Human Resources Analyst II - Employee Relations

Augusta Richmond County•Augusta, GA

About The Position

Under the direct supervision of a Human Resources Manager, the Human Resources Analyst II performs at an advanced level in at least one major area of human resources, such as talent acquisition and onboarding, employee benefits administration, employee relations, or classification and compensation administration. The position performs activities related to its assigned area of expertise and serves as a primary point of contact for employees, managers, and external partners regarding human resources matters. The role monitors and reconciles data and documentation, implements quality-control processes, researches program improvements, and prepares compliance reports. It may support the HRIS by maintaining employee records and data tables, auditing accuracy, and ensuring data integrity across integrated modules. The analyst consults with employees, managers, new hires, and retirees about procedures, policies, and HR programs; maintains records; and may support open enrollment and resolve benefit eligibility or enrollment issues. The position may advise departments on performance management, promotions, salary offers, recruitment, benefits, and discipline; counsel employees on grievances, conflict resolution, and mediation; conduct research and surveys; and prepare analyses and reports. Other possible duties include using applicant tracking systems, coordinating onboarding and pre-employment screenings, processing I-9 documentation, explaining benefit and retirement programs, and conducting job analyses and classification reviews. Compensation support includes reviewing salary actions, analyzing market data, preparing pay recommendations, and ensuring alignment with pay structures, policies, and budgets. Experience processing and administering FMLA, death claims, and vendor billing reconciliations is specified.

Requirements

Bachelor’s degree and at least 3 years of related experience, or an associate degree and at least 5 years of related experience, or a high school diploma and at least 7 years of related experience.
Knowledge of applicable employment laws, regulations, and policies.
Considerable knowledge of personnel policies and procedures, payroll systems, and benefits and insurance terminology.
Proficiency with an HR information system, a talent management system, and Microsoft Office applications.
Strong interpersonal skills and the ability to establish and maintain effective working relationships with employees, management, vendors, and the public.
Excellent organizational skills and attention to detail.
Excellent negotiation and conflict-resolution skills, with strong analytical and problem-solving abilities.
Excellent written and verbal communication skills.
Ability to maintain confidentiality and exercise sound judgment.
Ability to perform multiple tasks in a fast-paced environment.
Ability to write reports and make presentations before a large audience.
Demonstrated ability to work independently.
Travel from the office to other locations is required less than 50% of the time.
Ability to perform sedentary to light work, potentially involving extended periods at a keyboard or workstation.

Nice To Haves

1–3 years of experience processing employee grievances, conducting investigations, developing performance improvement plans, handling employee appeals, and coordinating or designing employee appreciation events.
Familiarity with software supporting employee performance evaluations and reporting for employee-relations functions.
HRCI or SHRM certification preferred.

Responsibilities

Monitor, verify, and reconcile data and documentation with employees, departments, finance, vendors, and external agencies; implement quality-control processes to reduce errors.
Research and recommend improvements to HR programs and prepare reports to support compliance with federal and state laws.
Maintain or support the HRIS by creating or updating employee records and data tables, auditing accuracy, and ensuring data integrity across integrated modules.
Explain HR procedures, personnel policies, and programs to new hires, employees, managers, and retirees; maintain accurate records and potentially conduct open enrollment.
Resolve benefit eligibility and enrollment issues with carriers and identify root causes to prevent recurrence.
Advise departments on performance management, promotional procedures, salary offers, recruitment, employee benefits, and discipline under HR policies and procedures.
Counsel employees on grievances, conflict resolution, and mediation; conduct research, administer surveys, perform analyses, and prepare written reports and supporting documentation.
Use applicant tracking systems to post vacancies, track applicants, and coordinate interviews, as applicable.
Explain benefit, retirement, and wellness programs to employees and retirees, as applicable.
Coordinate onboarding for new hires and transfers, including pre-employment screenings and I-9 documentation, as applicable.
Research, compile, monitor, summarize, and analyze administrative, statistical, and operational data; conduct research in department files, records, and electronic databases; prepare reports and correspondence.
Conduct job analyses, evaluate position duties, and recommend job classifications; help maintain job architecture for consistency, internal equity, and compliance with FLSA and organizational standards.
Support compensation administration by reviewing salary actions, analyzing market data, preparing pay recommendations, and aligning recommendations with pay structures, policies, and budget parameters.
Process and administer FMLA, death claims, and vendor billing reconciliations.