This position supports the Agency's needs by leading the Human Resource function aligned with the mission, vision, and values of the Agency, aligned with laws and regulations of the State of Connecticut. The Director of Human Resources (HR) leads the division's functional areas of recruitment, talent management including, employee learning and development, workforce planning including payroll, compensation employment law compliance, human resource information systems (HRIS), learning and employee and labor relations. As a member of the President's Cabinet, the Director of HR will develop, plan, and implement HR initiatives and strategies that will support the Agency's goals and initiatives.

The list of essential functions, as outlined here, is intended to be representative of the tasks performed within this classification. It is not necessarily descriptive of any one position in the class. The omission of an essential function does not prevent management from assigning duties not listed here if such functions are a logical assignment to the position.

• Partners with the executive leadership team in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.

• Translates the strategic and tactical business plans into HR strategic and operational plans.

• Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development, and retention of the people resources of the organization.

• Develops staffing strategies and implementation plans and programs to find talent within and outside the organization for positions of responsibility. Identifies proper and effective external sources for candidates for all levels within the organization.

• Develops progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance.

• Oversees effective operation of all payroll related functions and HRIS

• Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., CHRO, EEO, Wage & Hour). Monitors exposure of the company. Directs the preparation of information requested or needed for compliance. Approves all information submitted. Acts as primary contact with labor counsel and outside government agencies.

• Act as the chief spokesperson and negotiator for two (2) collective bargaining agreements across the agency.

• Develops and offers counsel to managers and employees, as appropriate, regarding the interpretation and application of the collective bargaining agreement as well as the intent, application, and compliance requirements of labor and regulatory laws.

• Develops and promotes programs to allow the organization to appreciate employees of all backgrounds to foster a friendly, positive, diverse, and inclusive workplace experience.

• Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, learning and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the agency's business.

• Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries, and markets.

• Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.

• Develops policies and programs for effective management of the organization's people resources. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education, and career development, among others.

• Enhances and/or develops, implements, and enforces the organization's HR policies and procedures by way of systems that will improve its overall operation and effectiveness. Manages the human resource information systems database and creates necessary reports for critical analyses of the HR function and the organization's people resources.

• Provides technical advice and knowledge to others within the human resource discipline.

• Manages the annual budget and other financial metrics of the HR department.

• Evaluates the HR division structure and team plan for continual improvement of the group's efficiency and effectiveness and for providing individuals with professional and personal growth opportunities.

• Perform all other duties as assigned.

ADDITIONAL JOB FUNCTIONS

MINIMUM TRAINING AND EXPERIENCE

Education: Master's degree in Human Resources preferred or equivalent years of experience in Human Resources.

Minimum Years of Experience: Minimum of ten (10) years of progressive experience in a Human Resources leadership position. Five years of supervisory experience with collective bargaining and oversight of payroll functions. Experience working in a non-profit organization a plus.

Active Certification in good standing: PHR (Professional in Human Resources), SPHR or SHRM-SCP is strongly preferred.

Demonstrated Skills: Well-developed administrative skills. Strong people and project management skills. Strong computer and HRIS skills, knowledge of ADP Workforce highly desired. Ability to professionally represent the agency and maintain communications with external groups on behalf of the agency including CHRO and NLRB. Strong interpersonal, organizational, analytical, decision making and problem-solving skills. Ability to work effectively and cooperatively as a member of a team in a diverse environment. Must be able to communicate effectively and constructively in writing and verbally with all levels of employees. Ability to maintain confidentiality of employment records and information.

Knowledge: Generalist background with broad knowledge of employment law, compensation, talent acquisition, organizational planning and development, employee relations, payroll and labor relations required.

Well-developed administrative skills. Extensive working knowledge/experience of federal and state employment laws and labor relations.

Job Type: Full-time

Pay: $116,620.00 - $127,614.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Employee assistance program
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Parental leave
• Professional development assistance
• Vision insurance

Schedule:

• 8 hour shift
• Monday to Friday

Ability to commute/relocate:

• Hartford, CT 06120: Reliably commute or planning to relocate before starting work (Required)

Experience:

• Microsoft Office: 5 years (Required)

License/Certification:

• Professional In Human Resources (Preferred)

Work Location: In person

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