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Job Descriptions & Pay

HUMAN RESOURCES ANALYST

Class Title: HUMAN RESOURCES ANALYST
Class Code: 5703
Salary Schedule: Approved Arizona Law Enforcement Merit System Council Salary Schedule
One Salary
Annual / Hourly
Step 1
Annual / Hourly
Step 2
Annual / Hourly
Step 3
Annual / Hourly
Step 4
Annual / Hourly
-
$45,885.63/$22.06
$47,854.92/$23.01
$49,824.22/$23.95
$51,793.51/$24.90
Step 5
Annual / Hourly
Step 6
Annual / Hourly
Step 7
Annual / Hourly
Step 8
Annual / Hourly
Step 9
Annual / Hourly
$53,762.80/$25.85
$55,732.09/$26.79
$57,701.38/$27.74
$59,670.68/$28.69
$61,639.97/$29.63
Annual salaries are calculations based on approved hourly rates.

Summary Statement: Performs professional human resources work in one or more of the Department's human resources areas. This classification is responsible for planning, coordinating, and participating in human resources functions including recruitment/selection, classification/compensation, test development, employee programs, employee benefits and other related areas. Incumbents perform work requiring considerable independence, initiative, and judgement in combining a broad scope of professional human resources knowledge and comprehensive analytical judgement to resolve a variety of complex human resources problems. Performs related duties as assigned. This is a competitive classification.

Essential Functions: (not intended to be all inclusive)

Common to all areas:

1. Interprets, explains, and presents human resources issues, policies and procedures to employees, management, outside agencies, and the public.

2. Prepares various reports, charts, memos, correspondence, etc.

3. Calculates various types of information (e.g., test scores and final ranking order, monthly retirement pension, salary survey results, etc.).

4. Performs research to respond to employee inquiries and/or to gather information for assignments/projects.

5. Remains current on job specific knowledge by attending training courses and professional organizational meetings, and reading job-related professional journals/publications.

6. Maintains files within the guidelines of the applicable records retention schedule.

7. Generates various computerized lists/reports.

8. Assists in the development and improvement of Department programs and section policies/procedures.

9. Serves on various committees within and outside the Department.

10. Responds to formal or informal surveys regarding Department salaries, benefits, classifications, etc.

Recruitment / Selection:

1. Screens applications in order to determine applicants' qualifications.

2. Coordinates background investigations of prospective employees.

3. Recruits applicants by preparing advertisements, representing the Department at career fairs, etc.

4. Coordinates the hiring of new employees.

5. Schedules, administers and scores applicant examinations.

6. Analyzes candidate information to determine employment and/or promotional eligibility.

7. Analyzes assessment results by using appropriate software (e.g., spreadsheet, statistical, human resources tracking, etc.) in order to identify trends, standardize test results, etc.

Classification / Compensation:

1. Conducts job analyses and position audits to determine appropriate job classifications.

2. Develops job descriptions.

3. Conducts salary surveys and analyzes results to determine appropriate compensation of classifications.

4. Interviews and observes incumbents and supervisors in order to establish job requirements of classifications.

5. Schedules, administers and scores applicant examinations.

6. Analyzes candidate information to determine promotional eligibility.

7. Analyzes classification data by using appropriate software (e.g., spreadsheet, statistical, human resources tracking, etc.) in order to identify trends.

Test Development:

1. Analyzes test item results to determine accuracy, reliability, and validity of tests.

2. Develops and constructs valid selection instruments (e.g., multiple choice exams, training and experience supplements, qualifications appraisal boards, performance exams, etc.).

3. Determines the tasks, knowledge, skills and abilities required to be tested in accordance with Law Enforcement Merit System Council (LEMSC) rules.

4. Analyzes assessment results by using appropriate software (e.g., spreadsheet, statistical, human resources tracking, etc.) in order to identify trends, standardize test results, etc.

5. Researches, sources and documents written test items.

6. Provides direction to subject matter experts in terms of creating, reviewing and evaluating assessment materials.

Employee Programs:

1. Coordinates various Department programs (e.g., Drug Free Workplace (DFW), Wellness, Americans with Disabilities Act (ADA), etc.).

2. Explains and provides direction to employees regarding the Employee Assistance Program (EAP).

3. Monitors and/or acts as a liaison with various contracted services staff to ensure compliance with contract/protocols.

4. Prepares and administers operating budget for various programs under the direction of the supervisor.

5. Procures services, contracts, memberships, equipment, etc. for various programs.

6. Trains employees on various programs/issues.

7. Reviews and processes various employee forms to ensure accuracy and completion of changes/requests.

Employee Benefits:

1. Coordinates various Department programs (e.g., Donated Leave, Employee Discounts, Leave Amortization, Family and Medical Leave Act (FMLA), Consolidated Omnibus Budget Reconciliation Act (COBRA), etc.).

2. Coordinates insurance plans (e.g., health, dental, life, disability, etc.), including annual open enrollment.

3. Coordinates sworn employee retirements. Serves as the local Public Safety Retirement Board secretary.

4. Analyzes statutes, legislative proposals, bids and contracts affecting the benefits area.

5. Trains employees on various programs/issues (e.g., New Employee Orientation, etc.).

6. Acts as a liaison with the Department of Administration in order to resolve issues and clarify policy.

7. Reviews and processes various employee forms to ensure accuracy and completion of changes/requests.


Knowledge, Skills, & Abilities Required: Knowledge of:

1. state and federal laws, statutes, regulations, etc. pertaining to human resources issues.

2. the principles and practices of human resources administration.

3. job analysis methodology.

4. statistical concepts and methods as they apply to test and salary data.

5. the rules of English grammar and composition to prepare, review and edit documents.

6. modern office practices, procedures and equipment to perform office functions in an efficient manner.

Skill in:

1. analyzing information and drawing valid conclusions.

2. the use of computer software programs.

3. the use of computer keyboard devices.

Ability to:

1. establish and maintain effective working relationships with those contacted in the course of the assignment.

2. organize, prioritize and perform multiple tasks.

3. maintain confidentiality and security of human resources information and documents.

4. exercise independent initiative and judgment.

5. remain calm under stressful, highly visible conditions.

6. work within stringent deadlines to complete assignments.

7. exercise diplomacy and tact when dealing with people in sensitive situations.

8. maintain objectivity when dealing with human resources-related matters.

9. analyze and make decisions in accordance with laws, regulations, policies and procedures.

10. perform detailed work with a high degree of accuracy.

11. work with minimal supervision.

12. apply active listening techniques to obtain complete and accurate information.

13. conduct research, gather information and analyze a variety of data.

14. anticipate possible problems, actions or results and plan for them in advance to achieve goals.

15. effectively communicate orally and in writing at all levels.

16. calculate mathematical problems involving addition, subtraction, multiplication and division.

17. make presentations to small and large audiences.

WORKING CONDITIONS/PHYSICAL REQUIREMENTS:

Office setting.

ADDITIONAL REQUIREMENTS:

May be required to travel to perform certain work functions.


Minimum Qualifications: Requires a Bachelor's degree in human resources, business or public administration, or a related field from an accredited college or university, and two (2) years of professional human resources experience or four (4) years of paraprofessional human resources experience.

Progression to the next pay level/step requires an overall performance rating of at least "Standard" in the last 12 months.

Must successfully complete the examination process.

FLSA Status: Non-Exempt




Current as of: 4/19/2014 10:02:37 AM