HUMAN RESOURCES MANAGER

The State of New Hampshire Department of Revenue Administration, Division of Administration has a full-time vacancy for 11-3120 Human Resources Managers-3.

Summary:

Administers and supports human resources operations for the Revenue Administration Department, including strategic planning, employee engagement, recruitment, onboarding, benefits, payroll, training, performance management, talent development, employee relations, safety, and human resource (HR) analytics. Enters and reviews a variety of HR transactions and data using the State of NH Human Resources Information System (HRIS) to ensure accuracy and compliance. Provides guidance on employee/position management and organizational development to achieve department goals in accordance with policies, RSAs, and strategic objectives. Implements best practices in employee self-service and State HR programs. Serves as a member of the leadership team, reporting to the Assistant Commissioner.

YOUR EXPERIENCE COUNTS : Each additional year of approved formal education may be substituted for one year of required work experience and/or each additional year of approved work experience may be substituted for one year of required formal education.

MINIMUM QUALIFICATIONS:

Education/Experience: Bachelor's degree and 4 years of experience OR equivalent combination of 8 years of education and experience after completion of high school. Education and experience must be in human resources management, public administration, business administration, organizational development, labor relations, recruitment, or a related field.

License/Certification: Valid driver’s license

Other Requirements: As a condition of employment and to safeguard confidential information, all Department employees are required to undergo initial and periodic background checks. These assessments may include FBI fingerprint-based background screenings, state-level background investigations, and inquiries with local law enforcement agencies. An unfavorable background check result may lead to disqualification from the hiring process or serve as grounds for disciplinary action, up to and including termination of employment.

Trainee Option: Candidates with an equivalent combination of 7 years of relevant education and experience after completion of high school may be considered and hired in ‘trainee status’ for this position.

PREFERRED QUALIFICATIONS: Senior Professional in Human Resources (SPHR) Certification or Society for Human Resources Management (SHRM) Certification

AFTER-HIRE REQUIREMENTS: None

CAREER ADVANCEMENT OPPORTUNITIES:

In-Band Advancement Available: Yes No Criteria:

Broad Group Level Advancement Available: Yes No Criteria:

DISCLAIMERS:

The supplemental job description lists the essential functions of the position and is not intended to include every job duty and responsibility specific to the position. An employee may be required to perform other related duties not listed on the supplemental job description provided that such duties are characteristic of that job title.

When applicable, the work of an employee in trainee status in this position shall be overseen by a fully qualified individual. An employee in trainee status shall meet the minimum qualifications within the period of time specified on the SJD, not to exceed one year of being hired into this position.

Responsibilities:

Oversees human resources practices, goals, and objectives to establish an employee-oriented, high-performance framework. Emphasizes empowerment, quality, productivity, and standards, with a focus on goal attainment, recruitment, and the ongoing development of a superior workforce. Develops, monitors, and implements HR policies, programs, strategies, and initiatives aligned with organizational goals and metrics. Supports and enhances current and future departmental needs through the development, engagement, motivation, and retention of human capital.

Advises and consults with Department Commissioners, division directors, and supervisors on organizational development/ structure, change management, workforce planning and development, reclassification requests, and position/organizational planning. Provides recommendations to the Commissioner and executive staff and ensures the department’s mission and values are clearly communicated. Promotes continuous improvement across all areas of the agency.

In coordination with the Division of Personnel, plans, coordinates, and delivers training initiatives that comply with state and federal laws (e.g., FMLA, EEO, ADA, Sexual Harassment, Respect in the Workplace). Assesses department-specific training needs and delivers programs covering organizational change, agility, innovation, communication, quality and process improvement, ethics, customer focus, employee engagement, inclusiveness, and collaboration.

Counsels and advises employees regarding conditions of employment, promotions, benefits, personnel rules, and classification requests. Reviews and analyzes reclassification requests and prepares departmental submissions for the Division of Personnel. Acts as a bridge between management and employees by addressing concerns, grievances, and other issues, fostering a positive work environment.

Performs comprehensive reviews/audits and accurate entry of transactions, employee records, and position data within the state Human Resources Information System (HRIS). Supervises support staff performing HR functions to foster a collaborative team environment. Generates detailed reports to monitor data trends and assess organizational impacts. Collaborates closely with agency divisions and budget office to coordinate position management strategies and personnel projections, ensuring alignment with organizational goals and budgetary considerations.

Develops and maintains talent pipelines and internal recruitment processes to maintain organizational performance. Guides managers through recruitment processes—advertising, outreach, interviewing, and selection—ensuring fairness and effectiveness. Leads innovative recruiting strategies to attract diverse, high-skilled talent. Designs staffing plans that inform policies and align workforce strategies with organizational goals.

Provides guidance to department supervisors on evaluating employee work performance, defining measurable work standards, identifying development needs, and designing growth solutions. Ensures performance evaluations adhere to rules and best practice standards. Reviews completed evaluations for compliance and recommends disciplinary actions when necessary. Handles personnel issues and investigations, including disciplinary issues, complaints, and employee misconduct. Prepares reports, makes recommendations, and drafts letters of counsel and warning.

Oversees the department’s benefits administration and payroll functions, including monitoring and auditing payroll data. Communicates benefits information to staff and assists with enrollment and changes. In coordination with the Division of Personnel, coordinates processing related to ADA accommodations, Supplemental Sick Leave, FMLA, Income Protection Leave, Paid Family Leave, Workers’ Compensation, return to work, and unemployment claims.

Acts as a liaison between the Revenue Administration Department and the Division of Personnel to explain and enforce Personnel Rules, administrative procedures, applicable state and federal labor laws, and collective bargaining agreements. Advises and acts as the executive administrator for the Safety Committee and Labor Management Committee, overseeing risk management and safety programs and ensuring compliance with safety and health mandates and collective bargaining agreements. Administers the NH Alert system and manages emergency communication planning.

Represents the department in grievances and disciplinary appeals, working with the General Counsel. Serves as the department’s liaison with the State Employees Association and department stewards and manages all matters before the Personnel Appeals Board.

For further information please contact Commissioner Lindsey M. Stepp at Lindsey.M.Stepp@dra.nh.gov or 603-230-5010.

*TOTAL COMPENSATION INFORMATION

The State of NH total compensation package features an outstanding set of employee benefits, including:

HMO or POS Medical and Prescription Drug Benefits:

The actual value of State-paid health benefits and the amount of employee health benefit contributions may vary depending on the type of plan selected and the bargaining unit with which a position is associated.

See this link for details on State-paid health benefits:

https://www.das.nh.gov/hr/benefits.aspx

Value of State's share of Employee's Retirement: 12.87% of pay

Other Benefits:

• Dental Plan at minimal cost for employees and their families ($500-$1800 value)

• Flexible Spending healthcare and childcare reimbursement accounts

• State defined benefit retirement plan and Deferred Compensation 457(b) plan

• Work/life balance flexible schedules, paid holidays and generous leave plan

• $50,000 state-paid life insurance plus additional low-cost group life insurance

• Incentive-based Wellness Program (ability to earn up to $500)

Total Compensation Statement Worksheet:

https://www.das.nh.gov/jobsearch/compensation-calculator.aspx

Want the specifics? Explore the Benefits of State Employment on our website:

https://www.das.nh.gov/hr/documents/BenefitBrochure.pdf

https://www.das.nh.gov/hr/index.aspx

EOE

TDD Access: Relay NH 1-800-735-2964