In the Department of Administrative Services this class is deployed at an agency and is accountable for acting as a working supervisor or for performing the most complex human resources duties as an agency business partner.
In a state agency outside of the State's centralized Human Resources structure this class will be accountable for acting as a working supervisor or for performing the most complex human resources and other related duties.
GUIDELINES FOR JOB CLASS USE
Agency human resources business partners are responsible for working with agency leadership on people strategy, advising leadership on key people issues, providing on-site human resources delivery to agency employees and coordinating with DAS service delivery teams and specialized units, to optimize efficiencies within a matrixed organization.
This class may be used in the following ways:
Incumbents serving as a working supervisor are over at least three human resources professionals performing a full range of agency business partner functions.
Incumbents performing the most complex duties directly supporting the agency human resources business partner.
Incumbents in a small agency outside of the State’s centralized Human Resources structure (e.g. Constitutional Offices, Military Department, or the Office of the Chief Medical Examiner), serve as the highest level human resources professional and are responsible for human resources and other related functions for the agency.
Receives general supervision from a human resources professional of higher grade in the performance of routine tasks; receives day-to-day operational direction from the Commissioner or designee of the assigned agency.
May lead lower level employees as assigned.
EXAMPLES OF DUTIES
Supervises and provides guidance over the work of lower level business partners;
Partners with and is accountable for successful relationships with agency leadership to ensure alignment of human resources support with organizational goals and strategies;
Advises agency leadership on human resources policies and procedures, proper organizational structure and use of appropriate job classifications, talent needs, to include but not limited to advising on the availability and expiration of eligible lists, etc.;
Partners with and is accountable for successful relationships with DAS service delivery teams and specialized units to appropriately leverage solutions for agency human resources needs;
Communicates with agency managers, bargaining unit representatives and other interested parties to ensure cooperative relationships;
Approves agency’s classification and position management transactions and ensures proper organizational structure;
Assists in ensuring compliance with applicable state and federal laws, regulations, policies and procedures;
Advises employees on matters related to employment, career development, transfer, separation, recruitment, examinations, compensation, employee benefits, and/or retirement benefits;
Performs job audits, or other fact finding techniques, related to individual job classification and job classification studies;
Ensures the proper application of the recruitment process, including clearing of mandatory lists, interviewing, selection and on-boarding;
Oversees or prepares and maintains relevant documentation and records;
Proactively analyzes data and plans for emerging agency human resources needs;
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, job classification studies 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;
May be accountable for managing human capital and implementing professional development plans that increase employee’s skill set;
May be accountable for independently handling reclassification grievances;
May administer agency employee assistance program and recommend counseling to employees;
May assist, coordinate, implement, oversee, and/or provide agency wide training and/or staff development programs;
May support related agency strategic needs;
Performs related duties as required.
KNOWLEDGE, SKILL AND ABILITY
Considerable knowledge of
human resources management;
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;
oral and written communication skills;
conflict resolution skills;
Considerable ability to
work effectively in a matrixed organization;
analyze and balance customer’s needs 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 Generalist 2, Human Resources Specialist, 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 Generalist 2, Human Resources Specialist, 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 specification for the class of Human Resources Generalist 3 in Salary Group MP 63 approved effective August 02, 2023. (Revised to modify Minimum Qualifications – Special Experience) Final No. 23-233