HUMAN RESOURCES ANALYST II (GENERAL)

RI Council 94; Providence (RI); On-site; USD 76,000 - 86,000; Full time

Benefits offered by this job

Direct deposit

State employee benefits

Job summary

Rhode Island Department of Administration is seeking a Human Resources Analyst II (General) to handle routine personnel assignments, recruitment support, and record maintenance. You will interpret Merit System and Personnel Rules, advise managers on policy, and ensure compliance with equal opportunity and ADA requirements.

The role works under supervision, offers standard 35.0 hours, and may involve mentoring junior staff. A bachelor’s degree and HR knowledge are required.

Qualifications

• Bachelor’s degree in public administration, human resources, psychology, education, or related field.
• Experience applying modern personnel management principles in general personnel administration.
• Ability to interpret RI Merit System Act and Personnel Rules and communicate procedures.

Responsibilities

• Undertake routine professional assignments in general personnel administration, including recruitment, selection and placement processes.
• Prepare personnel transaction forms and maintain personnel records.
• Interpret and communicate rules and procedures; resolve classification, salary, and employment status issues.
• Implement wage and salary processes in line with contracts and law; resolve conflicts.
• Ensure equal opportunity and ADA compliance in recruitment and promotion.
• Consult with agency staff, union representatives and management on personnel issues.
• Review staffing needs and optimize use of employee resources.
• Utilize electronic equipment, databases and HR software for research and analyses.

Skills

General personnel administration

Communication skills

Research and analysis

Policy interpretation

Education

Bachelor’s degree in public administration or related field

Tools

HR information systems

Electronic databases

Job description

## HUMAN RESOURCES ANALYST II (GENERAL)Apply: William E Powers Office Building: Full time: Posted Yesterday: End Date: October 13, 2026 (8 days left to apply): 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.** # **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 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.