Established: 5/2009
FLSA: Exempt
EEO: 2



Under direction, to organize and coordinate human resource software system operations and maintenance; to provide systems training and support to end-users; to monitor and respond to user needs related to human resource software; to act as liaison between DES staff and Technology Services in resolving technical issues; to serve as a functional expert on upgrades and re-implementations; 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, employee relations, diversity, position classification and compensation, employee training and development, workforce planning, benefits administration, employee wellness, risk management, workers’ compensation, liability and casualty claims management, human resources information systems, labor relations and collective bargaining.

The HRIS Analyst is a journey level, department functional/technical classification requiring a broad based knowledge of human resource principles and practices and integrated computerized human resource system software applications.

The HRIS Analyst differs from the Human Resources Analyst, which performs journey level professional human resources assignments in support of one or more of the department's operational areas. It also differs from the HRIS Manager, which is responsible for the implementation, maintenance and administration of the County's Human Resource Information Systems and has supervisory and management responsibilities.


Duties may include but are not limited to the following:

  1. Provides guidance, expertise and technical support to human resource software system users; acts as liaison for problem management, resolves system issues and addresses user issues; gathers information from users and recommends best practice methods to utilize software effectively; runs test scenarios to confirm the system provides the necessary functionality.
  2. Develops and conducts on-going needs and skills assessments to improve end-user job performance and for consideration in software upgrades; coordinates and presents training to enhance skill development and competency for HRIS end users; develops, coordinates and conducts HRIS presentations to County management, workforce partners and other stakeholders.
  3. Partners with HR Managers and staff to identify and recommend solutions or alternate methods to meet department requirements; gathers information from users experiencing problems with the County's web based applications; determines if the issue requires technical resolution and develops resolutions.
  4. Utilizes the County's human resource information system and query tool to generate statistical reports; participates in the development of standard reports for ongoing user needs; assists HRIS Manager with special projects such as implementation of cost of living adjustment; acts as back-up to HRIS Manager during activation of the County's Emergency Operation Center (EOC).
  5. Participates in the specification, review, testing and implementation of HRIS system upgrades and re-implementations; conducts analysis to determine changes in functionality between product versions and recommends necessary customizations; identifies issues or problems and works with functional and technical staff to recommend and implement solutions; develops and maintains training and documentation of system for end users.
  6. Develops, recommends and assists in implementing comprehensive HRIS policies and procedures; ensures provision of services is in compliance with labor agreements and Federal and State statutes, rules and regulations; analyzes legislation and new regulations to determine effect on department programs and services and its use of technology.
  7. Takes notes at labor contract negotiating sessions; identifies and researches significant or controversial issues; 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.
  8. May perform professional and technical work in one or more of the department's specialized program areas, including recruitment and selection, classification and compensation, training, diversity, employee relations, and/or benefits administration.


Working knowledge of: Principles and practices of human resources and personnel administration, including recruitment, selection, classification, compensation, training, cultural competency related to personnel matters, labor relations, workers compensation, safety, risk management and benefit administration; principles and practices of public administration; operations, services, and activities of human resource information systems; methods of data generation, data collection, and database management; methods and techniques of statistical research and analysis; applicable Federal, State and local personnel and EEO laws and case law, rules, regulations, codes and ordinances; County government organization and operations; human resource information systems.

Skill to: Collect, compile, and analyze complex information and data; plan and implement installations and maintenance of systems and applications software; identify, diagnose and resolve system software problems; reason and think logically; make accurate arithmetic calculations; analyze and resolve problems and 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; respond to changes desired by citizens and County staff; establish and maintain effective working relationships with County employees, job applicants, union officials, other agencies and the public; investigate, interview 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 keyboard; develop queries, spreadsheets and reports.


Driving may be necessary for County business. For position(s) with occasional/incidental driving, incumbents must possess a valid driver's license. Accommodation requests for an acceptable alternative method of transportation will be reviewed on an individual basis in compliance with State and Federal legislation. For position(s) with regular driving, incumbent(s) must also 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.