In the Department of Administrative Services, Statewide Human Resources Management this class is accountable for administering and providing leadership to the staff and operations of an assigned major functional area of central human resources.
GUIDELINES FOR JOB CLASS USE
This class differs from the Statewide Human Resources Program Manager in that the Human Resources Administrator administers and has overall responsibility for all activities of an assigned statewide human resources or equal employment opportunity/affirmative action function, whereas the Statewide Human Resources Program Manager plans, manages, and has immediate program responsibility for the activities of specialized area within the human resources or equal employment opportunity/affirmative action function.
Receives administrative direction from the Chief Human Resources Officer or other administrative official of higher grade.
Administers operations and activities of a human resources or equal employment opportunity/affirmative action function; directs all staff.
EXAMPLES OF DUTIES
Provides leadership and vision so that there is direction, guidance, accountability, and creativity needed to advance human resources operations in support of agencies’ employees, leadership, and missions;
Partners with and is accountable for successful relationships with Agency Human Resources Business Partners, other human resources or equal employment opportunity/affirmative action functions and other stakeholders to appropriately deliver solutions to agency human resources needs, support business strategy, build critical capabilities, identify key roles and top talent, and create organizations that are built to accomplish their respective missions;
Tracks and analyzes trends and best practices in order to evolve and progress the assigned human resources or equal employment opportunity/affirmative action function;
Designs and implements employee performance review standards;
Administers, coordinates and provides guidance over work activities and service delivery teams;
Reviews, evaluates and determines policies, procedures and practices applicable to all aspects of the assigned human resources or equal employment opportunity/affirmative action function;
Identifies and measures key human resources performance metrics and uses those metrics to analyze workforce problems and leverage solutions to maximize operational effectiveness;
Serves as the system administrator for Software as a service (SaaS) solutions that support the assigned human resources or equal employment opportunity/affirmative action function;
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 or equal employment opportunity/affirmative action business practices;
Assists in the formulation of the human resources or equal employment opportunity/affirmative action budget and staffing plans and identifies and allocates resources in order to manage initiatives;
Meets and confers with agency officials and management, union representatives, members of the public and others and renders appropriate advice;
Oversees the preparation and maintenance of documentation and manuals;
Studies and comments on proposed legislation, rules and regulations, and other proposals;
Leads through significant change;
Collaborates and integrates activities with other human resources function and agencies, as needed;
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 or equal employment opportunity/affirmative action projects involving the development and implementation of new systems, training initiatives, and other projects with statewide impact;
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, human resources information systems and employment practices related to civil rights, equal employment opportunity or affirmative action plans and programs;
oral and written communication skills;
negotiation and conflict resolution skills;
Considerable ability to
deal tactfully and effectively with agency officials, management and union representatives;
analyze and balance partners need with laws, regulations, policies, procedures and collective bargaining agreements;
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 or equal employment opportunity/affirmative action or labor relations management.
MINIMUM QUALIFICATIONS - SPECIAL EXPERIENCE
Three (3) years of the General Experience must have been at the full advanced working level, in the specific human resources management functional area pertinent to the position (e.g. Talent Solutions, Human Resources Policy and Information Systems, Benefits and Leaves, Equal Employment Opportunity/Affirmative Action and Workers’ Compensation).
NOTE: For state employees this experience is interpreted at or above 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 two (2) additional years of the General Experience.
For state employees three (3) 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 2 or Statewide Human Resources Program Manager may be substituted for the General and Special Experience.
For state employees two (2) years as a Human Resources Business Partner 1 or Assistant Human Resources Business Partner may be substituted for the General and Special Experience.
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 Administrator in Salary Group MP 70 approved effective March 23, 2023. (Revised to modify Minimum Qualifications) Final No. 23-077