SENIOR HUMAN RESOURCES ANALYST (CLASSIFICATION AND COMPENSATION)

The Senior HR Analyst serves as a consultant to management on Human Resource related issues. A successful Senior HR Analyst will act as an employee champion and change agent in performing advanced-level human resources professional work including talent acquisition, classification and compensation, job analysis, performance management, organizational effectiveness, and reporting analytics. The Senior HR Analyst formulates partnerships across the City to deliver value-added service to management and employees that reflect the objectives of the organization. The scope of work requires the application of independent judgment. (Illustrative only. Any one position may not require all of the listed KSAs nor do the listed examples include all the KSAs which may be required.) Knowledge of Federal, state, and local laws and regulations governing human resource administration; specifically, Uniform Guidelines on Employee Selection, ADA, FLSA, and EEOC. Principles and practices of personnel recruitment, selection, training, compensation, and performance management. Principles of quantitative and qualitative analysis, sampling, and research methodologies. Principles and practices of classification development and management. Principles and practices associated with job analysis, test development, compensation, and classification design and evaluation. Principles and practices associated with workforce planning and development. Best practices in investigations procedures and methods. Project planning methods, instruments, and techniques. Statistics as it relates to the human resources function; specifically, test validation, test scoring, and development of HR metrics. Human Resources methods and techniques of modern public human resources administration. Skill to Operate a computer at an intermediate level along with computer software programs to include statistical analysis software, Word, Excel, PowerPoint and other standard office equipment in performance of assigned duties. Operate within a human resources information system (HRIS) environment. Develop key performance indicators (KPI) to monitor progress toward goal attainment and continuous improvement. Ability to Implement and apply all principles, rules and regulations associated with federal, state, and local regulations. Design and validate assessment and selection instruments. Take initiative to identify and anticipate customer needs and make recommendations for implementation. Perform research and data analysis utilizing best practice methods and techniques. Perform statistical sampling and analysis; specifically, reliability and validity analysis on assessment instruments. Organize work flow and direct work of others to achieve results. Exercise independent initiative and judgment. Present ideas clearly and persuasively orally and in writing. Understand and effectively carry out complex written and oral directions. Prepare clear, complete, accurate, and logical documents and reports using proper English sentence construction, punctuation, and grammar. Identify the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. Keeping up-to-date technically and applying new knowledge to your job. Provide guidance and expert advice to management or other groups on technical, systems, or process-related topics. Identify the developmental needs of others and coach, mentor or otherwise helping others to improve their knowledge or skills. Translate or explain what information means and how it can be used. Influence members of a group to work together to accomplish task. Compile, code, categorize, calculate, tabulate, audit, or verify information or data. Observe, receive, and otherwise obtain information from all relevant sources. Encourage and build mutual trust, respect, and cooperation among team members. Handle complaints, settle disputes, resolve grievances and conflicts, and/or otherwise negotiate with others. Manage multiple customer-departments in multiple locations. Manage multiple conflicting priorities. Effectively envision, develop, and implement new strategies to address competitive, complex issues. Maintain confidentiality of City information. Perform complex analyses of problems related to assigned area of responsibility. Each applicant must have a Bachelor's Degree or higher from an accredited college or a university in one of the following areas: human resources, public administration, business administration, organizational leadership, psychology, industrial organizational psychology, or a related field with coursework in statistics, test theory, research methods, employee selection and assessment, organizational/job design, staffing, performance management, or compensation and benefits. Additionally, each applicant must have two (2) years of work-related experience in Workforce Management, Human Resources, or a related field. An equivalent combination of education, training, and experience that demonstrates required knowledge, skills, and abilities may be considered. Other Requirements Some positions may require a valid Driver's License. Environmental Conditions Indoor and outdoor environments; exposure to office computer screens; exposure to extremes in weather conditions; travel within the City may be required. Physical Conditions Duties require maintaining physical condition necessary for sitting, standing and walking for prolonged periods of time; light lifting and carrying; general manual dexterity required; must be able to operate assigned vehicle. Examples of Work Performed Conducts job analysis activities including background research, site observations, interviews, subject matter expert focus group sessions, surveys, and questionnaire administration, grouping jobs into job families, working with subject matter experts to establish job relevancy, documenting job analysis results, and making appropriate assessment decisions. Compiles lists of required tasks, knowledge, skills, abilities, and personal characteristics to develop job analysis survey instruments, develop test plans, and guide the development of selection instruments (predictors) or to develop measures of job performance (criteria or outcomes). Designs job classifications; develops classification specifications utilizing techniques of job analysis and competency modeling to ensure job requirements are concise and clearly defined; reviews proposals for new class specifications and class specification and compensation range amendments; conducts classification studies. Calculates, prepares, and validates salary placements and adjustments of employees for conformance to City of Cincinnati policies and procedures and labor laws. Develops employee selection procedures for executive, professional, labor, and public safety jobs including structured interviews, work samples, role-play exercises, in-baskets, and written tests to aid in recruitment, selection, placement, and promotion in accordance with recognized psychometric principles and the Uniform Guidelines on Employee Selection including determining reliability and validity of assessment materials. Leads and participates in projects related to selection, placement, retention, recruitment, training and development, organizational development and improvement, process improvement, performance measurement and evaluation, or other areas of human resources intervention or practice. Conducts statistical analyses using SPSS, Systat, R, Excel, or other statistical software; interprets and evaluates results of statistical tests and uses outcomes to drive improvement of assessments (i.e., response patterns, item difficulty, item-total correlation, test reliability, and test validity), to set or recommend passing scores, and to evaluate adverse impact resulting from the use of selection instruments or systems. Develops and administers questionnaires (paper and internet-based) to subject matter experts to collect information on the tasks performed, important knowledge, skills, abilities, and personal characteristics and to collect ratings that would contribute to decisions such as test component weights and item retainment. Writes technical reports to document the job-relatedness of selection and promotional programs, including job analysis, basis for demonstrating validity, alternative predictors considered, and evaluation of the assessment systems. Creates and delivers training programs, including item-writing training, interviewer training, and writing assessment training. Travels to various locations to conduct job analyses, meet with departments representatives, work with subject matter experts to develop selection/assessment instruments, deliver training, and/or attend meetings. Interprets federal, state, and local Human Resources related laws, policies and procedures and disseminates information across customer-departments. Consults with customer-departments, vendors, and employees to facilitate resolutions. Communicates needs proactively with HR team and customer-departments, while seeking to develop integrated solutions. Plans and organizes assignments to achieve established objectives in a timely manner. Investigates and coordinates formal and informal employee and/or customer-department complaints; prepares and reports finding and recommendations for solutions. Provides professional and technical support to customer-departments on a variety of human resources issues and problems. Analyzes trends and metrics in partnership with HR team to monitor HR activities, develop solutions, programs, and policies. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal department and risk management as needed/required. Works closely with management and employees to improve work relationships, build morale, increase productivity and retention. Provides guidance and input on departmental restructures, workforce planning, succession planning. Conducts regular meetings with respective departments to keep lines of communication open and proactively address issues and concerns. Capable of mapping and reengineering work processes and/or facilitating process improvement strategies, including creating and measuring of key performance indicators. Plans, participates in, and evaluates special projects requiring coordination of activities across departmental and functional lines, to include the responsibility of project leadership over other professional and technical staff. Prepares human resources related policies and designs procedures and forms for implementation. Demonstrates superior seamless customer service, integrity, and commitment to innovation, efficiency, and fiscally responsible activity. Monitor workforce adherence to labor agreements; propose resolutions for collective bargaining or other labor or contract negotiations; recommend collective bargaining strategies, goals, or objectives. Performs other related duties as assigned. #J-18808-Ljbffr City-of-Cincinnat