Deputy Personnel Administrator

State of careers Rhode Island•Providence, RI

14h

About The Position

Reporting to the Executive Director of Human Resources/Personnel Administrator, the Deputy Personnel Administrator (Talent Management) is responsible for leading the strategy, design, implementation, ongoing evaluation, delivery and compliance of all recruitment, talent acquisition, learning & development, and performance development services to Executive Branch agencies in the State of Rhode Island. Talent Management for the State of Rhode Island is responsible for the full scope of HR processes to attract, develop, motivate and retain a high-performing workforce. This position leads and oversees a Division of Human Resources center of excellence (COE) responsible for providing services for Executive Branch agencies and employees and programs within State government related the employee life cycle beginning with the recruitment/talent acquisition process and including the performance development and learning and development processes. The qualified candidate will be a strong leader who will partner frequently with Executive Branch Agency leaders, HR Business Partners and HR COE partners to ensure work is aligned with agency and Executive Branch strategic initiatives. This position requires an experienced senior Human Resources professional and leader with a commitment to serving as a strategic partner with HR leadership, state agencies and key stakeholders to advise, influence and provide solid recommendations and programs to attract and retain a high-performing workforce. The successful candidate will possess proven thought leadership and strategic thinking skills as well as the ability to excel within a frequently changing business landscape. Additionally, the successful candidate must be effective at building relationships; possess strong critical thinking as well as problem solving skills with the ability to analyze complex situations, evaluate options and implement solutions. Must possess social media/digital expertise and excellent verbal and written communication skills. Candidate must also demonstrate a career progression of increasingly more responsible positions overseeing talent management programs within a highly regulated environment.

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
Related capacities and abilities
Education: Such as may have been gained through: Such as may have been gained through: possession of a Bachelor’s Degree with specialization in Human Resources Management, Public Administration, Political Science, Business Administration, Psychology, or a closely related field
Experience: Such as may have been gained through: 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.

Responsibilities

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.

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.

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