Dir Human Resources 2 - Grade 62

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Positions

This title exists within Various New York State Agencies and has approximately 11 positions statewide.


*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.

Career Ladder

A listing of titles that are most commonly used as steps for upward mobility for this title series.

Salary Information for Dir Human Resources 1
Title Grade Hiring Rate/yr Job Rate/yr
Dir Human Resources 1 61 $90,931 $114,940
Dir Human Resources 2 62 $100,845 $127,474
Dir Human Resources 3 63 $111,925 $141,439
Dir Human Resources 4 64 $123,793 $156,224
Dir Human Resources 5 65 $137,457 $173,664
Dir Human Resources 6 66 $152,191 $191,427

All salary grades for trainees titles are non-statutory (NS) equated to the salary grade identified. These grade equations apply to the starting salaries in their respective salary schedule for the traineeship levels.

This title may exist in more than one negotiating unit. This salary schedule represents the most typical salary for this title. Click here to view additional salary information regarding the various bargaining units.

An individual's final salary is determined by the Office of the State Comptroller. This salary schedule does not reflect any Special Salary Treatments

Job Duties

As a Director Human Resources 2, you would:

Oversee 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.

Support executive management's vision by aligning human resources strategies with organizational goals.

Serve as expert advisor to executive management on human resources issues.

Represent 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.

Serve as the primary representative of the agency with the Department of Civil Service Governor's Office of Employee Relations, Division of Budget, Office of the State Comptroller, Executive Chamber, and enterprise service providers on human resources issues.

Utilize 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.

Promote talent development by evaluating and administering professional development and training programs for employees.

Maximize employee engagement by leading initiatives to engage employees and identifying methods to measure success or opportunities for improvement.

Utilize performance management principles and practices that monitor and accurately assess employee performance on a continuous basis.

Proactively manage succession planning and implement documented knowledge transfer strategies.

Analyze labor relations trends and predicts issues.

Work with Associate Directors Human Resources and their staff to identify and clarify goals and objectives of each functional area.

Set priorities for pending or competing requests for information or services.

Direct the recruitment, selection and retention of employees; the classification and allocation of positions; and employee oriented services.

Work with program managers to implement organizational changes and translates program area goals into specific assignments to appropriate staff.

Oversee 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.

Supervise 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.

Oversee the on-boarding process for new employees.

Collaborate with executive staff members to identify suitable candidates to fill vacancies.

Direct an agency's staff development and training program.

Direct an agency's 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.

Manage an effective employee relations program; implement 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.

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 an agency and/or its facilities.

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

Manage the development and maintenance of human resources data systems.

Plan, direct, supervise, and coordinate 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 Governor's 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

Director 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.

View the classification standard for this title which illustrates the nature, extent and scope of duties and responsibilities of the classes they describe.

Summary of Minimum Qualifications

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 at Grade 23 in a human resources, training, or labor relations title.

Please note: qualifications for this position may be subject to change. Job postings on StateJobsNY will contain the most up-to-date qualifications.

How to Apply

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.

Mobility Options

Career mobility is not just limited to the titles in the Career Ladder, above. Additional movement may be achieved through transfers opportunities or other examinations.

For additional information or clarification of transfer determinations, current State employees should contact the Career Mobility Office at (518) 485-6199 or (800) 553-1322.

You can also visit ELMS Online to view established open-competitive, promotion, and transition eligible lists.

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