Description
Under the general supervision of an Agency head or designee, this is professional work involving a broad spectrum of responsibilities including highly confidential and sensitive matters and services related to human resources management within the agency. Work entails providing guidance, support, and coordination in the consistent and effective development, implementation, and application of the Human Resources department's policies, procedures, and practice. This encompasses recruitment, performance management, employee relations, labor relations, training and development, new hire orientation, employment law compliance, benefit programs, and the coordination and performance of administrative functions within the unit.
This position aids in all aspects of human resources, labor relations, and provides supervision to clerical, personnel, interns and volunteers. Work is reviewed through discussions, conferences or reports for compliance with department rules and regulations, and applicable local and federal legislations.
Duties and Responsibilities
Leads, organizes, coordinates and carries out all human resource department projects and processes.
Provides supervision to clerical personnel, interns and volunteers.
Interprets, advises, and assists employees and managers on matters related to collective bargaining agreements, leave management, benefits, and HR procedures and policies, ensuring compliance with specified guidelines.
Conducts quality assurance checks and collaborates with human resources professionals, management, and staff to ensure adherence to established guidelines and standards.
Organizes and manages the maintenance of department records necessary to ensure confidentiality, accuracy, efficiency and conformance with rules, regulations and applicable legislations..
Prepares, reviews, researches, analyzes and approves various reports, data, and information, then provides recommendations to management,.
Collaborates with management to address human resource issues, investigate related problems, and provide recommendations to the organization.
Administers and coordinates the performance appraisal process, ensuring compliance with wage and salary guidelines for both exempt and non-exempt employees.
Monitors and carries out functions associated with the communication and administration of the Employee Benefit Program to ensure timely updates for all employees.
Coordinates organizational development initiatives, employee-related activities (including meetings and training), and administers company-approved employee recognition programs.
Liaises with employees by scheduling meetings and activities, providing feedback, and maintaining an open-door policy to foster communication between employees and management.
Ensures compliance with government and company-related programs (i.e., affirmative action, OSHA, minimum wage, FLSA, etc.).
Prepares administrative reports on all human resources, employee relations, training or related activities.
Performs all other related duties as assigned.
Minimum Qualifications
Bachelor's degree in Human Resources Management, Industrial Relations, Organizational Psychology, Business or Public Administration, or a related field supplemented by two (2) years of human resources experience, one (1) of which should be in a lead or supervisory capacity.
OR
Associate's degree or 60+ college credits in Human Resources Management, Industrial Relations, Organizational Psychology, Business or Public Administration or a related field, supplemented by four (4) years of human resources experience, two (2) of which should be in a lead or supervisory capacity.
OR
High School Diploma or its equivalent from an accredited institution, supplemented by six (6) years of human resources experience, three (3) of which should be in a lead or supervisory capacity.
Position Factors
Factor 1- Knowledge Required By The Position
Knowledge of the methods, techniques, practices, and principles of human resources management.
Knowledge of regulations and policies pertaining to assigned human resource functions.
Knowledge of computerized record-keeping and tracking systems.
Skill in problem solving and analysis.
Skill in interpersonal communication.
Skill in Microsoft Office Suite (Word, Excel, PowerPoint).
Ability to solve problems using sound judgment and decision-making.
Ability to engage in negotiation and influence others.
Ability to analyze facts, investigate situations, and prepare action plans with recommendations and resolutions.
Ability to communicate effectively both orally and in writing.
Ability to establish and maintain effective working relationships with employees, managers, officials, consultants, agency representatives, and the public.
Ability to work independently or collaboratively as part of a team.
Ability to deliver effective results within established deadlines and manage multiple competing priorities.
Ability to empower others to reach organizational goals.
Ability to research, plan, organize, and develop department programs.
FACTOR 2- SUPERVISORY CONTROLS
Work is supervised and assigned by a Deputy Commissioner, Director, or Assistant Director of Human Resources. The employee in this position works with minimal supervision and performs tasks according to established guidelines. The employee seeks guidance from the supervisor when applicable rules do not apply. Work is reviewed through meetings, conferences, and the approaches taken to handle specific work assignments.
FACTOR 3- GUIDELINES
Guidelines include the applicable local and federal legislation, personnel rules and regulations, departmental policies and procedures, operating manuals and modules, applicable collective bargaining agreements, and Executive Orders.
FACTOR 4- COMPLEXITY
Work involves a wide range of duties requiring knowledge of HR policies, methods and procedures. It involves managing multiple priorities and may involve face-to-face interactions in highly confidential, stressful, or sensitive situations. The position may also require coordination with managers regarding the implementation of established policies and procedures.
FACTOR 5- SCOPE AND EFFECT
The purpose of the work is to provide technical support and guidance for the department and the human resources division, as well as to handle sensitive, confidential, administrative, and strategic responsibilities within the division. The goal is to ensure compliance with local and federal HR legislation.
FACTOR 6- PERSONAL CONTACTS
Contacts are co-workers, managers, agency representatives, various public agencies, representatives from other agencies/departments, vendors, merchants, and the general public. Work involves handling multiple priorities and can involve face-to-face interactions in highly confidential, stressful, or sensitive situations.
FACTOR 7- PURPOSE OF CONTACTS
Contacts are made to research, analyze, investigate, collaborate, coordinate, process information, and identify solutions necessary to complete assigned tasks.
FACTOR 8- PHYSICAL DEMANDS
Work is primarily sedentary but includes prolonged standing, bending, lifting and carrying. Some travel may be required.
FACTOR 9- WORK ENVIRONMENT
Work is performed in an office setting, with some fieldwork required off-site and outdoors for various HR-related activities and fairs.
Benefits
The Government of the Virgin Islands aspires to provide the highest level of comprehensive benefits, services and programs to eligible employees, retirees, and their dependents which:
- Meet and anticipate their individual needs;
- Assure the GVI's competitiveness with other employers to attract and retain employees;
- Maximize cost effectiveness; and,
- Assure optimal health and productivity of employees.
To achieve this goal, from time to time, the carrier for the GVI's insurance may change. Please contact the Group Health Insurance Office of the Division of Personnel in St. Thomas and St. Croix at [Confidential Information] for more information regarding carriers.
Medical and Dental Coverage
Enrollment
The Virgin Islands government offers to full-time employees and their eligible dependents, a group health and dental insurance plan.
Full-time employees must enroll within thirty-one (31) days of hire unless they can provide proof of medical coverage from another source. An employee who does not enroll within 31 days of employment will be automatically enrolled in the health insurance plan with single coverage.
If an employee fails to enroll dependents within the initial eligibility period he/she must wait until a period of open enrollment is announced or have a qualifying event as determined by the health insurance carrier to enroll dependents or make changes to their coverage.
Effective Date of Coverage
If enrollment forms are received on or before the 6th of the month, coverage will be effective on the first day of the first month following the receipt of enrollment forms. If enrollment forms received on the 7th of the month or later, coverage will be effective on the first day of the second month following the receipt of the enrollment forms.
Example
Date Forms Received May 1st May 8th January 6th February 7th
Coverage Effective Date June 1st July 1st February 1st April 1st
Dependent Coverage
Dependents Of Eligible Employees May Participate In The Group Health And Dental Insurance Program According To The Terms And Conditions Imposed By The Health Insurance Board Of Trustees And/or The Carrier. Eligible Dependents Are The Employee's
- Legal spouse;
- Natural children;
- Adopted children; and
- Step children.
Required
When a new dependent is acquired, you must enroll them within thirty-one (31) days after acquiring such dependent. When enrolling a dependent at any time, the following may be required:
- Birth certificate;
- Marriage certificate;
- Adoption papers; and/or
- Legal papers of appointment.
Various other documents may be required to determine the eligibility of the dependents.
Cost of Coverage
The GVI contributes toward the cost of Health Insurance for each employee enrolled under the Group Health Insurance Program. The GVI reserves the right to change the amount of the employee contribution when necessary for financial or other reasons.
Waiver or Discontinuation of Benefits
An employee may opt to decline coverage, or discontinue coverage under the Group Health and Dental Insurance Plan at any time. An employee who waives coverage upon employment, or who drops out of the program must provide proof of medical coverage and will be subject to the eligibility requirements imposed by the carrier in order to re-enroll in the program. This provision also applies to dependents that are dropped from the plan.
Coverage discontinues on the last day of the month following a qualifying event or on the date of an employee's separation.
After separation, an employee or dependent may be eligible to convert their group policy to an individual policy within 30 days, depending on the insurance carrier. If an employee would like to convert their policy to an individual policy a notice of conversion must be sent to the insurance carrier. Consolidated Omnibus Budget Reconciliation (COBRA) coverage is not available in the Virgin Islands after loss of coverage.
Dental Insurance
As a condition of participation, all employees must enroll in medical coverage to qualify for Dental Insurance.
Leave without Pay
The GVI will maintain group health insurance plan coverage for employees on leave without pay. This coverage will remain at the level and under the conditions for which coverage would have been provided if the employee had continued employment continuously for the duration of the leave. However, employees on leave must arrange to pay into the Group Health Insurance Fund the employee's share of their health insurance premium to maintain coverage.
Retirement Benefits
Retired employees and their dependents are eligible to continue to participate in the Group Health and Dental Insurance Program. Retirees must provide updated contact information to the Group Health Insurance Division to maintain coverage.
Life Insurance
The government provides a complementary basic non-contributory $10,000 basic life insurance benefit. In order for the benefit to be effective, an enrollment form must be forwarded to the Group Insurance Office at the Division. The enrollment form must be signed, dated and must indicate a designated beneficiary.
Employees may also select additional life insurance in either 1x, 2x, 3x or 4x base salary or $10,000, $15,000, $25,000, $50,000, $75,000, $100,000 or $150,000 amounts as supplemental contributory coverage. The employee pays the cost of this additional insurance, and may be required to submit evidence of insurability when increasing coverage after initial enrollment. Insurance enrollment forms and booklets explaining in detail the plan of benefits, as well as claim forms and a schedule of costs may be obtained from the Group Health Insurance Office.
Upon retirement life insurance benefits may be reduced.
Upon death the designated beneficiary will be eligible to receive the life insurance proceeds of the insurance participant, the Division must be notified of the death in order to initiate the claim process. Life insurance benefits are payable by the contracted insurance company and a subject to the limitations established by the insurance company.
Supplemental Insurance
The GVI has several supplemental insurance plans that provide for coverage over and above the regular medical, dental and life insurance coverage.
These plans are voluntary and are not contributed to by the GVI. A list of the current supplemental insurance plans is available through the Group Health Insurance Office. An employee who does not wish to enroll in medical coverage is eligible to enroll in supplemental insurance.
Moving and Relocation Allowance
It is the policy of the GVI to provide a reasonable relocation allowance inclusive of airfare, to eligible employees, based on their employment contract, to help defray the costs associated with relocation from outside the Virgin Islands to accept employment with the GVI. This allowance is made in lieu of any and all claims for reimbursement of relocation and moving expenses.
This policy applies to new employees recruited from off-island and who are approved by the Department Head to receive the benefit of a relocation allowance for moving and relocation expenses.
Employee Assistance Program (EAP)
The GVI will provide confidential and voluntary assistance through its Employee Assistance Program (EAP) to all employees and their family members who may be faced with dynamic challenges of financial concerns, legal issues, alcohol or drug problems, marital problems, illness of a family member, emotional worries, child care problems, etc. For the welfare of employees as well as effective business operations, the GVI encourages its employees to take advantage of this valuable benefit of employment with GVI.
Application
Employees and their family members can refer themselves to the EAP. The program may be reached 24 hours a day on weekdays and weekends.
EAP counselors are available to meet with employees or family members to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource, such as a therapist, Departmental resource, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation. Where an employee may be in need of information, a referral or suggestion may be made over the telephone. There is no charge for employees or their families to use the services of the EAP.
Participation in the EAP Program does not jeopardize job security or promotional opportunities. However, it does not excuse the employee from following GVI policies and procedures or meeting required standards for satisfactory job performance except where specific accommodations are required by law.
Time Away from Work
Employees who want to visit the EAP during regular work hours must use sick, vacation or personal time after their first meeting. If illness is involved, compensatory, sick, and/or annual leave may be used for treatment or rehabilitation on the same basis that it is granted for other health problems.
Mandatory EAP meetings will be completed using administrative leave.
The EAP counselors will make every effort to coordinate referral for ongoing treatment with the employee's health insurance coverage as well as his/her ability to pay.
Mandatory EAP
When an employee's job performance or attendance is unsatisfactory or there appears to be signs of other problems during the work day, the supervisor should counsel the employee in consultation with the human resources officer or designee. If the employee appears to be unable or unwilling to correct the situation, the employee may be referred to the EAP to assist in the resolution of the problem. Depending on the situation, the employee may accept or refuse participation in the EAP. However, there may be situations where continued employment with the GVI may be contingent upon the employee calling the EAP for assistance.
REMINDER: All contact between an employee and the EAP is held strictly confidential. In cases where an employee's continued employment is contingent upon calling the EAP, the EAP counselor will only verify whether or not the employee has contacted the EAP, if ongoing treatment is necessary, and that the employee is following through on the treatment.
Government Employees Retirement System (GERS)
Eligibility
All full-time employees on regular appointments are eligible to participate in the Government Employees Retirement System.
Enrollment
The appropriate enrollment application forms should be completed at the time of orientation and will remain on file in the Departmental Human Resources Office. Contribution will begin on the next available payroll period following enrollment in the retirement program.
Contribution Rates
Contribution rates to GERS are established and amended according to the Virgin Islands Code.
Vesting
Members become vested in the retirement system after ten (10) years of credited service.
Plan Type
The Virgin Islands Government Employees Retirement System is a defined benefit retirement program to which both the GVI and the employee contribute. The benefit at time of retirement is based upon the employee's age, years of service and salary history.
Retirement Age
Employees with forty (40) years of service may retire at any age at full annuity. A member who is fifty (50) years old with ten (10) years credited service may retire at a reduced annuity. Members who have thirty (30) years of service may retire at any age.
Final Average Salary
The Final Average Salary is the average of highest annual salary up to a maximum of $65,000 during any consecutive five (5) year period in the last ten (10) years. Total maximum benefit may not exceed 100% of maximum salary which may not exceed $65,000.
Retirement Benefits
Vested participants should contact GERS for detailed retirement benefit information at least one year but no later than six months prior to the retirement date.
Military Service Credit
Qualified members may receive military service credit toward retirement. Vested participants should contact GERS for details.
01
Do you have a Bachelor's degree in Human Resources Management, Industrial Relations, Organizational Psychology, Business or a related field from an accredited college or institution
02
Do you have two (2) years work experience in the field of Human Resources
03
Do you have one (1) year of work experience in a lead or supervisory capacity
04
Do you have an Associates degree or sixty plus (60+) college credits in Human Resources Management, Industrial Relations, Organizational Psychology, Business or Public Administration or a related field
05
Do you have four (4) years work experience in the field of Human Resources
06
Do you have two (2) years of work experience in a lead or supervisory capacity
07
Do you have a high school diploma or equivalent
08
Do you have six (6) years work experience in the field of Human Resources
09
Do you have three (3) years of work experience in a lead or supervisory capacity
10
Are you employed with the Government of the Virgin Islands (GVI) under the Department of Health
11
Please Note: The answers you provide to the supplemental questions will be used to determine eligibility for this position. Please note that in order to qualify for a position, you must satisfy the criteria outlined in the minimum qualifications section of the vacancy announcement and submit supporting documentation.
Failure to submit the required documents when applying may disqualify you from further consideration for employment.
Required documents (may vary based on minimum requirements): High School Diploma, High School Transcript, College Degree, College Transcripts, Evaluation of International Credentials (Only education from an accredited school will be accepted), DD214, Proof of a Name Change (Marriage Certificate or Valid I.D), Certifications, Specialized Licenses, Proof of Citizenship (Birth Certificate, U.S. Passport, or Naturalization Certificate), Valid ID, or Resume.
Attaching a resume does not supersede any of these requirements. Your responses pertaining to specific work experience must be clearly shown in the area for work history on your application.
Do you Accept
