HUMAN RESOURCE ANALYST 2 GENERAL L0542

HUMAN RESOURCE ANALYST 2 CLASSIFICATION & COMPENSATION

HUMAN RESOURCE ANALYST 2 EXAMINATION

HUMAN RESOURCE ANALYST 2 EMPLOYEE TRAINING

HUMAN RESOURCE ANALYST 2 EMPLOYEE BENEFITS

HUMAN RESOURCE ANALYST 2 LABOR RELATIONS

General Concept: Full Journeyman level human resource work of a professional nature implementing methods and techniques in human resource programs.

Position Types:

Specialist-Analyst: Work of this level is distinguished from Human Resource Analyst 1 by the greater accountability and impact of the work performed, its technical difficulty, and the sensitivity involved. Work is carried out with only general supervision. Personal relationships include interviewing a variety of employees and supervisors to gather facts, propose technical recommendations, resolve procedural or program conflicts, and furnish advice. In an institutional and small department operation there may be a combination of two or more functions but with less technical specialization than in a larger human resource office. Positions of this type and class may include, for example, specialists in recruitment, job evaluation and validation, examination development, training program development and administration, orientation programs, retirement counseling and computations, labor relations and grievance training, employee safety, or combinations of such activities. Emphasis at this level most generally will be at the operational level rather than developmental and evaluative. Positions of a developmental-evaluative emphasis with strong or advanced specialty responsibilities should be reviewed for possible 3 level allocation.

Supervisor-Chief: Positions of this type and at this level would generally represent a combination of technical and supervisory duties of a largely operational nature. Positions may include, for example, section supervisors with direction over several lower level professional, para-professional and technical positions in a hospital, other institution, or college for one or several high impact functions; section supervisor in a small or medium-size department; or supervisor of a sub-section in a large department. This work would typically involve full technical duties in addition to planning, overseeing, and reviewing work of subordinates.

Manager-Director: Allocation of this type of position at this level would be appropriate for a small institution or other field installation with a partial human resource program or with an organizational structure which results in a major dividing of the program. Most typically, the Manager-Director type is found at the 3 level and above.

Required Knowledges, Skills, and Abilities:

General Parenthetical: Knowledge of state government organization.

Knowledge of basic state human resource functions and division of responsibilities and ability to apply this general knowledge in obtaining and analyzing source information.

Knowledge of the principles, practices and techniques of employee safety administration.

Knowledge of Federal and state health and safety regulations.

Ability to recognize, evaluate and correct employee safety hazards.

Classification and Compensation Parenthetical: Knowledge of the principles of position classification as applied in public human resource administration.

Knowledge of the principles, practices, and techniques of compensation of pay plans, and the implementation and administration of pay practices.

Knowledge of the reference sources of information regarding the development, modification, and administration of classification and compensation plans.

Ability to apply these knowledges in the evaluation, review, and monitoring of classification and pay-related questions.

Examination Parenthetical: Knowledge of the principles of examination development and evaluation.

Knowledge of the principles, practices and current techniques of test development, validation, and research applied to the general requirements of public human resource administration.

Knowledge of the reference sources of information regarding examination development and evaluation.

Ability to apply these knowledges in the development and evaluation of testing programs in a number of occupational areas common to public organizations.

Employee Training Parenthetical: Knowledge of the principles of employee training including curriculum assessment and development.

Knowledge of the principles, practices, and techniques of employee training development including methodology of determining and developing training needs and goals, alternate training methods, curriculum outlines and materials, training and teaching resources, and assessment of results.

Ability to apply these knowledges in the development of effective training programs in a variety of public settings.

Skill in applying basic instructional techniques and methods in the preparation and conduct of training sessions.

Skill in resolving normal classroom problems and in making outside contacts for supplemental information and materials.

Employee Benefits Parenthetical: Knowledge of the principles, practices, and techniques of employee benefit administration including the assessment of existing practices and needs, development of recommended programs, evaluation of alternative approaches, and design of detailed specifications, procedures and policies.

Knowledge of employee benefit administration as related to other aspects of employee compensation.

Knowledge of the methods of collecting, analyzing, interpreting, summarizing, and reporting on data of a statistical nature.

Ability to apply these knowledges in the development and evaluation of employee benefit programs and segments.

Labor Relations Parenthetical : Knowledge of the principles of employee relations.

Knowledge of the principles, practices, and techniques of collective bargaining including the evaluation of existing contracts, assessment of contract proposals, preparation of recommended approaches, negotiation, contract interpretation, and contract and grievance administration.

Knowledge of basis precedents and principles of labor relations laws.

Ability to apply these knowledges in the resolution of negotiations and the consistent administration of contract agreements.

All Parentheticals: Knowledge of the basic principles, methods, and techniques of public human resource administration.

Knowledge of the basic principles and practices of public administration.

Ability to apply knowledge of current developments in public human resource management including the inter-relationships of examinations and placement, classification, affirmative action, employee training, and labor relations to the areas of assignment.

Ability to execute program specialist and supervisory assignments in accordance with program objectives and within time and resources constraints.

Ability to read, interpret, and apply human resource provisions as stated in rules, regulations, contracts, and other controlling procedures.

Ability to gather, assemble, correlate, and analyze facts and to prepare technical analyses and recommendations.

Ability to prepare technical reports of field investigations.

Ability to read, write, and communicate orally in English.

Ability to develop and maintain effective working relationships with associates, supervisors, operating and staff service officers, representatives of employee organizations, employees, and members of the general public.

Minimum Experience and Training: One year of experience in the performance of technical human resource duties at the journeyman level, including experience in the area of the parenthetical; and a bachelor’s degree.

or

Any equivalent combination of experience and training.

Date Established or Last Revised

Class Specification - 1981

Evaluation Guide - 1977 

Commonwealth Equivalent PSG ST07