Job Specification Details

Human Resources, labor relations, and organizational analysis work at a professional level involving a full range of HR functions to organizational entities within State Government. Provides guidance to supervisors and managers on the interpretation and application of "Contract" Articles, Personnel Policies and Procedures, and applicable state and federal laws in areas of labor relations, performance management, classification, position management and leave management. Work at this level differs from the HRBP I level in the complexity of assignments, and the degree of independent action and judgment required. Work is performed under the direction of a Human Resources Manager, but with interaction with the management team of assigned departments and with other DHR staff.

Provides guidance to supervisors and managers regarding "Contracts" and the application of articles, such as the Grievance process, Performance Evaluations, and Disciplinary Action. Works with Labor Relations on various requests, such as nepotism, outside employment, dual employment, etc.

Ensures that all newly created policies, procedures and work rules are implemented and adhered to within assigned departments/agency.

Reviews and makes initial assessment of workplace complaints and performs intake functions, such as gathering detailed information about the complaint before consulting with the HR Manager.  May conduct less complex investigations that are not accepted by the DHR Investigations Unit (DHRIU).

Provides guidance to supervisors during recruitment and hiring process. Consults with the HR Manager and/or Talent Acquisition Division on recruitment issues, such as strategic planning for hard to fill positions, minimum qualification changes, and identification of preferred qualifications. Provides information and answers questions from job applicants regarding benefits, general salary information and other related questions. Delivers New Employee Orientation to newly hired classified and exempt employees.

May assist with the RIF re-employment process including providing guidance on the working test period and onboarding of RIF rehires.  

Provides consultation to supervisors and employees on classification matters relevant to Personnel Policies and Procedures and "Contract" articles. Reviews and proofs Requests for Reclassification (RFR) for completeness, accuracy of position data, and overall content and substance. 

Tracks compliance of required trainings on topics including but not limited to, sexual harassment prevention and diversity, equity, and inclusion, and provides status reports to leadership. May participate in the development and delivery of the New Supervisors Orientation program.  

Enters Personnel Action Requests (PARs) into VTHR within prescribed timeframes to ensure timely processing. Ensures personnel files and related documents are maintained consistent with applicable Personnel Policies/Procedures the "Contract" and State of Vermont records retention schedules. 

Provides guidance to supervisors and employees on the interpretation and application of leave related policies and laws. If FMLA has exhausted, assists the Department and employee with transition to other approved leave. Reviews requests for reasonable accommodation and provides recommendations to management on the disposition of the request.  

Works to build and maintain effective working relationships with employees, supervisors, and management at various levels.

Performs related duties as required.

Duties are performed largely in a standard office setting, but some travel may be required for which private means of transportation should be available. Some work outside of regular work schedule may be required. Strong differences of opinion may be encountered in dealing with employee grievances, union representatives, or members of management.  

Considerable knowledge of the principles and practices of human resources.

Considerable knowledge of organizational and management principles.

Working knowledge of collective bargaining procedures.

Working knowledge of classification principles and procedures.

Working knowledge of regulations governing equal employment opportunity, ADA, and affirmative action programs.

Working knowledge of recruitment, screening and selection principles. 

Ability to interpret rules and regulations and contract provisions pertaining to human resources and to apply them to specific cases.

Ability to gather, analyze, and evaluate data and recommend appropriate actions.

Proficient database management skills and Microsoft Office Suite or related software, including Word, Outlook, and Excel. Effective and accurate keyboarding skills necessary. 

Proficient with, or the ability to quickly learn, and demonstrate working knowledge of collective bargaining procedures; classification principles and procedures; and principles and practices of human resources.

Proficient with, or the ability to quickly learn, the organization’s HRIS and talent management systems.

Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy.

Must have the ability to research and use independent judgement to communicate in a professional manner with customers.

Ability to stay organized, track work and work effectively and independently in a team setting. 

Ability to explain complex information, regulations, and policies in a clear and easy-to-understand way. 

Ability to process large volumes of work accurately while under strict time constraints. 

Ability to multi-task, prioritize work and adjust as needed to provide effective and appropriate customer service. 

Ability and skill in arithmetic computation. 

Ability to mentor and lead.

Ability to communicate effectively, both orally and writing.

Ability to establish and maintain effective working relationships.

Ability to persuade and deliver recommendations diplomatically.

Three (3) years or more of experience in the field of human resources that includes employee relations or labor relations. 

Bachelor’s degree in human resources, business administration, or related field.

Supervisory experience.

Labor Relations experience.