Senior Personnel Analyst

Human Resources•New Haven, CT

16h•Onsite

About The Position

Join the City of New Haven’s Human Resources team and play a key role in supporting the people and processes that keep City government moving. As a Senior Personnel Analyst, you will take on varied, high-impact HR work spanning recruitment and selection, Civil Service and merit-based testing, job analysis and classification, pre-employment and onboarding, training, employee programs, and other workforce initiatives. We are looking for a resourceful, collaborative HR professional who can manage complex assignments, exercise sound judgment, solve problems, and provide responsive guidance to departments, employees, applicants, and other stakeholders. As part of the application process, candidates will be required to respond to several targeted questions regarding their professional human resources experience. Applicants are strongly encouraged to review all supplemental questions before beginning their responses and to provide complete, specific examples that clearly describe their own experience, responsibilities, level of involvement, and results. Responses will be reviewed as part of the screening process and may be used to determine which candidates are selected to move forward.

Requirements

Graduation from a four year college or university with a bachelor’s degree in Human Resources Management, Public Administration, Business Administration, Organizational Development, Psychology, Industrial Relations, or a closely related field; and a minimum of three years experience in progressively responsible professional human resources experience involving areas such as recruitment and selection, employment testing, job analysis and classification, training, and organizational development, human resource programs, HR technology and reporting metrics, or related personnel functions.
Broad professional human resources experience across multiple functional areas.
Demonstrated experience working independently on complex or sensitive personnel matters.
Strong analytical, written, and interpersonal skills.
Experience in public-sector human resources, Civil Service or merit-based employment systems, recruitment and selection, job analysis and classification, or employment testing.
In lieu of a college degree, an additional four (4) years of directly related work experience may be considered.
Knowledge of and ability to apply the principles, concepts and professional standards and practices of modern public-sector human resources administration.
Knowledge of Federal and State laws and regulations applicable to public personnel administration.
Knowledge of recruitment, selection, candidate evaluation, merit-based employment, and competitive examination principles and practices; familiarity with Civil Service preferred.
Knowledge of job analysis, job evaluation, classification methods, employee testing, assessment methods, rating procedures, and basic statistical concepts used in personnel selection.
Knowledge of employee leave administration, pre-employment and onboarding processes, employee screening, and workplace drug and alcohol testing requirements and procedures.
Knowledge of employment practices related to equal employment opportunity, affirmative action, and nondiscrimination principles and requirements.
Knowledge of collective bargaining agreements and the ability to interpret and apply relevant contractual provisions.
Knowledge of contemporary human resources practices, trends, technologies, and professional standards.
Considerable analytical, research, and problem-solving skills, including the ability to gather and evaluate information, identify relevant issues, and develop practical and supportable recommendations.
Considerable oral and written communication, presentation, interpersonal, interviewing, and consultation skills.
Skill in developing clear, accurate, and job-related written materials, including reports, correspondence, policies, procedures, job descriptions, examination materials, and recommendations.
Ability to communicate complex human resources policies, procedures, and requirements clearly to employees, applicants, supervisors, managers, and members of the public.
Ability to exercise sound judgment, discretion, and independent decision-making in handling complex, sensitive, or confidential personnel matters.
Ability to maintain strict confidentiality and appropriately safeguard personnel, examination, applicant, and employee information.
Ability to independently organize, prioritize, coordinate, and manage multiple assignments, projects, and deadlines while recognizing matters requiring consultation, escalation, or supervisory review.
Ability to consistently and appropriately apply established policies, procedures, laws, regulations, contractual provisions, and precedents.
Ability to design, coordinate, and deliver formal and informal training and informational programs.
Ability to assist in the development, implementation, evaluation, and improvement of human resources programs, procedures, workflows, and service delivery.
Ability to collect, analyze, interpret, and present human resources data and metrics in support of operational and management decision-making.
Skill in the use of human resources information systems, applicant tracking systems, databases, spreadsheets, word-processing applications, presentation software, and other technology used in human resources administration.
Ability to learn and effectively apply new technologies, systems, methods, and best practices to improve work processes and outcomes.
Ability to prepare and maintain accurate records, documentation, reports, and administrative files.
Ability to assign, coordinate, and review the work of clerical or administrative personnel assisting with assigned activities.
Ability to adapt to changing priorities, laws, technologies, organizational needs, and professional practices.
Ability to establish and maintain effective working relationships with elected and appointed officials, department heads, supervisors, employees, labor representatives, applicants, professional organizations, vendors, and members of the public.
Ability to provide responsive, professional, and effective customer service while maintaining appropriate application of personnel policies and procedures.
All applicants must have current authorization to work in the U.S. without employer-sponsored visa support.

Nice To Haves

Professional certifications in human resources, such as PHR, SPHR, SHRM-CP, IPMA-CP, IPMA-CS, or comparable certifications preferred.

Responsibilities

Performs advanced professional human resources work in the development, administration, and implementation of City personnel programs, policies, and initiatives.
Independently administers or leads assigned human resources functions, which may include recruitment and selection, Civil Service and merit-based testing, job analysis and classification, training and organizational development, compliance programs, employee-related investigations, and other personnel programs.
Provides professional guidance and technical assistance to City departments, conducts research and analysis, develops recommendations, and assists in improving human resources programs, processes, and service delivery.
Administers, coordinates, and evaluates assigned human resources programs, functions, projects, and initiatives.
Independently plans, prioritizes, and manages short- and long-term projects within designated areas of responsibility.
Provides professional guidance, technical assistance, and consultation to City departments, employees, applicants, and other stakeholders regarding human resources programs, policies, procedures, and established practices.
Assists in developing, implementing, reviewing, and improving human resources programs, policies, procedures, workflows, and service-delivery processes.
Conducts job analyses and assists in developing or revising job descriptions and classification specifications to support recruitment, examination development, classification, and position review.
Plans and coordinates recruitment and outreach activities designed to attract qualified and diverse applicant pools using appropriate recruitment sources and strategies.
Reviews employment applications and supporting documentation, makes or recommends eligibility determinations, and reviews requests for reconsideration or additional information, as appropriate.
Plans, develops, coordinates, administers, and scores job-related Civil Service and other merit-based examinations and selection processes, including examination materials, rating criteria, scoring methodologies, candidate instructions, logistics, communications, rater participation, and related records.
Coordinates or administers pre-employment and onboarding processes, including background checks, medical or physical examinations, drug testing, reference verification, required certifications, employment documentation, orientation, and departmental communication.
Monitors pre-employment and onboarding requirements to ensure required steps are completed accurately and timely prior to appointment or start of employment.
May administer or assist with employee leave programs, including Family and Medical Leave Act (FMLA) administration and related leave processes.
May coordinate employee and applicant drug and alcohol testing programs, including notifications, documentation, vendor coordination, and compliance with applicable policies and regulatory requirements.
Assists in interpreting and applying personnel policies, Civil Service requirements, collective bargaining provisions, and applicable federal, state, and local employment laws and regulations.
Researches personnel issues, evaluates relevant facts and information, and develops recommendations for appropriate action.
Conducts or assists with fact-finding and workplace investigations involving employee complaints, personnel matters, or other assigned issues.
Assists with the development, coordination, and delivery of employee training, professional development, and other organizational initiatives.
Identifies and recommends improvements to departmental processes, procedures, technology use, workflow, documentation, and customer service.
Collects, analyzes, and interprets human resources data and prepares reports, summaries, correspondence, presentations, procedures, and other written materials to support program evaluation, planning, and decision-making.
Uses human resources information systems, applicant tracking systems, databases, spreadsheets, word-processing applications, and other technology to perform assigned work and retrieve, analyze, and report information.
Serves as a liaison between Human Resources and City departments to facilitate communication, resolve issues, coordinate assigned activities, and promote consistent application of personnel practices.
Establishes and maintains effective working relationships with City officials, department representatives, employees, applicants, labor representatives, professional organizations, vendors, and members of the public.
Assigns, coordinates, or reviews the work of clerical or administrative staff assisting with assigned human resources activities, as required.
Handles sensitive personnel, applicant, examination, and employee information with appropriate discretion and confidentiality.
Keeps current with developments, trends, laws, professional standards, technology, and best practices affecting public-sector human resources administration.
Performs related work as required.