Established: 06/79
Revised: 01/93, 12/07
FLSA: Exempt
EEO: 2



Under direction, to perform professional assignments in human resources administration; to compile, analyze and prepare reports; to provide complex staff assistance to County departments, employees, customers and Human Resources Analyst, Seniors; and to do other work as required.


The Department of Employee Services provides human resources services to all County departments, including employee recruitment and selection, personnel ordinance and policy administration, diversity initiatives, position classification and compensation, employee training and development, benefits administration, risk management, workers’ compensation, liability and casualty claims management, human resources information systems, labor relations and collective bargaining.

The Human Resources Analyst performs a variety of journey-level professional and technical work. Incumbents provide advice, information and recommendations to management, elected officials and employees. Human Resources Analysts are assigned to one of the department's specialized program areas, such as Personnel or Benefits but may receive assignments from any area of the department's operations.

The Human Resources Analyst differs from the Human Resource Analyst, Senior which has management responsibility for a specialized program area and full supervisory authority. It also differs from the entry level HR Specialist that performs routine professional and technical human resources assignments.


Duties may include but are not limited to the following:

  1. Develops valid recruitment and selection strategies and materials; establishes screening guidelines and reviews applications; develops questions, pre-interview exercises, rating criteria and scoring guidelines; conducts panel interviews and written tests; evaluates test results and modifies passing standards and test materials; analyzes and recommends methods and procedures to develop and validate job related examinations and other selection procedures; evaluates processes for adverse impact and compliance with affirmative action goals; recommends corrective actions.
  2. Assists in Diversity efforts, outreach, training and current initiatives of reaching and maintaining a diverse workforce/workplace; responds to employee complaints; educates and provides information regarding cultural competency issues; provides assistance to support department strategies.
  3. Researches and prepares human resources policies and procedures; analyzes legislation and regulations to determine effect on human resources programs and services; plans and develops new human resources programs; presents employee orientation program.
  4. Participates in maintaining compliance with employment related laws; develops and maintains the County's Affirmative Action plan; investigates discrimination and sexual harassment complaints; provides assistance on employment related issues to departments, employees, applicants and the public; explains human resources and benefits laws, policies and procedures.
  5. Conducts classification, organization and/or salary studies; analyzes positions, classifications and internal relationships through questionnaires and interviews and recommends appropriate allocation; prepares and revises classification specifications; analyzes data and internal equity relationships to recommend salary grade adjustments; drafts official staff reports; researches and responds to salary surveys from other agencies.
  6. Develops and coordinates employee training and development programs; conducts or facilitates training classes, including technical skills, performance management, supervisory techniques and management development; researches and analyzes training programs; develops and promotes resource library of training and development materials.
  7. Utilizes the County's human resource information system (HRIS) and query tool to select employment information for a variety of HR projects; prepares and reviews payroll, benefits and personnel documents for compliance with human resources policies; uses HRIS in conjunction with other computer tools to provide analysis, costing and employee statistics, reports and documents; may provide business analyst support for system upgrades.
  8. Participates in labor contract negotiating sessions; identifies and researches significant or controversial issues; takes notes and writes minutes; prepares exhibits for fact-finding and interest arbitration hearings; researches and resolves grievances; drafts and recommends contract language; researches, analyzes and reports on costs of contract proposals.
  9. Participates in the administration of the employee benefits and risk management programs; provides individual counseling and guidance to employees and retirees on deferred compensation, family medical leave and medical, dental, life and disability insurance and claims; develops and presents employee benefits programs; researches, analyzes and reports on benefit plans, premiums, employee participation and claims statistics; calculates payments to providers and employees.


Working knowledge of: Principles and practices of human resources and personnel administration, including recruitment, selection, classification, compensation, training, labor relations, workers compensation, safety, risk management and benefit administration; principles and practices of public administration; methods and techniques of statistical research and analysis and claims administration; applicable Federal, State and local personnel laws, rules, regulations, codes and ordinances; County government organization and operations; human resource information systems.

Skill to: Collect, compile, analyze, store in a data base and interpret relevant complex information and data; make accurate arithmetic calculations; analyze and resolve problems and/or prepare recommendations; prepare clear and concise reports; conduct effective personal and panel interviews; communicate effectively, both orally and in writing, particularly in speaking before groups and in testifying in a legislative arena; establish and maintain effective working relationships with County employees, job applicants, union officials, other agencies and the public; investigate, negotiate and mediate claims and disputes; effectively recommend compromises and settlements; interpret and explain personnel and related laws, policies and programs to County employees, elected officials and the public; operate computer equipment, including personal computers and software applications; develop spreadsheets and reports.


Driving is required for County business on a regular basis or to accomplish work. Incumbents must possess a valid driver's license, and possess and maintain an acceptable driving record throughout the course of employment.


Any satisfactory combination of experience and training that demonstrates possession of the required knowledge and skills.