Principal Human Resources Specialist (Workers' Compensation) (Hybrid)

FOR ASSISTANCE IN APPLYING:

Check out our Applicant Tips on How to Apply! Need more resources? Visit our Applicant Toolkit 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 (Opens in a New Window).
• 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:

• Some email providers may experience delays or issues delivering messages. To avoid missing important updates—such as referral questionnaires or interview scheduling links—please check your Personal Status Board regularly.
• For added convenience, you can also enable text (SMS) notifications. To do this, log in to your Personal Status Board and select “Update My Contact Information.”
• 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 Frank DeCusati at frank.decusati@ct.gov (Opens in a New Window).

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 acting as a working supervisor or for performing highly complex activities within a specialized service delivery team or a unit with statewide impact.

• Supervises and provides guidance over the work of a specialized service delivery team;
• Plans workflow and determines priorities;
• Proposes, formulates and implements policies and operational procedures, including changes that streamline human resources systems and take advantage of technology;
• Interprets, administers and ensures compliance with human resources, employment and equal opportunity laws, regulations, policies and procedures;
• Develops new job classifications and new job classification series and uses job evaluation systems and methodologies to evaluate jobs and set salaries;
• Evaluates team and provides guidance and assistance on complex issues;
• Conducts or assists in conducting performance evaluations;
• Communicates with agency human resources business partners, bargaining unit representatives and other stakeholders to ensures cooperative relationships;
• Provides training and development to team members and/or other staff;
• Conducts difficult recruitments involving high level positions;
• Advises administrative officials, managers and supervisors regarding policies and guidelines;
• Collaborates with administrative officials in strategic planning to ensure alignment of activities with organizational goals and strategies;
• Monitors and plans for emerging program needs;
• Analyzes and resolves complex situations and issues;
• Performs job audits, or other fact finding techniques, related to individual job classification and job classification studies;
• Prepares or directs preparation of reports, manuals and correspondence;
• Interprets and ensures adherence to collective bargaining agreements;
• Leads the processing of workers' compensation claims;
• Acts as a lead in such areas as leaves (e.g., family, medical, military), and tuition reimbursement;
  
• Serves as a project team leader on complex human resources projects involving the conduct of best practice research and the development and implementation of new systems, training initiatives and other projects with statewide impact;
• Leads or participates in the recruitment and hiring of staff, including outreach, interview and selection;
• Ensures all records, files and folders are maintained, updated and digitized, where applicable;
• Performs related duties as required.

• Considerable knowledge of
  • human resources management principles and practices;
  • relevant state and federal laws, statutes, regulations, policies and procedures;
• Knowledge of
  • employment practices related to civil rights, equal employment opportunity, job classification, recruitment and selection, compensation and benefit programs, pay administration, workers compensation, human resources information systems and labor relations;
• Considerable
  • interpersonal skills;
  • oral and written communication skills;
  • conflict resolution skills;
• Considerable ability to
  • supervise and lead team to accomplish goals and objectives;
  • analyze and balance partners need with laws, regulations, policies, procedures and collective bargaining agreements;
• Ability to
  • strategically plan including succession planning;
  • apply innovative solutions to organizational problems;
  • supervise.

Eight (8) years of professional experience in human resources management or equal employment opportunity/affirmative action or labor relations management.

One (1) year of the General Experience must have been at the full 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 Human Resources Specialist, Human Resources Generalist 2, or Equal Employment Opportunity Specialist 2.

• 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 two (2) additional years of the General Experience.
• For state employees one (1) year as a Human Resources Specialist, Human Resources Generalist 2, or Equal Employment Opportunity Specialist 2 may be substituted for the General and Special Experience.

• Experience interpreting statutes or regulations to make Workers’ Compensation case management recommendations
• Experience leading coordination with stakeholders to resolve Workers’ Compensation issues
• Experience analyzing workflows to improve efficiency, accuracy, and overall performance
• Experience training multi-level staff on Workers’ Compensation processes
• Experience using Workers’ Compensation data or trend analysis to inform operational decisions

• Incumbents in this class may be required to possess and retain a valid Motor Vehicle Operator's license.
• Incumbents in this class may be required to travel.