Human Resources Analyst

All Assignments:

• Conducts research and statistical analysis; prepares reports of findings and recommendations.

• Interprets and explains policies, procedures, rules and regulations to Agency staff and the public in assigned areas of responsibility. Analyzes proposed legislation for impacts on human resources programs, policies and rules and makes recommendations for required changes.

• Supports negotiations by providing data and analysis.

• Maintain compliance with federal and state regulations.

• Completes special projects as assigned.
  
  Talent Acquisition:

• Partners with department representatives to achieve Agency goals to recruit and retain highly skilled, competent employees. Develops recruitment plans and strategies. Coordinates recruitment process from initiation through offer and acceptance and onboarding.

• Screens applications by analyzing and evaluating applicant’s qualifications against job requirements to determine best qualified candidates. Coordinates testing processes as required.
  Participates in the candidate selection process. Works with hiring managers to develop interview formats and questions. Coordinates interviews. Ensures interview panels are trained in interviewing techniques and processes. Sits as a member of the interview panels as needed. Facilitates the interview process.

• Responds to applicant questions and concerns, and answers inquiries regarding employment opportunities with the Agency. Notifies applicants through each step of the recruitment process, as necessary. Consistently communicates with hiring departments on status of recruitment.

• Coordinates and participates in on- and off-site hiring events. Represents the Agency at job fairs and other events.

• Compiles and analyzes recruitment and retention data and recommends strategies for improvement.

• Designs and delivers workforce development programs. Provides support and guidance to program participants as they pursue their career goals. Track and report on program outcomes and participant satisfaction.

• Conducts new employee orientations, onboarding, and exit interviews; prepares and processes related documents including entry into ERP.
  
  Classification and Compensation:

• Conducts position classification studies and job analysis. Prepares and revises class specifications.

• Conducts and completes compensation and benefit surveys.

• Conducts salary and benefits studies; analyzes data and recommends changes to salary or benefits programs.
  
  Leave Administration:

• Administers and monitors leave programs: PDL, CFRA, FMLA, PFL, Workers’ Comp, SDI, Military, Jury Duty, Bereavement, Union Leave, Personal, etc.

• Administers activities of Workers’ Compensation Administration. Keeps abreast of current developments in the field of Workers’ Compensation management and incorporates any necessary changes into the Agency’s policies.

• Assists with the Agency’s random drug and alcohol screening program, including annual FTA reporting and auditing.

• Reviews safety-sensitive employee medication forms for compliance.

• Writes pertinent correspondence and notification required for compliance; ensures employees receive their monetary supplements.

• Meet with employees to discuss their leave. Reviews leave usage with departments. Take action on three-day compliance issues.
  
  Benefits:

• Plans, organizes, coordinates, and administers the Agency’s benefit plans including health, dental, vision, long term disability, life insurance/ accidental death and dismemberment, retirement, 457 deferred compensation, etc.

• Manages benefits plans and makes sure they are compliant with laws and regulations.

• Troubleshoot employee issues related to benefits plans and claims.

• Works with insurance carriers, vendors, and brokers to negotiate rates and oversee plan administration. Analyze benefits usage and cost data to make recommendations for plan changes and improvements.

• Reconciles benefit and medical billings.

• Coordinates employee health fairs and wellness programs.
  
  Employee Services: 

• Conducts new employee orientations, onboarding, and exit interviews; prepares and processes related documents including entry into ERP.

• Develops and implements initiatives to improve employee experience and promotes a positive work environment.

• Regularly review and update company policies to enhance the employee experience.

• Create and deliver training programs related to employee experience and company culture.

• Prepares and processes personnel action forms (PAFs) and status change forms for new hires, merit and step increases, promotions, separations, and special pay provisions.

• Manages tuition reimbursement program, service award program and employee award programs.

• Gathers and analyzes data from employee feedback to make recommendations for Agency improvements.

• Participates in the workforce development programs. Provides support and guidance to program participants as they pursue their career goals. Track and report on program outcomes and participant satisfaction.
  
  SUPERVISORY RESPONSIBILITIES
  Provides work direction to others but does not have direct performance appraisal responsibility. 

Omnitrans in an Equal Employment Opportunity Employer