JOB DESCRIPTION

 

 

JOB TITLE:  Human Resources Analyst II (Employee Relations)

 

MAINTENANCE REVIEW DATE:  September 1997

 

ORG/POS #:  1200/1398

 

JOB OBJECTIVE:  To plan and supervise the classification and compensation activities for the City; to compile and analyze data for employee relations activities and projects.

 

ACCOUNTABILITY:  Receives general direction from the Director of Human Resources.

 

ESSENTIAL JOB FUNCTIONS:

 

1.         Develops and implements procedures for maintaining the classification and compensation system.

 

2.         Conducts job audits with position incumbents and their immediate supervisors to collect information for creating and updating job descriptions and specifications; writes and revises job descriptions and specifications.

 

3.         Determines job titles, required knowledge, skills and abilities, and minimum qualifications of City positions based on designated duties and responsibilities, support materials and compatibility with other City classifications.

 

4.         Recommends reclassification or retention of the current pay grade for revised positions, utilizing point factor analysis; recommends pay grades for new positions, utilizing point factor analysis.

 

5.         Determines and presents point factor analysis recommendations and supporting documentation to the Position Evaluation Committee for classifying City positions.

 

6.         Develops salary and benefit survey questionnaires; directs the compilation and distribution of survey results; analyzes survey results, utilizing statistical analysis.

 

7.         Supervises the compilation and distribution of the annual Compensation Manual; notifies Finance and Management Support Department staff of changes in the compensation plan which require financial or computer system changes.

 

8.         Supervises the compilation of cost figures for proposed changes in employee benefit and compensation plans, utilizing a microcomputer with spreadsheet software.

 

9.         Serves as a member of the City’s negotiating team with all employee groups; ensures that minutes of negotiating sessions are correct; prepares contracts for publication reflecting language agreed to by both parties.

 

10.       Updates the Administrative Personnel Policy and Procedure Manual on a regular basis; ensures updated policies and procedures are distributed to all supervisors.

 

11        Compiles and analyzes data for special projects as requested by the Employee Relations Manager or the Director of Human Resources; researches data and completes special projects.

JOB TITLE:  Human Relations Analyst II (Employee Relations)

JOB DESCRIPTION - CONTINUED

 

 

12.       Answers questions from City employees and other organizations regarding classification and compensation and labor relations issues, policies, and procedures.

 

13.       Develops rating standards for the City's performance evaluation system; conducts training for supervisory personnel regarding the proper utilization of performance ratings.

 

14.       Ensures records and materials regarding salary data, labor negotiations, and special projects are maintained; develops and updates internal procedure guidelines.

 

15.       Prepares regular and special narrative and statistical reports, utilizing a microcomputer with spreadsheet and word processing software.

 

16.       Assigns and reviews the work activities of the Human Resources Analyst I (Employee Relations) to ensure that established goals and objectives are met.

 

SECONDARY DUTIES AND RESPONSIBILITIES:

 

1.         Monitors or conducts exit interviews.

 

2.         Performs other related duties as required.

 

SUPERVISORY RESPONSIBILITIES:

 

Provides general supervision to the Human Resources Analyst I (Employee Relations).

JOB SPECIFICATION

HUMAN RESOURCES ANALYST II

(EMPLOYEE RELATIONS)

 

 

GENERAL STATEMENT OF DUTIES:  Performs work of considerable difficulty in planning and supervising the City's classification and compensation activities and in compiling and analyzing data for employee relations activities and projects.

 

MAINTENANCE REVIEW DATE:  January 1996

 

EXAMPLES OF WORK:  (Illustrative)

 

Develops and implements procedures for maintaining the classification and compensation system.

 

Conducts job audits with position incumbents and their immediate supervisors to collect information for creating and updating job descriptions and specifications; writes and revises job descriptions and specifications.

 

Determines job titles, required knowledge, skills and abilities, and minimum qualifications of City positions based on designated duties and responsibilities, support materials and compatibility with other City classifications.

 

Recommends reclassification or retention of the current pay grade for revised positions, utilizing point factor analysis; recommends pay grades for new positions, utilizing point factor analysis.

 

Determines and presents point factor analysis recommendations and supporting documentation to the Position Evaluation Committee for classifying City positions.

 

Develops salary and benefit survey questionnaires; directs the compilation and distribution of survey results; analyzes survey results, utilizing statistical analysis.

 

Supervises the compilation and distribution of the annual Compensation Manual; notifies Finance and Management Support Department staff of changes in the compensation plan which require financial or computer system changes.

 

Supervises the compilation of cost figures for proposed changes in employee benefit ad compensation plans, utilizing a microcomputer with spreadsheet software.

 

Serves as a member of the City’s negotiating team with all employee groups; ensures that minutes of negotiating sessions are correct; prepares contracts for publication reflecting language agreed to by both parties.

 

Updates the Administrative Personnel Policy and Procedure Manual on a regular basis; ensures updated policies and procedures are distributed to all supervisors.

 

Compiles and analyzes data for special projects as requested by the Employee Relations Manager or the Director of Human Resources; researches data and completes special projects.

 

Answers questions from City employees and other organizations regarding classification and compensation and labor relations issues, policies, and procedures.

 

JOB TITLE:  Human Resources Analyst II (Employee Relations)

JOB SPECIFICATION - CONTINUED

 

 

Develops rating standards for the City's performance evaluation system; conducts training for supervisory personnel regarding the proper utilization of performance ratings.

 

Ensures records and materials regarding salary data, labor negotiations, and special projects are maintained; develops and updates internal procedure guidelines.

 

Prepares regular and special narrative and statistical reports, utilizing a microcomputer with spreadsheet and word processing software.

 

Assigns and reviews the work activities of the Human Resources Analyst I (Employee Relations) to ensure that established goals and objectives are met.

 

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES:

 

Considerable knowledge of federal, state, and local laws and regulations governing classification and compensation and labor relations.

 

Considerable knowledge of the principles and practices of factor comparison and point system methods of job evaluation.

 

Considerable knowledge of job analysis principles and practices.

 

Considerable knowledge of job evaluation principles and practices.

 

Considerable knowledge of salary and benefit costing procedures.

 

Considerable knowledge of research methods and techniques.

 

Considerable knowledge of the City's negotiated statements of agreement.

 

Considerable knowledge of Civil Service Commission Rules and Regulations.

 

Considerable knowledge of City’s Administrative Personnel Policies and Procedures.

 

Good knowledge of descriptive and inferential statistics.

 

Good knowledge of performance appraisal systems, including behaviorally anchored rating scales.

 

Skill in the operation of a microcomputer, utilizing spreadsheet and word processing software.

 

Ability to conduct job evaluations utilizing factor comparison and/or point system methods.

 

Ability to analyze jobs and write job descriptions.

 

Ability to determine required knowledge, skills, and abilities and minimum qualifications.

 

Ability to communicate effectively, both orally and in writing.

 

JOB TITLE:  Human Resources Analyst II (Employee Relations)

JOB SPECIFICATION - CONTINUED

 

 

Ability to create and modify personnel policies and procedures based on changes in laws and regulations.

 

Ability to develop rating standards for the City's performance appraisal system.

 

Ability to train supervisory personnel in the proper utilization of the performance appraisal system.

 

Ability to perform mathematical calculations.

 

Ability to maintain hard copy and computer files and records.

 

Ability to compute the cost of proposed changes in salary rates and benefit plans.

 

Ability to draft wording for language to be included in negotiated statements of agreement.

 

Ability to analyze negotiation proposals for feasibility and the effects of implementation.

 

Ability to assign and direct the work activities of assigned staff.

 

Ability to develop and maintain microcomputer files to cost salary and benefit changes and to store compensation data.

 

ACCEPTABLE EXPERIENCE AND TRAINING: 

 

Completion of a Bachelor's Degree in Human Resources Administration, Business Administration, Applied Psychology, or a related area; at least two (2) years of professional level experience analyzing, classifying, and grading jobs (which includes writing job descriptions) in a human resources department setting ; at least one (1) year of supervisory experience; OR any equivalent combination of experience and training which provides the required knowledge, skills, and abilities.

JOB TITLE:  Human Resources Analyst II (Employee Relations)

JOB SPECIFICATION - CONTINUED

 

 

PHYSICAL REQUIREMENTS:  The physical demands marked below are representative of those that will be required to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

                                                                                          YES           NO

Lifting (lbs.)	15
Carrying (lbs.)	15
Stooping, Bending		ü
Kneeling, Squatting		ü
Walking	ü
Standing	ü
Sitting	ü
Climbing, Balancing (e.g., climbing and working from ladder)		ü
Use of Hands to Finger, Handle, or Feel		ü
Physical Coordination (sequential or simultaneous use of hands, arms, feet, and legs)		ü
Eye-Hand Coordination	ü
Close Vision (clear vision at 20" or less)	ü
Distance Vision (clear vision at 20' or more)		ü
Color Vision (ability to identify and distinguish colors)		ü
Depth Perception (ability to judge distance spatial relationships)		ü
Hearing	ü

 

WORK ENVIRONMENT:

 

The environmental conditions marked below are common to this job:

 

                                                                                          YES          NO

Outdoor Weather Conditions	ü
Wet, Humid Conditions (non-weather)		ü
Work Near Moving Mechanical Parts		ü
Work in High, Precarious Places		ü
Fumes or Dust		ü
Toxic or Caustic Chemicals		ü
Extreme Heat (non-weather over 90º F.)		ü
Low Noise (e.g., business office)	ü
Moderate Noise (e.g., light motorized equipment such as lawn mowers)		ü
Loud Noise (e.g., jackhammer, heavy motorized equipment)		ü