HR Analyst-jla

To perform a variety of analytical tasks in support of county Human Resources programs and provide technical assistance for com­plex projects, studies and policies.
 

1. May review and establish new positions and reclassifies existing positions; interviews employees, supervisors and managers regarding position duties; gathers and analyzes data regarding position duties and qualifications; writes new job descriptions and revises existing descriptions; makes timely and objective recommendations.

2. May conduct salary surveys, analyze input from participants, compile survey results, prepare charts, reports and communicates survey findings as necessary.

3. Researches federal, state and county laws as they apply to wage and hours; analyzes and evaluates policies and procedures and takes corrective action to correct deficiencies and resolve problems.

4. May receive, review and approve payroll record changes to insure accuracy and compliance with instructions, established procedures, collective bargaining agreements, and laws.

5. May develop and prepare a variety of examinations and employee selection procedures such as job element, physical ability, performance and personal qualification tests; assembles final examination packages; grades examination papers and prepares examination registers; arranges for and consults with special examiners and other resource people; prepares layoff lists, examination announcements, training reports, recruiting bulletins and other written materials; may provide coordination, training and assistance on the hiring process for county departments.

6. Reviews and evaluates personnel rules, related laws, past practices and existing programs in public and private sector organizations; reviews internal needs and employee relations goals and objectives; collects and analyzes data.

7. Develops, writes, edits and recommends policies and procedure for management approval; participates in the implementation or communication of approved policies and procedures.

8. Provides policy and procedure interpretation assistance to managers and employees; maintains a record of interpretations as source of future changes to personnel rules and union contract language.

9. May be responsible for contract administration and negotiate coordination; assists labor negotiator in labor negotiations, labor management meetings and discussions, including any action items the labor negotiator identifies and assigns.

10. May investigate grievances and recommend resolution alternative to management.

11. May provide a variety of information to county employees regarding employee benefits; informs employees of their rights to continue benefits; answers questions and assists employees with problems.

12. May conduct needs assessments for training needs; analyzes assessment results; recommends training curriculum accordingly, evaluates equipment training needs and develops certificate programs on the equipment; develops and presents in house training curriculum and create contract requirements for training consultants.

13. May work as a resource to all employees regarding career development materials, training providers and tuition reimbursement programs.

14.  May review, edit and approve personnel actions in the HRIS system and serve as a resource for others on system questions.

15.  May lead projects that cross departmental lines.

16. Maintains confidentiality of all personnel, payroll, accounting and finance records and reports along with any other records, reports and/or information deemed to be sensitive in nature.

17. Performs other duties as required.

A Bachelors degree in business or public administration or other discipline directly related to public personnel administration; AND, two (2) years of experience at a junior personnel level related to the area of assignment; OR, any equivalent combination of training and experience that provides the required knowledge and abilities.  Must pass job related tests.

Must sign a confidentiality agreement as a condition of employment.

Knowledge of:

• the principles and practices of personnel administration;
• theories, practices and procedures related to the job specialty;
• Collective bargaining agreements;
• HRIS systems.

Ability to:

• gather, analyze, evaluate and synthesize a variety of data;
• prepare clear concise analytic, descriptive reports including findings and recommendations;
• prepare a variety of correspondence, charts, graphs, memoranda and other written materials;
• establish and maintain effective work relationships with elected officials, management staff, employees and the general public;
• communicate effectively, both orally and in writing;
• relate to and gain the cooperation of people of diverse ages and from a variety of cultural, economic and ethnic background;
• plan and organize work and work with minimal supervision;
• maintain accurate records;
• interpret and apply oral and written instructions;
• apply general principles to specific conditions;
• use sound judgment and decision making skills;
• work collaboratively in a team oriented environment;
• act as the technical expert for County in the specialty area.

 

SUPERVISION

The employee receives general direction from an admin¬istrative superior. The work is performed with considerable independence and is reviewed through meetings, status reports and results obtained.

WORKING CONDITIONS

The work is performed in the usual office environment with occasional field trips to meetings and work sites throughout the county.