Human Resources Analyst

Gila County

Yesterday

Salary: $56k – $70k/yr
Location: Globe, AZ, AZ
Type: Full-time
Department: Human Resources
Education: Associate
Closing date: Today
Source: GovernmentJobs

Description

This position assists County offices and departments in staffing vacant positions. The position provides consultation/information regarding County policies, procedures, rules, and regulations to management and employees. The position is responsible for ensuring employee information in the HRIS is established, maintained, and accurate. Other responsibilities include compiling, calculating and analyzing complex data; coordinating employee recognition programs; processing personnel and Payroll Authorizations.

SUPERVISORY RESPONSIBILITIES
This position does not supervise other employees.
ESSENTIAL DUTIES AND RESPONSIBILITIES		TIME SPENT
Coordinates County staffing process; screens applicants for minimum qualifications; sends applications to department for review; assists department in creating applicant questions; schedules and participates in interviews; recommends candidate selections, salaries and hire dates; makes employment offers to candidates; ensures personnel actions are completed, approved, and processed in timely fashion; conducts criminal and employment background checks; and acts as US Army Partnership for Youth Success liaison. Serves as NEOGOV System Administrator.		25%
Reviews and processes personnel/Payroll Authorizations; reviews all actions, including new hires, rehires, transfers, salary increases, terminations, etc. for accuracy; resolves issues with department heads, finance department and/or HR Director; prepares weekly agenda and reports for County Manager and Board of Supervisors’ approval. Responds to management and employee’s pay related questions.		20%
Compiles, calculates and analyzes complex data; develops, maintains and controls databases and spreadsheets on a wide variety of HR related information. Creates, prepares and generates reports as needed to provide necessary information or to conduct research analysis. Compiles, prepares and submits the Equal Employment Opportunity Commission (EEOC) EEO-4 report.		20%
Maintains HRIS database; ensures accurate employee data input; regularly coordinates with Payroll Department to resolve or avoid issues; and creates weekly and monthly statistical reports for Board of Supervisors and HR Department. Assists HR staff with technical issues related to HRIS and other systems and assists County Management in creation of more difficult or restricted HR data/reporting.		15%
Coordinates and administers employee recognition programs, including Spotlight on Employees and Employee Service Awards programs; determines employee eligibility, orders awards, and plans presentations to Board of Supervisors.		10%
Provides information and interprets rules, regulations, policies, and procedures in response to questions or requests from County employees, elected officials, or department heads regarding staffing and other HR related matters.		10%
Performs other duties as assigned.

BUDGET RESPONSIBILITIES

This position has no responsibility over any types of budget.

PROJECT RESPONSIBILITIES

Provides project research and support on process improvement projects, organizational development and HR projects.

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ORAL COMMUNICATION DUTIES

This position trains colleagues, explains County procedures or processes, responds to public inquiries, conducts and participates in meetings, negotiates or persuades and gives presentations.

WRITTEN COMMUNICATION DUTIES

This position creates or edits documents, internal memos, emails, formal letters and reports.

INTERACTIONS WITH THE GENERAL PUBLIC

Interacts extensively with employees, customers, the general public, vendors, regulatory bodies, and other groups and/or individuals and Institutions over the telephone, by email, and/or in person.

INTERACTIONS SPECIFICALLY WITH CUSTOMERS

Regularly (More than 55% but less than 70% in a year)

MINIMUM QUALIFICATIONS

Associates Degree in Human Resources, Business Administration or related field, and five (5) years directly related experience; or any equivalent combination of education, training and experience which demonstates the ability to perform the essential duties and responsibilities of the job.

PROFESSIONAL CREDENTIALS REQUIRED/PREFERRED

Professional in Human Resources (PHR) Certification by Human Resources Certification Institute (HRCI) or Society for Human Resource Management – Certified Professional (SHRM-CP) Certification by Society for Human Resource Management (SHRM) preferred.

Must possess and maintain a valid Driver’s License.

KNOWLEDGE REQUIRED

Human Resource Information System; training; Federal, State, Local laws, regulations, Statutes, labor laws and interviewing skills.

SKILLS REQUIRED

Analytical thinking; active listening; critical thinking; communicating diplomatically; customer service; presentation (small to medium groups); problem recognition; problem solving; multi-tasking and time management.

ABILITIES REQUIRED

Make sense of multiple data; imagine outcomes of particular actions; consider options, risks, and benefits; recognize problems; solve problems sensibly and swiftly; express one's self orally; read and write at professional level and multi-task.

PHYSICAL DEMANDS

Occasionally stands to present; routinely stands to attend to customers.
Routinely sits to complete report, to operate computers and to complete a program.
May be required to lift work related materials or equipment up to 10 lbs.
Routinely requires dexterity for keyboard operation.

WORK ENVIRONMENT

Incumbents in this position constantly spends time in office environment; occasionally spends time in automobile; routinely spends time in lobby environment.

SAFETY RISK EXPOSURE

Incumbents in this position are generally not exposed to safety risk. Occasionally may become exposed to telephone verbal abuse by customers or citizens, emotional individuals.

PROTECTIVE GEAR & SAFETY MANUALS

Incumbents in this position are required to constantly follow written safety procedures and manuals relevant to the division or department.

CONSEQUENCES OF ERROR

Potential errors can result in unfavorable public perceptions and legal ramifications.

Skills

Customer Service

Human Resources Analyst

Description

Skills

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