Administrative & Staff Job Classifications
Class Specification Title: Human Resources Advanced Analyst
Series: Human Resources
The Human Resources Advanced Analyst is the third level of a three level human resources series. Incumbents perform highly complex professional support within a large, multifaceted environment in areas to include but not limited to; employee relations, classification and compensation, equal employment opportunity office or recruitment and employment. Work involves the application of accepted personnel techniques and knowledge to a variety of personnel practices and problems and the exercise of sound professional judgment. The Human Resources Advanced Analyst is distinguished from the Human Resources Analyst by its full performance of more complex level duties requiring independent action in coordinating activities in support of a specialized human resources function. May function in a lead or supervisory capacity.
TYPICAL CLASS ESSENTIAL DUTIES
These duties are a representative sample; position assignments may vary.
- May supervise staff to include: prioritizing and assigning work; conducting performance evaluations; ensuring staff are trained; and making hiring, termination and disciplinary recommendations. Varies 0 - 5%
- Coordinates specialized College-wide human resources activities and functions as internal consultant and project lead to provide advice and guidance to staff, faculty, administration, general public, other educational institutions and external agencies regarding policies, procedures, processes and college practices serving as a liaison between the District Office, the campuses and other college locations. Daily 10%
- Conducts research and analyzes highly complex, technical and confidential issues, draws objective conclusions, provides recommendations that impact decisions made by administration and taking appropriate action by applying appropriate policies, procedures, and resources. Daily 10%
- Applies knowledge of federal laws, state statutes, and College policies as a means to resolving or expediting solutions to personnel matters. Daily 10%
- Performs evaluations of Human Resource processing operations and activities and recommends improvements and modifications. Daily 10%
- Ensures conformance with applicable College policies, procedures, processes and state and Federal laws and regulations. Daily 10%
- Provides complex technical information and interpretation of Human Resources policies and procedures to applicants, staff, College personnel, and external customers. Daily 10%
- Maintains and oversees the processing of compensation, personnel transactions or staffing information. Daily 10%
- Conducts and participates in special studies, surveys, analysis, investigations, and researches in a broad range of areas; prepares reports and makes recommendations based on findings. Daily 10%
- Assesses organizational training needs related to area of assignment; develops training materials; implements and conducts training programs and activities on topics suitable to the various levels of College employees. Weekly 10%
- Represents the department at Human Resources related functions. Monthly 5%
- Develops standard practice guides and business process analysis related to area of assignment college-wide. Quarterly 5%
- Performs other duties as assigned.
POSITION SPECIFIC RESPONSIBILITIES MAY INCLUDE:
Examples of assignment:
When assigned to Equal Employment Opportunity Office:
- Investigates internal allegations by employees and students of discrimination based on Title VII, Americans with Disabilities Act, Civil Rights Act of 1991, Age Discrimination in Employment Act, Executive Order 11246, and other federal and state Affirmative Action/EEO legislation, compiles facts, analyzes findings, prepares formal report and makes recommendations that impacts decisions made by others.
- Evaluate eligibility and make recommendations for employee work ADA accommodation requests
When assigned to Classification and Compensation:
- Conducts position studies, determines allocation of positions to appropriate job classification, coordinates the process to revise existing descriptions and develops new class specifications, and oversees the job evaluation process to include defending classifications before a job evaluation committee
- Coordinates response to salary surveys and oversees/determines salary placement analysis for new hires
When assigned to Recruitment and Selection:
- Coordinates and develops effective and cost efficient recruitment strategies for difficult or high profile recruitment efforts; implements recruitment efforts
- Coordinates the recruitment and selection processes by verifying authorized vacancies, monitoring recruitment plans, meeting with hiring authorities, developing position announcements, coordinating outreach efforts and advertising activities, screening applicants, scheduling testing and interviews, and communicating with candidates on offers of employment, salary information, and benefit options
When assigned to Employee Relations:
- Provides consultative advice to administrators in the use of performance management tools, corrective action plans, progressive discipline and performance management ensuring College policy is followed
- Investigates circumstances surrounding disciplinary actions, reviews documentation to support disciplinary actions, analyzes findings and makes recommendations that impacts decisions made by others.
- Facilitates in resolution of conflict and participates/coordinates mediation
When assigned to Organizational Effectiveness and Development
- Serves as LCMS (Learning Content Management System) Administrator - SkillSoft; creates users, creates content; creates functional reports, and provides end-user support.
- Partners with College divisions to develop and deliver training opportunities for staff and faculty.
- Develops, launches, manages, and evaluates new program initiatives College-wide; functions as facilitator.
Training and Experience (positions in this class typically require)
Bachelor's Degree in a related field and three years professional level human resources experience; 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:
- Current Arizona driver's license
Knowledge of (position requirements at entry):
- Supervisory principles
- Human resources principles, theories, trends and procedures applicable to assigned specialized field
- Applicable laws, regulations and compliance requirements
- Preparing and writing reports and communications
- Team building and consensus building techniques
- Researching principles
- Conflict resolution
- Excellent customer service skills
- New and emerging technologies
- Needs assessment principles
- Applicable computer software and applications
- Current trends in area of responsibility
- Strategic planning
Skills in (position requirements at entry):
- Providing advice and guidance based on specialized profession-level human resources knowledge
- Advising and coordinating solutions to complex policy and compliance issues
- Applying knowledge of Federal laws, state statutes, College systems and policies as a means to resolving or expediting solutions to complex personnel matters
- Developing training content and assessing its effectiveness
- Monitoring and evaluating employees
- Prioritizing and assigning work
- Organizing work and balancing multiple priorities
- Interpreting human resources policies and applying procedures
- Public speaking and presentation
- Developing training content and assessing its effectiveness
- Written and oral communications
- Working with a diverse employee population
- Excellent customer service
- Project management
- Conducting research
- Preparing complex reports and presentations
- Building consensus
- Interpreting and applying applicable policies, procedures, laws and regulations
- Utilizing applicable computer software and applications
- Compiling, analyzing and making recommendations on related topics and issues
- Evaluating human resources procedures and techniques
- 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
Positions in this class typically require: manual dexterity, talking, hearing, seeing and repetitive motions.
Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
Incumbents may be subjected to travel.
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.
Draft prepared by Fox Lawson & Associates LLC (DJG/LM)
Revised by Human Resources 1/05, 11/12, 01/16