This job listing is no longer available for applications. The position may have been filled or the posting period has ended.
Be among the first 25 applicants.Class Definition
GENERAL STATEMENT OF DUTIES:
In the Office of Personnel Administration (OPA), to be responsible for assisting the Personnel Administrator in executing an assigned range of functions, programs and statutory obligations of OPA; to be directly responsible for Classification/Compensation, Merit Selection, Employee certification and records maintenance, Equal Opportunity, Diversity, Employee Benefits, Workers' Compensation, and/or Training and Development; and to do related work as required.SUPERVISION RECEIVED:
Works under the administrative direction of the Personnel Administrator with wide latitude for the use of initiative and independent judgement; work is subject to review for conformance with applicable federal and state law, policy directives and professional standards.SUPERVISION EXERCISED:
Plans, directs and reviews the work of professional, technical and clerical staff; ensures communication of and compliance with existing policy and standards.Illustrative Examples of Work Performed
In the Office of Personnel Administration (OPA), responsible for assisting the Personnel Administrator in executing functions, programs, and statutory obligations of OPA; directly responsible for Classification/Compensation, Merit Selection, Employee Certification and records maintenance, Equal Opportunity, Diversity, Employee Benefits, Workers' Compensation, and/or Training and Development.Authorized to have administrative and technical responsibility for programs and services within OPA, ensuring conformance with laws, rules, and regulations related to the merit system of personnel administration for state service.Execute position classification and pay plans for the classified service and rules for their implementation; prepare a pay plan for the unclassified service.Implement examination/selection programs to fairly determine qualifications for classified service positions; maintain employment and promotional lists; coordinate reemployment lists for employees who resigned, were dismissed, or laid off.Manage statewide programs for in-service training, employee benefits, Equal Opportunity/Affirmative Action, diversity and outreach, workers' compensation, and personnel transactions.Coordinate with Information Technology professionals to incorporate evolving technology into personnel processes; research and recommend hardware and software to enhance recordkeeping and processing capabilities.Integrate programs into a labor relations environment, ensuring contractual rights and obligations are reflected in service delivery.Consult with department directors on merit system procedures, personnel selection, and organizational development; develop legislative and policy initiatives to improve HR services.Research, review, and analyze business practices for efficiency; assist in human resource planning; provide legislative testimony and draft proposals affecting Merit System Law.Represent the Personnel Administrator in their absence; coordinate computer support services; provide guidance on personnel issues.Required Qualifications:
Thorough knowledge of modern public personnel administration principles, practices, and techniques; knowledge of state government structure and functions; knowledge of personnel psychology, including classification, evaluation, and test development; knowledge of the Merit System laws and principles; skills in research, statistical analysis, effective communication, and staff organization.Education and Experience:
Bachelor's Degree in Human Resources Management, Public Administration, Political Science, Business Administration, Psychology, or related field; experience in a responsible administrative role in public administration or personnel management; or equivalent combination of education and experience.Additional Information
Reporting to the Executive Director of Human Resources/Personnel Administrator, responsible for overseeing HR payroll processes and transitioning to a cloud-based ERP system. Leads a division providing HR services, manages ERP implementation, and optimizes system use. Requires strategic leadership, relationship-building, problem-solving, and adaptability.For benefits information, visit
. New law mandates direct deposit for all employees hired after September 30, 2014, requiring employees to identify a financial institution at hire.Employer: State of Rhode IslandAddress: One Capitol Hill, Providence, RI 02908Website:
#J-18808-Ljbffr
Human Resources