170820
HUMAN RESOURCES ANALYST C
AS615 $40,914 - $80,267
Creation Date: 07/15/2001
Change Date: 10/01/2022
FUNCTION OF WORK:To perform diversified and technical tasks in the maintenance of human resources functions.
LEVEL OF WORK:SUPERVISION RECEIVED:Direct from a Human Resources Supervisor, Human Resources Specialist, or higher level administrative official.
SUPERVISION EXERCISED:LOCATION OF WORK:May be used by all state agencies.
JOB DISTINCTIONS:Differs from Human Resources Analyst B by the presence of advanced level human resources responsibilities.
Differs from Human Resources Specialist by the absence of serving as a technical specialist over assigned programs.
CORE COMPETENCIES:
IDENTIFIED BY STATE CIVIL SERVICE, CORE COMPETENCIES ARE THE KNOWLEDGE, SKILLS,
ABILITIES AND BEHAVIORS BASED ON THE WORK TASKS OUTLINED IN THE EXAMPLES OF WORK.
MORE INFORMATION ON THE SCS COMPETENCY MODEL CAN BE FOUND
HERE.
| Communicating Effectively | Displaying Expertise | Driving Results |
| Focusing on Customers | Making Accurate Judgments | Managing Resources |
| Thinking Critically | Using Data | |
EXAMPLES OF WORK:EXAMPLES BELOW ARE A BRIEF SAMPLE OF COMMON DUTIES ASSOCIATED WITH THIS JOB TITLE. NOT ALL POSSIBLE TASKS ARE INCLUDED.
Processes the full range of personnel and payroll actions needed to complete appointments, merit increases, promotions, transfers, separations, etc.
Computes routine pay changes. May compute service time of employees as required. Verifies accuracy of information and makes needed corrections.
Provides general, basic explanation of employee benefit programs and advises employees of various options available under some programs. Reviews benefits documents for accuracy and completeness; forwards to appropriate office.
Provides induction documents to new employees, providing guidance and a general overview of each document; follows up to ensure new employee timely completes all required forms.
Reviews position descriptions for accuracy of organizational information. Contacts employees, supervisors, managers, etc. to elicit corrections or resolve minor conflicts in information presented.
Reviews files on a routine basis to ensure that current descriptions are maintained for all positions.
Participates in salary surveys and other research needed to support requests for special pay actions.
Provides grievance forms and routine procedural instructions to employees.
Collects and compiles statistical data required to prepare reports.
Provides assistance to agency personnel on routine or limited Civil Service rules, Federal and State laws, and department policies and procedures in assigned areas.
Schedules interviews. Accepts and screens applications. Verifies eligibility of selected applicants.
Assists supervisors and managers by providing routine information relative to the performance appraisal system. Provides notification of deadlines for completion of appraisal process and follows up to ensure target dates are met.
Schedules employees for required training courses. Monitors and maintains records of completed course work.
QUALIFICATION REQUIREMENTS:MINIMUM QUALIFICATIONS:
A baccalaureate degree plus two years of professional level human resources experience.
SUBSTITUTIONS:
a. Six years of full-time work experience in any field may be substituted for the required baccalaureate degree.
Candidates without a baccalaureate degree may combine work experience and college credit to substitute for the baccalaureate degree as follows:
A maximum of 120 semester hours may be combined with experience to substitute for the baccalaureate degree.
30 to 59 semester hours credit will substitute for one year of experience towards the baccalaureate degree.
60 to 89 semester hours credit will substitute for two years of experience towards the baccalaureate degree.
90 to 119 semester hours credit will substitute for three years of experience towards the baccalaureate degree.
120 or more semester hours credit will substitute for four years of experience towards the baccalaureate degree.
College credit earned without obtaining a baccalaureate degree may be substituted for a maximum of four years full-time work experience towards the baccalaureate degree. Candidates with 120 or more semester hours of credit, but without a degree, must also have at least two years of full-time work experience to substitute for the baccalaureate degree.
b. A Master's in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for one year of the required experience. (The college transcript must indicate the major as business administration, public administration, human resources/personnel, etc. Master's degrees in fields such as marketing, economics, etc. are not acceptable.)
c. Possession of a Juris Doctorate will substitute for one year of the required experience.
Advanced degrees with less than a Ph.D. will substitute for a maximum of one year of the required experience.
d. A Ph.D. in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for the two years of required experience.
e. Certification by the Society for Human Resource Management (SHRM) as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), a Certified Professional (CP) or a Senior Certified Professional (SCP) will substitute for a maximum of one year of the required experience.NOTE:
In order to receive credit, your certification must be current (i.e., issued within the last three years). If you have been certified and your certification expires, you must apply for and be re-certified before you can get credit again. Information regarding certification may be obtained from the Human Resource Certification Institute, 1800 Duke Street, Alexandria, Virginia, 22314. Phone: 866-898-4724 or Fax: 703-535-6474.
NOTE:
Human resources experience is that experience gained in an office whose sole responsibility is the administration of a comprehensive personnel program including many if not all of the following programs: recruitment, selection and placement; training; equal employment opportunity; disciplinary and grievance proceedings; classification and wage; payroll; and employee relations OR experience gained in an office whose sole responsibility is the administration of one aspect of a comprehensive personnel program, such as training, payroll, or equal employment opportunity.
NOTE:
Any college hours or degree must be from an accredited college or university.