Human Resources Analyst 1

EXAMPLES OF DUTIES:

• 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.
• 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(s) of responsibility. 
• 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.
• Process a variety of Human Resources system actions including payroll, personnel information, position management, compliance, and other HRIS support; compile, analyze and prepare HRIS reports to ensure accuracy and make corrections, or triage with others.
• 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. 
• Design, implement and deliver training in a variety of areas; coordinate planning and program development for departmental training; locate outside providers of training and negotiate 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; review, analyze, and process leave requests; provide manager and employee support and rule interpretation during leaves of absence; counsel employees regarding claims procedures. 
• In addition to the above duties, the 2 level will: lead full cycle recruitments acting as a recruiter for assigned department(s); conduct outreach and participate in external events to aid in recruitment and retention initiatives; function as a human resources generalist within a department providing guidance in multiple functional areas such as classification and compensation, employee and labor relations, and recruiting.  
• In addition to the above duties, the senior level will: evaluate the effectiveness of county human resources policies, practices, programs, structure, systems, and functions and make revisions to achieve desired outcomes;  establish countywide guidelines and procedures to ensure compliance with state and federal legislation, consulting with legal experts as necessary; plan, prioritize, and assign segments of a complex project or program assignment; exercise initiative and leadership in achieving consensus among stakeholders on varied and complex issues; may contribute to performance reviews, work plans and disciplinary activity; may supervise or lead consultants and/or lower level staff.
• 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.
• Receive immediate supervision from manager or assigned staff.
• May exercise technical and functional supervision over 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.
• May function as a Human Resources Supervisor over an area at the Human Resources Analyst 2 level, such as recruiting.
• Specific requirements: if the position is a Senior on the basis of supervision, span of control must include four (4) direct reports, including Human Resources Analyst 2s.

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.