New York State has approximately 12 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.
Dir Human Resources 5
As a Director Human Resources 5, you would:
Oversee a very large and active human resources program characterized by the diversity of occupations classified; a very active labor relations program; significant geographic dispersion of staff; more frequent program changes affecting employees; direct reporting relationship to executive staff; and a higher number and level of 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 predict 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
Directors 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, 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 at M-3 or higher in a human resources, training, or labor relations title.
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.