City of Springfield, Oregon

City of Springfield, Oregon: Human Resources Analyst

This is a class specification and not an individualized job description. A class specification defines the general character and scope of responsibilities of all positions in a job classification, but it is not intended to describe and does not necessarily list every duty for a given position in a classification.

Representation: Not Represented

FSLA: Exempt

Job Code: 166274

Grade/Range: 35

General Summary of Duties

Under the general supervision of a department manager or director performs a variety of professional analytical and administrative duties in support of human resources functional areas which includes policy research and analysis; planning and implementing various department and/or City-wide programs, activities and administrative processes; and developing, implementing, overseeing and evaluating procedures and practices in the assigned program area(s). Provides complex professional staff assistance to City Executive and Management staff, employees and customers. Performs related duties as required.

Distinguishing Characteristics

Employees in this classification have extensive professional experience in assigned program area(s) and exercise considerable independent judgment in planning and directing program activities. Employees are assigned to one or more of the department’s specialized program areas, such as Recruitment and Selection, Classification and Compensation, Risk management, Labor & employee relations, Benefits Administration or Training, but may perform assignments in other areas of operations. Duties require the application of advanced professional principles and practices in the assigned program area(s) with general guidance provided by the supervisor.

The Human Resource Analyst position is distinguished from that of the Senior Management Analyst in its emphasis on human resources programs and policies and the cross departmental impact of the work performed. This classification is distinguished from the Human Resources Manager in that the Manager position is responsible for general program oversight and is responsible for policy development and revision while the Analyst position’s focus is on program coordination. Employees at this level identify and recommend solutions to major organizational problems and recommend alternatives to organizational policies.

Supervision Received and Exercised: Receives general direction from a manager or Director. May supervise technical and/or clerical staff.

Essential Job Functions: Any one position may not include all of the duties listed nor do the listed examples include all tasks, which may be found in positions of this class.

· Update and maintain human resources information system for assigned programs including providing reports, software tables; testing of software applications;

· Administer the budget for assigned programs and projects; prepare cost estimates for budget recommendations; monitor and control expenditures in assigned areas;

· Assist in process to purchase contracts to include: tracking and monitoring current contracts, coordinating purchasing process with current contracts, requesting and reviewing proposals, interviewing vendors, and recommending action;

· Maintain knowledge of current legal/legislative changes, trends and developments in human resources by reading appropriate literature, maintaining attendance and membership in appropriate organizations, attending related training and seminars, and learning new skills;

· Provide direction and supervision to clerical and technical staff in support of HR programs;

· Serve in a liaison capacity with other divisions, departments, program representatives, other agencies, and members of the community; participate in, and may facilitate, meetings, conferences, hearings, and seminars; provide staff support, and may facilitate, committees and task forces;

· Prepare technical reports of research and analysis for budget, program, department, or citywide Human Resources activities; develop complex reports using automated reporting tools; identify and recommend changes to maximize efficiency and effectiveness of procedures and workflow; may prepare interim and final project reports;

· Assist in the development and preparation of City proposals, strategy, and support materials for labor negotiations; research and develop labor contract language and calculate cost estimates of economic proposals before and during the collective bargaining process; May serve as member of City negotiation team during collective bargaining;

· Provide interpretation and guidance to City management and supervisors in the application and administration of labor contract provisions. Prepare administrative rulings and guidelines to be used by City departments in contract administration;

· Assist in City dispute resolution and grievance handling procedures. Counsel and advise management in labor grievance response and settlement. Facilitate cooperative union/management efforts to resolve contract disputes, including negotiation of grievance settlements;

· Manage the City’s recruitment and selection program to include overseeing technical and clerical support, developing recruitment and selection strategies and materials, conducting, directing, scheduling, and administering temporary and regular employment recruitment, testing procedures, interviews, placements and hires according to fair employment practices and City policy;

· Conduct exit interviews upon termination of City employment, and make recommendations or advise City management on employment-related problems or concerns relating to the separation;

· Plan, develop, facilitate, promote, and evaluate employee training and developmental programs to include creating and conducting various activities to foster utilization of such programs, coordinating with other public agencies to reduce duplication of training efforts, utilizing and sharing available resources;

· Design and conduct research of compensation and benefits data from comparable markets and prepare recommendations and reports for use in recruitment, retention and collective bargaining; monitor and report periodic CPI trends;

· Coordinate administration, development and maintenance of the City’s compensation and position classification plan; establish and maintain pay grades, conduct individual job and organizational audits, provide analysis and recommendations, create, and revise job classification descriptions;

· Coordinate City employee benefits programs to include orientation of new employees, introduction of new benefit plans, coordinates the processing of benefit program documents; provide guidance and problem solving assistance for employees and dependants regarding benefits administration matters; monitor current and future needs and make summary plan description recommendations,

· Coordinate the administration of employee leave benefits to include providing counsel and guidance to City departments regarding leave benefits; monitoring City administrative policies and procedures to ensure compliance with State/Federal regulations that affect employee benefits programs; overseeing tracking of FMLA/OFLA and other leave utilization for statistical and miscellaneous reporting purposes;

· Collaborate with Human Resources staff, Executive team, managers and supervisors to promote effective communication of City operations, employee actions, and human resources issues;

· Administer and support the Human Rights Section of the Springfield Municipal Code (5.550); coordinate contracted services for the handling & administration of human rights complaints with the City or other agencies; may coordinate internal administration of some complaints against the City which may include contact with investigative agency, assisting in investigation of complaints against the City, or providing information regarding City and local regulations; may Act as City representative in local and regional collaborative human rights committees and activities, including the Interagency Diversity and Equality Coalition (IDEC), SAFER, and Lane County HRC;

· Coordinate functions of the City’s risk program to include monitoring and preparing periodic reports regarding City Risk management performance; coordinating return to work/reasonable accommodation activities for injured and/or disabled employees; coordinating City drug testing program including CDL drug testing; coordinating processing of vouchers for risk management services;

· Maintain regular job attendance and adherence to working hours

· Perform other related duties consistent with the role and function of the classification.

Qualifications

Knowledge of:

· The principles and practices of human resources to include: employee benefits administration;

· The legal requirements of human resources programs to include state and federal regulations;

· Administrative methods, concepts, and applications of human resources information systems;

· Program-based budgeting methods;

· Program development, planning, and implementation procedures;

· Contract administration requirements;

· Communication techniques;

Ability to:

· Learn municipal government operations and procedures, and City policies, regulations, and ordinances,

· Apply the principles and practices of human resources administration;

· Analyze information and reach acceptable conclusions

· Apply problem-oriented auditing strategies and procedures;

· Prepare, monitor, and administer program budgets;

· Coordinate program activities, and make the necessary recommendations for change;

· Provide the lead direction for projects and/or programs;

· Complete timely, accurate, understandable reports;

· Utilize word processing, spreadsheet, database, and network operating systems sufficiently to perform the duties of the position;

· Synthesize diverse facts, opinions, and materials into a workable report, presentation, proposal, solution, or alternative;

· Communicate complex information clearly and effectively in oral and written formats, with all levels of recipients – individually and in groups - to include: elected officials, management, staff, unions, media, and the public;

· Effectively interact with individuals and groups with diverse, and sometimes antagonistic viewpoints, and identify/address all potential issues and concerns;

· Establish and maintain effective work relationships with co-workers, contractors, vendors, other agencies and the public;

· Satisfactorily represent the program, the department, and the City;

· Travel as required;

Experience and Training: Any equivalent combination of education and experience which provides the knowledge, skills and abilities required to perform the job. A typical way to obtain the knowledge, skills and abilities would be:

Training: Completion, or equivalent, of a job-related four-year college degree program, with major course work in industrial relations, human resources, business or public administration, or a related field plus

Experience: Related work experience, typically three to five years of increasingly responsible professional and technical experience in human resources agencies. A Masters Degree in a related field may be substituted for one year of the required experience. Public sector experience including working with bargaining units and HRIS systems experience highly desired.