State of Connecticut Executive Branch

In the Department of Administrative Services this class is accountable for managing human resources programs having statewide impact.

Receives direction from an administrative official of higher grade.

Manages a professional human resources staff and other employees of lower grade and/or manages the programs and operations of a large and complex project with statewide impact.

• Directs staff and operations of a human resources program having statewide impact; 
• Ensures standards and related policies and procedures are communicated to state agencies and consistently followed; 
• Advises and counsels agency officials in areas of assigned responsibility; 
• Plans, coordinates and manages program strategies and policies; 
• Develops program goals, objectives, procedures and work plans; 
• Develops or assists in the development of statewide policies and procedures; 
• Interprets and administers pertinent laws; 
• Selects, trains, manages and evaluates staff; 
• Assists in preparation of program budget; 
• Sets priorities and schedules projects to ensure that objectives are met; 
• Analyzes applications of policies and their statewide impact; 
• Analyzes technical human resource problems and recommends effective solutions in areas of assigned responsibility; 
• Provides consultation and training to State agencies on recruitment, selection, classification and business rules; 
• Maintains contacts with individuals both within and outside of program who might impact program activities; 
• Ensures consistency of policies and procedures and uniform interpretation of policies and procedures; 
• Serves as state's representative and advocate at grievance and arbitration hearings in assigned area of responsibility; 
• Manages the processing of workers' compensation claims; 
• Manages or participates in design or delivery of statewide Human Resources certificate programs to ensure agency Human Resources staff are knowledgeable of rules and regulations; 
• Manages areas such as (e.g., family, medical, military), and tuition reimbursement; 
• Ensures all records, files and folders are maintained, updated and digitized, where applicable;
• Leads the recruitment and hiring of staff, including outreach, interview and selection;
• May supervise as assigned the analysis and development of job classification and personnel assessment instruments to ensure compliance with professional standards and State and Federal requirements; 
• May participate in development of policies and implementation strategies for Human Resources information systems; 
• May perform or supervise statewide audits of human resources information systems; 
• May provide expert testimony; 
• Performs related duties as required.

• Considerable knowledge of
  • relevant state and federal laws, statutes, regulations, policies and procedures;
  • public personnel administration; 
  • principles of job analysis, classification and job evaluation; 
  • personnel assessment, recruitment and selection principles and procedures; 
  • classification grievance and arbitration practices and procedures; 
  • workers' compensation; 
  • employee leaves; 
• Knowledge of
  • and ability to apply management principles and practices; 
  • and ability to use statewide human resource information systems; 
  • labor relations
  • statistics; 
  • employee and labor relations; 
• Considerable
  • interpersonal skills;
  • oral and written communication skills 
• Negotiation and conflict resolution skills; 
• Considerable ability to
  • conduct large scale classification, organizational and validation studies; 
  • develop and implement statewide human resources policies and procedures; 
  • interpret and apply statutes, contracts and regulations; 
• Ability to provide consultation and training to state agency human resources staff; 
• Supervisory ability.

Ten (10) years of professional experience in human resources or equal employment opportunity/affirmative action or labor relations management.

Two (2) 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, Workers’ Compensation).

NOTE: For state employees this experience is interpreted at the level of a Principal Human Resources Specialist, Human Resources Generalist 3, Equal Employment Opportunity Manager, or an Agency Labor Relations Specialist.

• College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equalling 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 two (2) 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 1 or Assistant Human Resources Business Partner may be substituted for the General and Special Experience.