Human Resources Employment Analyst

For consideration, please apply at the following link:

https://apps.alleghenycounty.us/hrjobportal/details?id=2710

This is an excellent opportunity for a recent Business Administration or Human Resources college graduate (grad or undergraduate) to gain entry into the interesting functions of Human Resources!

Minimum Requirements:

• High School Diploma AND four (4) years of Human Resources or professional office administration experience (progressive experience is a plus) or
• Bachelors degree in any major, discipline or concentration area--assuming a keen and favorable interest in HR and employment. HCI or SHRM certification is a plus.
• An equivalent combination of education, training, and/or experience is acceptable.

It is the policy of Allegheny County that in order to receive a final offer of employment, candidates must successfully pass a background check, which includes verification of Allegheny County Real Estate Tax status, and drug/medical examinations as required for the position.
 

Position Summary:
 

The Allegheny County Department of Human Resources seeks a dynamic individual for an HR Employment Analyst to join our developing team in "Central" HR. The Employment Analyst position supports assigned client departments in the performance of professional HR administrative, operational, and transactional work assignments in the various employee lifecycle functions. This position reports to the Talent Acquisition and Employee Supervisor who leads a team of 6 professionals. Primary responsibilities for this position include various HR employment functions including but not limited to applicant review and pre-employment assessment and administration; job design; position management; employee mobility along with various administrative tasks. The Employment Analyst also supports talent acquisition and onboarding functions, and other HR-related activities and research, all in accordance with relevant laws, union contracts, regulations, policies, and merit hiring guidelines.  

Roles, Responsibilities, Duties

Position Management and Employee Mobility

• Confirms and reconciles vacancy and filled position counts; reviews and processes various personnel actions (e.g., salary changes, hires, transfers, promotions, leaves, terminations, etc.) both manually and through established HR systems.
• Posts and processes union bids and disseminates results to appropriate parties; provides eligible (hiring) lists to departments

 Applicant Employment Assessment and Administration

• Researches examination options and content and makes recommendations for appropriate assessments; knowledgably and professionally consults with vendors to optimize assessment options, validity and reliability; develops, reviews and QCs exam content; prepares, coordinates, schedules, administers, and oversees candidate examinations, including large-scale testing events as needed; scores, interprets and disseminates exam results.
• Synthesizes, compares, contrasts assessment options, constructs, and content across all mediums and sources.

Job Design and Compensation

• Consults with assigned client departments to conduct job analyses; reviews, analyzes, establishes, and confirms job description, position, and requisition content; may research and advise client departments on internal equity and external market salaries for compensation parity. Champions and ensures job design and job analysis best practices are followed
• Researches salary history, union contracts to ensure and process compensation changes

Client Relationship Development

• Anticipates and assesses client (hiring department) needs and challenges; guides and educates on HR best practices and merit hiring guidelines; serves as a departmental liaison and trusted advisor/subject matter expert (SME) on employment-related matters.
• Acknowledges, consults, and acts on client inquiries and requests in a timely, helpful, supportive, and professional manner.

Talent Acquisition and Onboarding Support

• Supports job requisition process workflow; posts job announcements; reviews job applications; determines applicant eligibility status dispositions; acts as liaison to job applicants and employment candidates.
• Assists Talent Acquisition team members with diversity and inclusion initiatives, onboarding, orientation, application review and applicant communications; attends job fairs, career days, and other community outreach/hiring events as requested/required.

 General HR/Talent Administration, Coordination and Systems

• Assists in organizational analyses, compensation studies, and wage and salary administration; assists in vendor assessment research and selection; supports Human Capital Management (Infor HCM) ongoing system implementation (e.g., test scripts, working sessions, issues logging, knowledge transfer, etc.) and serves as system Subject Matter Expert (SME); supports Talent Acquisition/Employment Supervisor with staff development through guidance, knowledge sharing, shadowing, training, etc.
• Develops and maintains merit hiring spreadsheets, databases, and other electronic and manual documentation; adheres to file/record retention compliance regulations and policies; interfaces with colleagues in other areas and departments to facilitate HR needs and solutions.
• Support and assist with 3 + year County wide HCM/TMS implementation including documentation, testing, training as well as in gaining subject matter expertise to guide and advise client departments.

Occasionally works varying hours/shifts, evenings or on weekends as outreach events, tests or recruiting activities may require; performs other related tasks and other duties as assigned.

Knowledge, Skills, and Abilities

Knowledge of:
 

• Best practices in Human Resources including applicable laws, rules and regulations, and policies and procedures governing the work.
• Principles of employee mobility and position management; applicant assessment methods; job analysis, job design and compensation practices; talent Acquisition and onboarding processes.
• Relevant collective bargaining agreements and personnel policies and procedures is a plus.
• Operations and functions of County departments is a plus.

Skill in:

• HRIS HCM TMS ATS systems is a considerable plus.
• MS Office including Outlook, Word, Excel, and PowerPoint proficiency is required.  Teams and SharePoint Collaboration is an absoluate must.

Ability to:
 

• Develop, foster, and manage internal (HR department) and external client (hiring department) relationships
• Exercise critical thinking, problem analysis, problem solving and judgment, at times with limited context and in unclear, unchartered scenarios. Ambiguity tolerance is a beneficial plus in this role.
• Be accountable, dependable, reliable, flexible, adaptable; embrace change and enjoy high-volume, high-demand, fast-paced work. Agility is an absolute must in this role.
• Take initiative and ownership over own work and team output.
• Communicate and manage work efficiently and effectively with quality-oriented actions.
• Collaborate and cooperate within a team environment while working independently.
• Demonstrate integrity, ethics, and professionalism; maintain confidentiality at all times.
• Learn, apply, provide insight and train others in related HR practice and policy and HCM systems knowledge and skills; request, receive, accept and apply feedback and coaching for professional development.

Residency: Allegheny County within 1 year.
Veterans' Preference: Will be awarded to eligible candidates.