HUMAN RESOURCES ANALYST I
HUMAN RESOURCES ANALYST II

Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job.

SUMMARY DESCRIPTION

Under general supervision (Human Resources Analyst I) or direction (Human Resources Analyst II), performs a variety of professional level administrative, technical and analytical duties in support of the City’s human resource functions including recruitment, selection, classification, wage and salary administration, workers’ compensation, employer-employee relations, labor negotiations, training, and related functions; provides information and assistance to City employees and the general public regarding human resources activities, policies, and procedures; may supervise or provide lead direction to clerical/administrative staff; and performs a variety of professional tasks in support of assigned area of responsibility.

DISTINGUISHING CHARACTERISTICS

Human Resources Analyst I: This is the entry level class in the Human Resources Analyst series. Positions at this level are not expected to function with the same amount of program knowledge or skill level as positions allocated to the Human Resources Analyst II level and usually exercise less independent discretion and judgment in matters related to work procedures and methods. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise. Incumbents at this level are expected to learn the full range of responsibilities and perform duties with an increasing level of independence. Advancement to the “II” level is based on demonstrated proficiency in performing the assigned functions and is at the discretion of higher level supervisory or management staff.

Human Resources Analyst II: This is the full journey level class in the Human Resources Analyst series. Positions at this level are distinguished from the Human Resources Analyst I level by the performance of the full range of duties as assigned, working independently, applying well developed human resources knowledge, and exercising judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully aware of the operating procedures and policies of the work unit. Work is normally reviewed only on completion and for overall results. Positions in this class series are flexibly staffed and positions at the Human Resources Analyst II level are normally filled by advancement from the Human Resources Analyst I level.

REPRESENTATIVE DUTIES

The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.

• Assists in the coordination and implementation of recruitment and selection activities including announcement development, application screening, and evaluation, examination selection and development, testing, and candidate certification.
• Conducts and implements classification, reclassification, and organizational studies; evaluates and determines appropriate classifications and structures; prepares written reports and recommendations; develops new and revises existing classification specifications.
• Participates in conducting wage, salary and benefit studies and surveys for the purpose of compensation administration and bargaining unit negotiations; compiles data and prepares written reports including recommendations for action.
• Assists in the overall management of the workers’ compensation program via a Third Party Administrator; reviews initial Workers’ Compensation claims and determines type of claim to be established; assists in overseeing the Third Party Administrator’s claims handling, polices, and procedures; serves as liaison with injured workers, City departments, Third Party Administrator, attorneys, medical providers, and investigators in the management of injured worker claims; works closely with insured employees and department managers regarding return to work issues.
• Provides assistance with employee relations issues; consults with managers and employees regarding the interpretation of personnel practices, policies, and procedures including related laws and regulations; provides information and assistance to departmental personnel regarding employee evaluations, disciplinary actions and other employee relations issues.
• Assists in employer-employee labor negotiations with various bargaining units; conducts a variety of surveys to gather and compile information for negotiation purposes; compiles data and prepares various charts and graphs; works with finance to calculate negotiated costs.
• Assists in conducting intra/intradepartmental training programs and activities; coordinates implementation of training programs with department heads.
• Conducts research, analyzes data, and prepares written and statistical reports and recommendations for a variety of human resource issues and topics; makes oral presentations as required; updates and revises written directives, rules, and regulations and various handbooks as appropriate.
• Conducts new employee orientation and exit interviews; ensures proper applicant notification.
• Responds to public inquiries in a courteous manner; provides information within the area of assignment; resolves complaints in an efficient and timely manner.
• Attends and participates in professional group meetings; stays abreast of new trends and innovations in the field of human resources administration.
• Performs related duties as required.

QUALIFICATIONS

The following generally describes the knowledge and ability required to enter the job and/or be learned within a short period of time in order to successfully perform the assigned duties.

Knowledge of:

• Operations, services, and activities of a human resources program.
• Principles, practices, and procedures of human resources administration in the areas of employment, compensation and classification, workers’ compensation, employee development, training, and benefits administration.
• Resources to sustain current understanding of modern trends and legal issues in the field of human resource management.
• Employment and employee relations issues.
• Methods and techniques of research and analysis of personnel administrative and statistical data.
• Principles of city government organization, functions, and management.
• Basic labor relations, negotiation processes and employment law.
• Workers’ Compensation and related contract principles and theories.
• Workers’ Compensation claims adjusting, investigation, and administrative techniques necessary to participate in the management of claims from reporting of injury to settlement.
• Basic principles and procedures of record keeping.
• Business letter writing and report preparation.
• Principles and practices of customer service.
• Office procedures, methods, and equipment including computers and applicable software applications.
• Pertinent federal, state, and local laws, codes, and regulations.

Ability to:

• Perform professional personnel work with minimum supervision.
• Make independent decisions.
• Collect, compile, and analyze information and data.
• Understand and analyze statistical information.
• Make complete and accurate analyses, reports, and recommendations in a variety of personnel areas.
• Work tactfully with and win confidence and cooperation of other departmental personnel, the public, and outside agencies and organizations.
• Understand and assess needs and strengths of others.
• Understand, interpret, and apply general and specific administrative and departmental policies and procedures as well as applicable federal, state, and local policies, laws, and regulations.
• Prepare clear, concise, oral and written reports both narrative and statistical.
• Formulate and conduct presentations to employees, supervisors, and department managers.
• Plan and organize work to meet changing priorities and deadlines.
• Operate office equipment including computers and supporting software applications.
• Respond tactfully, clearly, concisely, and appropriately to inquiries from the public, City staff, or other agencies on sensitive issues in area of responsibility.
• Communicate and interact in situations requiring tact, instruction, persuasion, and counseling including conferences, group discussion, individual interviews, and negotiations.
• Demonstrate an awareness and appreciation of the cultural diversity of the community.
• Communicate clearly and concisely, both orally and in writing.
• Establish and maintain effective working relationships with those contacted in the course of work.

Education and Experience Guidelines - Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Human Resources Analyst I/II

Education/Training: A Bachelor’s degree from an accredited college or university with major course work in human resources, public administration, business administration, or a related field.

Human Resources Analyst I

Experience: One year of increasingly responsible professional human resources administration experience. Experience in a unionized environment and/or public sector experience is highly desirable.

Human Resources Analyst II

Experience: Three years of increasingly responsible professional human resources administration experience. A Master’s Degree in a related field may be substituted for one year of required experience that provides a generalist background. Experience in a unionized environment and/or public sector experience is highly desirable.

PHYSICAL DEMANDS AND WORKING ENVIRONMENT

The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Environment: Standard office setting. CONTINUOUS working indoors, dust from paperwork. Work schedule is 9/80 with alternating Fridays off in a biweekly period. Work environment is both formal and informal, team oriented, having variable tasks, pace, and pressure. Work is performed indoors in office and in meeting rooms.

Physical: Primary functions require sufficient physical ability to work in an office setting and operate office equipment. CONTINUOUS sitting and upward and downward flexion of neck; fine finger dexterity; light to moderate finger pressure to manipulate keyboard, equipment controls, and office equipment; pinch grasp to manipulate writing utensils. FREQUENT side-to-side turning of neck, walking, standing, bending, stooping, pushing/pulling, and twisting at waist; moderate wrist torque to twist equipment knobs and dials; lifting objects weighing up to 20 lbs. from below waist to above shoulders and transporting distances up to 50 yards. OCCASIONAL squatting, kneeling, and reaching above and at shoulder height; moderate grasp to manipulate reference books and manuals; lifting objects weighing 20-35 lbs. from below waist to above shoulders and transporting distances up to 50 feet.

Vision: See in the normal visual range with or without correction; vision sufficient to read computer screens and printed documents and to operate equipment.

Hearing: Hear in the normal audio range with or without correction.

Date: April 2003
Johnson & Associates