JOB
**Applications are reviewed regularly. Postings may close prior to the listed date. Individuals are encouraged to apply immediately.**
***In addition to completing the application, the department has requested that you attach a cover letter describing a professional lesson you have learned during your HR career and how it has influenced the way you approach your work today***
Serving as a key resource for both internal and external department personnel, the Human Resources Analyst Senior provides expert-level guidance and advice on interpretation of policy, proper procedures for employee investigations and disciplinary actions, and employee labor relations matters. The position helps to ensure the success of the department by taking a lead role within the team and maintaining clear and open communication with staff. The ideal candidate will be an individual able to thrive in a busy, team environment where communication is key and high-level customer service is a top priority.
Primary Objectives
Performs complex professional human resources work through a variety of advanced activities in support of a centralized human resources system, including leading and providing expert-level support in employee relations, job analysis, classification and compensation plan administration, and employee training and development; independently performs advanced work in recruitment and selection, employee benefits, systems/records development, risk management, equal employment opportunity, and employee/labor relations; exercises independent judgment in interpreting and applying policies, procedures, contracts and applicable laws; performs related tasks as apparent or assigned.
Supervision Exercised
None
EXAMPLE OF DUTIES
- Conducts and advises others in performing employee investigations, prepares or reviews summaries, reports, and discipline recommendations related to findings. Consults with management prior to administration of investigation/discipline to ensures compliance with relevant laws, policies and collective bargaining agreements.
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Develops, drafts, and interprets personnel policies, procedures and other administrative regulations; responds to complex inquiries and recommends solutions to Human Resources issues, complaints, and potential legal actions; identifies legal requirements and obligations and ensures organizational compliance.
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Conducts organizational and classification studies and audits and prepares reports, recommendations and class descriptions; performs job evaluations as required.
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Collects, analyzes, and interprets compensation and benefit data; prepares analytical reports; and provides classification, compensation, benefits and related information to internal stakeholders and external agencies as required.
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Assists with the design, implementation, and evaluation of employee development and training programs; arranges for trainers or conducts training as needed; informs supervisors and employees of available training opportunities; evaluates effectiveness of training programs.
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Plans, develops and implements key strategic systems and programs related to recruitment and selection, benefits administration, and risk management. Acts as lead and subject matter expert in each of these areas and provides functional direction as needed.
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Leads and provides expert oversight of assigned risk management programs, including workers’ compensation, property, and casualty insurance; evaluates complex claims, identifies trends and risk exposures, and recommends corrective actions or program enhancements; serves as the primary point of contact for carriers, legal counsel, and senior management on complex or high-risk matters.
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Provides expert-level guidance and advice to management regarding employee and labor relations matters; interprets collective bargaining agreements; conducts research and collects various information in support of labor negotiations.
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Provides lead direction to Human Resources staff by assisting with workload prioritization, mentoring employees, providing technical guidance on complex human resources matters, facilitating cross-training and knowledge transfer, and promoting consistent application of departmental policies, procedures, and work standards.
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Serves on the County negotiating team with employee organizations and/or for grievance proceedings; conducts grievance and disciplinary investigations; makes recommendations and provides professional support related to dispute resolution.
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Provides advanced administration and governance of human resources information systems, including approving configuration changes, evaluating system impacts, resolving complex system issues, coordinating upgrades and testing, and serving as the primary liaison with Information Technology staff and system vendors to ensure functionality, data integrity, security, and compliance.
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Interprets and communicates personnel policies, procedures and regulations to County staff, management, and the public.
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Analyzes personnel procedures and practices and recommends improvements to enhance efficiency and effectiveness through consolidation, teamwork or automation.
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Provide technical advice, guidance and instruction to human resources staff regarding work procedures, practices, and complex case handling.
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Contributes to the efficiency and effectiveness of the unit's service to its customers by offering suggestions and directing or participating as an active member or lead of work teams.
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Evaluates the effectiveness of assigned human resources programs and systems, using data analysis, audits, and stakeholder feedback to recommend strategic improvements, process efficiencies, or policy changes.
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Prepares reports, correspondence and a variety of written materials; prepares and maintains accurate records and documentation of activities in accordance with legal and policy requirements.
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Represents the County with dignity, integrity, and a spirit of cooperation in all relationships with staff and the public.
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Contributes effectively to the accomplishment of team or work unit goals, objectives, and activities.
SUPPLEMENTAL INFORMATION
WORKING CONDITIONS
The characteristics listed below are representative of the physical demands, physical agility, sensory requirements, and environmental exposures required by an individual to successfully perform the essential duties of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.
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This work requires the frequent exertion of up to 10 pounds of force.
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Work regularly requires sitting, speaking or hearing, using hands and repetitive motions; frequently requires reaching with hands and arms; occasionally requires standing and walking.
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Work has standard vision requirements; vocal communication is required for expressing ideas by means of the spoken word; hearing is required to receive detailed information through oral communication and/or to make fine distinctions in sound.
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Work requires preparing and analyzing written or computer data and observing general surroundings and activities.
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Work is generally in a moderately noisy location (e.g. business office, light traffic).
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Work has no exposure to adverse environmental conditions.
ACKNOWLEDGEMENTS
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Continued employment is contingent upon all required licenses and certificates being maintained in active status without suspension or revocation.
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Employment is contingent upon successful completion of background/screening.
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Douglas County participates in E-Verify and will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each applicant’s Form I-9 to confirm work authorization. All candidates who are offered employment must complete Section 1 of the Form I-9 along with the required proof of their right to work in the United States and proof of their identity prior to starting employment. Please be prepared to provide required documentation as soon as possible after the job offer is made.
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This job description indicates, in general, the nature and levels of work, knowledge, skills, abilities and other essential functions expected of the incumbent. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Incumbent may be asked to perform other duties as required.
