Connecticut StateDepartment of Administrative Services

Human Resources Business Partner 3 (Department of Transportation)

Recruitment #191101-0973MP-100


Who We Are

The State of Connecticut is centralizing its Human Resources function with the following goals:

  • Support Connecticut's Growth - To serve our citizens, businesses, state agencies and other branches of government by providing the highest quality services at the lowest possible cost.
  • Drive Continuous Innovation - To increase the efficiency and effectiveness of state government using best practices from the public and private sectors.
  • Provide Rewarding Careers - To attract and retain a workforce of hardworking, dedicated public servants committed to leading our phenomenal state forward.

The Role

Are you a skilled Human Resources leader with the knowledge to develop strategies, craft plans, and tackle problems? Can you address pressing issues without losing sight of the big picture?

The Department of Administrative Services (DAS) has a superb anticipated opportunity to serve as the lead on-site strategic Human Resources Business Partner 3 (HRBP) at the Department of Transportation (DOT)!

In this role you will be able to apply your expertise to build and implement DOT’s people strategy, advise on key people issues, and coordinate with Human Resources Administrators to optimize efficiencies within a matrix organization. DOT is one of the state's largest agencies, with approximately 3,000 employees statewide who are represented by five (5) collective bargaining units.

You will receive administrative direction from the Chief Human Resources Officer or designee, and day-to-day operational direction from the Commissioner of Transportation or designee.

You will also:

  • collaborate with agency leadership and staff on mission driven strategies, human resources policies and procedures, proper organizational structure, and use of appropriate job classes;
  • address talent needs and other key issues to ensure alignment and with statewide goals and applicable law;
  • utilize your leadership and communication strengths to supervise agency human resources staff and guide, coordinate with and support employee and labor relations staff in their day-to-day activities to cultivate a harmonious work environment.

Position Details

Location: This position will remain physically located at the DOT Newington Headquarters.
Once centralized, this position will report to/be funded by DAS.

Offers the convenience of an on-site, low-cost fitness center, cafeteria, and ample free parking.

*If necessary, the incumbent’s salary will be adjusted to reflect their current MP pay plan.

Selection Plan

In order to be considered for this job opening, you must be a current State of CT employee, who has permanent state status* and meet the Minimum Qualifications as listed on the job opening.  You must specify your qualifications on your application.

*For employees in the classified service, permanent status is obtained after successful completion of a working test period.  For employees in the unclassified service, permanent status is obtained after serving in a position for at least six months (full-time or full-time equivalent).

Please ensure that your application is complete and you have included a resume within the "Resume Tab" of your application.

Note: At any point during the recruitment process, applicants may be required to submit additional documentation which support their qualification(s) for this position. These documents may include: a cover letter, performance reviews, attendance records, supervisory references, college transcripts, licensure, etc., at the discretion of the hiring agency.

Questions about these required documents or any other phase of this recruitment should be directed to the hiring agency's human resources office: Jennifer Brame at


In the Department of Administrative Services (DAS), this class is accountable for serving as the lead on-site strategic human resources business partner.


  • Advises agency leadership on human resources policies and procedures, proper organizational structure and use of appropriate job classes, talent needs, 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 with human resources needs;
  • Proactively analyzes data and plans for emerging human resources needs;
  • Guides day-to-day activities, coordinates with, and supports employee and labor relations staff and activities to help foster a harmonious work environment;
  • Oversees the administration of the agency’s labor relations activities;
  • 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;
  • 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 program;
  • Performs related duties as required. 


  • Considerable knowledge of and ability to apply management principles and techniques within a matrixed organization;
  • Considerable knowledge of: human resources administration, labor relations, relevant state and federal laws, regulations, policies and procedures, principles and practices of job classification and organizational design and human resources information systems;
  • Knowledge of employment practices related to civil rights, equal employment opportunity, and compensation;
  • Considerable: written and oral communications skills, interpersonal skills, and negotiation and conflict resolution skills;
  • Considerable ability to: analyze and interpret laws, regulations, policies and collective bargaining agreements, strategically plan including, succession planning and aligning human resources to agency goals and objectives, and recommend and implement agency-wide policy;
  • Ability to apply organizational development principles and practices and innovative solutions to organizational problems.


Ten (10) years of professional experience in human resources or labor relations management.


Three (3) years of the General Experience must have been at the full advanced working level in human resources or labor relations management.

For state employees, this is interpreted at or above the level of Principal Human Resources Specialist, Human Resources Generalist 3 or Agency Labor Relations Specialist.


1.    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.

2.    A Master's degree in human resources management, labor relations, business administration, public administration or closely related field or a law degree may be substituted for one (1) additional year of the General Experience.

3.    A law degree may be substituted for the (2) additional years of the General Experience.


  • Demonstrable experience providing expert and objective advice, mentoring, and counsel to agency leaders and employees on HR programs, policy and procedures, employment/labor laws, union contracts, conflict resolution, change management, diversity, and organizational development to promote a fair and equitable work environment;
  • Demonstrable ability to provide leadership with strategic direction and collaborative input that supports defined goals and objectives through relationships, expertise, and data;
  • Excellent service orientation with a consultative lens and proper sense of urgency. Proven consultative experience addressing complex issues;
  • Experience managing a team and working to foster cooperative goals, build trust, and enlist others in a common vision; Proven ability to connect and maintain rapport with people of diverse backgrounds and professional levels;
  • Ability to work well in a fast-paced environment and be flexible in adapting and responding to changing conditions (e.g., lead change, prioritize business demands, resolve conflict, solve problems, process improve);
  • Outstanding written and verbal communication skills including ability to present, train, influence and negotiate.


    1.    Incumbents in this class may be required to travel.

    2.    Incumbents in this class may be required to possess and retain a valid Motor Vehicle Operator's License.



    The State of Connecticut is an equal opportunity/affirmative action employer and strongly encourages the applications of women, minorities, and persons with disabilities.

    The State of Connecticut is an Affirmative Action/Equal Opportunity Employer and strongly encourages the application of women, minorities and persons with disabilities.