Department

Department of Administration

Division

Human Resources

Salary

$63,767.00 - $74,185.00

Job Profile

JC-02782600-99 - Human Resources Analyst I (Non-Union Executive Branch)

Scheduled Work Days & Work Hours

Monday - Friday; 8:30 AM - 4:00 PM

Job Requisition Number

JR102264 HUMAN RESOURCES ANALYST I (Open)

Pay Grade

C00126 A

Classification

Human Resources Analyst I

Class Definition

GENERAL STATEMENT OF DUTIES: At the beginning professional level, to perform human resources tasks in an assigned specialty area (e.g. classification/compensation, merit selection and appraisal, labor relations, organizational analysis, personnel administration, or a comparable specialty); and to do related work as required.

SUPERVISION RECEIVED: Works under the general supervision of a supervisor; assignments are reviewed for conformance with instructions and professional standards. .

SUPERVISION EXERCISED: Usually none. May supervise clericals on a project basis.

ILLUSTRATIVE EXAMPLES OF WORK PERFORMED:

• At the beginning professional level, to perform human resources tasks in an assigned specialty area (e.g. classification/ compensation, merit selection and appraisal, labor relations, organizational analysis, personnel administration, or a comparable specialty).
• To perform beginning–level professional assignments in the analysis of position duties and responsibilities, and the subsequent formulation of appropriate classification recommendations.
• To identify comparable classes and salary information in order to complete assigned salary surveys and pay plan studies.
• To draft class specifications.
• To perform beginning-level professional assignments in the development and administration of written, oral and education/experience merit selection instruments.
• To analyze job competencies in order to identify valid merit selection criteria and examination material.
• Under supervision, to prepare education and experience rating keys and assign scores to exam candidates based on their written applications.
• To perform beginning-level professional labor relations assignments by assisting in contract negotiations by meeting with the various labor employee representative organizations; as authorized, to present contract offers and receive offers for review and acceptance by management.
• To meet with administrative staff and line personnel on matters of contract application, implementation of grievance and arbitration decisions, and related decisions, and related decisions and mandates.
• To represent management in matters arising from labor relations problems, including appearances before legal tribunal arbitration forums on low-profile cases.
• To perform beginning-level departmental personnel administration functions related to: recruitment of personnel; implementing personnel transactions; transfer, reassignment or promotion of employees; preparation and maintenance of personnel records; implementation of Personnel Rules; and comparable tasks.
• To assist and act in a confidential capacity to managers who formulate, determine and effectuate management policies in the field of labor relations; to have access to confidential information concerning proposed or anticipated changes which may result from collective bargaining negotiations.
• To prepare draft proposal and narratives related to classification/compensation, labor relations, personnel administration merit selection, organizational analysis, and/or comparable human resources functions.
• To review legislation and statues on human resources topics and prepare preliminary analyses and reports.
• To utilize electronic equipment, computer software, automated databases and related technology and equipment in the research and development of HR products and analyses.
• To do related work as required.

REQUIRED QUALIFICATIONS FOR APPOINTMENT:

KNOWLEDGES, SKILLS, AND CAPACITIES: A working knowledge of the professional standards and guidelines for an assigned human resource specialty area (e.g. classification/compensation, merit selection and appraisal, labor relations, organizational analysis, personnel administration, or a comparable specialty); a familiarity with the organization of state government and the function of state departments and agencies; a familiarity with the principles, practices and techniques of public personnel administration; a familiarity with related federal and state statutes, regulations and guidelines; a familiarity with labor relations, grievance resolution and appeals procedures; the ability to communicate effectively and develop cohesive written reports and analyses; the ability to establish effective working relationships with a variety of internal and external customers; and related capacities and abilities.

EDUCATION AND EXPERIENCE:

Education: Such as may have been gained through: possession of a bachelor’s degree with specialization in public administration, human resources management, psychology, education, or a closely related field; and

Experience: Such as may have been gained through: employment in a responsible paraprofessional position involving the application of modern personnel management principles and techniques in a recognized human resources professional specialty; or completion of a formal supervised human resource internship program.

Or, any combination of education and experience that shall be substantially equivalent to the above education and experience.

SUPPLEMENTARY POSITION INFORMATION:

The Human Resource Analyst I (HRA I) works in the Disability Management Unit (DMU) within the Division of Human Resources and ensures high-quality customer service in end-to-end leave of absence and disability case management and serves as the critical communication link between all parties involved in leave of absence and medical disability cases.  

The Disability Management Unit implements and administers a program that ensures comprehensive and consistent compliance with federal and state mandates including workers’ compensation, the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), the Employee Assistance Program (EAP) leave of absences, retirements, and job performance and behavior problems in the workplace.  

The HRA I proactively communicates with employees, management, and other HR teams, acts as the subject matter expert in FMLA, ADA, Workers’ Compensation and leave of absences and ensures that management understands the employer’s responsibilities with regard to federal and state leave mandates.  The HRA I will demonstrate the ability to problem solve and apply critical thinking skills and be able to plan and prioritize workloads both independently and in a team environment. The HRA l will collaborate closely with experienced case managers to deliver high-quality customer support, actively seeking guidance and mentorship while contributing ideas and strong work ethic to the overall team. The individual will successfully partner with experienced case managers through regular case consultations, co-facilitation of employee/agency meetings and shared documentation practices to accelerate skill development.

The HRA I tracks and manages documentation, notification, correspondence, and administrative details related to leaves and case management activities.  In addition, the incumbent compiles case-specific data, reviews and partners with senior staff as needed to manage escalations and more complex casework.

The successful candidate will have experience administering leave of absences and disability management programs and should possess basic knowledge of the state and federal laws concerning disability management and the general principles governing collective bargaining agreements.  Additionally, familiarity with workers’ compensation processes, basic understanding of workers’ compensation laws or claim management is highly preferred.

The successful candidate will possess excellent verbal, written and interpersonal skills with the capacity to communicate across multiple state agencies and levels of management; the ability to build relationships and establish credibility; the ability to adapt to change; able to manage multiple priorities in a fast-paced environment. 

Supplemental Information

GENERAL STATEMENT OF DUTIES: At the beginning professional level, to perform human resources tasks in an assigned specialty area (e.g. classification/compensation, merit selection and appraisal, labor relations, organizational analysis, personnel administration, or a comparable specialty); and to do related work as required. SUPERVISION RECEIVED: Works under the general supervision of a supervisor; assignments are reviewed for conformance with instructions and professional standards. . SUPERVISION EXERCISED: Usually none. May supervise clericals on a project basis.

Benefits

For information regarding the benefits available to State of Rhode Island employees, please visit the Office of Employee Benefits' website at http://www.employeebenefits.ri.gov/.
 

Also, be advised that a new provision in RI General Law 35-6-1 was enacted requiring direct deposit for all employees. Specific to new hires, the law requires that all employees hired after September 30, 2014 participate in direct deposit. Accordingly, any employee hired after this date will be required to participate in the direct deposit system. At the time the employee is hired, the employee shall identify a financial institution that will serve as a personal depository agency for the employee.