Comments Off on Human Resources Business Partner 1
State of CT-Department of Motor Vehicles
Who We Are
The State of Connecticut has centralized 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 State of Connecticut, Department of Administrative Services (DAS) has a superb anticipated opportunity to serve as the lead on-site strategic Human Resources Business Partner 1 (HRBP 1) for the Department of Motor Vehicles (DMV)! This key leadership role will be responsible for the direct supervision of the agency staffing unit, as well as HR Generalist roles. This position is located onsite at the main DMV location in Wethersfield, but may be required to travel to DAS Hartford offices as needed. This position reports directly to the Department of Administrative Services HR Administrator for HR Business Partners.
Location: Wethersfield, CT
Hours: 40 Hours per week, Monday-Friday
Hybrid telework is currently available.
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.
You must specify your qualifications on your application. The minimum experience and training requirements must be met by the close date on the job opening, unless otherwise specified.
The immediate vacancy is listed above, however, applications to this recruitment may be used for future vacancies in this job class.
This posting may require completion of additional referral questions (RQs) which will be sent to you via email after the closing date. The email notification will include an expiration date by which you must submit (Finish) your responses. Please regularly check your email for notifications. Please check your SPAM and/or Junk folders, as emails could end up there in error.
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.
Interviews will be limited to candidates whose experience most closely meet the preferred requirements of the position.
Should you have questions pertaining to this recruitment, please contact Raisa Capellan at email@example.com.
PURPOSE OF JOB CLASS (NATURE OF WORK)
In the Department of Administrative Services (DAS), this class is accountable for serving as the lead on-site strategic human resources business partner.
EXAMPLES OF DUTIES
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 for human resources needs;
Proactively analyzes data and plans for emerging human resources needs;
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 Administrator, 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;
Partners with and supports employee and labor relations staff and activities to help foster a harmonious work environment;
Partners with and is accountable for successful relationship with Labor Relations Program Manager, as needed, to appropriately deliver solutions to agency labor relations 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.
KNOWLEDGE, SKILL AND ABILITY
Knowledge of and ability to apply management principles and techniques within a matrixed organization;
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;
Interpersonal skills; oral and written communication skills and negotiation and conflict resolution skills;
Ability to: deal tactfully and effectively with agency officials, statewide partners, management and union representatives, analyze, interpret and apply laws, regulations, policies, procedures and collective bargaining agreements in balance with partner needs, study and analyze emerging issues or problems and make sound evaluations, conclusions and recommendations;
Knowledge of principles and practices of employee relations.
MINIMUM QUALIFICATIONS – GENERAL EXPERIENCE
Nine (9) years of professional experience in human resources or labor relations management.
MINIMUM QUALIFICATIONS – SPECIAL EXPERIENCE
One (1) year 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 the level of a Principal Human Resources Specialist, Human Resources Generalist 3 or Agency Labor Relations Specialist.
MINIMUM QUALIFICATIONS – SUBSTITUTIONS ALLOWED
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.
Bachelor’s Degree in Human Resources or a Business concentration (Business Administration, Marketing, Communications, Finance, or Organizational Psychology);
Experience managing Human Resources staff;
Experience providing consultation to an agency on the state classification system, including suggesting specific classifications for use based on business needs;
Experience providing direct advice and counsel on HR matters to agency leaders;
Experience filling vacant positions using the state’s JobAps recruitment and selection process, including guiding agency operations through the steps in the process.
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.
To apply for this job please visit www.jobapscloud.com.
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