Human Resources Analyst

Gila, County of•Globe, AZ

2d•Onsite

About The Position

The Human Resources Analyst assists County offices and departments with staffing vacant positions and provides information and consultation to management and employees regarding County policies, procedures, rules, and regulations. The role maintains accurate employee information in the HRIS and handles personnel and Payroll Authorizations. It also compiles, calculates, and analyzes complex data; prepares reports, including the EEOC EEO-4 report; and coordinates employee recognition programs. The position serves as the NEOGOV System Administrator and provides project research and support for process improvement, organizational development, and HR projects. The role has no supervisory or budget responsibilities. It involves frequent interaction with County employees, customers, the public, vendors, regulatory bodies, and other groups by telephone, email, and in person. The position requires professional written and oral communication, including training colleagues, explaining procedures, participating in meetings, and giving presentations. Work is primarily in an office environment, with occasional time in an automobile and routine time in a lobby. Safety risks are generally limited, though occasional exposure to verbal abuse or emotionally distressed individuals may occur. Errors could lead to unfavorable public perceptions or legal ramifications.

Requirements

Associate degree in Human Resources, Business Administration, or a related field, and five years of directly related experience; or an equivalent combination of education, training, and experience demonstrating the ability to perform the essential duties.
Must possess and maintain a valid driver’s license.
Knowledge of human resource information systems, training, federal, state, and local laws and regulations, statutes, labor laws, and interviewing skills.
Skills in analytical thinking, active listening, critical thinking, diplomatic communication, customer service, presentations to small or medium groups, problem recognition and solving, multitasking, and time management.
Ability to interpret multiple data points, anticipate outcomes, weigh options and risks, recognize and solve problems, communicate orally, read and write at a professional level, and multitask.
Ability to routinely use a keyboard and computer and lift work-related materials or equipment weighing up to 10 pounds.
Must constantly follow written safety procedures and manuals relevant to the division or department.

Nice To Haves

Professional in Human Resources (PHR) certification from HRCI or SHRM Certified Professional (SHRM-CP) certification from SHRM is preferred.

Responsibilities

Coordinate the County staffing process, including screening applicants, forwarding applications for departmental review, helping develop applicant questions, scheduling and participating in interviews, recommending candidates and employment terms, making offers, and ensuring personnel actions are processed promptly.
Conduct criminal and employment background checks and serve as the US Army Partnership for Youth Success liaison.
Serve as NEOGOV System Administrator.
Review and process personnel and Payroll Authorizations, including actions involving hires, rehires, transfers, salary increases, and terminations; resolve issues with department heads, Finance, or the HR Director.
Prepare weekly agendas and reports for County Manager and Board of Supervisors approval, and respond to management and employee pay-related questions.
Compile, calculate, and analyze complex data; maintain HR databases and spreadsheets; prepare reports and research analyses; and submit the EEOC EEO-4 report.
Maintain accurate HRIS employee data, coordinate with Payroll to resolve or prevent issues, and produce weekly and monthly statistical reports for the Board of Supervisors and HR Department.
Assist HR staff with technical issues involving HRIS and other systems, and assist County Management with complex or restricted HR data and reporting.
Coordinate and administer employee recognition programs, determine eligibility, order awards, and plan presentations to the Board of Supervisors.
Provide information and interpret rules, regulations, policies, and procedures in response to staffing and other HR-related inquiries.
Provide research and support for process improvement, organizational development, and HR projects.
Perform other duties as assigned.