JOB TITLE: DIRECTOR, HUMAN RESOURCE SERVICE CENTER

JOB CODE: 05063

DEFINITION: This is highly responsible managerial and professional work directing the Human Resource (HR) Service Center in the Office of Administration (OA).

The employee in this job is responsible for planning, directing, and coordinating the delivery of enterprise-wide HR management programs and services that significantly impact the effective management and provision of HR services. Work involves planning, directing, and coordinating the evaluation, development, implementation, and modification of consolidated HR business processes for a centralized HR call center. Work also involves coordinating HR program service delivery in programs such as benefits enrollment, processing, and counselling; supplemental employment; workers’ compensation; sick, parental, and family leave; and military leave. A significant aspect of the work involves meeting with agency management and other business partners to advise on HR management issues to develop or improve strategies and solutions to address current and future HR management needs of state government and to resolve statewide issues. General direction is received from the Deputy Secretary for Human Resources and Management who assigns work in the form of broad goals, objectives, and special assignments. Work is reviewed through meetings and reports for attainment of goals, objectives, and program quality.

EXAMPLES OF WORK: (NOTE: The examples of work are representative of the work, but every position classified to this job may not perform all examples of work listed. Conversely, this is not an all-inclusive list of work examples.):

• Directs the development and implementation of enterprise-wide HR operational services, strategies, policies, and initiatives.

• Plans, directs, and coordinates the provision of programs and services provided by HR operational services.

• Directs the development, enhancement, and implementation of procedures for the effective management of commonwealth HR programs.

• Advises executive management on program issues that may have an impact on future HR management initiatives and recommends methods and solutions to address them.

• Facilitates meetings with stakeholders to explain HR program policies and develop approaches for program improvement.

• Performs special projects and analysis as requested by the Secretary of Administration or the Deputy Secretary for Human Resources and Management.

• Directs the review of proposed legislation and executive initiatives for impact on HR delivery centers.

• Performs the full range of supervisory functions.

• The employee in this job may participate in the performance of subordinates’ work consistent with operational or organizational requirements.

• Performs related work as required.

ENTRY LEVEL KNOWLEDGES, SKILLS, AND ABILITIES:

• Knowledge of the principles and practices of human resource management.

• Knowledge of the principles and practices of public administration.

• Knowledge of federal laws and regulations pertaining to human resource programs.

• Knowledge of the use and functionality of Microsoft Office suite software.

• Knowledge of change management and consultative principles and practices.

• Knowledge of the principles and practices of supervision.

• Ability to analyze and interpret policies, procedures, and regulations.

• Ability to analyze and develop operational plans, goals, and objectives.

• Ability to establish and maintain effective working relationships.

• Ability to communicate effectively in writing.

• Ability to communicate effectively orally.

FULL PERFORMANCE KNOWLEDGES, SKILLS, AND ABILITIES: (NOTE: These are expected of an employee performing the work of this job at the full performance level. These may not be evaluated by the State Civil Service Commission or used for Civil Service examination purposes and are not position-specific performance standards.):

• Knowledge of enterprise programs and projects.

• Ability to plan and direct the work of others.

• Ability to evaluate programs and identify problems, devise solutions, and develop consensus among competing interests.

• Ability to develop and modify policies, and apply them to enterprise programs and projects.

MINIMUM EXPERIENCE AND TRAINING: (NOTE: Based on the Entry Level Knowledges, Skills, and Abilities):

• One year as a Human Resource Delivery Center Manager 1;

or

• Seven years of professional human resource experience, that includes three years serving in a supervisory capacity, and a bachelor's degree;

or

• An equivalent combination of experience and training that includes three years in a professional supervisory capacity in human resources.