HUMAN RESOURCES ANALYST I

State of careers Rhode Island • Providence, RI

7h • Onsite

About The Position

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. 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 l 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.

Requirements

• 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.
• Possession of a bachelor’s degree with specialization in public administration, human resources management, psychology, education, or a closely related field.
• 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.
• Ability to problem solve and apply critical thinking skills.
• Ability to plan and prioritize workloads both independently and in a team environment.
• Experience administering leave of absences and disability management programs.
• Basic knowledge of the state and federal laws concerning disability management and the general principles governing collective bargaining agreements.
• Excellent verbal, written and interpersonal skills with the capacity to communicate across multiple state agencies and levels of management.
• Ability to build relationships and establish credibility.
• Ability to adapt to change.
• Able to manage multiple priorities in a fast-paced environment.

Nice To Haves

• Familiarity with workers’ compensation processes, basic understanding of workers’ compensation laws or claim management.

Responsibilities

• 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).
• Perform beginning–level professional assignments in the analysis of position duties and responsibilities, and the subsequent formulation of appropriate classification recommendations.
• Identify comparable classes and salary information in order to complete assigned salary surveys and pay plan studies.
• Draft class specifications.
• Perform beginning-level professional assignments in the development and administration of written, oral and education/experience merit selection instruments.
• Analyze job competencies in order to identify valid merit selection criteria and examination material.
• Under supervision, prepare education and experience rating keys and assign scores to exam candidates based on their written applications.
• Perform beginning-level professional labor relations assignments by assisting in contract negotiations by meeting with the various labor employee representative organizations.
• As authorized, present contract offers and receive offers for review and acceptance by management.
• Meet with administrative staff and line personnel on matters of contract application, implementation of grievance and arbitration decisions, and related decisions and mandates.
• Represent management in matters arising from labor relations problems, including appearances before legal tribunal arbitration forums on low-profile cases.
• 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.
• Assist and act in a confidential capacity to managers who formulate, determine and effectuate management policies in the field of labor relations.
• Have access to confidential information concerning proposed or anticipated changes which may result from collective bargaining negotiations.
• Prepare draft proposal and narratives related to classification/compensation, labor relations, personnel administration merit selection, organizational analysis, and/or comparable human resources functions.
• Review legislation and statues on human resources topics and prepare preliminary analyses and reports.
• Utilize electronic equipment, computer software, automated databases and related technology and equipment in the research and development of HR products and analyses.
• Ensure high-quality customer service in end-to-end leave of absence and disability case management.
• Serve as the critical communication link between all parties involved in leave of absence and medical disability cases.
• Proactively communicate with employees, management, and other HR teams.
• Act as the subject matter expert in FMLA, ADA, Workers’ Compensation and leave of absences.
• Ensure that management understands the employer’s responsibilities with regard to federal and state leave mandates.
• Collaborate closely with experienced case managers to deliver high-quality customer support, actively seeking guidance and mentorship.
• Contribute ideas and strong work ethic to the overall team.
• Partner with experienced case managers through regular case consultations, co-facilitation of employee/agency meetings and shared documentation practices to accelerate skill development.
• Track and manage documentation, notification, correspondence, and administrative details related to leaves and case management activities.
• Compile case-specific data.
• Review and partner with senior staff as needed to manage escalations and more complex casework.

Benefits

• 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/.
• Direct deposit for all employees hired after September 30, 2014.

What This Job Offers

• Job Type: Full-time
• Career Level: Entry Level
• Number of Employees: 501-1,000 employees