JOB TITLE: HUMAN RESOURCE ANALYST 1

JOB CODE: 05011

SERIES NATURE OF WORK: The Human Resource (HR) job series describes work in the administration and delivery of HR programs and services.

DEFINITION: This is professional analytical work administering HR programs within clearly defined operational policies.

An employee in this job analyzes issues, programs, or processes and applies professional judgment to facilitate program administration. Supervision may be exercised over paraprofessional and clerical staff. Work is performed independently and is reviewed upon completion for adherence to program policies and guidelines.

• Employee Relations: Work involves investigating and responding to employee grievances and complaints by conducting interviews, record reviews, and on-site examinations; evaluating complaints; and preparing detailed analysis and recommendations.

• Family and Medical Leave Act (FMLA): Work involves serving as a FMLA Coordinator by approving or rejecting FMLA absence requests after reviewing eligibility, entitlement, and medical information; interpreting and providing guidance and technical assistance to supervisors and employees about FMLA processes and procedures; serving as a leave donation coordinator; and providing information and coordinating absence-related issues with other areas, such as employee relations, work related injury, State Employee Assistance Program (SEAP), time and attendance, and Americans with Disabilities Act.

• Organization Management: Work involves reviewing positions, evaluating duties and appropriate job specifications, and recommending proper classification of positions; and/or assisting with developing or revising job specifications. Work may also involve providing a full range of guidance, assistance, and training to agency supervisors and managers on position description development and maintenance.

• Recruitment: Work involves developing recruitment plans that meet operational needs and identifying qualified candidate pools; scheduling, conducting, and evaluating recruitment activities; designing recruitment presentations and documents; soliciting program staff to assist with recruitment activities including presentations to potential candidates, or assisting with planning, conducting, and coordinating specialized recruitment and outreach efforts for jobs that are difficult to fill by analyzing data and past recruitment efforts including recruitment sources, turnover information, and trends.

• Talent Acquisition:

• At the enterprise level, work involves one of the following:

• Validating position-based experience & training examinations and creating supplemental questions for nonmerit-covered postings and merit-covered postings that may include selective certification, condition of employment, or MET questions.

• Preparing exam plans and job postings, creating marketing language and audio or video materials for postings, and serving as a liaison with enterprise recruitment.

• Serving as a liaison with the contracted exam administration vendor, monitoring testing activity, and reviewing and making decisions on Americans with Disabilities Act testing accommodation requests.

• Determining external applicant eligibility and determining scores for experience and training exams.

• Performing furlough checks for all internal and external merit and nonmerit-covered requisitions.

• Preparing merit and nonmerit-covered referral lists.

• Reviewing education and employment verifications to ensure that applicants have the required education and experience.

• At the agency level, work involves:

• Administering the hiring process by advising and consulting with supervisors and managers, based on individual research and analysis, on all aspects of the hiring process for all types of hiring requests; tracking postings and keeping supervisors and managers apprised of the status through the selection and hiring process; and coordinating the candidate interview process.

• Reviewing job posting forms or vacancy-based posting language to effectively target desired candidates.

• Determining internal applicant eligibility and ensuring the hiring of qualified candidates is in accordance with Commonwealth policies and procedures and applicable union contracts (independent agencies only).

• Performing background checks and making employment recommendations based on the review of the information and job relatedness.

• Talent Development: Work involves revising and presenting training courses on various topics.

• Time and Attendance: Work involves serving as an agency time advisor by controlling an agency time and attendance program or a portion of a program including providing direction and assistance to lower-level time advisors and other staff involved in timekeeping; conducting audits to identify and resolve errors and ensure compliance with agency and Commonwealth time and attendance policies; assisting staff by interpreting provisions of collective bargaining agreements and Commonwealth and agency policies and procedures; and providing training for agency staff on time and attendance functions.

• Transactions and Call Center: Work involves performing human resource customer service work by responding to inquiries and assisting employees in multiple agencies with a variety of HR transactions including the provision of benefits and enrollment information; or providing transactions services to agencies by analyzing and processing a variety of position and personnel action requests and related systems transactions.

• Work-Related Injury (WRI): Work involves managing agency WRI claims and cases, including indemnity claims, by evaluating cases, recommending approval or denial of workers’ compensation claims to the third-party administrator (TPA), coordinating services with the TPA, approving or denying special benefits, and monitoring active claims and cases.

• Workforce Support: Work includes providing information to employees and managers on the use of SEAP services; providing guidance to managers about the procedures for conducting Fitness for Duty (FFD) evaluations, Condition of Continued Employment (COCE) referrals, and Critical Incident Stress Debriefing (CISD) meetings; and ensuring agency compliance with Workplace Violence (WPV) reporting requirements and workforce support training requirements.

• Work may also involve supervising staff at the Human Resource Assistant 2 level or equivalent.

ENTRY LEVEL KNOWLEDGES, SKILLS, AND ABILITIES:

• Knowledge of the methods and techniques used in researching, reviewing, and analyzing data.

• Knowledge of the use and functionality of Microsoft Office Suite software.

• Ability to apply critical thinking skills to identify and resolve problems.

• Ability to analyze and interpret regulations, policies, and procedures.

• Ability to analyze and interpret written information.

• Ability to communicate effectively orally.

• Ability to communicate effectively in writing.

• Ability to establish and maintain effective working relationships.

MINIMUM EXPERIENCE AND TRAINING: (NOTE: Based on the Entry Level Knowledges, Skills, and Abilities):

• Successful completion of the Human Resource Management Trainee program (Commonwealth title);

or

• One year as a Human Resource Assistant 2 or an Equal Opportunity Assistant (Commonwealth titles);

or

• One year of paraprofessional analytical experience and a bachelor’s degree;

or

• An equivalent combination of experience and training.