Human Resources/Risk Management Analyst

Classification Definition DEFINITION To perform a wide variety of responsible administrative and analytical support duties in a variety of program areas including recruitment and selection; classification and compensation; employee benefits; organizational development and training; and risk management. To conduct studies and research programs; to participate in special projects and assigned programs; to prepare a variety of financial and statistical reports; to ensure work quality and adherence to established policies and procedures; and to perform analytical and administrative tasks relative to assigned area of responsibility. DISTINGUISHING CHARACTERISTICS This is the full journey "generalist" level class within the Human Resources series. Employees within this class perform the full range of duties assigned, and possess professional level expertise in multiple functional areas of Human Resources. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully aware of the operating procedures and policies of the work unit. This class is distinguished from the Human Resources Specialist by the difficulty and complexity of work assignments assigned to the higher level Analyst class, and by the routine and transactional nature of work assigned at the Specialist level. Positions assigned to the Analyst level are further distinguished by the responsibility for performing work involving research, analysis, policy development, and preparation of sound recommendations. This class is also distinguished from the Senior Human Resources Analyst in that the latter is an advanced lead level with responsibility for multiple functional areas of Human Resources, and performs the most complex duties and responsibilities assigned to classes within the series. The work frequently requires attending meetings, coordination with other departments, and conducting training. Assigned duties and responsibilities will require work to be performed during and outside of normal office hours, weekends, and holidays. Essential Duties and Responsiblities EXAMPLE OF DUTIES: The classification specification provides a summary of the typical job duties performed, along with the general nature and level of work performed by employees in this classification. Duties may include, but are not limited to, the following: Participate in implementing a variety of human resource programs and activities, including recruitment and selection; classification and compensation; employee benefits; organizational development and training; labor and employee relations; and risk management. Conduct research, analyze data, and prepare written and statistical reports for a variety of human resources administrative, operational and policy issues; analyze alternatives and make recommendations; discuss findings with management staff, and prepare reports of study conclusions; oversee and assist in the implementation of recommendations. Provide guidance to operating departments on a variety of human resources issues; consult with managers and employees regarding the interpretation and application of practices, policies, and procedures including related laws and regulations. Update and revise policies, procedures, and regulations and various handbooks as appropriate; facilitate training on a variety of human resources policies, programs, and topics; develop training content and present to inter/intradepartmental audiences. Provide difficult and complex staff assistance to management staff; participate on, and provide staff support to, a variety of committees and boards; prepare and present staff reports and other correspondence as appropriate and necessary. Prepare and administer requests for proposals for a variety of human resources related consulting services; draft correspondence, reports, and related documentation; develop criteria to evaluate vendor proposals and participate in the vendor selection process; submit staff reports required for Council approval; administer approved contracts. Monitor State and Federal legislative changes on employment related laws and regulations; initiate recommendations and develop policies and procedures which are compliant with any changes in law. Plan, develop, coordinate, and facilitate citywide training programs; conduct needs assessments to identify citywide and department-specific training needs; design and prepare a variety of course curriculum and materials; conduct formal training sessions and act as course instructor; design, prepare and conduct course evaluation rating instruments; assess training effectiveness and modify training programs as needed. Conduct small group or one-on-one training interventions; meet with management to identify training and development needs and/or skill deficiencies within a work group; facilitate intervention meetings, team building, and problem solving exercises; conduct feedback sessions with managers, supervisors, and employees. Coordinate training events including program content, event activities, speakers, refreshments, meals, travel, audio-visual equipment, and room set-up; review and recommend payment for training/development related invoices; negotiate credits as appropriate. Publicize training courses and seminars; prepare promotional materials including course catalogs, articles, and flyers. Participate in the coordination of a variety of benefits programs and services, including medical, dental, vision, life, voluntary insurance plans, disability, leaves, and retirement plans offered through a variety of carriers, providers and third-party administrators; prepare and reconcile billing to various benefits vendors; evaluate program effectiveness and recommend changes; revise and edit benefits plan documents to incorporate legislative changes to ensure compliance with relevant codes and regulations. Participate in the administration of the City's deferred compensation plans; manage activities of the City's deferred compensation committee and coordinate various plans with plan administrators; promote voluntary program participation and oversee development of marketing materials; counsel employees on retirement programs and options. Participate in the planning and implementation of open enrollment; develop and distribute benefits plan descriptions, promotional materials and notices in compliance with legal and regulatory requirements; explain, interpret, and counsel employees regarding employee benefit plan coverage, eligibility for benefits, and claims procedures. Participate in the coordination of the City's annual health and benefits fair; arrange for carrier and vendor participation; meet with insurance providers; prepare communication materials; make logistical arrangements with other department and City staff; oversee activities during the benefits fair. Conduct new employee orientations and facilitate employee exit interviews. Plan, design, and develop recruitment and selection materials and examinations; develop recruitment outreach and promotional materials; screen applications; score and analyze results of written, oral and performance examinations; coordinate with department management and hiring managers throughout the process; provide job offers. Develop test administration and evaluation criteria; review and validate tests; administer selection testing and interviewing activities; develop and administer assessment centers. Minimum Qualifications QUALIFICATIONS Knowledge of: Operations and functions of municipal government. Operations and activities of a human resources programs and services. Recruitment and selection, classification and compensation, benefits administration, training and development, employee and labor relations, risk management, and related functions in a public sector environment. Modern trends and legal issues in the field of human resource management. Applicable Federal and State benefits and employment laws and regulations. Methods and techniques of research and analysis of personnel administration and statistical measurements. Adult learning theory and practices; instructional design and curriculum development; needs assessment and course evaluation techniques. Organizational development intervention strategies and evaluation techniques; and facilitation techniques. Principles and practices of budget development and administration. Basic principles and procedures of record keeping. Business letter writing and report preparation. Principles and practices of customer service. Office procedures, methods, and equipment including computers and applicable software applications.