JOB TITLE: HUMAN RESOURCE ANALYST 2

JOB CODE: 05012

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 that are not governed by procedure or strict guidelines.

An employee in this job analyzes issues, programs, or processes to facilitate program administration. Work involves performing detailed studies of issues, which result in formal written recommendations for program administration or improvement. Supervision may be exercised over professional, paraprofessional, and clerical staff. Work is performed independently and is reviewed through conferences and reports.

• Complement Management: Work involves analyzing needs for staffing and available agency complement, monitoring fund appropriations and complement caps, providing recommendations to agency executives to address complement needs, facilitating or processing necessary complement and coding changes, and preparing ad-hoc reports that support varied HR data requests.

• Employee Relations: Work involves reviewing and investigating employee grievances, complaints, and contract interpretation issues and taking appropriate action; and advising and providing guidance to supervisors and managers on the handling of employee discipline and performance issues.

• Family and Medical Care Act (FMLA): Work involves serving as a FMLA Coordinator by regularly investigating and making recommendations for complex and unusual cases involving potential fraud, leave abuse, disciplinary actions, or other employee relations issues; providing timelines and recommendations to  employee relations staff to support disciplinary actions; or preparing case summaries and background information for federal Department of Labor investigations related to FMLA complaints.

• Organization Management:

 • Work involves reviewing positions in a wide variety of occupations to determine proper classification, which may include employee or management-initiated requests and employee grievances; drafting new or revised job specifications and recommending appropriate pay scale groups and bargaining units; and/or evaluating agency reorganization proposals including preparing recommendations to address concerns, providing assistance to program managers in developing or modifying proposals, preparing and coordinating the submission of formal reorganization requests, and facilitating the implementation of approved reorganizations.

 • At the enterprise level, work involves providing guidance to agencies and other customers on pay-related matters; analyzing and drafting responses to requests for appointments above the minimum, exceptional pay increases, and exceptions to the pay rules; and analyzing and providing pay-related data and cost  projections to Commonwealth negotiators during collective bargaining sessions with employee unions.

• Recruitment: Work involves 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; developing recruitment plans that meet operational needs and          identifying qualified candidate pools; scheduling, conducting, and evaluating recruitment activities; designing recruitment presentations and documents; and soliciting program staff to assist with recruitment activities including presentations to potential candidates.

• Safety: Work involves regularly investigating safety concerns and workplace accidents, conducting analysis of investigation data, making recommendations for accident and injury prevention, and maintaining an agency safety program to ensure compliance with state and federal standards, regulations, and laws.

• Talent Acquisition:

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

• Developing or significantly revising position-based experience and training examinations and reviewing and approving supplemental questions for nonmerit-covered postings.

• Determining eligibility for all applicant types with final authority and determining candidates’ experience and training examination scores.

• Analyzing and recommending action on a variety of requests to include creating new furlough units, list removals, PA residency waivers, and veterans’ preference.

• Analyzing and determining internal and external appointable candidates and list extensions and determining the disposition of reconsideration requests of ineligibility and score decisions for merit covered positions.

• Providing quality assurance and policy guidance for all functions and processes in the bureau.

• Providing guidance on Act 71 merit system employment hiring and ensuring hiring actions are compliant with merit system policies and procedures.

• Determining suitability for new or continued employment in positions with access to federal tax information based on IRS’ Publication 1075 Tax Information Security Guidelines for Federal, State and Local Agencies requirements.

• Talent Development: Work involves evaluating training needs and designing, presenting, and evaluating new training courses on functional subjects by conducting detailed studies of subjects and developing courses to aid employees in the performance of their duties and responsibilities, consistent with specific programmatic or regulatory requirements.

• Talent Planning: Work involves providing proactive and consultative talent planning services for an assigned agency, multiple small agencies, or significant segments of a large agency, which involves consulting with program managers, analyzing the agency’s workforce, and identifying issues related to employee retention, recruitment challenges, insufficient candidate pools, improperly skilled/trained candidates and employees, performance management issues, and other similar issues; developing solutions that typically involve partnering with other areas of HR; providing options to agency program managers to resolve the    issues; and analyzing employee mobility patterns and guiding agency program managers in developing succession planning strategies to meet general and specific organizational and occupational needs.

• Transactions and Call Center: At the enterprise level, work involves performing specialized HR customer service work by serving as a subject matter expert in the call center for a range of agency transactional and procedural issues, or employee benefits and services issues; providing guidance to lower-level analysts;   and resolving difficult issues for which no policies or procedures are available.

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

• Workforce Support: Work involves independently investigating alleged workplace violence incidents including conducting interviews with involved parties, coordinating with employee relations regarding disciplinary actions, informing enterprise of serious incidents, and preparing reports of findings and recommendations.

• Work may also involve supervising staff at the Human Resource Analyst 1 level or equivalent.

ENTRY LEVEL KNOWLEDGES, SKILLS, AND ABILITIES:

• Knowledge of human resource administration principles and best practices.

• Knowledge of applicable laws, rules, regulations, and procedures impacting human resource functions.

• 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):

   • One year as a Human Resource Analyst 1 or Equal Opportunity Specialist 1 (Commonwealth titles);

or

   • Two years of analytical experience that includes one year of professional human resource or equal opportunity experience, and a bachelor’s degree;

or

   • An equivalent combination of experience and training.