Human Resources Analyst (Vacancy)

(Any one position may not include all of the duties listed, nor do the examples cover all of the duties that may be performed.)
 
Develops and implements plans and strategies for recruiting better qualified and more diverse applicants;
 
Participates in discussions relative to the organization of new units and the reorganization of existing units;
 
Analyzes existing organizational and human resource issues; recommends alternative approaches and solutions for existing organizational and human resources problems;
 
Discusses staffing needs with management/supervision and recommends classifications to best fit these needs;
 
Counsels and advises management/supervision on departmental and Citywide rules, regulations, and procedures pertaining to the recruitment and selection processes;
 
Coordinates or oversees the hiring/appointment process to ensure all applicable rules, regulations, and procedures are followed; identifies any pre-employment issues and makes recommendations as to whether or not to proceed with hiring decisions;
 
Reviews proposed policies to assess impact on human resources programs or functions;
 
Oversees the processing of personnel transactions; ensures payroll, time-off accruals, and other deductions are administered in compliance with applicable labor contracts and employment agreements; maintains awareness of any changes relating to payroll;
 
Develops, conducts, and/or coordinates training for employees; consults with administrators, managers, supervisors, and employees on training issues and needs;
 
Implements and monitors evaluation and appraisal methods to ensure timeliness and consistency; assists with development of performance standards;
 
Consults with employees, bargaining unit representatives, and management regarding issues such as disciplinary situations, grievances, fitness for duty, etc;
 
Prepares materials for grievance, fitness for duty, disciplinary, and/or other hearings; conducts investigations; represents Division at hearings;
 
Advises management on status of employee grievances and hearing decisions;
 
Monitors personnel, training, and/or grievance policies to ensure proper implementation and compliance;
 
Reviews and assists with the modification of class specifications as needed; monitors and maintains authorized strength position control; writes and/or assists line personnel in writing position descriptions;
 
Writes and/or prepares correspondence, reports, technical standards, manuals, policies, procedures, and guidelines;
 
Investigates complaints or issues brought forward by employees such as harassment, workplace violence, EEO complaints, etc;
 
Interprets, applies, and responds to questions regarding human resources laws, work rules, and labor contracts;
 
Reviews contract language to ensure the goals of all parties are accomplished;
 
May supervise assigned staff to include conducting performance appraisals, approving/disapproving leave requests, and/or initiating disciplinary actions.

Possession of a bachelor's degree and two (2) years of professional human resources experience in a human resources office, company, firm, or department.  Substitution(s):  A master's degree in a related field may be substituted for one (1) year of the required experience.