Human Resources Generalist 3

Are you looking for a challenging opportunity to run your own combined human resources and equal employment office? If so the State of Connecticut, Military Department has an exciting opportunity for you!

The State of Connecticut Military Department(CTMD) is a unique dual-status agency, having both a federal and state mission. The federal mission is to maintain properly trained and equipped National Guard units for prompt federalization in the event of war, domestic emergencies, or other emergencies. The state mission is to coordinate, support, and augment federal, state, and local authorities in emergency response, to provide emergency response planning and to conduct community support programs.

We are recruiting for a full-time Human Resources Generalist 3 to work at the historic Governor William A. O’Neill Armory, 360 Broad Street, Hartford, CT 06105. The incumbent in this role will work first shift, Monday through Friday, 8:00 AM to 4:30 PM (40 hours/ week). As a Human Resource Generalist 3, you will serve as the sole human resource professional for the agency. The successful candidate will be responsible for carrying out all tasks associated with attracting and retaining the highest performing team possible, while also partnering with the agency leadership to support the mission of the Agency.

The CTMD offers a competitive starting salary and excellent State benefits package including health/dental insurance, generous paid time off, retirement plan, dedicated parking and more!

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.

• 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; 
• 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.

• Considerable knowledge of: human resources management and relevant state and federal laws, regulations, policies and procedures;
• Knowledge of: 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 and labor relations;
• Considerable: interpersonal skills, oral and written communication skills and 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;
• Ability to: supervise, strategically plan, including succession planning, and ability to apply innovative solutions to organizational problems.

One (1) year of the General Experience must have been at the full working level in human resources management.

For state employees, this is interpreted at the level of Human Resources Generalist 2, Human Resources Specialist or Equal Employment Opportunity Specialist 2.

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 may be substituted for one (1) additional year of the General Experience.
3. A law degree may be substituted for two (2) additional years of the General Experience.
4. For state employees one (1) year as a Human Resources Generalist 2 or Human Resources Specialist may be substituted for the General and Special Experience.

• Experience providing advice on and implementing human resources policies and procedures in an agency or organization of 100 or more employees.
• Experience interpreting and advising employees, supervisors and managers on human resources policies and collective bargaining agreements.
• Experience directly reporting to organizational leadership on workforce planning and equal employment opportunity matters.
• Experience performing human resource duties related to with civil rights. equal employment opportunity, job classification, recruitment and selection, compensation and benefit programs, pay administration, workers compensation, human resources information systems and labor relations.
• Experience executing the full range of agency human resource programs, including workers compensation, Family Medical Leave Act, Affirmative Action, HIPAA, FOIA and agency personnel recordkeeping processes.
• Experience executing an employee professional development programs.
• Experience with overseeing agency grievance and disciplinary program.
• Demonstrated interpersonal skills, oral and written communication skills, contact resolution skill and teamwork skills.

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.