*SENIOR HUMAN RESOURCES ANALYST
Pay Range GC22

INTRODUCTION

This classification performs professional personnel management duties within a service-oriented human resources department in areas of risk management, workers' compensation, position classification, compensation, recruitment and selection, performance evaluation, discipline and discharge and general human resources policy interpretation. Incumbent supervises safety support staff; directs department staff on project-by-project basis; serves in the absence of the director.

EXAMPLES OF PRINCIPAL DUTIES

(Duties assigned to this classification include, but are not limited to, the following examples.)

1. As county risk coordinator plan, organize and direct program areas of:

Workers' compensation program - Assist employees and supervisors with work injury questions; interpret workers' compensation rules and regulations; receive and review claims. As county liaison to claims administrator, develop strategy for claims management, acceptance and denial of claims; coordinate investigations; maintain in contact with injured employees, treating physicians and managers; design and monitor return-to-work assignments; participate in hearings process; recommend rejection or acceptance of claim settlements. Establish and interpret program policy and procedure.

Liability, property and automobile damage program - Liaison between risk management team, department heads and staff, risk manager, insurance companies, claimants and the public. Bring potential risk exposure items to the risk manager or team, gather claim information, and recommend action. In conjunction with risk manager, strategize claim management to accept, deny or settle issues.

Safety program - Through safety manager, oversee county accident prevention and safety programs; recommend elimination of potentially unsafe work conditions and practices, approve plan to limit expected losses and reduce possible losses. Participate in county-wide program assuring compliance with OSHA.

2. Manage county-wide position classification plan. Receive classification study requests from department heads; research and analyze information. Confer with management, gather and analyze data relative to position classification studies; develop classification concepts based on job analyzes; prepare evaluations and written classification specifications; recommend to human resources director, department heads and Board of Commissioners the adoption or revision of specifications. Assure equity between classifications within the plan.

3. Manage county-wide compensation plan. Conduct studies on internal and external salary relationships between classifications; analyze salary data and recommend salary level. Assure equity between salary levels assigned to classifications. Periodically compile and analyze internal and external data; recommend appropriate adjustments. Remain knowledgeable about compensation concepts. Recommend changes in procedure to human resources director and Board of Commissioners.

4. Develop and manage program for unemployment claims filed against the County; consult with department heads and supervisors regarding unemployment benefits; determine response to employment division; represent the County in hearings.

5. Interpret human resource policy, procedures and regulations to provide guidance, consultation and assistance to both management and support staff on various personnel administration matters; such as: employee relations, safety issues, employment laws, civil rights, grievances, discipline and discharge, employee morale.

6. Supervise work activities of safety coordinator; offer technical assistance as needed. Ensure work is in compliance with federal and state regulations. Assume accountability for work performed within the program. Is involved in selection, training and performance evaluation of coordinator. Establish and interpret policy and procedure.

7. Cooperatively with human resources analyst, manage the recruitment and selection program. Receive recruitment requests for department head vacancies; plan and carry out recruitment activities including preparation of job vacancy announcement, effective advertising techniques. Coordinate and offer assistance to advisory boards and interview teams in evaluating, interviewing and selecting applicants. Advise interview teams of equal employment and affirmative action requirements, rules and regulations. Assist Board of Commissioners in department head selection.

8. Represent the department to the public and other agencies and interpret personnel policies and regulations and advise department heads, employees and the public.

9. Conduct surveys and perform research to prepare special reports and studies related to personnel activities and functions.

KNOWLEDGE, SKILLS AND ABILITIES REQUIRED BY THIS POSITION

Knowledge of: Thorough knowledge of principles, practices and theories of public personnel administration; thorough knowledge of principles and practices of administrative functions and program management techniques in areas of organizational skills, research, data collection, developing training programs; thorough knowledge of federal and state laws, rules and regulations governing personnel management, workers' compensation, employment laws; thorough knowledge of principles and practices of position classification and the techniques required to conduct job studies and ability to analyze job functions; thorough knowledge of public liability exposures and risk management principles and practices; considerable knowledge of federal and state occupational health and safety statutes governing public employers. Skill in: Writing clear and concise classification specifications and evaluation statements to support classification reviews; interviewing techniques; analyzing and resolving problems in a logical manner; use of automated equipment and systems. Ability to: Communicate effectively in both oral and written form; perform research, compile and analyze internal and/or external data and make recommendations; identify problem and utilize problem resolution techniques; interpret policies and procedures to employees and the public; adjust to priority changes; remain calm and use good judgment during confrontational or high pressure situations; make decisions independently in accordance with established policies and procedures, establish new policies when applicable, and use initiative and judgment in completing tasks and responsibilities; work independently and manage time efficiently; effectively supervise and lead support staff; establish and maintain records, reports and statistical data; courteously meet and deal effectively with other employees, injured workers, department heads, elected officials, Board of Commissioners, federal and state agencies, other public agencies, consultants, insurance companies, attorneys, medical professionals, vendors and the public.

Education, experience and training: Bachelor's degree in personnel administration, business management or related field and four years direct work related experience which includes program management OR eight years experience of a technical or para-professional nature which includes program management, two years of which are in the human resources field OR a satisfactory equivalent combination of experience and training. At time of appointment, must possess a valid Oregon driver's license.

SUPERVISORY CONTROLS OF THIS POSITION

This classification works under the guidance of the human resources director. Employee works independently in administering a complex area of responsibility and confers with supervisor for professional advice. Discretion is required in applying general goal and policy statements, in development of recommendations, policies and procedures and in resolving program problems. Work is accomplished within a broad framework, with authority and responsibly in area of service. Periodic reviews of work performance are conducted in terms of expected results.

GUIDELINES

Work is performed within established departmental policy and procedures, federal, state and county statutes, rules, regulations and ordinances; personnel rules, union contracts, accepted risk management and workers’ compensation techniques, affirmative action and equal employment opportunity guidelines, OSHA standards, position classification reference materials, salary survey and compensation data; interviewing and technical writing reference manuals. Employee uses initiative and seasoned judgment in independently interpreting and applying guidelines.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

Regular and consistent attendance is required.  Work is performed primarily in an office environment; may involve bending, hearing voice conversation, keyboarding, lifting up to 15 pounds, sitting, stand and walking. A reasonable amount of driving is required.