Sr Human Resources Analyst (Organizational Development and Training)

Career Opportunity The City of Las Vegas invites applications for Sr Human Resources Analyst within our Organizational Development & Training division. This position leads or supervises, oversees and participates in the more complex work of staff responsible for providing a variety of professional, technical and analytical human resources services in one or more of the following areas: recruitment, classification and compensation, liability claims, safety, training, employee benefits, ADA, FMLA, leave management, performance and talent management, affirmative action and equal employment opportunity programs, onboarding, labor contract administration, and labor and employee relations. Ideal Candidate Our ideal candidate has experience in facilitation, coaching, strategic planning, curriculum development. They are able to research, design, implement and evaluate programs and teams. They have a successful track record in developing and conducting organizational assessments, designing and evaluating interventions and possess an ability to engage with a variety of individuals. Key Qualifications Excellent communication and interpersonal skills. Ability to work independently and as part of a team. Strong analytical and problem‑solving skills. Ability to conduct organizational assessments and track results. Ability to develop and implement strategies. Possess and demonstrate emotional intelligence. A background in Human Resources and Learning Development is desirable. Distinguishing Characteristics This is the advanced journey level class in the Human Resources Analyst series. Positions at this level are distinguished from other classes within the series by the level of responsibility assumed, the complexity of duties assigned, and the level of independence expected. Employees perform the most difficult and responsible types of duties assigned to classes within this series. Employees at this level are required to be fully trained in all procedures related to assigned area of responsibility. Supervision Received and Exercised Receives direction from the assigned Human Resources Administrator or Human Resources Manager and higher level management. May act as a lead worker or a formal supervisor. As a lead, exercises functional or technical supervision, including scheduling and assigning tasks, providing guidance, ensuring work is completed according to proper procedure, monitoring work progress, and reviewing results. As a first line supervisor for designated staff, interviews and selects job applicants, trains, assigns and oversees work, and establishes and evaluates appropriate performance standards in accordance with department objectives. Selection Process The selection process will include a review of all applications with only the most qualified participating in an interview. Final candidate selection will include a hiring interview (if applicable). Any individual offered employment will be required to pass a pre‑employment drug test and complete a background check. Some positions may require preliminary background checks. Essential Functions When assigned as a lead, plans and assigns the work of staff responsible for human resources services in one or more of the following areas: recruitment, classification and compensation, liability claims, employee benefits, ADA, FMLA, leave management, performance and talent management, onboarding, training, employee development affirmative action and equal employment opportunity programs, labor contract administration and labor and employee relations. Serves as an internal consultant and subject matter expert in one or more disciplines of human resources and provides direction and guidance to colleagues, supervisors and management in order to achieve goals and objectives related to the city’s visions and priorities. Ensures employees adhere to established work methods, techniques and schedules, and comply with applicable city and department policies, procedures, standards and specifications; reviews needs with appropriate management staff; allocates resources accordingly. When assigned as a supervisor, interviews and selects job applicants, trains, assigns and oversees work, and establishes and evaluates appropriate performance standards in accordance with department objectives. Coordinates and helps execute the strategic business plan of the assigned work unit; assists in developing goals, objectives and performance metrics; evaluates programs and projects and recommends policy and procedure changes to improve effectiveness. Plans, directs and participates in the more complex projects; responds to and resolves department concerns. Responds appropriately to sensitive and controversial situations, inquiries and requests, both internal and external. Collects and analyzes statistical data; prepares a variety of correspondence, documents and reports; presents findings and recommendations; implements approved actions. Ensures that appropriate human resource guidelines are being followed. Interprets human resources policies and procedures; responds to requests for information and assistance from employees, management, outside agencies and the public. Develops and facilitates relevant training for management and employees. Maintains confidential personnel records and information. When Assigned to Organizational Development & Training Confers with departments regarding organizational development, employee wellness and training needs; facilitates related projects as assigned. Conducts assessments and workforce analyses to identify performance gaps, engagement concerns, and operational challenges, develops and coordinates implementation of strategies aligned with organizational goals. Designs, develops, and implements citywide training, leadership development and wellness initiatives. Creates and facilitates supervisory and management development programs, professional growth courses and learning initiatives that promote resilience, communication, effectiveness, emotional intelligence, psychological safety and employee well‑being. Incorporates research, best practices and competency frameworks in curriculum development. Coordinates and supports organizational change and workforce development initiatives. Assists departments with organizational transitions, restructures, succession planning efforts, and performance improvement initiatives; develops implementation plans and communication strategies to support operational continuity and employee engagement. Monitors program effectiveness and organizational impact. Establishes evaluation metrics to assess training outcomes, employee engagement, and workforce development efforts; prepares reports and recommendations; facilitates team development and collaborative problem‑solving sessions to strengthen workplace effectiveness. Marginal Functions Stays abreast of trends and innovations in the field of human resource management, particularly in the area of assignment. Performs related duties and responsibilities as required. Experience Four years of increasingly responsible experience in the area of assignment. Experience in municipal government is desirable. Training Bachelor’s degree from an accredited college or university with major in human resource management, public administration, business administration or a field related to the essential functions. May substitute a combination of equivalent education and related experience. The city assesses 1.5 years of full‑time experience as equivalent to one year of education. License or Certificate Professional certification in the field of assignment is desirable. May be required to possess and continually maintain an appropriate valid driver’s license, depending on assignment. Knowledge of Modern principles and practices of human resource management and administration. Research and data analysis methods and techniques. Advanced principles and practices in applicable area of specialization. Pertinent federal, state and local laws, codes and regulations. Techniques of report writing. Business English, including grammar, spelling, sentence structure and punctuation. Common office computer hardware and software, including word processing, spreadsheets and email. Principles and practices of supervision, training, and performance evaluation. Skills Developing operational reports and recommendations. Gathering, organizing and analyzing statistical data. Producing written documents with clearly organized thoughts using proper sentence construction, punctuation, spelling and grammar. Using computers and computer applications and software. When Assigned to Organizational Development & Training (Additional Skills) Designing and facilitating engaging, high‑impact training and leadership development programs. Conducting organizational assessments and translating findings into actionable strategies. Facilitating team development, conflict navigation, and difficult conversations. Coaching leaders and managers to improve performance, communication, and team effectiveness. Developing and implementing change management and communications strategies. Creating curriculum, learning materials, and digital learning content. Ability to Interpret, apply, explain and enforce applicable federal, state, local and city laws, codes, policies, procedures, rules and regulations. Use initiative and independent judgment within established guidelines. Analyze problems, identify alternative solutions, project consequences of proposed actions and propose recommendations in support of department goals. Evaluate current business processes, make recommendations for improvement and implement approved strategies. Set and adjust priorities in a rapidly changing environment. Plan, organize and prioritize assignments. Meet critical deadlines. Manage multiple assignments. Demonstrate respect and sensitivity for cultural differences. Work independently without close supervision. Delegate and follow up on assignments. Seek and accept input and assistance from others. Communicate with individuals from a variety of social, cultural, economic and educational backgrounds while demonstrating respect and sensitivity for perceived differences. Explain complex technical systems in clear and simple terms understandable to non‑technical staff. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. Help others understand and manage change. Support creative thinking and problem solving by encouraging feedback. Competencies In addition to Core Workforce Competencies: Supervisor Competencies Professionalism – models core values by being honest, respectful and positive; continuously demonstrates the core values of the city; supervisory actions are collaborative whenever possible and intended to grow the city’s capacity at an individual, unit, division and/or department level. Managing Performance – takes responsibility for own and assigned employees’ performance, by setting clear goals and expectations, tracking progress against the goals, ensuring regular feedback, and addressing performance problems and issues promptly. Decisiveness – willingness to make difficult decisions in a timely manner. Developing and Empowering Others – willingness to delegate responsibility; coaching assigned employee to develop their capabilities. Facilitating Partnerships – builds community and partnerships both inside and outside the organization. Forward Thinking – anticipates the consequences of situations and decisions; taking appropriate action to be prepared for possible changes. Providing Support – provides the tools and creates a supportive environment that allows others to successfully complete their work. #J-18808-Ljbffr City of Las Vegas