resources Business Partner may be substituted for the General and Special Experience