Human Resources Analyst II

Under the direct supervision of a Human Resources Manager, 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, and/or classification & compensation administration. Performs all activities related to the assigned area of expertise. The position serves as a primary point of contact for employees, managers, and external partners regarding human resources matters.

Key Responsibilities and Performance Standards:

• Monitors, verifies, and reconciles data and documentation with employees, departments, finance, vendors and external agencies; implements quality control processes to eliminate errors; researches and recommends improvements to programs in human resources; prepares required reports to ensure compliance with federal and state laws. May assist with maintaining the human resources information system (HRIS) by creating or updating employee records or data tables; auditing the HRIS for accuracy; ensuring data integrity across various integrated HRIS modules.
• Consults with new hires, employees, managers, and/or retirees to explain procedures, personnel policies, and various human resources programs; maintains accurate records; may conduct open enrollments; may resolve eligibility and enrollment issues with carriers and identify root causes to prevent recurrence.
• May advise departments on various areas of Human Resources to include performance management, promotional procedures, salary offers, recruitment, employee benefits, discipline in accordance with HR policies and procedures, etc.; may counsel employees on grievances, conflict resolution, and mediation; and may be required to conduct research, administer surveys, perform analysis, and prepare written reports with documentation for assigned Human Resources programs or areas.
• May utilize the applicant tracking system to post job vacancies, track applicants, and coordinate interviews; May consult with employees and retirees to explain benefit programs, retirement programs, and/or wellness programs; may facilitate onboarding activities for new hires and transfers to include coordinating all pre-employment screenings and processing I-9 documentation.
• Research, compile, and/or monitor administrative, statistical or other data pertaining to department operations; summarize data; perform routine data analysis and prepare reports; conducts research of department files, records, and electronic databases; Assists with collecting data, formulating results, and preparing reports and correspondence related to findings.
• Performs other duties of a similar nature or level.

Education/Experience:   

Bachelor's degree and three (3) years or more of related experience.

OR

Associate's degree and five (5) years or more of related experience.

OR

High School diploma and seven (7) years or more of related experience.

Knowledge of:

• Applicable laws, regulations, and policies governing employment practices and laws.
• Considerable knowledge of personnel policies and procedures, payroll systems, benefits and insurance terminology.
• Proficiency with a human resources information system, talent management system, and Microsoft Office applications.

Skills in:

• Strong interpersonal skills 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 skills.
• Excellent communications skills, both written and verbal.

Ability to:

• Maintain confidentiality and exercise sound judgment.
• Perform multiple tasks in a fast-paced environment.
• Write reports and make presentations before a large audience.
• Demonstrated ability to work independently.

Certification: HRCI or SHRM Certification preferred.

OTHER

• Travel from the office to other locations is required less than 50%.

PERFORMANCE APTITUDES

• Data Utilization: Requires the ability to evaluate, audit, deduce, and/or assess data using established criteria. Includes exercising discretion in determining actual or probable consequences and in referencing such evaluation to identify and select alternatives.
• Human Interaction: Requires the ability to work with and apply principles of persuasion and/or influence over others to coordinate programs or activities of a project, and resolve typical problems associated with the responsibilities of the job.
• Verbal: Requires the ability to utilize a wide variety of reference, descriptive, advisory and/or design data and information.
• Math: Requires the ability to perform calculations for essential job functions.
• Functional Reasoning: Requires the ability to apply principles of influence systems, such as motivation, incentive, and leadership, and to exercise independent judgment to apply facts and principles for developing approaches and techniques to resolve problems.
• Situational Reasoning: Requires the ability to exercise judgment, decisiveness and creativity in situations involving the evaluation of information against sensory, judgmental, or subjective criteria, as opposed to that which is clearly measurable or verifiable.
• Physical Abilities: Tasks require the ability to perform sedentary to light work which may involve extended periods of time at a keyboard or work station.
• Environmental Factors: Essential functions are regularly performed without exposure to adverse environmental conditions.

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to this job.