human resource analyst

MOHAVE COUNTY HUMAN RESOURCES

<div><div><div><h2 class="jobSectionHeader"><b>Job Summary</b></h2></div><br>
<p></p><div><br>
<br>
<div><b>Mohave County Human Resources Department is seeking a motivated Human Resources Analyst</b></div><div><b>
with a focus on recruitment and onboarding.</b></div><div>
We are located at 700 W. Beale Street in Kingman, AZ</div><div></div><div><div><p><br>
This job bulletin will remain open for a minimum of 10 days and until a sufficient pool of qualified candidates has been received.</p><p>
 It may close at any time after April 5, 2026.</p></div></div><div></div><div><br>
This supervisory position is responsible for managing full-cycle recruitments, from developing job postings and coordinating</div><div>
 selection processes to ensuring a smooth onboarding experience for new employees.</div>
 The role also provides guidance and oversight to support staff involved in recruitment activities.<br>
Supervisory experience and demonstrated leadership skills are essential, along with strong organizational ability, knowledge of<br>
 employment laws, and a commitment to equity and inclusion to help attract, hire, and retain a highly qualified and diverse<br>
 workforce that supports the mission of the County.<br>
<br>
<ul><li>Work schedule is Monday - Friday 8:00 a.m. - 5:00 p.m.</li><li>Budgeted Hiring Rate $26.93 per hour</li></ul></div><br>
<p></p>
<div><h2 class="jobSectionHeader"><b>Essential Job Functions</b></h2></div>
<p></p><div><div>An employee in this class series may perform any or all of the following duties and responsibilities, as assigned. An employee may receive special assignments or projects not reflected with this job description.</div><ul><li>
Assists employees with questions, complaints, or other requests for help.</li><li>
As assigned responds to specific requests for studies, information and professional assistance in human resource management issues and problems.</li><li>
Assists in employee benefits administration and programs.</li><li>
Provides technical assistance to other personnel in implementing new or modified programs/systems.</li><li>
Provides advisory and/or consultancy services to staff and management on a range of human resources issues, procedures, and policies consistent with Mohave County Personnel Policies and Procedures, legislation and guidelines.</li><li>
Responds to a wide range of Human Resources related inquiries from management, employees and the general public through e-mails, telephone calls, written correspondence and /or face to face contact.</li><li>
Plans, organizes, and directs assigned staff activities. Prioritizes daily staff assignments, and workflow. Reviews and evaluates assigned subordinates work in progress and upon completion to ensure compliance with plans, directives, and departmental operating policies and procedures.</li></ul></div><p></p>
<div><h2 class="jobSectionHeader"><b>Minimum Qualifications</b></h2></div>
<p></p><div><ul><li>Bachelor&rsquo;s Degree from an accredited university or college in human resources, business administration, public administration, or a closely related field.</li><li>
Four (4) years of progressive work experience in the Human Resources field.</li><li>
Two (2) years supervisory or lead experience.</li></ul><ul><li>
OR an equivalent combination of education, experience, and training which provides the required knowledge, skills and abilities may be considered in meeting the minimum qualifications.</li></ul></div><p></p>
<div><h2 class="jobSectionHeader"><b>Knowledge, Skills &amp; Abilities</b></h2></div>
<p></p><div><div><b>Knowledge of:</b></div><ul><li>
Federal and state employment statutes, regulations, and guidelines, including Wage and Hour, Fair Labor Standards Act, Family Medical Leave Act, and other government regulations related to human resource management compliance.</li><li>
Public administration, and Mohave County Codes of Ethics.</li><li>
Human resource management administration.</li><li>
Classification and compensation systems, principles, methodology and practices.</li><li>
Recruitment, selection and placement principles and practices including test development and analysis and effective interviewing techniques.</li><li>
Statistical analysis as applied to job classifications evaluation, survey data analysis and test item analysis.</li><li>
Public employer discipline administration, just cause, and due process requirements and guidelines.</li><li>
Equal employment and affirmative action statutes, regulations, principles, and practices.</li><li>
Effective written and oral communication principles and techniques.</li><li>
Principles and practices of employee supervision, development and training programs and methodology.</li></ul><div></div><div><b><br>
Skill in:</b></div><ul><li>
Interpreting employment statutes, Personnel Policies and Procedures and advising and influencing managers and supervisors in the application to a personnel issue or problem.</li><li>
Preparing reports effectively utilizing computer systems and applications, in the performance of work assignments, such as electronic spreadsheets, word processing and graphics.</li><li>
Effectively communicating in writing and verbally with a diverse workforce.</li></ul><div></div><div><b><br>
Ability to:</b></div><ul><li>
Make independent decisions in accordance with established policies and regulations.</li><li>
Understand, apply, and comply with federal and state statutes, regulations, Personnel Policies and Procedures, department regulations and professional Codes of Ethics in the performance of responsibilities and assignment.</li><li>
Develop and maintain cooperative and harmonious working relationships with colleagues and a diverse workforce.</li><li>
Effectively interview, question, and extract required and valid information for purposes of performing research and analysis to formulate and prepare recommendations.</li><li>
Exercise initiative, sound judgment, and work independently or with a team to complete work assignments by established deadlines.</li><li>
Functionally supervise, train, and evaluate the work of paraprofessional, technical or office support staff.</li><li>
Communicate effectively both orally and in writing, with persons of diverse ethnic, educational and economic backgrounds, employees, and at all levels of management.</li><li>
Maintain Mohave County&rsquo;s and employees&rsquo; confidential and private information.</li><li>
Maintain objectivity and freedom from bias and to exercise judgment and understanding in all human resource management situations and maintain confidentiality.</li><li>
Address and resolve problems which may be confidential, controversial, or sensitive in nature.</li><li>
Constantly learn and apply new techniques and to devise new methods and procedures.</li><li>
Prepare clear, concise reports and to make oral presentations.</li><li>
Manage and perform multiple high priorities under stressful and frustrating conditions and necessary deadlines.</li><li>
Perform the essential functions of the job specifications with or without a reasonable accommodation.</li></ul></div><br>
<p></p>
</div><div></div><div><div><p>********************************<br>
<b>Equal Opportunity Employer/Program.</b><br>
<b>Auxiliary aids and services are available upon request for individuals with disabilities.</b></p><br>
<p></p>
<p><b>Mohave County is an Equal Opportunity Employer.</b><br>
It is the policy of Mohave County to provide equal opportunity in employment to all job applicants and employees. The County shall not discriminate against any person in recruitment, examination, appointment, training, pay promotion, retention, discipline or any other aspect of personnel administration, term or condition of employment, due to race, color, religion, sex (including pregnancy), national origin, genetic information or disability, age (40 or older).</p>
<p>Applicants must be authorized to work for any employer in the U.S.</p>
<p>We are unable to sponsor or take over sponsorship of an employment Visa.</p></div></div></div>

Human Resources Analyst

Oxnard School District

<div>
 <strong>
  Description
  <br/>
  <br/>
 </strong>
 <strong>
  JOIN OUR AMAZING TEAM
  <br/>
  <br/>
 </strong>
 Are you a creative, collaborative, and customer service-oriented HR professional? Are you a proactive problem-solver with exceptional communication skills? If so, we invite you to join our team as our Human Resources Analyst. In this role, you&rsquo;ll play a key part in shaping and managing our classification and compensation structures. You&rsquo;ll actively engage and collaborate with individuals across various roles and levels within the district, including administrators, support staff, and the union to ensure seamless communication and support for the district&rsquo;s goals.
 <br/>
 <br/>
 <strong>
  Future Vacancy
  <br/>
  <br/>
 </strong>
 1 - Human Resources Analyst - 8.0 hrs./day, 12 months per year confidential position. This eligibility list will be valid for one year and will be used to fill any future vacancies during the time this list is active.
 <br/>
 <br/>
 <strong>
  Purpose of Position
  <br/>
  <br/>
 </strong>
 Supports in the planning and organization of work for the Personnel Commission (PC). Provides complex and professional human resource services for classified personnel related to recruitment, examination, selection, employee process, classification, and compensation. Serves as a resource to District employees regarding rules and procedures of the PC, board policies, procedures, regulations, and negotiated agreements. Prepares, maintains, and evaluates a variety of personnel files, records, and reports. Assists in ensuring that personnel functions conform with regulations of the Merit System.
 <br/>
 <br/>
 <strong>
  Supervision
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Receives supervision from the Director of Classified Human Resources.
  </li>
  <li>
   Exercises technical and work supervision to staff.
   <br/>
   <br/>
  </li>
 </ul>
 Examples of Duties
 <br/>
 <br/>
 <em>
  Job descriptions are intended to present a descriptive list of the range of job functions performed by employees in the class. Job descriptions are not intended to reflect all duties and tasks performed within the job.
  <br/>
  <br/>
 </em>
 <ul>
  <li>
   Conducts job analysis, classification studies, and compensation studies to ensure accuracy of test materials, classification specifications, and compensation structures.
  </li>
  <li>
   Coordinates the recruitment process (e.g., advertising, processing applications, preparing screening criteria, scheduling interviews, administering/evaluating tests, notifying applicants of examination results, etc.) to meet district staffing requirements while complying with established guidelines.
  </li>
  <li>
   Develops and maintains a wide variety of personnel materials (e.g., job specifications, test materials, re-employment lists, personnel files, onboarding documents, eligibility lists, handouts, forms, etc.) to support department operations.
  </li>
  <li>
   Conducts compensation studies by collecting salary information and comparing job descriptions from benchmark school districts to make recommendations on salary schedule placement.
  </li>
  <li>
   Analyzes reclassification requests and makes recommendations following PC rules and CSEA contract.
  </li>
  <li>
   Researches confidential information required to manage PC assignments and support District management during negotiation (e.g., reviewing relevant policies and current practices, CalPERS issues, Ed Codes, merit rules, union contract, salary information, and market data, etc.).
  </li>
  <li>
   Responds to escalated situations as it relates to applicants and recruitment for the purpose of resolving problems, providing information, or referring to appropriate personnel.
  </li>
  <li>
   Communicates with employees, departments, administrators, applicants, outside agencies, and the public to provide information regarding Merit System rules and regulations, district policies, negotiated agreements, requirements, and procedures.
  </li>
  <li>
   Trains and supervises the work of PC staff to support with department operations.
  </li>
  <li>
   Manages the fingerprinting system process as requested for the purpose of ensuring compliance with HR Technicians, federal, state, and district laws and regulations.
  </li>
  <li>
   Serves as the lead for all classified employment services (e.g., respond to inquiries, probation releases, process evaluations and disciplinary measures, position control, layoffs, etc.) to ensure compliance with established rules and regulations.
  </li>
  <li>
   Coordinates all events and functions on behalf of the PC to complete activities or deliver services.
  </li>
  <li>
   Assists in the development and implementation of employee training to address human resource issues for classified employees in compliance with established guidelines.
  </li>
  <li>
   Administers the unemployment claims and participates in hearings as needed.
  </li>
  <li>
   Coordinates and prepares for disciplinary hearings by providing information, coordinating material distribution, and supporting the needs of attendees.
  </li>
  <li>
   Attends PC meetings, designated workshops, professional conferences, seminars, and committee meetings to maintain current knowledge of personnel trends and practice.
  </li>
  <li>
   Serves as backup for Director of Classified Human Resources to support with the performance of work activities and department operation.
  </li>
  <li>
   Performs related duties as assigned.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Knowledge, Skills, and Abilities
  <br/>
  <br/>
 </strong>
 <strong>
  Knowledge Of
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Principles and practices recruitment and selection.
  </li>
  <li>
   Test construction and validation.
  </li>
  <li>
   Job analysis methodologies.
  </li>
  <li>
   Classification and compensation study methodologies.
  </li>
  <li>
   Survey development and statistical analysis.
  </li>
  <li>
   Applicable laws, codes, rules, and regulations to assigned activities.
  </li>
  <li>
   Microsoft Office and Google Workforce applications.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Skills In
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Compiling, analyzing, and presenting information.
  </li>
  <li>
   Preparing comprehensive reports.
  </li>
  <li>
   Presenting technical material to non-technical audiences.
  </li>
  <li>
   Verbal and written communication.
  </li>
  <li>
   Time management and prioritization.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Ability To
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Work independently with limited supervision.
  </li>
  <li>
   Exercise tact and judgment when dealing with complex and sensitive issues.
  </li>
  <li>
   Establish cooperative working relationships with staff.
  </li>
  <li>
   Read, interpret, apply, and explain rules and regulations.
  </li>
  <li>
   Learn and use technology and computer software applications.
  </li>
  <li>
   Maintain confidentiality of sensitive and privileged information.
   <br/>
   <br/>
  </li>
 </ul>
 Employment Standards
 <br/>
 <br/>
 A Bachelor&rsquo;s degree in human resources, industrial and organizational psychology, public administration, or related field. Three (3) years of professional human resources experience involving recruitment and selection, test design, or classification and compensation.
 <br/>
 <br/>
 A Master's degree in industrial/organizational psychology may be substituted for one (1) year of the required experience. Up to two (2) years of directly related experience in addition to the minimally required experience may be substituted for the required education on a year for year basis.
 <br/>
 <br/>
 Supplemental Information
 <br/>
 <br/>
 This is a
 <em>
  Dual Certification Recruitment:
 </em>
 Candidates who attain a passing score on each examination part will be placed in rank order on an eligibility list after promotional credits are added to the composite test scores of promotional candidates. These examinations are open to permanent employees and the public.
 <br/>
 <br/>
 <strong>
  <strong>
   Click on the Classification below for the full job description and duties
   <br/>
   <br/>
  </strong>
 </strong>
 <strong>
  <strong>
   Human Resources Analyst
   <br/>
   <br/>
  </strong>
 </strong>
 <strong>
  A Complete Application For The Position Will Include
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   An official Oxnard School District application
  </li>
  <li>
   A completed supplemental questionnaire
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  TENTATIVE SELECTION TIMELINE
  <br/>
  <br/>
  Application deadline March 27, 2026
  <br/>
  <br/>
 </strong>
 Paper screening completed
 <strong>
  March 31, 2026
  <br/>
  <br/>
 </strong>
 Planned candidate interviews
 <strong>
  TBD
  <br/>
  <br/>
 </strong>
 Planned final interviews
 <strong>
  TBD
  <br/>
  <br/>
 </strong>
 Come Join Our Team!
 <br/>
 <br/>
 <ul>
  <li>
   16 paid holidays
  </li>
  <li>
   Minimum of 22 vacation days
  </li>
  <li>
   Monday-Friday work schedule
  </li>
  <li>
   Retirement security CalPers pension
   <br/>
   <br/>
  </li>
 </ul>
 Click on the link Benefits Guide to access benefit guides:
 <br/>
 <br/>
 The following information is a brief summary of the medical benefits provided.
 <br/>
 <br/>
 Self-Insured Schools of California (SISC) and Blue Cross (PPO) Choice of contract or non-contract physicians. Dependent Coverage: Spouse and unmarried children to age 19 or to age 25 if full time student.
 <br/>
 <br/>
 OR
 <br/>
 <br/>
 Kaiser (HMO) Need a Primary Care provider. Dependant Coverage: Spouse and unmarried children to age 19 or to age 25 if a student.
 <br/>
 <br/>
 AND
 <br/>
 <br/>
 Delta Dental Benefits are payable at 100% in PPO network or 50% out of network of covered charges for benefits received during the first calendar year of eligibility.
 <br/>
 <br/>
 AND
 <br/>
 <br/>
 Vision Service Plan (VSP)covers one vision examination and one set of lenses each twelve month period. VSP will make an allowance toward the cost of "Elective Contact Lenses."
 <br/>
 <br/>
 AND
 <br/>
 <br/>
 Prudential Life Insurance $10,000/member and $1,500/Dependents
 <br/>
 <br/>
 01
 <br/>
 <br/>
 PURPOSE: This supplemental application is part of the selection process and will be used as part of a training and experience evaluation. This supplemental application gives you the opportunity to fully explain your background and qualifications as they pertain to the position of Human Resources Analyst.
 <strong>
  Only the most qualified applicants as determined by the evaluation of this supplemental application will be invited to partake in the testing process.
 </strong>
 Your answers to the following Supplemental Questions are required for your application to be considered complete. The information that you provide will be evaluated "as-is," and you will not have a second chance to revise or clarify the information provided. Therefore, it is very important to provide concise, organized, typed, and easy to read answers to each question. Be sure to respond honestly and truthfully to all questions. Overstating your skill level is considered false and/or misleading information. Applicants found to have provided false or misleading information or overstating their skills will be disqualified from further consideration or, if hired, may be terminated from employment. INSTRUCTIONS: Read the following questions and type your responses to each question. PLEASE NOTE: Responding with an answer such as "See Resume" for any question will result in disqualification. Do you understand the above?
 <br/>
 <br/>
 <ul>
  <li>
   Yes
  </li>
  <li>
   No
   <br/>
   <br/>
  </li>
 </ul>
 02
 <br/>
 <br/>
 Do you possess a bachelor's degree in human resources, industrial and organizational psychology, public administration, or related field?
 <br/>
 <br/>
 <ul>
  <li>
   Yes
  </li>
  <li>
   No
  </li>
  <li>
   No, but I possess enough years of experience to substitute the education requirement.
   <br/>
   <br/>
  </li>
 </ul>
 03
 <br/>
 <br/>
 Do you possess a master's degree in Industrial/Organizational Psychology?
 <br/>
 <br/>
 <ul>
  <li>
   No
  </li>
  <li>
   Yes
  </li>
  <li>
   Yes, and it will substitute one of the required years of experience.
   <br/>
   <br/>
  </li>
 </ul>
 04
 <br/>
 <br/>
 Which best reflects your professional human resources experience involving recruitment and selection, test design, or classification and compensation.
 <br/>
 <br/>
 <ul>
  <li>
   Less than one year
  </li>
  <li>
   1-2 years
  </li>
  <li>
   3-4 years
  </li>
  <li>
   More than 5 years
   <br/>
   <br/>
  </li>
 </ul>
 05
 <br/>
 <br/>
 Describe your experience in recruitment, selection, employment test development and validation in a merit/civil service public sector environment. Please include the name of the organization you worked for and your title(s). If no experience, please list N/A.
 <br/>
 <br/>
 06
 <br/>
 <br/>
 Please describe your work experience with applicant tracking software programs (for example NeoGov, EdJoin, etc.). Describe any other software programs you have utilized and give examples of the work products you have produced with each program.
 <br/>
 <br/>
 07
 <br/>
 <br/>
 Describe your experience conducting classification studies by including the organization you have worked for and your title(s). Please provide all the steps you would take to create a new classification. If no experience, please list N/A.
 <br/>
 <br/>
 08
 <br/>
 <br/>
 If you have experience conducting classification studies, share one of the most challenging classification studies you have performed. Why was it challenging? Describe what you had to do differently and the position you created. If no experience, please list N/A.
 <br/>
 <br/>
 09
 <br/>
 <br/>
 Describe your experience conducting compensation studies by including the organization you have worked for and your title(s). Please provide all the steps and factors you need to consider when conducting a compensation study. If no experience, please list N/A.
 <br/>
 <br/>
 10
 <br/>
 <br/>
 Which best describes your experience in the supervision of staff?
 <br/>
 <br/>
 <ul>
  <li>
   No experience in the supervision of staff
  </li>
  <li>
   Provide work direction to staff. (i.e., work assignments only)
  </li>
  <li>
   Provide training to staff in technical aspects of job
  </li>
  <li>
   Supervision of staff (i.e., confer with manager in final evaluation)
  </li>
  <li>
   Responsible for evaluation of staff performance
   <br/>
   <br/>
  </li>
 </ul>
 11
 <br/>
 <br/>
 Describe your supervisory experience in detail. Include the number of staff you led, and their job titles. If no experience, please list N/A.
 <br/>
 <br/>
 12
 <br/>
 <br/>
 <strong>
  Testing and Interview Dates Notice:
 </strong>
 Please note and save the following dates for testing and interviews. All communication regarding your application and/or status will be sent to the email address listed on your application. Please check your email regularly throughout the recruitment process as you will not receive communications by any other method. TENTATIVE SELECTION TIMELINE Application deadline March 27, 2026 Paper screening completed March 31, 2026 Planned candidate interviews TBD Planned final interviews TBD
 <br/>
 <br/>
 <ul>
  <li>
   I certify that I have read this notice and understand the instructions provided.
   <br/>
   <br/>
  </li>
 </ul>
 13
 <br/>
 <br/>
 This brings you to the end of your application. Before submitting your application, please make sure you have done the following: 1. Read the job description and understand the position you are applying for 2. Read the Employment Standards and meet the required experience and education requirements listed and clearly state your relevant experience and education on your application, including any proof of education required (this standard will be used to screen ALL applications received) 3. You have completed all sections of the application and answered all questions thoroughly Please type your name to indicate you have read the following and completed your application as instructed.
 <br/>
 <br/>
 <ul>
  <li>
   I certify that I have read this notice and understand the instructions provided.
  </li>
  <li>
   Required Question
  </li>
 </ul>
</div>


Fort Vancouver Regional Library District

<div><p><b>Job Summary</b></p><p>
The Senior Human Resources Analyst provides advanced analytical, policy, and program support for the District&rsquo;s human resources function. This position is responsible for coordinating and maintaining job descriptions and classifications, supporting labor relations through research and analysis, drafting and updating personnel policies and procedures, and developing organization-wide HR processes and guidance.</p><p>
Working under the direction of the Human Resources Director, the Senior Human Resources Analyst ensures consistency, compliance, and alignment across HR practices, collective bargaining agreements, policies, and operational procedures. This role serves as a key resource to leadership and HR staff by translating strategic direction into structured, defensible, and sustainable HR infrastructure.</p><p></p><p><b><br>
Essential Functions</b></p><p><i><br>
Functions listed are intended only as illustrations of the various types of work performed. The omission of specific duties does not exclude them from the position if the work is similar, related or a logical assignment to the position.</i></p><ul><li><div>
Coordinate and manage the intake, review, analysis, and maintenance of job descriptions across the organization.</div></li><li><div>
Analyze job duties, scope of responsibility, reporting relationships, and alignment with classification structures and collective bargaining agreements.</div></li><li><div>
Develop and maintain standardized job description templates, guidance, and documentation to promote consistency and compliance.</div></li><li><div>
Prepare analysis, documentation, and recommendations related to classification reviews, reclassifications, and changes to job duties for review by the Human Resources Director.</div></li><li><div>
Maintain an inventory of HR-related policies, procedures, and personnel manual sections and coordinate scheduled updates.</div></li><li><div>
Research applicable laws, regulations, collective bargaining agreements, and best practices to support personnel policy development and revision.</div></li><li><div>
Draft new and revised personnel policies, procedures, and administrative guidance for review and approval by the Human Resources Director.</div></li><li><div>
Support communication and implementation of approved policy and procedural changes in coordination with HR staff and leadership.</div></li><li><div>
Provide analytical and research support for labor relations activities, including preparation of bargaining materials, comparison data, draft language, summaries, and issue tracking.</div></li><li><div>
Assist with the development and documentation of labor agreements, memoranda of understanding, and post-agreement implementation materials.</div></li><li><div>
Develop, document, and maintain HR-related processes and workflows to promote clarity, consistency, and efficiency.</div></li><li><div>
Translate HR decisions, policy changes, and procedural updates into clear written guidance for managers, supervisors, and staff.</div></li><li><div>
Identify gaps, inconsistencies, or risks in HR practices and recommend process or policy improvements.</div></li><li><div>
Support HR strategic initiatives by providing analysis, documentation, and coordination related to HR programs, policies, and processes.</div></li><li><div>
Assist in the development of HR metrics, reports, and summaries related to job classifications, policy compliance, and organizational trends.</div></li><li><div>
Participate in meetings, committees, work groups, and special projects representing the Human Resources Division as assigned.</div></li><li><div>
Maintain knowledge of current human resources practices, labor relations trends, employment law, and public-sector best practices through training, professional development, and review of specialized literature.</div></li></ul><p></p><div><b><br>
Additional Duties and Responsibilities</b></div><div></div><div><i><br>
Duties are considered non-essential and include the following:</i></div><div></div><ul><li><div><br>
May assist with the development or delivery of limited, policy- or process-focused informational sessions related to human resources programs or changes.</div></li><li><div>
Participate in HR system implementations and improvements from a process and policy alignment perspective.</div></li><li><div>
Perform other duties as assigned.</div></li></ul><p></p><div><b><br>
Supervision</b></div><div></div><div><br>
This position reports to the Human Resources Director and works under limited supervision, using considerable judgment to make decisions, implement, develop and create programs, solutions and ideas. The position does not directly supervise staff but does provide direction and guidance regarding specialized knowledge.</div><p></p><div><b><br>
Required Knowledge, Skills, and Abilities</b></div><div></div><div><i><br>
The employee is expected to perform or possess the following:</i></div><div></div><ul><li><div><br>
Knowledge of Fort Vancouver Regional Library&rsquo;s policies, procedures, collective bargaining agreements, and personnel manuals, and the ability to apply and interpret them appropriately.</div></li><li><div>
Knowledge of public-sector human resources principles and practices, including classification structures, job analysis, policy development, and labor relations concepts.</div></li><li><div>
Knowledge of employment laws, regulations, and compliance requirements applicable to public-sector and unionized environments, and the ability to utilize informational sources to support compliant HR practices.</div></li><li><div>
Knowledge of job analysis methods and the ability to evaluate job duties, scope of responsibility, reporting relationships, and alignment with classification and compensation structures.</div></li><li><div>
Skill in researching, drafting, and revising complex written materials, including policies, procedures, job descriptions, analytical summaries, and internal guidance documents.</div></li><li><div>
Skill in organizing, synthesizing, and presenting information in a clear and logical manner for leadership, managers, and HR staff.</div></li><li><div>
Ability to analyze data, identify trends or inconsistencies, and develop well-supported recommendations related to HR programs, policies, classifications, or organizational practices.</div></li><li><div>
Ability to work independently with minimal supervision, manage multiple projects simultaneously, prioritize work effectively, and meet established deadlines.</div></li><li><div>
Ability to collaborate and work cooperatively with HR staff, managers, Safety, Finance, and other departments on cross-functional projects and initiatives.</div></li><li><div>
Ability to communicate effectively, both verbally and in writing, with leadership, managers, employees, union representatives, and external partners.</div></li><li><div>
Ability to maintain tact, professionalism, confidentiality, and discretion when handling sensitive or complex information.</div></li><li><div>
Sensitivity and demonstrated commitment to working with a diverse staff and supporting equitable, consistent HR practices across the organization.</div></li><li><div>
Ability to act professionally and articulately represent Fort Vancouver Regional Library in internal and external interactions.</div></li><li><div>
Ability to use human resource information system technology and related tools to research information, generate reports, and support HR analysis and documentation.</div></li></ul><p></p><div><b><br>
Education and Experience</b></div><div></div><ul><li><div><br>
Bachelor&rsquo;s degree in human resources, public administration, business administration, or a related field; and</div></li><li><div>
Three to five years of related work experience including experience managing people and/or projects.</div></li><li><div>
Significant progressively responsible experience in human resources analysis, policy development, classification, or labor relations support in a public-sector or unionized environment</div></li></ul><p></p><div><b><br>
Schedule &amp; Location</b></div><div><br>
This position works Monday - Friday, 8:00 AM - 5:00 PM at the district's Operations Center in Vancouver, Washington. The exact hours may vary based on the demands of the position and business needs. Occasional evening or weekend hours may be required to meet deadlines or support project requirements.</div><div></div><div><b><br>
Compensation &amp; Benefits</b></div><div><br>
This position earns between $35.57 and $53.35 hourly. To be considered for a starting salary above the pay grade minimum, candidates <b>must exceed the minimum experience requirements listed above</b>.</div><div></div><div><br>
We have an excellent benefit package. FVRLibraries (FVRL) covers 90-95% of full-time employees&rsquo; health insurance premium cost and 90-100% of dental insurance premium costs. In addition we provide employees with Life Insurance, AD&amp;D and Long-Term Disability Insurance at no cost to the employee. Employees have the ability to enroll in additional, voluntary life insurance, income protection plans, flexible spending accounts and health savings accounts.</div><div></div><div><br>
Our employees enjoy 13 paid holidays throughout the year. Full time employees accrue 8 hours of sick leave per month. The initial vacation leave accrual is 11 hours per month; this increases over time based on years of employment. We also offer other types of paid time off for situations such as jury duty, bereavement leave, inclement weather and more.</div><p><b><br>
Application Instructions &amp; Process</b></p><p><br>
Click &quot;Apply&quot; and follow the steps to complete your online application. To be considered candidates must:</p><ul><li><div>
Meet the minimum qualifications for the position.</div></li><li><div>
Provide a current resume and completed profile.</div></li></ul><p><br>
The recruiting process for this position will include the following:</p><ul><li><div>
Recruiter Phone Screen</div></li><li><div>
Virtual Interview</div></li><li><div>
In-Person Interview</div></li></ul><p><i>
FVRL values diverse perspectives and life experiences. We encourage people of all backgrounds to apply, including veterans, those with disabilities, persons of color, immigrants, refugees, or those who identify as LGBTQIA+. FVRL is committed to being equitable and fair in providing access to opportunities for all.</i></p><p><i><br>
Reasonable accommodations may be made to enable individuals to apply for this position or to perform essential functions of this position. If you require reasonable accommodation in completing any pre-employment testing, interviews or otherwise participating in the employee selection process, please direct your inquiries to our Human Resources department.</i></p></div>

Senior Human Resources Analyst

Target Hospitality

<div><p><b>Title</b>: HR Analyst <b>FLSA Status</b>: Full-time, Exempt</p>
<p><b>
Reports to</b>: Director of HR <b>Location: </b>The Woodlands, TX</p><br>
<p></p>
<p><b>
Description:</b></p><br>
<p><b>
</b></p><p>The HR Analyst is a pivotal role responsible for collecting, analyzing, and interpreting human resources data to provide data-driven insights that inform strategic decision-making and ensure regulatory compliance in a publicly traded environment. This role involves rigorous data management, reporting, and collaboration with cross-functional teams, including Finance and Legal, to maintain transparency, mitigate risk, and support overall business objectives.</p><br>
<p></p>
<p><b>
Key Responsibilities:</b></p><br>
<p></p>
<p><b>
Data Analysis and Reporting:</b></p>
<ul>
<li>Collect, compile, and analyze HR data and metrics from various sources, including the Human Resources Information System (HRIS), payroll outputs, and employee surveys.</li>
<li>Identify trends and patterns in workforce data related to recruitment, retention, turnover, performance, and compensation, and use findings to develop meaningful conclusions.</li>
<li>Prepare clear, concise, and accurate reports and dashboards for HR leadership, management, and executives, effectively presenting data insights and recommendations.</li>
<li>Support the development and maintenance of compensation and benefits structures by analyzing internal pay scales and external market data to ensure fairness and competitiveness.</li>
</ul>
<p><b>Compliance and Risk Management:</b></p>
<ul>
<li>Ensure all HR data collection, storage, and reporting processes adhere to applicable federal, state, and local labor laws and regulations.</li>
<li>Assist with the documentation and testing of internal controls over financial reporting (ICFR) within HR processes to ensure compliance with the <b>Sarbanes-Oxley Act (SOX 404)</b>.</li>
<li>Collaborate with internal and external auditors and the Finance team during SOX audits and other compliance reviews, providing necessary documentation and explanations for HR controls.</li>
<li>Support the gathering and preparation of human capital metrics and other non-financial data required for SEC reporting.</li>
<li>Maintain the integrity and confidentiality of all departmental records and sensitive employee documentation.</li>
</ul>
<p><b>Strategic Support and Process Improvement:</b></p>
<ul>
<li>Collaborate in the development and implementation of new or updated HR policies and procedures based on data-informed evidence and regulatory changes.</li>
<li>Provide data insights to support workforce planning and talent management initiatives, such as forecasting staffing needs or identifying training requirements.</li>
<li>Identify opportunities for process improvements within the HR function and implement best practices to optimize efficiency and data quality.</li></ul><br>
<p></p>
<p><b>
Required Qualifications &amp; Skills:</b></p>
<ul>
<li><b>Education:</b> Bachelor's degree in Human Resources, Business Administration, Statistics, or a related field.</li>
<li><b>Experience:</b></li>
<li><ul><li>Minimum of 3-5 years of experience in an HR role, with a strong background in data analysis or analytics.</li>
<li>Experience with SOX compliance and internal control frameworks is highly desirable, preferably within a public company environment.</li>
<li>Experience working with an HR Information System (HRIS) is required (e.g., Oracle, UKG).</li>
</ul></li><li><b>Technical Skills:</b></li>
<li><ul><li>Advanced proficiency in Microsoft Excel (e.g., pivot tables, VLOOKUPs, data modeling).</li>
<li>Familiarity with data visualization tools (e.g., Tableau, Power BI) is a plus.</li>
<li>Strong understanding of HR software and database applications.</li>
</ul></li><li><b>Soft Skills:</b></li>
<li><ul><li>Strong analytical, problem-solving, and critical thinking skills with high attention to detail.</li>
<li>Excellent written and verbal communication skills, with the ability to translate complex data into understandable insights for non-technical stakeholders.</li>
<li>Ability to handle sensitive and confidential information with integrity and discretion.</li>
<li>Strong organizational skills and the ability to manage multiple projects and meet deadlines in a fast-paced environment.</li>
</ul></li>
</ul><p>Preferred Qualifications</p>
<ul>
<li>Professional HR certification (e.g., SHRM-CP, PHR).</li>
<li>Relevant certifications in auditing or compliance.</li>
<li>Experience with other HR areas such as benefits administration, recruitment, or compensation analysis.</li></ul></div><p></p>

HR Analyst

City of Cincinnati

<div><div><div><h2 class="jobSectionHeader"><b>General Statement of Duties</b></h2></div>
<div><p>The Senior HR Analyst serves as a consultant to management on Human Resource related issues. Successful Senior HR Analyst will act as employee champion and change agent in performing advanced-level human resources professional work including talent acquisition; on-boarding; performance management, organizational effectiveness, employee and labor relations, and reporting analytics. The Senior HR Analyst formulates partnerships across the City to deliver value added service to management and employees that reflect the objectives of the organization. The scope of work requires the application of independent judgment.</p></div>
<div><h2 class="jobSectionHeader"><b>Minimum Qualifications (KSAs)</b></h2></div>
<div><p>(Illustrative only. Any one position may not require all of the listed KSAs nor do the listed examples include all the KSAs which may be required.)<br>
<b>Knowledge of:</b><br>
Federal, state, and local laws and regulations governing human resource administration; specifically, Uniform Guidelines on Employee Selection; FMLA; ADA; FLSA; and EEOC.<br>
Principle and practices involved in Human Resource Management.<br>
Best practice employee investigations procedures and practices.<br>
Principles of quantitative and qualitative analysis.<br>
Principles and practices of position management; specifically, forecasting and trend analysis.<br>
Various conflict resolution techniques to include negotiation methods.<br>
Principles and practices associated with compensation and classification design and evaluation.<br>
Principles and practices associated with workforce planning and development.<br>
Principles and practices associated with HR Metrics.<br>
Project planning methods, instruments, and techniques.<br>
Basic statistics as it relates to the human resources function; specifically, test validation.<br>
Human Resources methods and techniques of modern public human resources administration.<br>
<br>
<b>Skill to:</b><br>
Operate a computer at an intermediate level along with computer software programs to include Word, Excel, PowerPoint and other standard office equipment in performance of assigned duties.<br>
Operate within a human resources information system (HRIS) environment.<br>
Operate assigned vehicle in performance of job duties (as required).<br>
Set high goals for personal and group accomplishment using measurement methods to monitor progress toward goal attainment and continuous improvement.<br>
Self-directed and motivated.<br>
<br>
<b>Ability to:</b><br>
Implement and apply all principles, rules and regulations associated with federal, state, and local regulations.<br>
Design and validate assessment and selection instruments.<br>
Conduct investigations that are aligned with federal, state, and local regulations and industry standards.<br>
Take initiative to identify and anticipate customer needs and make recommendations for implementation.<br>
Perform research and data analysis utilizing best practice methods and techniques.<br>
Accurately administer assigned processes and programs.<br>
Perform statistical sampling and analysis; specifically, reliability and validity analysis on assessment instruments. Organize work flow and direct work of others to achieve results.<br>
Exercise independent initiative and judgment.<br>
Present ideas clearly and persuasively orally and in writing.<br>
Understand and effectively carry out complex written and oral directions.<br>
Prepare clear, complete, accurate, and logical documents and reports using proper English sentence construction, punctuation, and grammar.<br>
Identify the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.<br>
Providing guidance and direction, including setting performance standards and monitoring performance.<br>
Enter, transcribe, record, store, or maintain information in written or electronic format.<br>
Identify the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.<br>
Keeping up-to-date technically and applying new knowledge to your job.<br>
Recruit, interview, select, hire and promote employees in the organization.<br>
Provide guidance and expert advice to management or other groups on technical, systems, or process-related topics. Utilize computers and computer software for the processing of information.<br>
Identify the developmental needs of others and coaching, mentoring or otherwise helping others to improve their knowledge or skills.<br>
Translate or explain what information means and how it can be used.<br>
Influence members of a group to work together to accomplish task.<br>
Develop specific goals and plans to prioritize, organize and accomplish the work.<br>
Compile, code, categorize, calculate, tabulate, audit, or verify information or data.<br>
Observe, receive, and otherwise obtain information from all relevant sources.<br>
Encourage and build mutual trust, respect, and cooperation among team members.<br>
Handle complaints, settle disputes, resolve grievances and conflicts, and/or otherwise negotiate with others.<br>
Provide information to supervisors, co-workers, and subordinates by telephone, in written form, email, or in person. Manage multiple customer-departments in multiple locations.<br>
Manage multiple conflicting priorities.<br>
Effectively envision, develop, and implement new strategies to address competitive, complex issues.<br>
Conduct investigations as appropriate<br>
Assign, direct, and evaluate the work of subordinate staff; supervise subordinate staff.<br>
Maintain confidentiality of City information.<br>
Perform complex analyses of problems related to assigned area of responsibility.</p></div>
<div><h2 class="jobSectionHeader"><b>Required Education and Experience</b></h2></div>
<div><p>Each applicant must have a Bachelor's Degree from an accredited college or a university in the following areas: human resources, public administration, business administration, organizational leadership, or a related field. Additionally, each applicant must have two (2) years of work related experience in Labor Relations, Workforce Management, Human Resources or a related field.<br>
<br>
An equivalent combination of education, training, and experience that demonstrates required knowledge, skills, and abilities may be considered.<br>
<br>
OTHER REQUIREMENTS<br>
Some positions may require a valid Driver's License.<br>
<br>
MILITARY EDUCATION &amp; EXPERIENCE EVALUATION<br>
Military education and experience may be substituted for college level course work at the lower and upper division baccalaureate and graduate levels and apprenticeship training at the vocational certificate level on a case by case basis based on the American Council on Education (ACE) Military Guide recommendations.</p></div>
<div><h2 class="jobSectionHeader"><b>Working and Physical Conditions</b></h2></div>
<div><p><b>Environmental Conditions:</b><br>
Indoor and outdoor environments; exposure to office computer screens; exposure to extremes in weather conditions; automobile travel within the City may be required.<br>
<br>
<b>Physical Conditions:</b><br>
Duties require maintaining physical condition necessary for sitting, standing and walking for prolonged periods of time; light lifting and carrying; general manual dexterity required; must be able to operate assigned vehicle.</p><div><div><b><br>
Examples of Work Performed</b></div>
(Illustrative only. Any one position within this classification may not include all of the duties listed nor do the listed examples include all of the tasks which may be performed.)<br>
<br>
Interprets federal, state, and local Human Resources related laws, policies and procedures and disseminates information across customer-departments.<br>
Consults with customer-departments, vendors, and employees to facilitate resolutions.<br>
Meet with union, company, government, or other interested parties to discuss labor relations matters, such as contract negotiations or grievances.<br>
Calculates, prepares, and validates salary placements and adjustments of employees for conformance to City of Cincinnati policies and procedures and labor laws.<br>
Researches, compiles, interpret data, and reporting analytics related to the Human Resources Program areas, including trend and outcome analysis.<br>
Serve as a conduit between management and employees in the interpretation and administration of contracts, policies and procedures, and federal, state, and local regulations.<br>
Prepares staffing forecast to project employment needs and trends.<br>
Assesses and anticipates HR-related needs.<br>
Communicates needs proactively with HR team and customer-departments, while seeking to develop integrated solutions.<br>
Conduct employee onboarding and assists with organizing training and development initiatives.<br>
Interpret contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.<br>
Plans and organizes assignments to achieve established objectives in a timely manner.<br>
Investigates and coordinates formal and informal employee and/or customer-department complaints; prepares and reports finding and recommendations for solutions.<br>
Serves as a custodian of employment records by ensuring files are accurately maintained and data contained within records comply with privacy laws and federal, state, and local regulations.<br>
Represents the department at human-resources related hearings, investigations, and/or formal committee meetings such as civil service, grievance mediations, Ohio civil rights commission, and unemployment insurance.<br>
Design job classes; develops classification specification utilizing techniques of job analysis and competency modeling to ensure job requirements are concise and clearly defined.<br>
Mediate discussions between employer and employee representatives in attempt to reconcile differences.<br>
Monitor company or workforce adherence to labor agreements.<br>
Negotiate collective bargaining agreements. Constructs, evaluates, analysis assessment<br>
Constructs, evaluates, analysis assessment instruments/techniques in accordance with recognized psychometric principles and the Uniform Guidelines on Employee Selection including determining reliability and validity of assessment materials.<br>
Monitor company or workforce adherence to labor agreements.<br>
Provides professional and technical support to customer-departments on a variety of human resources issues and problems.<br>
Analyze trends and metrics in partnership with HR team to monitor HR activities, develop solutions, programs and policies.<br>
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.<br>
Provides day- to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).<br>
Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.<br>
Provide guidance and input on departmental restructures, workforce planning, succession planning.<br>
Identify workforce development needs for departments and individual executive coaching needs.<br>
Participate in evaluation and monitoring of success of workforce development programs. Design and monitor performance measures to ensure training objectives are met.<br>
Conducts regular meetings with respective departments to keep lines of communication open and proactively address issues and concerns.<br>
Capable of mapping and reengineering work processes and/or facilitating process improvement strategies, including creating and measure of key performance indicators.<br>
Develops and utilizes specialized training methods/aids to align with best practice trends.<br>
Conducts classification studies.<br>
Assess skills and talents of applicants based upon job requirements.<br>
Identifies needs and assist customer-departments in the development of goals and objectives.<br>
Plans, participates in, and evaluates special projects requiring coordination of activities across departmental and functional lines, to include the responsibility of project leadership over other professional and technical staff.<br>
Prepares human resources related policies and designs procedures and forms for implementation.<br>
Demonstrates superior seamless customer service, integrity, and commitment to innovation, efficiency, and fiscally responsible activity.<br>
Develops and evaluates alternative methods for solving human resources issues, prepares reports of findings and recommendations for solutions.<br>
Present the position of the City or of labor during arbitration or other labor negotiations. Propose resolutions for collective bargaining or other labor or contract negotiations. Recommend collective bargaining strategies, goals, or objectives.<br>
Develops and coordinates departmental responses to City Council motions and referrals; provides technical expertise and advises City Council, City administrators, and other groups as requested.<br>
Develop and/or implement recruiting strategies to meet current or anticipated staffing needs to include marketing and advertising materials.<br>
Negotiates and administers union contracts; prepares arbitration cases and reviews grievances with regard to provisions of the union contract and other documents.<br>
Performs other related duties as assigned.</div><div><div><b>
Probationary Period</b></div>
Twelve months</div><div><div><b>
Supervision Exercised</b></div>
May provide direct or indirect supervision to lower level professional, technical, and/or administrative support professionals.</div></div></div></div><p></p>
<br><p></p><div><div><div><p><b>The below information is solely intended as a summary of the benefits available and is subject to change. Not all benefits listed are available for every position. Benefits can vary depending on applicable labor agreements and/or salary plan. For specific questions, contact the HR Contact indicated on the Job Posting.</b><br>
<br>
The City of Cincinnati offers its employees competitive salaries and a comprehensive benefit package designed to actively attract and retain quality employees' to add additional value to the City of Cincinnati's workforce. A summary of these benefits for full-time employment is listed below. This is a general listing of benefits for all employees and is not intended to be a comprehensive listing for all bargaining units.<br>
<br>
The City offers a variety of training programs, ranging from job-specific skills such as computer and equipment instruction, to helping supervisors improve their management techniques.<br>
<br>
<b>Equal Employment Opportunity</b><br>
<br>
The City of Cincinnati is dedicated to providing equal employment without regard to race, gender, age, color, religion, disability status, marital status, sexual orientation or transgendered status, or ethnic, national or Appalachian origin, or on the basis of any other category protected under federal, state and local laws.</p><p><b>Holidays</b></p><p>The City of Cincinnati has 11 paid holidays annually that include:<br>
<br>
New Year's Day<br>
Martin Luther King Day<br>
President's Day<br>
Memorial Day<br>
Juneteenth<br>
Independence Day<br>
Labor Day<br>
Veterans' Day<br>
Thanksgiving Day<br>
Day after Thanksgiving<br>
Christmas<br>
<br>
<b>Health Insurance</b><br>
<br>
The City of Cincinnati 80/20 offers 3 medical plans to all full time City of Cincinnati employees and eligible dependents: the 80/20 PPO medical plan, the HDHP medical plan with an HSA contribution, and a Health Reimbursement Arrangement for those enrolled on another non-city eligible group plan.<br>
<br>
Eligible dependents include:</p><p>Legal Spouse or Equal Partner<br>
Child (natural child, adopted child, and/or child who the group has determined is covered under a &quot;Qualified Medical Child Support Order&quot;)<br>
Step-child<br>
Child for whom the employee or employee's spouse/equal partner is a legal guardian<br>
<br>
<b>Basic Life Insurance</b><br>
<br>
A $50,000 Basic Life Insurance policy is paid for by the City for certain eligible employees. Full time employees not eligible for the City-paid basic life insurance policy are generally provided a similar benefit through their union group.<br>
 </p><p><b>Supplemental Life, Long Term Disability, Accident &amp; Critical Illness Insurance</b></p><p>Most full time City employees are eligible to participate in a supplemental life insurance program, a long term disability plan, and accident and critical illness insurance programs at their own expense. Premiums are determined by age, amount of coverage, and various additional factors.<br>
 <br>
<b>Flexible Benefits Plans</b></p><p><i>Healthcare Flex Spending Account</i><br>
<br>
City employees can participate in the Healthcare Flex Spending Account that can be used to pay out-of-pocket medical, prescription, dental, and vision care expenses for employees and family members. </p><p><i>Dependent Care Flex Spending Account</i><br>
<br>
City employees can participate in a Dependent Care Flex Spending Account that can be used to pay work-related dependent care expenses. Participants can set aside money each year through pre-tax payroll deductions to pay for these expenses.</p><p><i>Transportation Expense Reimbursement Account</i><br>
<br>
City employees can participate in a Transportation Expense Reimbursement Account (TERA) that can be used to reimburse expenses related to traveling to and from work. Participants can set-up a pre-tax payroll deduction up to an IRS regulated amount.</p><p><b>Healthy Lifestyles Program</b></p><p>City employees can voluntarily participate in a wellness incentive program that encourages and rewards employees and their spouses/equal partners for making positive choices for better health. The City of Cincinnati will contribute up to $300/year to a Health Reimbursement Account for each the employee and their spouse/equal partner for meeting specified program goals. These dollars can be used to offset qualified out-of-pocket medical expenses.</p><p><b>Integrated Health Reimbursement Arrangement (HRA)</b></p><p>This is a voluntary program that serves as an alternative healthcare option to traditional medical plans. If you have alternate group health coverage available to you through a spouse, equal partner, another job, or a non-city retirement plan, you may be eligible for this plan which reimburses you for the difference in premiums between the plans and your covered out of pocket expenses on the other plan.</p><p> <br>
<b>Retirement Plan</b><br>
<br>
The City provides a defined benefit pension plan for part-time and full-time<b> </b>employees. New hires and re-hired employees are required to participate in the City of Cincinnati's Retirement System (CRS), regardless of previous participation in an Ohio State pension system or any another state or federal pension system. CRS is funded by employer and employee contributions, and investment returns from plan assets. CRS provides retirement and health care benefits subject to eligibility requirements. The following groups are excluded from participation in CRS: Mayor and Members of City Council; Sworn Police &amp; Fire; Police Recruits; and Rehired Ohio Police &amp; Fire Retirees.</p><p> </p><p><b>Deferred Compensation</b><br>
<br>
As an Ohio government employer, the City offers employees the ability to participate in a 457(b) tax-deferred retirement savings plan. The City makes an annual match to your 457(b) of up to $750, or as otherwise specified in applicable regulations and union contracts.</p></div></div></div><p></p>

SENIOR HUMAN RESOURCES ANALYST

Tucson Medical Center

<div><div><p><b>SUMMARY</b><b>:</b></p><p>
The Systems Analyst &ndash; HR Workforce serves as a strategic partner within the Human Resources department, and in collaboration with Finance, providing advanced support in the use and optimization of enterprise applications in the workforce management domain. This list includes but is not exclusive to our &ldquo;people&rdquo; system (currently PeopleSoft HR) and our &ldquo;Time and Attendance system&rdquo; currently, UKG Dimensions. This role is responsible for identifying optimal business processes in employee onboarding, schedule management, operational reporting for front line managers and dashboards that allow senior leaders to track on key performance indicators in optimized workforce management. Key deliverables of the position are uniform and correct use of systems by front line users and managers, demonstrating value in addressing workforce variation, and improved leader satisfaction by making workforce administration easier and more streamlined. The Informaticist works with HR leadership to define enterprise goals with respect to workforce optimization and then develops action plans to implement with leadership at various levels. The informaticist stays abreast of new features in HR applications and identifies best practice deployment strategies to stay current. Incumbent acts as a liaison to the Information Services build and developer teams to track on timely implementations.</p><p><br>
</p><p><b>ESSENTIAL FUNCTIONS:</b></p><ul><li> Lead the design and implementation of HR system configurations and process improvements.</li><li> Collaborate with HR leaders to define business requirements and translate them into optimized workflows and system enhancements.</li><li> Attend HR meetings and contribute to strategic planning, operational reviews, and workforce initiatives.</li><li> Provide consultative support on HR workflows and technology integration, with particular attention to workforce management. The scope of applications includes those referenced in the core description.</li><li> Develop and maintain dashboards and reporting tools to support management decision-making and operational efficiency.</li><li> Facilitate design sessions and change management initiatives focused on HR systems and processes.</li><li> Create and communicate status reports in accordance with departmental standards.</li><li> Meet regularly with HR, finance and Information Services stakeholders and provide written updates on project status and system performance.</li><li> Maintain consistent documentation following HR, finance and IT policies and procedures.</li><li> Identify and resolve complex HR system issues and implementation challenges.</li><li> Develop clear, concise training materials and conduct educational sessions for HR staff and organizational leaders.</li><li> Coordinate with vendors and IS teams on HR system updates, fixes, and enhancements.</li><li> Prepare Statements of Work (SOWs) that clearly define scope, expectations, and deliverables.</li><li> Stay current with vendor trends, strategic plans, and technology developments relevant to HR systems.</li><li> Demonstrate ongoing dedication to expanding HR, workforce management and informatics expertise and apply new knowledge to TMC initiatives.</li><li> Adhere to TMCH organizational and department-specific safety, confidentiality, values, policies, and standards.</li><li> Perform related duties as assigned.</li></ul><p></p><p><b><br>
MINIMUM QUALIFICATIONS</b></p><p><b>
EDUCATION:</b> Bachelor's degree or an equivalent combination of relevant education and experience.</p><p><b>
EXPERIENCE:</b> Three (3) years of experience in system analysis or operational support with enterprise applications required. Experience with PeopleSoft strongly preferred.
</p><p><b>LICENSURE OR CERTIFICATION:</b> None required.</p><p><b>
KNOWLEDGE, SKILLS, AND ABILITIES</b>:</p><ul><li> Advanced knowledge of system analysis and enterprise applications, especially Human Resource and Time and Attendance systems</li><li> Expertise in assessing HR needs and designing system solutions to improve efficiency and effectiveness.</li><li> Strong problem-solving skills and ability to draw valid conclusions from data and stakeholder input.</li><li> Ability to interpret business and technical documentation, regulations, and procedures.</li><li> Skilled in managing multiple priorities and navigating complex organizational environments.</li><li> Excellent communication and collaboration skills across departments and leadership levels.</li></ul></div></div><p></p>

Systems Analyst – HR Workforce

Washington Unified School District

<div><p>Human Resources Analyst - Certificated
</p><p></p><div><div>
</div></div><h3 class="jobSectionHeader"><b>About the Employer</b></h3>
<p>Washington Unified School District (WUSD) serves nearly 7,500 students in West Sacramento, carrying forward a proud legacy of excellence since 1917. As the city&rsquo;s premier provider of high-quality education, WUSD offers innovative programs like Spanish Dual Language Immersion, Visual and Performing Arts, Career Technical Education, AVID, and before and after-school care.
WUSD fosters a supportive and collaborative environment for employees, with mentoring, professional growth opportunities, and cutting-edge technology to inspire innovation in teaching. Rooted in equity, diversity, and inclusion, WUSD is a vibrant community of educators, families, and partners dedicated to empowering every student to thrive.</p>
<h3 class="jobSectionHeader"><b>Job Summary</b></h3>
<p>Under the direction of the Director of Human Resources, perform a wide variety of advanced level personnel administration duties and human resources services; performs duties related to position classification, compensation, recruitment, selection and staffing; ensures compliance with applicable laws, codes, rules and regulations; maintain a comprehensive electronic employee information database and employee files.<br>
</p><p></p><div>
</div><h3 class="jobSectionHeader"><b>Requirements / Qualifications</b></h3>
<div><div><p>Any combination equivalent to a bachelor&rsquo;s degree in business administration, human resources, public administration, or a related field and four years of professional public personnel experience in recruitment, selection or classification.
Must Submit:
&bull; Cover Letter
&bull; Resume
&bull; 3 current letters of recommendation
&bull; 3 contacts for reference checks listed on application
Benefits
&bull; 17 Paid Holidays
&bull; Participates in PERS
&bull; Health, Dental &amp; Vision
&bull; 1 day sick leave per month
&bull; 3 days family illness
&bull; 12 vacation days first year
&bull; Up to 21 vacation days with longevity</p><br>
</div></div><h3 class="jobSectionHeader"><b>Comments and Other Information</b></h3>
<div>Questions regarding EdJoin, please call the helpline at 800-398-9580.
Questions about openings, please contact Human Resources at 916-375-7600.
We are an equal opportunity employer and are committed to broadening the diversity of our workplace. All applications and resumes are welcome. The Washington Unified School District prohibits discrimination, harassment, intimidation, and bullying based on actual or perceived ancestry, age, color, disability, gender, gender identity, gender expression, nationality, race or ethnicity, religion, sex, sexual orientation, or association with a person or a group with one or more of these actual or perceived characteristics. For concerns, immediately contact Shea Borges, Assistant Superintendent, Human Resources(Compliance Officer for Title IX and CC of R Title 5) at (916) 375-7600 ext. 1046. A copy of the Washington Unified School District's uniform complaint policy and non-discrimination policy are available upon request.
Equity, Excellence, Empowerment for Every Student, Every Day</div></div><div></div>

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