- Salary
- $79k – $100k/yr
- Location
- Durham, NC, NC
- Department
- IT
- Source
- GovernmentJobs
Description
Work. Serve. Thrive. With the City of Durham
Advance in your career while making a real difference in the community you serve.
Hiring Range: $79,058 to $100,000
Work Days/Hours: 8:00am - 5:00pm
***A RESUME MUST BE ATTACHED TO THE JOB APPLICATION***
The City of Durham's Human Resources Department is an accomplished, diverse, energetic team embracing and inspiring the joy of public service. We aggressively challenge assumptions of what is possible, moving towards a future that is more just, productive and rewarding for all employees. Join us if you're ready to share your talents, learn new skills and build relationships in service to the City of Durham!
Reporting to the Learning and Development Manager, the Senior HR Analyst provides strategic guidance and operational support in managing employee performance, administering the Learning Management System (LMS), analyzing HR data, and partnering with department leaders to enhance employee effectiveness and engagement. This role serves as a key HR resource supporting performance management processes, training development, and system administration.
Employee Performance Management (EPEP)- Maintain and manage employee performance evaluation systems and tools.
- Coordinate all performance review cycles and ensure timelines and required actions are met.
- Provide guidance to managers and employees on performance policies, expectations, and evaluation processes.
- Track completion of performance evaluations and follow up with leaders on missing or overdue items.
- Support leaders in developing and administering performance improvement and corrective action plans.
- Ensure all performance documentation is accurate, consistent, and compliant with city standards.
- Analyze performance data to identify trends, risks, and areas needing attention.
- Assist in training and coaching managers on feedback practices and conducting evaluations.
- Collaborate with HR leadership to update and refine performance management frameworks.
- Generate reports and dashboards summarizing performance outcomes and metrics.
Leader Support & HR Consultation
- Partner with supervisors and department leaders to provide coaching and guidance on performance issues, goal setting, and accountability expectations.
- Support managers in preparing for and conducting difficult performance conversations.
- Identify recurring performance challenges and recommend process changes or targeted interventions.
- Serve as an HR resource and departmental champion to strengthen leader capability and reinforce HR best practices.
Learning Management System (LMS) Administration
- Manage and maintain the City’s Learning Management System as the primary LMS administrator.
- Create, upload, update, and maintain training modules, learning pathways, and instructional resources.
- Troubleshoot LMS issues for employees and leaders, ensuring minimal disruption to training activities.
- Pull LMS usage, compliance, and completion reports; validate accuracy and resolve inconsistencies.
- Analyze LMS data to identify training gaps, engagement trends, and opportunities for improvement.
- Build and manage LMS dashboards to support learning insights and departmental reporting.
- Collaborate with subject matter experts to design new digital learning content and virtual training modules.
- Ensure LMS configurations, permissions, workflows, and automation align with organizational needs.
Data Analysis and Reporting
- Generate and analyze performance, onboarding, and learning data to support strategic decision-making.
- Create summaries, presentations, and dashboards to communicate trends to HR leadership and departments.
- Track and report key metrics related to employee performance, training participation, compliance, and engagement.
Relationship Management & Continuous Improvement
- Collaborate with leaders and HR team members to ensure alignment around performance and learning initiatives.
- Recommend improvements to HR processes based on trends, system data, and leader feedback.
- Promote continuous learning, improved performance practices, and engagement across the organization.
Bachelor’s degree in human resources, business or public administration, or directly related field OR an equivalent combination of education and experience (two year of experience to one year of education) sufficient to successfully perform the essential duties of the job such as those listed above, unless otherwise subject to any other requirements set forth in law or regulation.
Five years of professional human resources experience that includes subject-matter expertise and knowledge in area related to assignment.
- A Society for Human Resources Management (SHRM) CP, SCP, PHR, or SPHR certification preferred