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Minimum Qualifications Minimum Qualifications:
Permanent Qualification:
Must be reachable on the Public Administration Traineeship Transition Program
#00-437 (PATT) or Professional Career Opportunities (PCO) eligible list #26-570.

OR

Transfer Qualification:
Transfer Opportunity: Candidates must have one year of permanent competitive or 55-b/55-c service in a title eligible for transfer under Section 52.6 or 70.1 of the Civil Service Law.

OR

Be eligible for transfer via Section 70.4 of the Civil Service Law to a Human Resources Specialist Trainee 1. To be eligible for Section 70.4 transfer, the candidate must have a Bachelor's degree and status on either the PCO or PATT examinations AND have one year of permanent service in a title within two salary grades of Human Resources Specialist Trainee 1.

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Additional Information:
Salary range listed encompasses the hiring rate of a Human Resources Specialist Trainee 1 (SG-NS) through the job rate of a Human Resources Specialist 1 (SG-18).

Human Resources Specialist Trainee 1: $48,940
Human Resources Specialist Trainee 2: $51,948
Human Resources Specialist 1: $61,423-$76,218

Duties Description Under the general supervision of the Human Resources Specialist 2 the incumbent will serve as a generalist and will provide a range of services for the Human Resources Office. Specific areas the incumbent may be involved with include:

• Staff and payroll-related activities including conducting recruitment.
• Conduct employee Orientations inclusive of on-boarding and off-boarding processing activities such as processing transactions in various systems; ensure information is processed timely with employees and control agencies.
• Coordinate benefits processing with the Business Services Center
• Coordinate time and attendance processing with the Business Services Center
• Respond to phone inquiries, draft responses, and monitor and manage the human resources mailbox and correspondence.
• Assist in executing the agency reasonable accommodation program including intake, tracking requests, maintaining the files and log, and analyzing and providing draft responses.
• Assist in arranging for and participating in labor management meetings; including assist in development of management's agenda items, work to develop and finalize briefing documents and outlining relevant issues, draft meeting minutes, follow up to resolve any specific issues as directed.
• Maintain and review personal history files (PHF's)to ensure documents are placed in the PHF, follow the retention policy for documents placed in the PHF.
• Maintain Labor Relations database including opening cases, updating information, and closing cases, as well as create and maintain electronic and hard copy files on all cases, meetings, and subjects.
• Establish active and effective working relationships with outside control agencies such as the Office of Employee Relations, Department of Civil Service, Office of the State Comptroller, statewide Employee Assistance Coordinators, Employee Health Services, union leaders.
• Assist in developing curriculum for Coaching, Counseling and Progressive Discipline training for new supervisors as part of labor relations.
• Present labor relations for supervisors training.
• Review templates, forms, and update information and forms that is outward facing to employees in relation to human resources as needed.
• Participate in revising and developing surveys inclusive of preparing recommendations for questions as needed. (i.e., exit interview surveys.)
• Analyze and draft responses to out-of-title work grievances
• Research performance issues and propose referral to the Employee Health Service as appropriate.
• Prepare PS-707 and supporting data for submission to the Department of Civil Service; determines whether to request medical and/or psychiatric exams.
• Coordinate scheduling of the examinations with the Department of Civil Service and prepares written notification to the employee.
• Review the results of the examinations and determines the appropriate subsequent actions to be taken.
• Work with higher level staff in HRM regarding Section 72 appeals, including arranging for the hearing officer; assists in the administrative hearing presentation.
• Track probation periods, leaves of absence, performance evaluation in relation to executing these programs. Advise individual managers of problems with individual performance evaluations; suggest remedial action to help employees improve future performance.
• Manage recruitment processes for assigned programs areas in accordance with Civil Service Law, Rules, and Regulations, policies, and procedures. This includes item management.
• Assist in ensuring information is shared timely with employees in relation to employee services and training.
• Accurately advise program managers, supervisors, and individual employees in a timely manner, on applicable laws, rules, directives or negotiated agreements which affect the appointments, promotions, or transfers of employees.
• Participate in analysis, development, implementation, monitoring and evaluation of Personnel Programs, Policies and Procedures to further enhance personnel program goals and objectives.
• Assist in initiatives such as seasonal hiring.
• Assist in quality of work life programs.
• Assist in diversity and inclusion activities.
• Participate in exam planning and attend Civil Service examination planning and development activities to assess the impact of proposed plans.
• Special projects or assignments as needed.

Additional Comments Desired Competencies:

• Ability to work independently and with deadlines
• Strong time management and organizational skills
• Courteous and professional manner
• Working knowledge of the principles and practices of personnel administration particularly as practiced under the provision of the NYS Civil Service Law and Rules.
• Working knowledge of assigned functional areas processes, recruitment and selection processes and various employee services.

NOTE ON TELECOMMUTING: Gaming Commission employees are required to apply and obtain approval through management to telecommute according to the Gaming Commission's Telecommuting Program Guidelines.

PROHIBITION AGAINST PLAYING AND WAGERING
Commission employees and family members residing in their households are prohibited from purchasing Lottery tickets or claiming Lottery prizes. Commission employees are prohibited from wagering upon any horse racing, commercial gaming, video lottery gaming, Indian gaming, charitable gaming activities, interactive fantasy sports, and mobile sports wagering within the State. To avoid any appearance of impropriety or conflict of interest, Commission employees will be prohibited from all aspects of promoting, operating, and playing in any charitable gaming, which includes bingo and games of chance such as raffles, whether the organization conducting the game is required to be licensed by the Commission. The prohibition placed upon each Commission employee from assisting with any charitable gaming does not apply to the employee's family unless the employee thinks it presents a conflict of interest related to his or her job duties. Commission employees must also avoid any outside activities that could interfere or be perceived to interfere with their job duties.

Some positions may require additional credentials or a background check to verify your identity.