What are the responsibilities and job description for the STATE PERSONNEL ANALYST position at State of Arkansas?
This position is a Classification and Compensation that serves as a liaison between OPM and multiple departments, acting as a key resource for all classification and compensation-related matters. Responsibilities include providing guidance and support on job classifications, compensation structures, payroll concerns, and related policies, procedures, and processes. The analyst will conduct comprehensive job analyses and evaluations to determine appropriate classifications and salary grades; develop and maintain job descriptions; and perform market salary surveys and benchmarking studies. Additionally, this position ensures compliance with all applicable federal, state, and local compensation laws and regulations.
Position Information
Job Series: State Personnel
Classification: State Personnel Analyst – Career - Path
Class Code: HSP01P
Pay Grade: SPC04
Salary Range: $78,130 - $115,632
Job Summary
The State Personnel Analyst is a professional-level position responsible for the advanced analysis, consultation, and execution of human resources policies, programs, and strategies within the State of Arkansas government. This role requires a deep understanding of human resources processes, strong analytical capabilities, and excellent interpersonal skills to work collaboratively with various departments, leadership teams, and employees across state government.
Primary Responsibilities
Conduct analysis of human resources data across multiple state agencies, including workforce demographics, turnover trends, classification, compensation, and performance. Prepare detailed reports and recommendations for senior leadership and other stakeholders to inform HR decision-making and policy development. Assist with the development and refinement of state personnel policies and procedures to ensure alignment with state and federal regulations. Provide consultative services to agency HR directors and leadership on policy interpretation, best practices, and the implementation of new or revised policies. Perform in-depth classification studies, audits, and salary analyses. Recommend changes to position classifications and compensation structures to ensure internal equity and external competitiveness while complying with state pay structures and regulations. Lead or participate in special HR-related projects, such as implementing new HR technologies, overhauling compensation structures, or leading workforce transformation initiatives. Work closely with senior HR leaders, department heads, and other stakeholders to ensure alignment between HR programs and agency goals.
Knowledge And Skills
Deep understanding of human resources management, including recruitment, compensation, classification, benefits, employee relations, and HR policy. Familiarity with state-specific HR systems and regulations governing state employment practices is essential. Strong ability to interpret complex data, identify trends, and use data to make informed recommendations. Skilled in quantitative and qualitative analysis, particularly related to workforce metrics, compensation, and employee performance. Ability to articulate complex HR concepts clearly to employees, managers, and senior leadership. Ability to think strategically and provide innovative solutions to HR challenges. Strong attention to detail when managing complex projects, analyzing data, and ensuring compliance with policies and regulations.
Minimum Qualifications
A bachelor’s degree in human resources, business administration, or a related field, plus one (1) year of experience in human resources or a related field.
Satisfaction of the minimum qualifications, including years of experience and service, does not entitle employees to automatic progression within the job series. Promotion to the next classification level is at the discretion of the department and the Office of Personnel Management, taking into consideration the employee’s demonstrated skills, competencies, performance, workload responsibilities, and organizational needs.
Licensure/Certifications
N/A OTHER JOB RELATED EDUCATION AND/OR EXPERIENCE MAY BE SUBSTITUTED FOR ALL OR PART OF THESE BASIC REQUIREMENTS, EXCEPT FOR CERTIFICATION OR LICENSURE REQUIREMENTS, UPON APPROVAL OF THE QUALIFICATIONS REVIEW COMMITTEE.
Position Information
Job Series: State Personnel
Classification: State Personnel Analyst – Career - Path
Class Code: HSP01P
Pay Grade: SPC04
Salary Range: $78,130 - $115,632
Job Summary
The State Personnel Analyst is a professional-level position responsible for the advanced analysis, consultation, and execution of human resources policies, programs, and strategies within the State of Arkansas government. This role requires a deep understanding of human resources processes, strong analytical capabilities, and excellent interpersonal skills to work collaboratively with various departments, leadership teams, and employees across state government.
Primary Responsibilities
Conduct analysis of human resources data across multiple state agencies, including workforce demographics, turnover trends, classification, compensation, and performance. Prepare detailed reports and recommendations for senior leadership and other stakeholders to inform HR decision-making and policy development. Assist with the development and refinement of state personnel policies and procedures to ensure alignment with state and federal regulations. Provide consultative services to agency HR directors and leadership on policy interpretation, best practices, and the implementation of new or revised policies. Perform in-depth classification studies, audits, and salary analyses. Recommend changes to position classifications and compensation structures to ensure internal equity and external competitiveness while complying with state pay structures and regulations. Lead or participate in special HR-related projects, such as implementing new HR technologies, overhauling compensation structures, or leading workforce transformation initiatives. Work closely with senior HR leaders, department heads, and other stakeholders to ensure alignment between HR programs and agency goals.
Knowledge And Skills
Deep understanding of human resources management, including recruitment, compensation, classification, benefits, employee relations, and HR policy. Familiarity with state-specific HR systems and regulations governing state employment practices is essential. Strong ability to interpret complex data, identify trends, and use data to make informed recommendations. Skilled in quantitative and qualitative analysis, particularly related to workforce metrics, compensation, and employee performance. Ability to articulate complex HR concepts clearly to employees, managers, and senior leadership. Ability to think strategically and provide innovative solutions to HR challenges. Strong attention to detail when managing complex projects, analyzing data, and ensuring compliance with policies and regulations.
Minimum Qualifications
A bachelor’s degree in human resources, business administration, or a related field, plus one (1) year of experience in human resources or a related field.
Satisfaction of the minimum qualifications, including years of experience and service, does not entitle employees to automatic progression within the job series. Promotion to the next classification level is at the discretion of the department and the Office of Personnel Management, taking into consideration the employee’s demonstrated skills, competencies, performance, workload responsibilities, and organizational needs.
Licensure/Certifications
N/A OTHER JOB RELATED EDUCATION AND/OR EXPERIENCE MAY BE SUBSTITUTED FOR ALL OR PART OF THESE BASIC REQUIREMENTS, EXCEPT FOR CERTIFICATION OR LICENSURE REQUIREMENTS, UPON APPROVAL OF THE QUALIFICATIONS REVIEW COMMITTEE.
Salary : $78,130 - $115,632