HUMAN RESOURCES TECHNICIAN

State of careers Rhode Island

15h

About The Position

Human Resource Technician will oversee the administration of non-base salary compensation plans for various state agencies. This position assists with the maintenance of compensation data, processing of compensation actions, and system transactions while ensuring compliance with State Merit System Act, Personnel Rules, collective bargaining agreements, and internal policies. Work Schedule: 8:30am – 4:00pm Monday thru Friday

Requirements

Experience performing record maintenance or transaction processing in an HR or payroll system
Knowledge of human resources and compensation concepts
Ability to accurately process detailed transactions and review data for errors
Ability to follow established rules, procedures, and confidentiality requirements
Strong organizational and time-management skills
Ability to communicate clearly with employees and internal stakeholders
Proficiency in standard office software and HR systems
A working knowledge of the State Merit System Act and Personnel Rules as they relate to the assigned human resources functional area
A familiarity with the principles, practices and techniques of human resources administration
A familiarity with the organization of state government and its agencies
The ability to research data and information for use in human resources decision-making
The ability to interact cooperatively with a variety of internal and external customers
The ability to communicate effectively
The ability to prepare reports and narratives
Such as may have been gained through: possession of an associate’s degree, including or supplemented by courses in public administration, human resources management, psychology, education, or a closely related field; and Experience: Such as may have been gained through: employment involving the performance of a variety of complex clerical functions in a human resources environment.
Or, any combination of education and experience that shall be substantially equivalent to the above education and experience.

Nice To Haves

Experience or exposure to Workday
Experience supporting compensation, classification, payroll, or HRIS functions
Familiarity with pay grades, salary schedules, and step-based compensation systems

Responsibilities

Maintain the administration of compensation plans and stipends/supplemental adjustments and schedules in Workday
Process routine compensation transactions in accordance with established policies, procedures, and collective bargaining agreements
Review compensation actions for accuracy, completeness, and compliance prior to processing
Run standard Workday compensation reports and assist with data validation and audits
Respond to routine inquiries from employees, managers, agency and union stakeholders regarding compensation processes
Assist with system testing, data clean-up, and compensation-related projects
Maintain documentation, checklists, and procedural guides related to compensation processing
Adhere to confidentiality, data security, and recordkeeping requirements
To be specifically assigned to provide non-clerical, paraprofessional support to professional personnel in direct delivery of professional human resources services (e.g. classification/compensation, merit selection and appraisal, labor relations, organizational analysis, personnel administration, and/or a comparable specialty).
To identify and collect organizational and position data for use in formulating preliminary classification recommendations.
To research salary information and benchmark classes for use in completing salary surveys and pay plan studies.
To research subject matter content to prepare oral and written exams for specified job competencies.
To review exam applications to identify the presence/absence of minimum qualifications, and to recommend education and experience scores based on established rating keys.
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 research assigned topics and collect data for use in contract negotiations, grievances, arbitration’s and other labor relations functions; to attend such proceedings, as required.
To review contract proposals and prepare summaries and comparisons of submitted documentation.
To prepare draft proposals and narratives related to classification/compensation, labor relations, personnel administration, merit selection, organizational analysis, and/or comparable human resources functions.
To review legislation and statutes on human resources topics and prepare preliminary analyses and reports.
To engage in a variety of paraprofessional departmental personnel functions related to: recruitment of personnel; implementing personnel transactions, including the transfer, reassignment or promotion of employees; preparation and maintenance of personnel records; implementing a variety of complex integrated payroll functions, including retroactive payments requiring multiple adjustments, and processing of various specialized payrolls (e.g. special contract employees, temporary services, etc.); coordinating various aspects of Workers’ Compensation cases, ensuring ongoing verification of payroll records; implementing and monitoring agency Family Medical Leave Act (FMLA) cases; implementation of Personnel Rules; and comparable tasks.
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.

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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