Distinguishing Characteristics

Human Resources Analyst I – This is the entry level class in the Human Resources Analyst series. This class is distinguished from the Human Resources Analyst II by the performance of the more routine tasks and duties assigned to positions within the series including working with fewer departments and fewer employees. This class may be used as a training class, wherein employees need only limited or no directly related work experience; or the class may contain positions wherein employees perform routine tasks on a permanent basis, and therefore remain at an entry level.

Human Resources Analyst II - This is the full journey level class within the Human Resources Analyst series. Employees within this class are distinguished from the Human Resources Analyst I by the performance of the full range of duties as assigned. Employees 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. Positions in this class are flexibly staffed and are normally filled by advancement from the I level, or when filled from the outside, by selecting candidates who have prior experience. This class is distinguished from the Senior Human Resources in that the latter has lead responsibility for a functional area, and may lead/supervise one or more analysts or support staff.

Supervision Received and Exercised

Receives general supervision from the assigned Sr. Human Resources Analyst, Human Resources Administrator or Human Resources Manager. May receive functional and technical supervision from a Sr. Human Resources Analyst, or other lead level.

As a secondary function, may serve as a formal supervisor for designated support staff, exercising direct supervision including monitoring and formally evaluating employee performance, and participating in the selection and discipline of employees.

Selection Process: The selection process will include a review of all applications with only the most qualified participating in an interview. Final candidate selection will include hiring interview (if applicable). Any individual offered employment will be required to pass a pre-employment drug test and complete background check. Some positions may require preliminary background checks.

Essential Functions:

1. Serves as an internal consultant and subject matter expert in one or more disciplines of human resources and provides direction and guidance to colleagues, supervisors and management in order to achieve goals and objectives related to the city's visions and priorities.
2. Performs a variety of analytical, technical and administrative tasks related to assigned Human Resources function(s). Collects and analyzes statistical data; prepares a variety of correspondence, documents and reports; presents findings and recommendations; implements approved actions.
3. Interprets human resources policies and procedures; responds to requests for information and assistance from employees, management, outside agencies and the public.
4. Demonstrates continuous effort to improve operations and streamline work processes, including the use of new technology and automation; work cooperatively and jointly to provide quality customer service.
5. Develops and facilitates relevant training for management and employees.
6. Maintains confidential records.
7. May serve as first line supervisor for designated staff within a department, including interviewing and selecting job applicants, training, assigning and overseeing work, and establishing and evaluating appropriate performance standards in accordance with department objectives.

1. Develop, implement and promote a comprehensive employee wellness program. Coordinate, plan, and facilitate health and fitness activities and programs for employees.
2. Conduct employee health and wellness visits which will include some combination of advice, counseling and coaching regarding: (1) wellness related lifestyle areas including (but not limited to) nutrition, exercise, weight loss, stress, sleep, blood pressure, smoking cessation, blood work, etc., (2) how to avoid, prevent, self-manage, and otherwise address the common musculoskeletal conditions and symptoms that employees routinely need assistance with, and (3) highlight city’s emotional wellness programs.
3. Provide employee education in health and wellness, including nutrition, exercise, and emotional wellness recommendations.
4. Implement and oversee structured incentive programs such as weight-loss contests, physical activity programs, health fairs, nutrition classes, stretch programs, and flu prevention education.
5. Answer employees’ wellness-related questions.
6. Gather, maintain, and analyze data to measure program success on wellness initiatives.

Marginal Functions:

1. Stay abreast of trends and innovations in the field of human resource management, particularly in the area of assignment.
2. Assist other areas of human resource as needed.
3. Perform related duties and responsibilities as required.

Human Resources Analyst I

Experience:

One year of human resources experience in a large personnel or human resources department, or in the area of assignment, is required. Experience in municipal government is desirable.

Training:

Bachelor's degree from accredited college or university with major in human resource management, public administration, business administration or a related field. May substitute a combination of equivalent education and related experience. The city assesses 1.5 years of fulltime experience as equivalent to one year of education.

License or Certificate:

Depending on assignment, may be required to possess an appropriate, valid driver's license on the date of application, and maintenance thereafter.

Professional certification in a field applicable to the area of assignment is desirable.

Human Resources Analyst I

Knowledge of:

Modern principles and practices of human resource management and administration.
Research and data analysis methods and techniques.
Pertinent federal, state and local laws, codes and regulations.
Basic principles and practices in applicable area of specialization.
Basic techniques of report writing.
Business English, including spelling, grammar, punctuation and sentence structure.
Common office computer hardware and software, including word processing, spreadsheets and email.

Skills in:

Gathering, organizing and analyzing statistical data.
Producing written documents with clearly organized thoughts using proper sentence construction, punctuation, spelling and grammar.
Using computers and computer applications and software.

Ability to:

Plan, organize and prioritize assignments.
Meet critical deadlines.
Manage multiple assignments.
Demonstrate respect and sensitivity for cultural differences.
Communicate with individuals from a variety of social, cultural, economic and educational backgrounds while demonstrating respect and sensitivity for perceived differences.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.
Interpret, apply, explain and enforce applicable laws, codes, regulations, policies and procedures.
Use initiative and independent judgment within established guidelines.
Work independently without close supervision.
Set and adjust priorities in a rapidly changing environment.

Competencies:
In addition to Core Workforce Competencies:

Supervisor Competencies

Professionalism – Models core values by being honest, respectful and positive; continuously demonstrates the core values of the city; supervisory actions are collaborative whenever possible and intended to grow the city's capacity at an individual, unit, division and/or department level.

Managing Performance – Takes responsibility for own and assigned employees' performance, by setting clear goals and expectations, tracking progress against the goals, ensuring regular feedback, and addressing performance problems and issues promptly.

Decisiveness – Willingness to make difficult decisions in a timely manner.

Developing and Empowering Others – Willingness to delegate responsibility; coaching assigned employee to develop their capabilities.

Facilitating Partnerships – Builds community and partnerships both inside and outside the organization.

Forward Thinking – Anticipating the consequences of situations and decisions; taking appropriate action to be prepared for possible changes.

Providing Support – Provides the tools and creates a supportive environment that allows others to successfully complete their work.

Human Resources Analyst II

In addition to the qualifications of the Human Resources Analyst I:

Knowledge of:

Principles and practices in applicable area of specialization.
Principles and techniques of preparing effective written informational or educational materials.
City functions and operations and associated human resource management issues.
Principles and practices of supervision, training, and performance evaluation.

Ability to:

Analyze problems, identify alternative solutions, project consequences of proposed actions, recommend best options and implement approved solution in support of goals.