HUMAN RESOURCES ANALYST II (GENERAL)

GENERAL STATEMENT OF DUTIES: At the journeyman level of expertise, to undertake routine professional special and/or recurring assignments in the field of general personnel administration; and to do related work as required.
SUPERVISION RECEIVED: Works under the general supervision of a supervisor with latitude for initiative and independent judgment in the utilization of professional standards and techniques; work is reviewed for satisfactory results and conformance to applicable guidelines and regulations.
SUPERVISION EXERCISED: Usually none. May mentor or lead junior professional staff for specified time frames.At the journeyman level of expertise, to undertake routine professional special and/or recurring assignments in the field of general personnel administration.
 To perform a variety of routine professional assignments in the field of general personnel administration, including implementation of departmental/agency processes for the recruitment, selection and placement of personnel, the preparation of personnel transaction forms, and the maintenance and update of records.
 To review, understand and interpret the RI Merit System Act and the RI Personnel Rules; to communicate applicable business procedures to departmental personnel, and to rectify personnel problems concerning classification processes, salary status, employee status, layoffs, terminations, suspensions, reinstatements, reemployment, leaves, examinations, and other personnel activities.
To implement department wage and salary processes consistent with contractual obligations and provisions of law; to research and help resolve any conflicts or inconsistencies in those provisions.
To implement procedures ensuring equal opportunity and ADA (Americans with Disabilities Act) compliance in the areas of recruitment and promotion.
To assist and act in a confidential a 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 consult with agency staff, union representatives, and management personnel concerning general personnel administration issues; to provide technical advice in the implementation of organizational strategies related to contractual obligations.
To review agency staffing needs and employees’ skills and abilities, and to recommend optimum utilization of available employee resources.
As required, to perform intermittent, professional tasks related to employee training, public relations, or similar agency functions.
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.

KNOWLEDGES, SKILLS AND CAPACITIES: A working knowledge of general personnel administration principles, practices and techniques, and the ability to apply said techniques in a major, coordinated personnel administration program; a working knowledge of the RI Merit System Act and Personnel Rules; a working knowledge of the rules, regulations and procedures affecting personnel administration and the ability to apply them; a familiarity with related federal and state statutes, regulations and guidelines; the ability to communicate effectively and prepare cohesive written reports and analyses; the ability to establish effective working relationships with a variety of internal and external customers; and related capacities and abilities.

EDUCATION AND EXPERIENCE:

Education: Such as may have been gained through: possession of a bachelor’s degree with specialization in public administration, human resources management, psychology, education, or a closely related field, including or supplemented by courses in personnel administration; and
Experience: Such as may have been gained through: employment in a responsible professional position involving the application of modern personnel management principles and techniques in the area of general personnel administration.
Or, any combination of education and experience that shall be substantially equivalent to the above education and experience.

The Human Resource Analyst II (HRA II) 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, disability retirements, and job performance and behavior problems in the workplace.  

 The HRA II 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 II manages caseloads efficiently, organizes priorities and provides timely intervention to ensure that quality standards for case management are met.  The HRA II educates employees and managers regarding the ADA interactive process and acts as the primary contact for both.        
 
 The HRA II develops, tracks, and manages documentation, notification, correspondence, and administrative details related to leaves and case management activities.  In addition, the incumbent compiles, reviews, and analyzes data for follow-up as required with unit staff as well as for presentation of reports and recommendations to senior leadership.  The HRA II also communicates ideas and process improvements regarding current policies and procedures.    
 
 The successful candidate will have experience administering leave of absences and disability management programs and must possess extensive knowledge of the state and federal laws concerning disability management and the general principles governing collective bargaining agreements.  The successful candidate will possess excellent verbal, written and interpersonal skills with the capacity to communicate across multiple state agencies and levels of management; data-base management skills; the ability to build relationships and establish credibility; the ability to adapt to change; able to manage multiple priorities in a fast-paced environment; possess well-developed critical analysis and decision-making skills.