Human Resources Analyst 2 (NR)

EXAMPLE OF DUTIES:

• Respond to inquiries and questions from applicants, managers, supervisors, and employees; interpret and apply human resources policies and procedures, collective bargaining agreements, benefit plan provisions; provide advice and counsel in assigned area of responsibility.
• Provide general assistance to the Human Resources Manager in the administration of assigned human resources activities or provide technical support to others engaged in a specialized human resources discipline; work with managers and other staff to identify and resolve human resource issues and may assist in resolving performance management and/or labor relations issues.
• Administer or assist in the administration of human resources programs and develop and recommend program revisions and procedural changes; facilitate and participate on committees to provide input and recommendations.
• Conduct research following a prescribed research design; use descriptive statistics to analyze data for a variety of situations, problems and studies; use analytical data to answer specific questions or make appropriate changes to a system; gather and compile raw data from a variety of sources; conduct surveys and analyze results.
• Review and analyze recruiting requests; provide guidance, advice and assistance in all aspects of recruitment and selection.
• Provide technical expertise regarding training design, methods and techniques; coordinate planning and program development for departmental training; design, implement and deliver training sessions in a variety of areas; locate outside providers of training and negotiates contracts to provide training to meet county or department needs. 
• Counsel employees concerning all aspects of the benefits program; prepare and/or coordinate orientation for new employees; provide information on benefit plans; advise employees regarding benefits during periods of leave or disability; counsel employees regarding claims procedures. 
• In addition to the above duties, the senior level will: plan, prioritize, and assign segments of a complex project or program assignment; check work progress to ensure completion within timelines; provide direction in technical areas, contribute to performance reviews, work plans and disciplinary activity; evaluate the effectiveness of county human resources policies, practices, programs and functions and make revisions to achieve desired outcomes; take initiative and exercise leadership in achieving consensus among stakeholders on varied and complex issues; may supervise or lead consultants and/or lower level staff in the execution of a specialty human resources discipline.
• Perform other duties as assigned.

LEVEL AND TYPE OF WORK AND/OR SUPERVISION:

Human Resources Analyst 1 

• Entry Level
• Professional
• Perform the more routine duties as assigned with increasing independence.
• Decisions made or actions taken require higher level review and work is checked for progress and reviewed for quality and compliance to policy and procedures.
• Typically, incumbents may use the entry level to obtain the proficiencies to qualify at the next level in the classification series.
• Receive immediate supervision from manager or assigned staff.

Human Resources Analyst 2 (NR)

• Journey Level
• Professional
• Perform the full range of duties, working independently, applying well developed subject knowledge, and exercising judgment and initiative.
• Receive occasional instruction or assistance as new or unusual situations arise.
• Work is reviewed based on compliance, appropriateness, and effectiveness in meeting goals and deadlines.
• Receive general supervision from a manager or assigned staff.
• May exercise functional and technical supervision over staff.
• This classification meets the standards for supervisory or confidential exemption as defined by Oregon's Public Employees Collective Bargaining Act (PECBA) or under the terms of Article 3 of the AFSCME Local 88 Collective Bargaining Agreement.

Human Resources Analyst Senior

• Advanced Level
• Professional
• Perform the most difficult assignments requiring a higher level of responsibility, applying advanced subject knowledge, and exercising significant independent judgment and initiative.
• Receive work assignments in terms of objectives, priorities, and deadlines.
• Work is reviewed for technical accuracy, compliance to program objectives, and overall results.
• Receive direction from manager or staff.              
• May exercise direct supervision over staff.

MINIMUM QUALIFICATIONS GUIDELINES:

Any combination of experience and training that would likely provide the required knowledge, skills, and abilities is qualifying. Requirements are determined at the time of recruitment based on responsibilities of the individual position and business needs of the department.
 
Human Resources Analyst 1 
Training and experience for entry level, professional classifications are typically equivalent to a bachelor's degree and up to one (1) year of experience that demonstrates the ability to perform the duties of the position. (Equivalency 4-5 years of qualifying training and/or experience).
 
Human Resources Analyst 2 (NR)
Training and experience for journey level, professional classifications are typically equivalent to a bachelor's degree and one (1) to four (4) years of experience that demonstrates the ability to perform the duties of the position. (Equivalency 5-8 years of qualifying training and/or experience).
 
Human Resources Analyst Senior
Training and experience for advanced level, professional classifications are typically equivalent to a bachelor's degree and three (3) to six (6) years of experience that demonstrates the ability to perform the duties of the position. (Equivalency 7-10 years of qualifying training and/or experience).
 
Depending upon assignment, candidates may be required to pass a criminal background check, have a valid driver license, and/or additional training, licenses, or certificates.