New York State has approximately 8 positions* in this title statewide. You may view a breakdown of positions by county. This position exists in various agencies statewide. View links to all New York State agencies including agencies that have this title. For more information, New York State employees can contact the Career Mobility Office at (518) 485-6199 or (800) 553-1322. If you are not a current New York State employee, you can use the Department of Civil Service Web site to explore possible employment opportunities.
*The number of positions is approximate and represents the number of positions established (both filled and vacant); it is not an indication or reference to position type or duration, or intent to be filled. If you are viewing a trainee title, please note this number reflects the number of positions established at the journey level. Agencies may fill at the trainee level(s) or at the journey level based on employee qualifications. GOT-IT does not provide information on any job postings or job availability. For information on current job postings, please visit State Jobs NY. You may also visit specific New York State Agency websites for information about an agency and its job opportunities.
A listing of titles that are most commonly used as steps for upward mobility for this title series. The salary schedule for this career ladder is also available.
Similar to Grade 13
Similar to Grade 14
Assoc Dir Human Resources 4
As an Associate Director Human Resources 4, you would:
Support executive management's vision by aligning human resources functional areas with organizational goals.
Plan, organize, develop and direct the staffing, position classification, and employee services program for an agency or cluster of facilities.
Provide 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.
Represent 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 Governor's Office of Employee Relations, and the Division of the Budget.
Evaluate 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, develop and maintain the classification plan for an agency or cluster of facilities.
Supervise the maintenance of a complete inventory of position descriptions, job requirements and performance measures.
Review organizational relationships and the impact of changing programs to identify classification and staffing implications.
Develop and supervise the implementation of procedures governing the collection of job information in the conduct of job audits and conferences with supervisory and management staff.
Develop and supervise 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.
Serve as an advisor to agency management in matters relating to staffing, appropriate titles, salaries, and job requirements.
Direct and coordinate the recruitment program of a State agency or cluster of facilities.
Supervise the ongoing identification of agency staffing needs compared with available resources.
Correspond with potential applicants and organizations and serves as a link to interested candidates in hard-to-fill positions.
Attend conferences and address 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.
Develop and maintain the examination program for a State agency or cluster of facilities, in cooperation with and under the guidance of the Department of Civil Service.
Develop and supervise the implementation of agency procedures for analyzing jobs and determining the knowledge, skills, and abilities for which testing plans must be developed.
In conjunction with examiners from the Department of Civil Service, develop the form and scope of examinations, and a validation program.
Prepare and review examination questions or recommend subject matter experts to the Department of Civil Service.
Serve as an oral examination panel member as requested by the Department of Civil Service.
As authorized by the Department of Civil Service, supervise the conduct of decentralized examinations.
Develop policies and procedures for the appointment and assignment of employees and for their evaluation.
Develop and supervise 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.
Develop 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.
Confer with program managers to discuss solutions for improving the work performance of employees. Coach managers and employees in addressing performance issues.
Represent the agency or cluster of facilities at hearings regarding alleged discriminatory practices.
Oversee or coordinate the processing and maintenance of employee and payroll records, which may be performed by an enterprise service provider.
Supervise the development and maintenance of a position or item control system to ensure the most efficient and effective utilization of agency staff.
Supervise the processing of employee transactions to ensure compliance with Civil Service Law, rules and regulations.
May supervise the preparation of the agency's payroll.
Provide for the effective administration of a number of employee services.
Supervise the administration of the employee benefits, employee recognition, and agency health and safety programs, which may be performed by an enterprise service provider.
Develop procedures to ensure the effective dissemination of all available employee services to staff.
Supervise or conduct a career mobility and pre-retirement counseling program.
Plan, direct, supervise, and coordinate the work activities of subordinate professional and clerical staff.
In collaboration with Director Human Resources or executive staff, ensure all human resources activities comply with federal and State laws, rules and regulations.
Participate in developing and implementing a diversity and inclusion plan for the agency and/or facilities.
Participate in implementing organizational development strategies, including succession planning, leadership development, programs restructuring, and change management.
Manage 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
Manage the development and maintenance of human resources data systems.
Assist 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.
Develop and supervise the staff development and training program for an agency or cluster of facilities.
May participate as a member of management's 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.
Administer the agency's attendance and leave program with guidance from specialists in the Department of Civil Service and in the agency's labor relations office.
View the classification standard for this title, on the Classification and Compensation webpage.
The NYS Title and Salary Plan provides additional information regarding other titles. If there is a classification standard available there will be a link under the column labeled STD. NO. If no link is available there is no classification standard available at this time for that title.
Please note: qualifications for this position may be subject to change. If substitutions for education and/or experience are allowed, this information would be available on the announcement.
This position is filled by promotion and requires one year of service as an Associate Director Human Resources 2 or 3.
For informational purposes only, click on the examination number(s) listed below to see the current or previous examination(s) that are used to fill this title.
This title is filled via promotion by the agency or agencies which have this title. Candidates must have had appropriate service in the promotional field for this title to be eligible for consideration. Applicants must apply directly to the agency or agencies that have this title.
Career mobility is not just limited to the titles in the Career Ladder, above. Additional movement may be achieved through other examinations, additional education and/or work experience or transfer opportunities. For additional information or clarification of transfer determinations, current State employees should contact the Career Mobility Office. Visit ELMS Online to view established open-competitive, promotion, and transition eligible lists. If you are not a current New York State employee, see Employment Opportunities with New York State and find out how to become a New York State employee.