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Administrative & Staff Job Classifications

Class Specification Title: Human Resources Analyst

Series: Human Resources

Levels in series:  1 | 2 | 3

BAND

GRADE

SUBGRADE

FLSA STATUS

C

4

2

Exempt


CLASS SUMMARY
The Human Resources Analyst is the second level of a three level human resources series. Incumbents perform professional level duties in areas to include but not limited to; benefits, faculty certification, and recruitment and employment.  The Human Resources Analyst is distinguished from the Human Resources Advanced Analyst by performing full performance level duties wherein the Human Resource Advanced Analyst functions as a specialist in a major functional area requiring greater analytical and decision-making accountability.

TYPICAL CLASS ESSENTIAL DUTIES

These duties are a representative sample; position assignments may vary.

  1. Conducting recruitment activities for regular staff, faculty and administrative openings, temporary positions and college work study; performing job analysis of approved vacant positions; serving as a technical advisor to screening committees;  providing college employee benefit information, or faculty certification requirements to current and potential regular and adjunct faculty and to the college community and general public.  Daily 30%
  2. Providing technical and complicated information and application of Human Resources policies and procedures, laws and regulations to applicants, staff, external customers, and general public.  Daily 25%
  3. Analyzing complex, technical and confidential information or situations, drawing logical conclusions, and preparing recommendations for appropriate action.  Daily 15%
  4. Reviewing  personnel documents for technical completeness and accuracy; entering data into database;  preparing new employee documents, identifying and correcting errors to meet established College policies and procedures; advising and consulting with business offices and other departments on status and accuracy of information contained on documents. Daily 5%
  5. Establishing and maintaining confidential employee files; verifying accuracy of personnel information; researching discrepancies and implementing corrective measures.  Daily 5%
  6. Providing training and/or orientations for current employees, new hires and temporary employees on human resources related areas.  Weekly 5%
  7. Conducting research studies, analyzing data, preparing related reports on a variety of topics, and making recommendations based on findings.  Weekly 10%
  8. Assisting employees and others by providing technical information to ensure individuals have a good understanding of human resources processes and operational procedures.  Weekly 5%
  9. Performs other duties of a similar nature or level.  As required.

POSITION SPECIFIC RESPONSIBILITIES MAY INCLUDE:
Examples of assignments:

When assigned to faculty certification:

  • Researches, calculates, and evaluates applicant academic qualifications to determine eligibility to teach based on transcript evaluation, license/certification and/or experience review in accordance with College standards.
  • Enters faculty contracts into payroll system, identifies and corrects errors.

When assigned to benefits:

  • Reviews, tracks and oversees employee leave usage associated with FMLA, workers compensation, short- and long-term disability and oversees compliance with College procedures and Federal and contract requirements.
  • Function as a technical resource to employees on College provided benefits programs.

When assigned to recruitment/selection:

  • Coordinate recruitment and selection activities by verifying authorized vacancies, monitoring assigned recruitments, establishing screening criteria with the hiring authorities, conducting job analysis, developing job announcements, coordinating outreach efforts and advertising activities, screening applicants, scheduling testing and interviews, and communicating offers of employment, salary information, and benefit options.

Training and Experience (positions in this class typically require):
Bachelor's Degree in a related field; and two years of professional level experience relevant to the human resources area of assignment or, an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above.

Licensing/Certification Requirements for some positions in this class may require:

  • Arizona driver's license

Knowledge of(position requirements at entry):

  • General knowledge of the various areas in the field of human resources
  • Job evaluation principles
  • Human resources principles and practices
  • Leadership principles
  • Organizational and management practices
  • Applicable laws and regulations relevant to the assigned area of human resources
  • Applicable computer software and applications
  • General statistical principles
  • Conflict resolution and mediation principles

Skills in (position requirements at entry):

  • Analyzing and evaluating applicant/employee information
  • Elements of persuasion to gain cooperation and acceptance of ideas
  • Using analytical judgment and applying methodical decision-making
  • Organizing work and balancing multiple priorities
  • Providing excellent customer service
  • Maintaining confidentiality of employee and applicant records Interpreting human resource policies and procedures
  • Analyzing problems and identifying solutions
  • Compiling and analyzing data
  • Interpreting and applying applicable policies, procedures, laws and regulations
  • Communicating human resources policies and procedures
  • Utilizing applicable computer software and applications
  • Public speaking
  • Communication, interpersonal skills as applied to interaction with coworkers, supervisor, the general public, etc. sufficient to exchange or convey information and to receive work direction.

Physical Requirements:

NOTE: The above job description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department.

Classification History:
Draft prepared by Fox Lawson & Associates LLC (DJG/LM)
Date: 03/01
Revised by Human Resources 1/05, 1/2013