In the Department of Administrative Services (DAS) this class is accountable for serving as the lead on-site strategic human resources business partner.
GUIDELINES FOR JOB CLASS USE
This class is deployed at the Connecticut Technical Education and Career Services (CTECS) and Departments of Emergency Services and Public Protection, Environmental Protection and Social Services.
Positions are responsible for developing and implementing agencies’ people strategy, advising on key people issues and coordinating with DAS Human Resources Administrators, to optimize efficiencies within a matrix organization.
This job class differs from the Human Resources Business Partner 3 due to the size and complexity of the assigned agency.
Receives administrative direction from the Chief Human Resources Officer or designee and day-to-day operational direction from the Commissioner or designee of the assigned agency.
Supervises agency human resources staff.
EXAMPLES OF DUTIES
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.
KNOWLEDGE, SKILL AND ABILITY
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;
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.
MINIMUM QUALIFICATIONS - GENERAL EXPERIENCE
Ten (10) years of professional experience in human resources management or equal employment opportunity/affirmative action or labor relations management.
MINIMUM QUALIFICATIONS - SPECIAL EXPERIENCE
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.
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 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
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
(1)-Officials and Administrators
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 Human Resources Business Partner 2 in Salary Group MP 67 approved effective August 02, 2023. (Revised to modify Minimum Qualifications – Special Experience) Final No. 23-233