Occ. Code 1436400

 

 

 

ASSOCIATE DIRECTOR HUMAN RESOURCES 1, M-1	1436400
ASSOCIATE DIRECTOR HUMAN RESOURCES 1 (INSTITUTION), M-1	1436410
ASSOCIATE DIRECTOR HUMAN RESOURCES 2, M-2	1436500
ASSOCIATE DIRECTOR HUMAN RESOURCES 2 (INSTITUTION), M-2	1436510
ASSOCIATE DIRECTOR HUMAN RESOURCES 3, M-3	1436600
ASSOCIATE DIRECTOR HUMAN RESOURCES 4, M-4	1436700

 

 

New York State Department of Civil Service 

 

Classification Standard  

 

 

BRIEF DESCRIPTION OF CLASS SERIES

 

          Associate Directors Human Resources administer one or more major human resources activities, including recruitment, examination, and placement; position classification and compensation; and employee services such as employee benefit, health and safety, employee counseling, and employee recognition programs of a State agency or cluster of facilities.  These positions may serve as second-in-command of the entire human resources function, and oversee one or more major functional areas.  Incumbents assist in strategic and workforce planning efforts and directly supervise professional staff who performs specific staffing, position classification, staff development, employee services, and general support activities in recruiting, developing, and maintaining a competent workforce to achieve the agency's goals and objectives.  Incumbents may oversee staff development and training activities, preparation of the agencys payroll, and employee relations programs.

 

          These positions are classified in various State agencies.

 

DISTINGUISHING CHARACTERISTICS

         

          Associate Directors Human Resources at various levels have similar duties and responsibilities.  The breadth and depth of the staffing services, position classification, and employee services programs they help to administer dictate the number and highest level positions classified in an agency.  Factors that determine the number and level classified include the scope the human resources function; number of employees; variety of titles and diversity of occupations classified; number and geographic distribution of staff; frequency of program changes affecting employees, level of the top Director Human Resources classified for the agency; and the 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.

 

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).

                   

          ASSOCIATE DIRECTOR HUMAN RESOURCES 1: oversees small staffing, position classification, and employee services programs characterized by less diverse occupations classified; mostly centralized staff; a less active labor relations program; few program changes affecting employees; and supervises a small professional staff dedicated to the functional areas described above.

 

          ASSOCIATE DIRECTOR HUMAN RESOURCES 2: oversees medium-size and active staffing, position classification, and employee services programs characterized by diversity in the occupations classified; significant labor relations activities; geographic dispersion of staff; less frequent program changes affecting employees; and supervises a sizable number and higher level of professional staff dedicated to the functional areas described above.

 

          ASSOCIATE DIRECTOR HUMAN RESOURCES 3:  oversees large and active staffing, position classification, and employee services programs characterized by the increased diversity of occupations classified; an active labor relations program; large geographic dispersion of staff; more frequent program changes affecting employees; and supervises a sizable number and higher level of professional staff dedicated to the functional areas described above.

 

          ASSOCIATE DIRECTOR HUMAN RESOURCES 4:  directs the largest and most active staffing, position classification, and employee services programs 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; and oversees the largest number and highest level of professional staff dedicated to the functional areas described above.

 

RELATED CLASSES

 

          Directors Human Resources direct the overall 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.  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.

 

          Associate Directors Human Resources (Labor Relations) develop, coordinate, and maintain the labor relations program of a State agency.  They administer employee discipline and grievance procedures; participate in negotiations advice and assistance to agency management in implementing negotiated contracts and maintaining effective labor relations. 

 

          Associate Directors Training develop and administer an agencys training and development program so that the agencys workforce may more effectively provide services to its customers.  They apply management, educational, adult learning, and multi-disciplinary methods, principles, and techniques in the development and administration of training and employee development programs. 

 

ILLUSTRATIVE DUTIES

 

          ASSOCIATE DIRECTOR HUMAN RESOURCES 1-4:

 

Supports executive managements vision by aligning human resources functional areas with organizational goals.

 

Plans, organizes, develops and directs the staffing, position classification, and employee services program for an agency or cluster of facilities.

 

Provides advice and assistance to the Director Human Resources or other administrator to facilitate a continuous effort to improve operations, decrease cycle time, streamline work processes, and cooperatively provide quality customer service.

 

Represents the agency or cluster of facilities in resolving major issues with agencies such as the Department of Civil Service, the Office of the State Comptroller, the Governors Office of Employee Relations, and the Division of the Budget.

 

Evaluates the effectiveness and efficiency of the human resources function and proposes recommendations for improvement.

 

Within the framework of the Civil Service Law and the policies of the Division of Classification and Compensation, develops and maintains the classification plan for an agency or cluster of facilities.

 

• Supervises the maintenance of a complete inventory of position descriptions, job requirements and performance measures.

 

• Reviews organizational relationships and the impact of changing programs to identify classification and staffing implications.

 

• Develops and supervises the implementation of procedures governing the collection of job information in the conduct of job audits and conferences with supervisory and management staff.

 

• Develops and supervises the implementation of procedures governing the submission of requests to the Division of Classification and Compensation for new positions and for changes in title and salary of existing positions.

 

• Serves as an advisor to agency management in matters relating to staffing, appropriate titles, salaries, and job requirements.

 

Directs and coordinates the recruitment program of a State agency or cluster of facilities.

 

• Supervises the ongoing identification of agency staffing needs compared with available resources.

 

• Corresponds with potential applicants and organizations and serves as a link to interested candidates in hard-to-fill positions.

 

• Attends conferences and addresses professional, administrative and/or technical organizations to attract candidates for job vacancies.

 

·       May collaborate with executive staff members to identify suitable candidates to fill vacancies.

Develops and maintains the examination program for a State agency or cluster of facilities, in cooperation with and under the guidance of the Department of Civil Service.

 

Develops and supervises the implementation of agency procedures for analyzing jobs and determining the knowledges, skills, and abilities for which testing plans must be developed.

 

• In conjunction with examiners from the Department of Civil Service, develops the form and scope of examinations, and a validation program.

 

• Prepares and reviews examination questions or recommends subject matter experts to the Department of Civil Service.

 

• Serves as an oral examination panel member as requested by the Department of Civil Service.

 

• As authorized by the Department of Civil Service, supervises the conduct of decentralized examinations.

 

Develops policies and procedures for the appointment and assignment of employees and for their evaluation.

 

• Develops and supervises staff in the implementation of procedures for canvassing eligible lists; interviewing candidates to determine suitability for positions; and arranging for line supervisory participation in employment interviews.

 

• Develops effective procedures for evaluating probationary work performance and for annual performance evaluation ratings and appraisals.

 

• May personally review performance evaluation reports to identify potential problems.

 

Confers with program managers to discuss solutions for improving the work performance of employees. Coaches managers and employees in addressing performance issues.

 

Represent the agency or cluster of facilities at hearings regarding alleged discriminatory practices.

 

Oversees or coordinates the processing and maintenance of employee and payroll records, which may be performed by an enterprise service provider.

 

• Supervises the development and maintenance of a position or item control system to ensure the most efficient and effective utilization of agency staff.

 

• Supervises the processing of employee transactions to ensure compliance with Civil Service Law, rules and regulations.

 

• May supervise the preparation of the agencys payroll.

 

Provides for the effective administration of a number of employee services.

 

• Supervises the administration of the employee benefits, employee recognition, and agency health and safety programs, which may be performed by an enterprise service provider.

 

• Develops procedures to ensure the effective dissemination of all available employee services to staff.

 

• Supervises or conducts a career mobility and pre-retirement counseling program.

 

Plans, directs, supervises, and coordinates the work activities of subordinate professional and clerical staff.

 

In collaboration with Director Human Resources or executive staff, 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 the agency and/or facilities.

 

Participates in implementing organizational development strategies, including succession planning, leadership development, programs restructuring, and change management.

 

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

 

Manages the development and maintenance of human resources data systems.

 

Assists the Director Human Resources or executive staff in a variety of tasks, including responding to Division of Budget call letters, developing strategic and annual plans, and directing workforce planning initiatives for an agency, facility, or cluster of facilities.

 

Develops and supervises the staff development and training program for an agency or cluster of facilities.

 

May participate as a member of managements team in the negotiation process and in Labor/Management Committee discussions where the subject is directly related to human resources; may investigate and hold hearings on disciplinary and grievance matters. 

 

Administers the agencys attendance and leave program with guidance from specialists in the Department of Civil Service and in the agencys labor relations office.

 

COMMUNICATION

 

            The activities performed by Associate Directors Human Resources require constant written and oral communications with agency program managers, central office staff, and managers in agencies such as the Department of Civil Service, Governors Office of Employee Relations, Office of the State Comptroller, and Division of the Budget.  The Associate Director Human Resources explains and supports orally and in writing human resources and agency program policies and goals, and resolves difficult issues relating to these areas.

 

          Within the agency, the Associate Director explains agency human resources programs and policies to program managers; establishes rapport with them and demonstrates to them sufficient expertise to ensure their confidence in the human resources program as a useful management tool.  Furthermore, since certain agreements resulting from Labor/Management negotiations typically impact the human resources program, the Associate Director has frequent oral and occasional written communications with agency labor relations staff to provide information, understand agreements, and coordinate activities.

 

SUPERVISION EXERCISED

 

          Associate Directors Human Resources work under the general direction of a higher level Associate Director Human Resources, Director Human Resources, or executive staff.  Normal day-to-day activities are not reviewed except within the framework of their overall contribution to an agencys mission.  Associate Directors assign and review all activities of each major functional unit and, may lead complex assignments having an impact on a major program of the agency.

 

MINIMUM QUALIFICATIONS

 

          Associate Director Human Resources 1

 

Promotion:  one year of service as a Human Resources Specialist 2.

 

          Associate Director Human Resources 2

 

Promotion:  one year of service as a Human Resources Specialist 2 or Associate Director Human Resources 1.

 

          Associate Director Human Resources 3

 

Promotion:  one year of service as an Associate Director Human Resources 1 or 2.

 

Associate Director Human Resources 4

 

Promotion: one year of service as an Associate Director Human Resources 2 or 3.

 

Attachment

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.     

Parenthetic Attachment

 

 

           ASSOCIATE DIRECTOR HUMAN RESOURCES 1 and 2 (INSTITUTION):  plan, develop, direct, and evaluate the major human resources functional areas, including recruitment, examination, and placement; position classification and compensation; employee services; and labor relations program, of a facility and/or hospital, and collaborate with the cabinet level administrators of the facility in human resources policy formulation at the local level. 

 

          Associate Directors Human Resources (Institution) supervise professional and clerical staff in each of the functional areas in human resources management to ensure that a facility recruits and retains a competent workforce that is properly deployed and fully utilized to achieve its goals and objectives and that harmonious relations are maintained with employees and employee organizations.

 

          The factors that determine the level of Associate Director Human Resources (Institution) classified are the number of employees at the facility and the number of facilities for which responsible, regardless of the aggregate size of those facilities.  Therefore, positions are classified at Associate Director Human Resources 2 (Institution) level if they manage a single facility with more than 1,000 employees or manage multiple facilities. 

 

          These positions are classified at the Offices of Mental Health and People with Developmental Disabilities, and the Veterans Homes operated by the Department of Health. 

 

MINIMUM QUALIFICATIONS

 

ASSOCIATE DIRECTOR HUMAN RESOURCES 1 (INSTITUTION)

 

Promotion: one year of service as a Human Resources Specialist 2 or Human Resources Specialist 2 (Labor Relations).

 

ASSOCIATE DIRECTOR HUMAN RESOURCES 2 (INSTITUTION)

 

Promotion: one year of service as an Associate Director Human Resources 1 (Institution), Associate Director Human Resources 1, or Human Resources Specialist 3 (Labor Relations);  or one year of service as a Human Resources Specialist 2 or Human Resources Specialist 2 (Labor Relations).