Principal Human Resources Analyst

City of Gresham•Gresham, OR

About The Position

The City of Gresham is seeking a highly skilled and service-oriented Senior Human Resources Analyst to provide advanced professional leadership and consultation in employee relations, labor relations, classification and compensation, organizational development, investigations, policy administration, and strategic human resources initiatives. Reporting to the Human Resources Director, this position serves as a senior Human Resources subject matter expert and trusted advisor to managers, supervisors, employees, labor representatives, and executive leadership. The incumbent performs complex and sensitive professional work requiring sound judgment, analytical expertise, discretion, and the ability to navigate competing organizational interests while ensuring compliance with applicable laws, policies, collective bargaining agreements, and organizational objectives. This position operates as a strategic partner to City leadership and may lead major Human Resources initiatives involving workforce planning, organizational effectiveness, labor and employee relations, classification and compensation administration, investigations, training, and policy development. As Oregon’s fourth-largest city, Gresham is a welcoming and growing community. City employees work together to provide practical, responsive, and high-quality public service. We seek candidates who will contribute to a respectful workplace and provide fair, thoughtful service to people with different backgrounds, experiences, and perspectives. Come build the future with us.

Requirements

Bachelor's degree in Human Resources, Public Administration, Business Administration, Organizational Development, Labor Relations, Industrial/Organizational Psychology, or a closely related field.
Minimum of Five (5) years of progressively responsible professional Human Resources experience, including substantial experience in employee relations, labor relations, classification and compensation, organizational analysis, investigations, or related Human Resources disciplines.
Employee and labor relations principles and practices.
Collective bargaining, contract administration, and labor negotiations.
Classification and compensation analysis methodologies.
Performance management and corrective action processes.
Workplace investigation techniques and practices.
Federal, state, and local employment laws and regulations.
Organizational development and workforce planning principles.
Human Resources information systems and business software applications.
Public sector Human Resources practices and operations.
Analyze complex issues and develop practical, defensible recommendations.
Interpret laws, collective bargaining agreements, policies, and administrative rules.
Conduct investigations and prepare clear, objective reports.
Communicate effectively regarding sensitive and complex matters.
Maintain confidentiality and exercise independent judgment.
Develop and maintain effective working relationships with diverse stakeholders.
Present recommendations clearly and persuasively to leadership and decision-makers.

Nice To Haves

Professional Human Resources experience in a municipal, county, special district, or other public-sector environment.
Experience serving as a lead labor relations or employee relations professional.
Experience conducting classification studies, compensation analyses, and organizational assessments.
Experience supporting collective bargaining and labor negotiations.
Professional certifications such as PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, IPMA-HR, or related credentials.
Experience with Human Resources analytics, compensation modeling, HRIS administration, or data visualization tools.

Responsibilities

Provide professional Human Resources advice and consultation to managers, supervisors, and employees regarding employee relations matters, workplace concerns, performance management, investigations, disciplinary actions, and policy interpretation.
Assist managers in addressing employee performance and conduct issues while ensuring compliance with City policies, labor agreements, and applicable laws.
Interpret and administer collective bargaining agreements, City policies, administrative rules, and Human Resources procedures.
Investigate employee complaints, workplace concerns, misconduct allegations, and other sensitive matters; prepare investigative reports and recommendations.
Prepare grievance responses and coordinate with legal counsel regarding grievances, arbitrations, employment disputes, and related proceedings.
Participate in collective bargaining activities including research, proposal development, cost analysis, note taking, strategy development, and negotiation support.
Build productive working relationships with labor organizations and management representatives to foster positive labor-management relations.
Plan, coordinate, and conduct complex classification studies, organizational reviews, desk audits, and position analyses.
Evaluate positions using established classification methodologies and recommend classification allocations, revisions, and organizational changes.
Develop, revise, and maintain classification specifications, job documentation, minimum qualifications, and position descriptions.
Conduct compensation studies, market salary analyses, pay equity reviews, and salary benchmarking.
Develop recommendations concerning pay grades, salary structures, market adjustments, FLSA status, and compensation program enhancements.
Conduct costing analyses and financial modeling related to compensation proposals, organizational restructuring, and labor negotiations.
Administer and maintain classification and compensation programs to promote internal equity, market competitiveness, transparency, and legal compliance.
Consult with leadership regarding workforce planning, organizational effectiveness, position design, succession planning, and organizational structure.
Analyze personnel, operational, and workforce data to identify trends and provide recommendations for improvement.
Develop and implement Human Resources policies, procedures, programs, and process improvements.
Facilitate and deliver training for managers, supervisors, employees, and labor representatives on Human Resources topics.
Lead or support special projects involving organizational development, business process improvement, workforce initiatives, and strategic planning.
Monitor emerging Human Resources trends, laws, regulations, and best practices and recommend appropriate changes.
Interpret and apply federal, state, and local employment laws, regulations, and court decisions.
Ensure compliance with wage and hour laws, equal employment opportunity requirements, labor agreements, and Human Resources policies.
Maintain accurate Human Resources documentation, records, and systems.
Audit Human Resources data and recommend corrective actions as needed.
Collaborate with Payroll, Finance, Legal, Risk Management, and departmental leadership to implement Human Resources initiatives and recommendations.
Perform related duties and responsibilities as assigned.