DEPUTY PERSONNEL ADMINISTRATOR

State of careers Rhode Island

2d•Onsite

About The Position

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), 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. As authorized, to have 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. As assigned, to 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. As assigned to 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. As assigned, to 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. As assigned, to execute a statewide program for the administration and maintenance of all employee benefits programs as provided for in state law. As assigned, to execute a statewide program of Equal Opportunity (EO)/Affirmative Action (AA), ensuring compliance of all state agencies. As assigned, to execute a statewide program of diversity and outreach, with the goal of fostering a competitive and diverse workforce of highly skilled and capable employees. As assigned, to execute a statewide program of workers’ compensation insurance for State Employees, including claims management, risk management and fraud prevention. As assigned, to execute a centralized and statewide program for the effective and timely processing of personnel transactions and employee certifications. To 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. To 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. To 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. To direct appropriate research and review projects relating to the selection/classification processes. To research, recommend and develop legislative and policy initiatives to facilitate effective HR services. To conduct review and analysis of business practices to maximize the effectiveness and efficiency of HR services. To assist the Personnel Administrator in human resource planning. To 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. To represent the Personnel Administrator in his/her absence. To coordinate and prioritize computer support services. As required, to provide guidance, consultation and staff assistance on personnel issues pertaining to the unclassified and non-classified branches of state service. To do related work as required. Supplemental Information The Deputy Personnel Administrator for Office of Employee Benefits serves as the leader of Rhode Island's statewide employee benefits program within the Department of Administration. This senior role oversees the full spectrum of benefit programs including health, dental, life insurance, flexible spending, wellness initiatives, and deferred compensation. The Deputy Personnel Administrator is responsible for strategic program design, annual open enrollment, vendor management, and regulatory compliance across federal and state law (ERISA, ACA, COBRA, HIPAA). The position also serves as the functional lead for benefits administration within the State's Workday HRIS platform, partnering with stakeholders to manage system configuration, data integrity, and reporting. Beyond program administration, this role requires strong leadership and cross-functional collaboration, as the Deputy Personnel Administrator directs the Benefits Unit staff and works collaborative across Human Resources and agency partners to ensure seamless, equitable benefits delivery. The position carries significant financial responsibility, including budget development, cost forecasting, and utilization analysis, and requires the ability to advise senior leadership on emerging healthcare trends and regulatory developments.

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.
Seven years of progressive employee benefits administration experience
Five years in a supervisory role
Demonstrated Workday (or other equivalent HRIS) experience

Nice To Haves

A thorough knowledge of employee benefits plan design, administration, and compliance
A thorough knowledge of applicable federal and state benefits law, including ERISA, ACA, COBRA, HIPAA, and Secure 2.0
A thorough knowledge of benefits administration technology platforms, with demonstrated experience in Workday HCM benefits and open enrollment management
A working knowledge of public personnel administration principles and the merit system
A working knowledge of vendor management, contract administration, union negotiations and procurement principles
The ability to analyze complex data, utilization reports, and financial information and translate findings into actionable recommendations
The ability to manage and lead professional staff and direct complex, cross-functional projects
The ability to communicate clearly and effectively with diverse audiences including employees, leadership, union representatives, and external vendors
Strong organizational skills and the ability to manage multiple priorities simultaneously

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
Ensuring conformance with provisions of law, rules and regulations relating to the operation of the merit system of personnel administration for state service
Executing the position classification and pay plans for the classified service and rules for their implementation
Preparing a pay plan for the unclassified service
Executing an examination/selection program designed to determine fairly the qualifications of persons examined
Preparing, promulgating and maintaining employment and/or promotional lists
Coordinating the preparation, establishment and maintenance of reemployment lists
Executing a statewide program of in-service training and development
Executing a statewide program for the administration and maintenance of all employee benefits programs
Executing a statewide program of Equal Opportunity (EO)/Affirmative Action (AA)
Executing a statewide program of diversity and outreach
Executing a statewide program of workers’ compensation insurance for State Employees
Executing a centralized and statewide program for the effective and timely processing of personnel transactions and employee certifications
Coordinating OPA interaction with Information Technology (IT) professionals and consultants
Researching and recommending acquisition of computer hardware and software
Integrating OPA programs and functions into a labor relations environment
Consulting with various department directors and other administrative officers regarding merit system procedures, personnel selection and evaluation, organizational development and related areas
Developing and implementing “partnered” decisions and strategies
Directing appropriate research and review projects relating to the selection/classification processes
Researching, recommending and developing legislative and policy initiatives
Conducting review and analysis of business practices
Assisting the Personnel Administrator in human resource planning
Providing legislative testimony
Drafting internal legislative proposals and analyzing externally proposed legislation
Representing the Personnel Administrator in his/her absence
Coordinating and prioritizing computer support services
Providing guidance, consultation and staff assistance on personnel issues pertaining to the unclassified and non-classified branches of state service
Overseeing the full spectrum of benefit programs including health, dental, life insurance, flexible spending, wellness initiatives, and deferred compensation
Responsible for strategic program design, annual open enrollment, vendor management, and regulatory compliance
Serving as the functional lead for benefits administration within the State's Workday HRIS platform
Managing system configuration, data integrity, and reporting
Directing the Benefits Unit staff
Working collaboratively across Human Resources and agency partners
Budget development, cost forecasting, and utilization analysis
Advising senior leadership on emerging healthcare trends and regulatory developments

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/
New provision in RI General Law 35-6-1 was enacted requiring direct deposit for all employees
Any employee hired after September 30, 2014 will be required to participate in the direct deposit system
The State of Rhode Island is committed to providing fundamental services to all Rhode Islanders. Join our team and enjoy the benefits of providing public service with purpose and impact.

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