Human Resources Analyst

JOB
DEFINITION: Under limited direction, performs difficult, complex, and specialized human resource analytical work in areas such as recruitment, selection, classification, compensation, equal employment opportunity, labor relations, employee relations, safety, risk management, employee development and other areas. DISTINGUISHING CHARACTERISTICS: This is the advanced journey level classification of the Human Resources classifications. The class is distinguished from the lower-level classifications in that this class requires a higher level of skill and performs more complex and/or specialized range of duties.

EXAMPLE OF DUTIES
The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related or a logical assignment for this classification. Other duties may be required and assigned. Interprets and applies personnel policies, rules regulations and provisions of labor agreements; develops and recommends human resource policies and/or procedures as directedConducts investigations relative to employee complaints and grievances and meets with employees and employee organization representatives on such matters; develops related reports and documentationResolves or assists in the resolution of disputes through a variety of resolution methodsProvides guidance and recommendations in performance management issues, prepares related documentationAssists in the development and maintenance of personnel management policies, procedures and programsParticipates on problem resolution committees and provides high-level staff support to a variety of commissions, task forces, and working groupsConsults with and advises supervisors, managers, and other employees regarding human resource policies and regulationsAnalyzes new legislation, plan experience data, plan costs, trends and utilization statistics and makes recommendations regarding plan modifications for enhanced benefits, cost containment and effective administrationDevelops, implements, and monitors compliance with the court’s risk management, safety, and equal employment opportunity programs as directedIdentifies and analyzes problems related to organizational structure, salary levels, classification, examining procedure, and other human resource related activitiesDevelops and implements recruitment and selection plans; designs and coordinates preparation of examinations, announcements, brochures and advertisements; and develops selection criteria to rank applicants; conducts interviews, chairs qualification appraisal panels, administers performance tests and may serve as the proctor of written examinationsDevelops and presents employee training, orientation and recognition programs; provide information on personnel, payroll and benefits programs and proceduresMay process payroll and benefits functions as directedMonitors, directs and participates in the discipline and grievance processes, and the performance management programAttend training as offered and/or directed. Travel to off-site courts, as neededPerforms other related duties as requiredSupervisory Duties: NoneWORK HOURSEight (8) hour work day plus overtime per the Court's operational needs

SUPPLEMENTAL INFORMATION
Performance AptitudesData Utilization: Requires the ability to review, classify, categorize, prioritize, and/or analyze data. Includes exercising discretion in determining data classification, and in referencing such analysis to established standards for the purpose of recognizing actual or probable interactive effects and relationships. Human Interaction: Requires the ability to apply principles of persuasion and/or influence over others in coordinating activities of a project, program, or designated area of responsibility.Equipment, Machinery, Tools, and Materials Utilization: Requires the ability to operate, maneuver, and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions.Verbal Aptitude: Requires the ability to utilize a wide variety of reference, descriptive, and/or advisory data, and information.Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication, and division; the ability to calculate decimals and percentages; the ability to utilize principles of fractions; and the ability to interpret graphs.Functional Reasoning: Requires the ability to apply principles of influence systems, such as motivation, incentive, and leadership, and to exercise independent judgment to apply facts and principles for developing approaches and techniques to resolve problems.Situational Reasoning: Requires the ability to exercise judgment, decisiveness, and creativity in situations involving the evaluation of information against sensory, judgmental, or subjective criteria, as opposed to that which is clearly measurable or verifiable.Physical Ability: Strength, dexterity, coordination, and vision to use a keyboard, computer monitor, and other office equipment on a daily basis and for extended periods of timeFine finger manipulations, dexterity, and coordination to handle files and single pieces of paperForceful and repetitive gripping, grasping, and pinchingOccasional lifting and carrying of objects weighing up to 20 lbs.Frequent reaching for items on shelves, above, at, and below desk/shoulder levelExert up to 20 lbs. of force occasionally, and/or up to 10 lbs. of force frequently, and/or negligible amount of force constantly to move, torque, twist, push, and pull objectsFrequently sit for extended periods; frequently stand for extended periods; and frequently walk, move, bend, stoop, lift, and stretchAble to move to different locations such as, but not limited to: courtrooms, clerk's office, various departments, other court facilities, and desk assignments based on the operational needs of the CourtAble to traverse inside and outside over uneven ground and pavementPerform repetitive writing, typing, copyingEmployees are regularly required to verbally communicate both in person and by telephoneCorrected hearing and vision to normal rangeSensory Requirements: Some tasks require the ability to perceive and discriminate colors or shades of colors, sounds, and visual cues or signals. Some tasks require the ability to communicate orally.Environmental Factors: Essential functions are regularly performed without exposure to adverse environmental conditions.BACKGROUND INVESTIGATIONS: Convictions, depending on the type, number and date, may be disqualifying. Court employees shall be subject to a modified background investigation and fingerprinting. False statements or omission of facts regarding background or employment history may result in disqualification or dismissal.