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.
GUIDELINES FOR JOB CLASS USE
This class is used in the following ways:
The service delivery team, within talent solutions, employee leaves and benefits, and workers’ compensation administration, will be organized by groups of agencies to optimize agency familiarity, grow relationships and improve efficiency.
The units with statewide impact, will be comprised of human resources professionals focusing on talent acquisition, classification, employee development, equal employment opportunity, and human resources policy and information systems.
Incumbents serving as a working supervisor are over at least three human resources professionals within a service delivery team or unit.
Incumbents serving as a subject matter expert are accountable for work that must clearly exceed the norm and includes a concentration of highly advanced functions; use of this class is exception based.
Receives general direction from a Statewide Human Resources Program Manager or other administrative official of higher grade.
May supervise human resources professionals and other employees of lower grade.
EXAMPLES OF DUTIES
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.
KNOWLEDGE, SKILL AND ABILITY
Considerable knowledge of
human resources management principles and practices;
relevant state and federal laws, statutes, regulations, policies and procedures;
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;
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;
strategically plan including succession planning;
apply innovative solutions to organizational problems;
MINIMUM QUALIFICATIONS - GENERAL EXPERIENCE
Eight (8) years of professional experience in human resources management or equal employment opportunity/affirmative action
or labor relations management.
MINIMUM QUALIFICATIONS - SPECIAL EXPERIENCE
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.
MINIMUM QUALIFICATIONS - SUBSTITUTIONS ALLOWED
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.
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.
JOB CLASS DESIGNATION
As defined by Sec. 5-196 of the Connecticut General Statutes, a job class is a position or group of positions that share general characteristics and are categorized under a single title for administrative purposes. As such, a job class is not meant to be all-inclusive of every task and/or responsibility.
This replaces the existing specification for the class of Principal Human Resources Specialist in Salary Group MP 63 approved effective April 11, 2023 (Revised to modify Minimum Qualifications – Special Experience) Final No. 23-233