Human Resources Business Partner 2

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 work with multiple leaders to ensure that all are receiving support and attention? 

The Department of Administrative Services (DAS) has a unique opportunity to serve as the lead on-site strategic Human Resources Business Partner 2 (HRBP) for DAS and multiple agencies who comprise the Small Agency Resource Team (SmART)!

In this vital role you will:

• provide human resources support to DAS and SmART agencies, including: the Office of the Governor, the Office of the Lieutenant Governor, Judicial Review Council, Board of Firearms Permits Examiners, Judicial Selection Commission, Contract Standards Board, Office of the Child Advocate, Office of the Victim Advocate, Department of Banking, Department of Economic and Community Development, CT State Library, Department of Agriculture, Department of Housing, Teachers’ Retirement Board, and the Department of Consumer Protection;
• apply your expertise to build and implement DAS and SmART's people strategy;
• advise on key people issues and coordinate with Human Resources Administrators to optimize efficiencies within a matrix organization.
  

You will receive administrative direction from the Chief Human Resources Officer or designee, and day-to-day operational direction from the Commissioner of DAS and the agency heads of the SMART agencies.

Additionally you will:

• 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 staff in their day-to-day activities to cultivate a harmonious work environment.  

Position Details
Location: This position will remain physically located at DAS’ Hartford office.

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: Raisa Capellan at Raisa.Capellan@ct.gov.    

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;
  
• Oversees the administration of the performance management system for non-represented employees;
  
• 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 programs;
  
• 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 management, relevant state and federal laws, regulations, policies and procedures, job classification, compensation and benefit programs, pay administration, workers compensation, merit system principles and philosophy and human resources information systems;    
• Considerable: interpersonal skills; oral and written communication skills and 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.

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

Two (2) 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 a 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.

• An undergraduate degree or higher in business administration, human resources management, public administration or closely related field;
• Experience providing expert and objective advice, mentoring, and counsel to agency leaders and employees on HR programs, policy and procedures, employment laws, union contracts, conflict resolution, change management, diversity, and organizational development to promote a fair and equitable work environment;
• Experience providing leadership with strategic direction and collaborative input that supports defined goals and objectives through relationships, expertise, and data;
• Experience adapting behavior and work methods in response to new information, changing conditions or unexpected obstacles;
• Experience connecting and maintaining rapport with people of diverse backgrounds and professional levels;
• Experience making business decisions and problem solving in a fast paced environment;
• 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.

AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER

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