Occ. Code 1445100
|
DIRECTOR HUMAN RESOURCES 1, M-1 |
1445100 |
|
DIRECTOR HUMAN RESOURCES 2, M-2 |
1445200 |
|
DIRECTOR HUMAN RESOURCES 3, M-3 |
1445300 |
|
DIRECTOR HUMAN RESOURCES 4, M-4 |
1445400 |
|
DIRECTOR HUMAN RESOURCES 5, M-5 |
1445500 |
|
DIRECTOR HUMAN RESOURCES 6, M-6 |
1445600 |
New York State Department of Civil Service
Classification Standard
BRIEF DESCRIPTION OF CLASS SERIES
Directors Human Resources, along with executive staff, provide leadership to the agency in the formulation of the agencys overall classification, recruitment, staff selection and placement; labor relations; and talent management policies and their implementation. In this capacity, incumbents provide supervision and direction to subordinates working in each of the above functional areas and ensure that the agency recruits, develops, and maintains a competent workforce to achieve its goals and objectives. Incumbents lead strategic planning efforts by utilizing human resources analytics to create and maintain an enterprise approach to managing government and serve as a link between program staff and employees.
CLASSIFICATION CRITERIA AND DISTINGUISHING CHARACTERISTICS
Directors Human Resources at various levels have similar duties and responsibilities. They typically direct classification, recruitment, staff selection, placement, on-boarding, employee services, performance management, labor relations, workforce planning, and talent management programs, which typically include employee engagement and training and development. The breadth and depth of an agencys human resources function dictates the classification level. Factors that determine the allocation include the number of employees; variety of titles and diversity of occupations classified; size and diversity of the labor relations program, which includes number of bargaining units; number and geographic distribution of facilities; frequency of program changes affecting employees; reporting relationship; role in executive level decision making; and number and level of professional staff dedicated to the functional areas described above. The classification of these positions hinges on the combination and degree of significance of the above factors, and the number of functional areas overseen.
The terms "small," "medium," "large," and "largest" are used to denote significant differences in the size of State agencies rather than variances of a few employees in either direction. Categories of agency sizes are as follows: small (up to 400 employees); medium (401-1,300 employees); large (1,301-8,000 employees); largest (over 8,000).
DIRECTOR HUMAN RESOURCES 1: oversees a small human resources program characterized by less diverse occupations classified; a less active labor relations program; mostly centralized staff; few program changes affecting employees; and supervises a small professional staff dedicated to the functional areas described above.
DIRECTOR HUMAN RESOURCES 2: oversees a small to medium-size human resources program characterized by the some diversity in occupations classified; increased labor relations activities; some geographic dispersion of staff; few program changes affecting employees; and a small professional staff dedicated to the functional areas described above.
DIRECTOR HUMAN RESOURCES 3: oversees a medium-size and active human resources program characterized by diversity in the occupations classified; increased labor relations activities; geographic dispersion of staff; less frequent program changes affecting employees; and the increased number and level of professional staff dedicated to the functional areas described above.
DIRECTOR HUMAN RESOURCES 4: oversees a large and active human resources program characterized by the increased diversity of occupations classified; an active labor relations program; increased geographic dispersion of staff; more frequent program changes affecting employees; and a higher number and level of professional staff dedicated to the functional areas described above.
DIRECTOR HUMAN RESOURCES 5: oversees a very large and active human resources program characterized by the diversity of occupations classified; a very active labor relations program; significant geographic dispersion of staff; more frequent program changes affecting employees; direct reporting relationship to executive staff; and a higher number and level of professional staff dedicated to the functional areas described above.
DIRECTOR HUMAN RESOURCES 6: directs the largest and most active human resources program characterized by the greatest diversity of occupations classified; an active and difficult labor relations program; the most geographically dispersed staff; constant program changes affecting employees; direct reporting relationship to executive staff; and has the highest number and level of professional staff dedicated to the functional areas described above.
RELATED CLASSES
Positions having direct responsibility for overseeing an agencys staffing services program, which includes recruitment, examination, and placement activities; position classification and compensation; and employee services, such as attendance and leave, insurance, health and safety, and employee recognition programs are classified at various levels in the Associate Director Human Resources title series. Incumbents specializing in labor relations are classified within the Associate Director Human Resources (Labor Relations) title. Incumbents specializing in the oversight of staff development and training programs are classified within the Associate Director Training title series. Positions responsible for central guidance and control in the areas of labor relations, staff development, employee services, and merit system administration in the Department of Civil Service, Governors Office of Employee Relations, and Executive Department are classified in various specialized titles.
ILLUSTRATIVE DUTIES
Supports executive managements vision by aligning human resources strategies with organizational goals.
Serves as expert advisor to executive management on human resources issues.
Represents the agency on workgroups, committees, and in other forums related to the classification, recruitment, and placement of staff, talent management, and labor relations functional areas.
Serves as the primary representative of the agency with the Department of Civil Service Governors Office of Employee Relations, Division of Budget, Office of the State Comptroller, Executive Chamber, and enterprise service providers on human resources issues.
Utilizes human resources analytics to assess current and future competency and skill gaps, and aligns the human resources function of the agency with its mission critical needs.
Promotes talent development by evaluating and administering professional development and training programs for employees.
Maximizes employee engagement by leading initiatives to engage employees and identifying methods to measure success or opportunities for improvement.
Utilizes performance management principles and practices that monitor and accurately assess employee performance on a continuous basis.
Proactively manages succession planning and implements documented knowledge transfer strategies.
Analyzes labor relations trends and predicts issues.
Works with Associate Directors Human Resources and their staff to identify and clarify goals and objectives of each functional area.
Sets priorities for pending or competing requests for information or services.
Directs the recruitment, selection and retention of employees; the classification and allocation of positions; and employee oriented services.
· Works with program managers to implement organizational changes and translates program area goals into specific assignments to appropriate staff.
· Oversees the processing and maintenance of employee and payroll records, which may be performed by an enterprise service provider; ensures compliance with applicable laws, rules, and regulations.
· Supervises the administration of the employee insurance program, pre-retirement counseling and education, and other employee benefits, which may be performed by an enterprise service provider.
· Oversees the on-boarding process for new employees.
· Collaborates with executive staff members to identify suitable candidates to fill vacancies.
Directs an agencys staff development and training program.
Directs an agencys labor relations program, which includes conducting negotiations, administering contracts, administering discipline and grievance procedures, engaging employee representatives in dialogue, and participating in labor/management committees meetings.
Manages an effective employee relations program; implements an effective communication plan to keep employees up to date on organizational changes, new or modified policies and procedures, and other issues affecting the workplace.
Ensures all human resources activities comply with federal and State laws, rules and regulations.
Participates in developing and implementing a diversity and inclusion plan for an agency and/or its facilities.
Participates in implementing organizational development strategies, including succession planning, leadership development, programs restructuring, and change management.
Manages the development and maintenance of human resources data systems.
Plans, directs, supervises, and coordinates the work of professional and administrative support staff.
RELATIONSHIPS WITH OTHERS
Directors Human Resources have constant written and oral communications with agency program managers, executive staff, and various managers in agencies such as the Governors Office of Employee Relations, Division of the Budget, Office of the State Comptroller, and Department of Civil Service. They explain and support both orally and in written form human resources and agency program policies and goals. They develop rapport with program managers to establish confidence in the program as a useful management tool.
NATURE OF SUPERVISION
Directors Human Resources function at a policymaking level and serve as the spokesperson for the agency on human resource matters. Incumbents assign, review, and evaluate the activities of each major functional area and its associated human resources manager.
MINIMUM QUALIFICATIONS
DIRECTOR HUMAN RESOURCES 1
Promotion: one year of service at Grade 23 in a human resources, training, or labor relations title.
DIRECTOR HUMAN RESOURCES 2
Promotion: one year of service at Grade 23 in a human resources, training, or labor relations title.
DIRECTOR HUMAN RESOURCES 3
Promotion: one year of service at M-1 or higher in a human resources, training, or labor relations title.
DIRECTOR HUMAN RESOURCES 4
Promotion: one year of service at M-2 or higher in a human resources, training, or labor relations title.
DIRECTOR HUMAN RESOURCES 5
Promotion: one year of service at M-3 or higher in a human resources, training, or labor relations title.
DIRECTOR HUMAN RESOURCES 6
Promotion: one year of service at M-4 or higher in a human resources, training, or labor relations title.
Date: 7/16
NOTE: Classification Standards illustrate the nature, extent and scope of duties and responsibilities of the classes they describe. Standards cannot and do not include all of the work that might be appropriately performed by a class. The minimum qualifications above are those required for appointment at the time the Classification Standard was written Please contact the Division of Staffing Services for current information on minimum qualification requirements for appointment or examination.