Human Resource Workforce Analyst

State of Montana • Helena, MT

3d • Hybrid

About The Position

The primary focus of this position is Compensation, Pay Equity, and Strategic Workforce Analytics, rather than general operational HR support. While the role requires a foundational knowledge of ADA, FMLA, and Workers’ Compensation to ensure compliance, these are not active functional areas for the position. Instead, the role serves as a strategic partner to the Director’s Office, Chief Financial Officer (CFO), management, and Human Resources, focusing on: Fiscal Integrity and Pay Equity\: Managing pay equity for all DPHHS positions, including posted positions and offer letters. This includes ensuring that statutory raises, training assignments, and Collective Bargaining Agreements (CBA) are accurately factored into all stages of the employee lifecycle. This role proactively audits salary structures to ensure that every offer letter and internal promotion remains defensible and aligned with pay equity standards. Workforce Cost Management\: Overseeing all pay change requests and Department of Administration (DOA) documentation, and collaborating with management, the CFO, and possibly the Deputy Director to maintain budget alignment and regulatory compliance. By managing the technical mechanics of pay, this role prevents administrative errors that could lead to financial liabilities or audit findings. Data-Driven Insights\: Analyzing critical KPIs such as Time-to-Hire, Cost-to-Hire, and Average Tenure. Conduct sophisticated analysis comparing DPHHS compensation with that of the public and private sectors. This data is vital for the CFO to understand our competitive standing in a tightening labor market. Retention Strategy\: Utilizing turnover data to identify whether retention gaps are driven by compensation or management issues, then collaborating with the CFO, management, and Human Resources to implement targeted solutions for critical, high-turnover positions.

Requirements

• Associate degree in a related field such as human resources, business, public administration, psychology, journalism, English, or marketing.
• Three years of job-related experience working in a professional office environment.
• Other combinations of education and experience may be considered.
• Ability to obtain the State of Montana Classification Certification within one year of hire.
• Solution-driven with the ability to analyze patterns, identify issues, problem-solve, recommend process improvements, and influence best practice adherence.
• Skills in researching and interpreting technical, legal, and/or ambiguous information to summarize and compile information.
• Initiative to work in a self-directed and proactive manner while adapting to changes in the work environment, managing competing priorities, and meeting deadlines.
• Demonstrates accuracy and thoroughness and monitors work to ensure quality work output.
• Strong skills in written and verbal communications.
• Ability to work in a team, build and maintain professional relationships, and understand the differing roles within the hierarchical structure to modify approach accordingly.
• Ability to work with complex service-related software programs.
• Ability to guide, train, and provide excellent customer service.
• Ability to remain neutral under adversarial circumstances and demonstrate discretion.

Responsibilities

• Managing pay equity for all DPHHS positions, including posted positions and offer letters.
• Ensuring that statutory raises, training assignments, and Collective Bargaining Agreements (CBA) are accurately factored into all stages of the employee lifecycle.
• Proactively audits salary structures to ensure that every offer letter and internal promotion remains defensible and aligned with pay equity standards.
• Overseeing all pay change requests and Department of Administration (DOA) documentation, and collaborating with management, the CFO, and possibly the Deputy Director to maintain budget alignment and regulatory compliance.
• Analyzing critical KPIs such as Time-to-Hire, Cost-to-Hire, and Average Tenure.
• Conduct sophisticated analysis comparing DPHHS compensation with that of the public and private sectors.
• Utilizing turnover data to identify whether retention gaps are driven by compensation or management issues, then collaborating with the CFO, management, and Human Resources to implement targeted solutions for critical, high-turnover positions.

Benefits

• Work/life balance
• Family-friendly policies
• Dedicated and caring colleagues
• Health coverage
• Retirement plans
• Paid vacation, sick leave, and Holidays (combination of up to 38 per year)
• Opportunities and room for professional growth
• Public Service Loan Forgiveness - Employment with the State of Montana may qualify you to receive student loan forgiveness under the PSLF

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: Associate degree
• Number of Employees: 501-1,000 employees