Deputy Personnel Administrator

State of careers Rhode Island • Providence, RI

2d

About The Position

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.
The Deputy Personnel Administrator for Talent Management leads the strategy, design, implementation, and evaluation of a comprehensive talent management program. This role oversees talent acquisition, learning and development, performance management and succession planning, supporting all Executive Branch agencies across the State of Rhode Island through the full employee lifecycle. The Deputy Personnel Administrator reports to the Executive Director of Human Resources/Personnel Administrator and serves as a strategic partner to agency leaders to ensure talent programs align with agency priorities and statewide initiatives. This position offers an opportunity to shape and modernize the State of Rhode Island's approach to talent management at a pivotal moment in the state's workforce evolution.

Requirements

• A thorough knowledge of the principles, practices and techniques of modern public personnel administration
• A thorough knowledge of state government, and of the organizational structure and functions of its departments and agencies
• A thorough knowledge of the principles, practices and techniques of personnel psychology, including position classification, employee selection and evaluation, organizational behavior, test development and construction
• A thorough knowledge of any directly assigned program area, e.g.: Equal Opportunity; Diversity/Outreach; Employee Benefits; Workers’ Compensation; Employee Certification/Records Maintenance; Training and Development; or other major Human Resource functions
• A thorough knowledge of the Merit System laws and principles
• A thorough knowledge of the Uniform Guidelines of Employee Selection
• A working knowledge of the principles, practices and techniques of research and experimental design
• The ability to analyze complex statistical reports
• The ability to communicate effectively
• The ability to deal effectively with administrative, professional and paraprofessional staff
• The ability to organize and direct the work of professional and technical staff
• Possession of a Bachelor’s Degree with specialization in Human Resources Management, Public Administration, Political Science, Business Administration, Psychology, or a closely related field
• Employment in a highly responsible administrative position in the field of public administration, including the responsibility for the development and implementation of a comprehensive and complex strategic plan encompassing the integration of centralized and departmental Human Resources Programs in a state government environment; or employment in a highly responsible capacity in directing a broad technical area of public personnel administration in a central merit system agency
• Or, any combination of education and experience that shall be substantially equivalent to the above education and experience

Nice To Haves

• Hands-on experience with Workday HCM
• Leadership experience in Human Resources with responsibility over talent management, talent acquisition, and/or learning and development programs
• Proven track record of designing and implementing comprehensive talent programs in a complex, multi-stakeholder environment
• Strong strategic thinking and thought leadership skills with the ability to anticipate workforce trends and translate them into actionable programs

Responsibilities

• Assisting the Personnel Administrator in executing an assigned range of 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
• Administrative and technical responsibility for the programs and services within OPA, and to ensure conformance with provisions of law, rules and regulations relating to the operation of the merit system of personnel administration for state service
• Execute the position classification and pay plans for the classified service and rules for their implementation; and to prepare a pay plan for the unclassified service
• Execute an examination/selection program designed to determine fairly the qualifications of persons examined to perform duties of classes of positions in the classified service, and to prepare, promulgate and maintain employment and/or promotional lists for the appointment, or promotion, of persons to positions in the classified service; to coordinate the preparation, establishment and maintenance of reemployment lists of employees who have resigned, been dismissed, or laid off
• Execute a statewide program of in-service training and development, including needs assessment, development of training opportunities, and the evaluation of eligibility for incentive credit
• Execute a statewide program for the administration and maintenance of all employee benefits programs as provided for in state law
• Execute a statewide program of Equal Opportunity (EO)/Affirmative Action (AA), ensuring compliance of all state agencies
• Execute a statewide program of diversity and outreach, with the goal of fostering a competitive and diverse workforce of highly skilled and capable employees
• Execute a statewide program of workers’ compensation insurance for State Employees, including claims management, risk management and fraud prevention
• Execute a centralized and statewide program for the effective and timely processing of personnel transactions and employee certifications
• Coordinate OPA interaction with Information Technology (IT) professionals and consultants in order to introduce evolving technology and information systems into the traditional personnel processes; to research and recommend acquisition of computer hardware and software to maximize the utilization of emerging electronic and web-based processing and recordkeeping capabilities
• Integrate OPA programs and functions into a labor relations environment, ensuring that the contractual rights and obligations of labor and management are reflected in the delivery of services
• Consult with various department directors and other administrative officers regarding merit system procedures, personnel selection and evaluation, organizational development and related areas; to develop and implement “partnered” decisions and strategies on those issues and topics
• Direct appropriate research and review projects relating to the selection/classification processes
• Research, recommend and develop legislative and policy initiatives to facilitate effective HR services
• Conduct review and analysis of business practices to maximize the effectiveness and efficiency of HR services
• Assist the Personnel Administrator in human resource planning
• Provide legislative testimony, and to draft internal legislative proposals and analyze externally proposed legislation affecting all aspects of Merit System Law and the effects thereon
• Represent the Personnel Administrator in his/her absence
• Coordinate and prioritize computer support services
• Provide guidance, consultation and staff assistance on personnel issues pertaining to the unclassified and non-classified branches of state service
• Oversee the development and execution of a modernized, data-informed talent acquisition strategy that cultivates a rich, equitable, and diverse candidate pipeline for state government roles
• Serve as the workstream lead for the State's ERP System (Workday HCM) and ensure Talent Management processes are fully integrated and optimized within the new system
• Create onboarding strategies and programs that set new employees up for success from their first day
• Champion equal opportunity employment principles across all talent management functions from job posting and candidate outreach through hiring, onboarding, development, and advancement
• Direct the design and delivery of statewide retention programs that motivate, recognize, and reward employees ensuring the State remains a competitive and desirable employer

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.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive