General Information
| Job Description | HR GENERALIST 3 | Working Title | Human Resources Analyst |
|---|---|---|---|
| Job Code | 007596 | Grade | 22 |
| Department Name | University Library - D01090 | Department Head | |
| Supervisor | Effective Date | 10/28/2016 |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|
Generic Scope
| Experienced professional who knows how to apply theory and put it into practice with in-depth understanding of the professional field; independently performs the full range of responsibilities within the function; possesses broad job knowledge; analyzes problems / issues of diverse scope and determines solutions. |
Custom Scope
| Uses professional HR concepts as a seasoned, experienced professional to apply organization policies and procedures to resolve the full range of HR-related issues. Works on problems that are diverse and complex in scope, where analysis of situations requires a review of a variety of factors. Normally receives little instruction on day-to-day assignments with some guidance provided on new projects. |
Department Custom Scope
| The Human Resources Analyst serves as an integral part of the Library Human Resources team and participates in the development, implementation, administration, analysis and evaluation of human resources programs and procedures. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| Bachelor's degree in related area and/or equivalent experience/training. | Required |
Experience Requirements
| Experience | Requirement |
|---|
License Requirements
Certification Requirements
| Certification | Requirement |
|---|---|
| PHR or SHRM-CP | Preferred |
Educational Condition Requirements
| Condition | Requirement |
|---|
Key Responsibilities
| Description | % Time |
|---|---|
| Counsels department managers and supervisors on employee and labor policies, procedures, and appropriate practices. | 10 |
| Counsels employees concerning sensitive and difficult to resolve work-related problems and conducts termination interviews, providing feedback to management. | 10 |
| May maintain records for equal employment opportunity and affirmative action reporting requirements. | 5 |
| Advises all levels of managers, supervisors, and employees in developing job descriptions, resolving benefits issues, and providing guidance on compensation programs, personnel policies and procedures. | 15 |
| Works with client groups on complex re-organizations and staffing objectives to assist in meeting business objectives. | 10 |
| Provides support to departments in administering policies and programs in the areas of employment, labor relations, wage and salary administration, training, and other areas of HR. | 15 |
Prioritizes work assignments, conducts complex HR trends analyses and develops resulting recommendations.
|
10 |
| Reviews resumes and applications, interviews applicants for a full range of positions and serves as an Affirmative Action Compliance Liaison on search committees. | 5 |
| Supports key initiatives through the development, administration and assessment of HR services and procedures including performance management, training and development and employee engagement and relations. | 10 |
| Performs other duties as assigned. | 5 |
| Maintains knowledge of current industry trends and performs continuous assessment of innovative methodologies, technologies and approaches. Identifies opportunities for improvement and communicates them to supervisor. | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Possesses strong analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving skills. | Required |
| Has thorough knowledge of organizational policies and procedures; knowledge of functional area and understands how work may impact other areas. | Preferred |
| Has thorough knowledge of human resources concepts, policies and procedures, employment practices, labor relations, salary administration, training and other areas of human resources. | Required |
| Knows the university's Human Resources Management System (HRMS) and other related business software programs and systems. | Preferred |
| Is skilled in communicating clearly and effectively verbally and in writing. | Required |
| Demonstrates skill in prioritizing competing work assignments, employing political acumen and integrating information to determine appropriate courses of action and their implications. | Required |
| Possesses strong analytical, active listening and critical thinking skills. | Required |
| Demonstrated ability to handle very difficult or volatile situations/individuals effectively. | Required |
| Ability to display initiative and remain flexible in a fast-paced and changing environment. | Required |
| Ability to foster a respectful, cooperative, professional and courteous environment, maintain confidentiality, and employ tact and diplomacy. | Required |
| Ability to establish and maintain professional working relationships. | Required |
| Ability to accurately apply a wide variety of policies and procedures. | Required |
| Ability to perform accurate, detailed work. | Required |
| Ability to organize work, establish priorities and meet deadlines. | Required |
| Ability to perform accurate mathematical computations including fractions, percentages, ratios, proportions, algebra, interest and routine statistics. | Required |
| Ability to independently gather and analyze data, performing sound judgment and decision-making. | Required |
| Ability to extract data from systems and the ability to analyze, validate and prepare consolidated reports using tools such as pivot tables and formulas within Microsoft Excel. | Required |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|
Other Special Requirements & Conditions
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Level of Supervision Received
| GeneralSupervision |
Environment
Working Environment
| Campus |
Other Requirements
Items Used
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Physical Requirements
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Mental Requirements
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Environmental Requirements
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Critical Position
| Is Critical Position: No |