HUMAN RESOURCES ANALYST II (GENERAL)

HUMAN RESOURCES ANALYST II (GENERAL)

HUMAN RESOURCES ANALYST II (GENERAL)

locations

William E Powers Office Building

time type

Full time

posted on

Posted Today

time left to apply

End Date: November 16, 2026 (9 days left to apply)

job requisition id

JR103912

Department Department of Administration Division Human Resources

Salary

$76,277.00 - $86,268.00 Job Profile JC-02782704-99 - Human Resources Analyst II (General) (Non-Union Executive Branch) Scheduled Work Days & Work Hours

Monday - Friday; 8:30 AM - 4:00 PM.

Position is within the Department of Administration/Division of Human Resources/Talent Management.

Standard 35.0 hours.

REPOSTED: PREVIOUS APPLICANTS NEED NOT APPLY.

Job Requisition Number JR103912 HUMAN RESOURCES ANALYST II (GENERAL) (Open) Pay Grade C00129 A Classification Human Resources Analyst II (General) Class Definition

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.

ILLUSTRATIVE EXAMPLES OF WORK PERFORMED:

• 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.

REQUIRED QUALIFICATIONS FOR APPOINTMENT:

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.

Supplemental Information

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.

Benefits

• For information regarding the benefits available to State of Rhode Island employees, please visit the Office of Employee Benefits' website.

• 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 a specified date 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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