2H65

PAY RANGE: N21

 

SENIOR HUMAN RESOURCES ANALYST  

                                                                                             (Benefits Administration)

(Classification & Compen­sation)

(Equal Employment Opportunity)

(Labor Relations)  

(Selection)

GENERAL DEFINITION

 

            This is advanced performance level personnel analysis work. Employees in this class regularly perform the most complex assignments in their discipline and perform occasional assignments in other personnel functions. Employees in this class serve as a lead worker on assigned projects and maintain perma­nent functional responsibilities for a division, the department or other major organizational entity. Employees work collaboratively with city administrators, union officials, employees and the general public to facilitate the completion of projects or assignments in the area of specialization. The employees are supervised by a higher level administrative or technical superior. 

 

ALLOCATING FACTORS: (The following conditions must be met for a position to be allocated to this class.)

 

 

TYPICAL EXAMPLES OF WORK (ILLUSTRATIVE ONLY)

 

ALL SPECIALTIES 

 

·         analyzes, develops, revises and implements processes and services on a division or department wide basis

·         performs complex assignments and projects requiring application of procedures in multiple functions with minimal supervision

·         develops and administers surveys of the human resources policies and procedures of other jurisdictions

·         participates in the design and customization of human resources information systems

·         develops and administers staff development and training programs

·         participates in the investigation and preparation for court cases and grievance arbitration with the law department

·         writes a variety of reports and compiles supporting data to document methodology

·         presents proposals to Office of Human Resources and operating department managers and representatives of employee unions

·         may supervise or mentor lower level analysts or a group of personnel analysts on a project basis or in the absence of a higher level supervisor

·         analyzes demographic impact of methodologies and processes

·         provides advice and consultation to department managers regarding a variety of personnel services, policies, procedures and civil service regulations

·         utilizes personal computers and appropriate software to collect and analyze information and to prepare reports and graphic exhibits

·         performs a variety of special assignments

·         performs related work as required

 

BENEFITS ADMINISTRATION SPECIALTY

 

·         Analyzes trends in benefit enrollments, delivery systems and costs to recommend benefit program modifications

·         Provides citywide services to departments and employees for several benefit programs such as health plans, life insurance programs, unemployment compensation, and/or secondary placement of disabled employees

·         Supervises service representatives and data entry employees for assigned programs

·         Develops requests for proposals and criteria to evaluate benefit proposals

·         Develops/revises employee benefit communication materials

·         Provides instruction/training for department personnel assistants/benefits clerks in processing enrollment and claim forms

·         Develops administrative methods and procedures to implement new or revised benefit programs

·         Reviews billing material for processing of payments for assigned benefit areas

·         Resolves difficult benefit problems for assigned areas through contacts with providers, departmental personnel, finance officials and others.

 

CLASSIFICATION AND COMPENSATION SPECIALTY

 

·         Provides classification and compensation services to assigned major departments

·         Serves as lead analyst for a group of personnel analysts engaged in classification surveys for major occupations

·         Conducts Hay evaluation and prepares pay reports for evaluation of a variety of classes

·         Develops and administers salary surveys, prepares reports and makes presentations on survey results

·         Develops and implements alternative compensation methods, including merit pay

·         Conducts job analyses that function as the basis for both classification and compensation and selection projects. 

 

EQUAL EMPLOYMENT OPPORTUNITY SPECIALTY

 

·         Receives complaints of job discrimination prohibited by law

·         Counsels complainants in regard to civil service and merit system processes and procedures and departmental actions

·         Conducts investigation to ascertain case facts

·         Interviews complainants, supervisors, managers, witnesses and subject matter experts

·         Prepares, or assist in the preparation of federally mandated statistical reports on the city workforce

·         Conducts training in equal employment opportunity and sexual harassment for department personnel representatives and supervisory and other personnel

·         Identifies occupational areas in need of affirmative action

·         Recommends recruitment and promotional goals and participates in recruitment efforts

·         Assists in the review and monitoring of departmental affirmative action plans for conformance with prescribed standards.

 

LABOR RELATIONS SPECIALTY

 

·         Acts as principal contact between the Office of Human Resources and a major municipal labor union or union local

·         Administers all phases of grievance processing for all City unions

·         Provides staff assistance to the City's negotiating team during contract negotiations and interest arbitration hearings

·         Represents the City in the hearing, negotiation and settlement of grievances, including arbitration

·         Provides interpretation of labor contracts, laws, and regulations to department officials

·         Provides advice and guidance concerning labor/management issues to department officials.

 

SELECTION SPECIALTY

 

·         Provides selection services to assigned major departments

·         Serves as lead analyst for a group of personnel analysts engaged in development of selection methodologies, including job analysis and validation studies

·         Supervises administration of large scale examinations and develops procedures and practices for their administration

·         Develops and implements recruitment, upward mobility, apprentice and intern programs and methodologies for occupations or families of jobs

·         Conducts job analyses that function as the basis for both classification and compensation and selection projects.

 

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

 

KNOWLEDGE OF:

 

ALL SPECIALTIES

 


·         Standard computer software packages used for word processing, spreadsheets, and database management as well as human resources specific information systems



 

BENEFITS ADMINISTRATION

 

 

CLASSIFICATION AND COMPENSATION

 


 


EQUAL EMPLOYMENT OPPORTUNITY

 

·         Relevant federal, state and local legislation, including ADA, ADEA, FMLA, Title Seven of the Civil Rights Act

·         The current literature, federal regulations and court rulings related to affirmative action and equal employment opportunity in public agencies.

·         Selection practices, procedures and regulations.

·         Investigation practices and techniques

·         Training practices and techniques

 

LABOR RELATIONS

 



 

SELECTION

 

 

SKILL IN:

 

ALL SPECIALTIES

 




ABILITY TO:

 

ALL SPECIALTIES

 

 

REQUIRED COMPETENCIES:

 

§  Core Competencies Required of All Human Resource Staff:

§  INTERPERSONAL SKILLS

§  TEAMWORK

§  INTEGRITY/HONESTY

§  CONSCIENTIOUSNESS

§  CUSTOMER SERVICE

§  LISTENING

§  SPEAKING

§  WRITING

§  READING

§  ORAL COMMUNICATION

§  Reasoning

§  Stress Tolerance

§  Memory

§  Attention to Detail

§  DECISION MAKING

§  PROBLEM SOLvING

§  SELF-MANAGEMENT

§  Learning

§  Flexibility

§  Self Esteem

§  Personnel and Human Resources

§  PLANNING AND EVALUATING

§  CREATIVE THINKING

 

Note:  Competencies are derived from the U.S. Office of Personnel Management’s Human Resource Manager database, a copy of which resides in the City of Philadelphia Personnel Department.  Definitions of each competency have been developed by U.S. OPM for nationwide use and are available for review upon request in the Personnel Department.

 

MINIMUM ACCEPTABLE TRAINING AND EXPERIENCE (The following statement represents the minimum training and experience standards which will be used to admit or reject applicants for tests.  Applications submitted by candidates for this class will be reviewed based on training and experience requirements as approved on 2/15).

 

EDUCATION:

 

Completion of a bachelor's degree program at an accredited college or university with major course work in Human Resources, Personnel, Industrial Relations, Business Administration, Industrial Psychology, Public Administration, Insurance and Risk Management or a closely related field.

 

AND

 

GENERAL EXPERIENCE:

 

            Two years of personnel analysis experience in the central human resources or labor relations agency.

 

AND

 

SPECIFIC EXPERIENCE:

 

            One year of full performance level personnel analysis experience in the area of specialization.

           

Or any equivalent combination of education and experience determined to be acceptable by the Office of Human Resources that includes completion of a bachelor's degree program and the specific experience.

 

Preferred Education:

 

Master’s degree in one of the areas specified above for all specialties or a law degree for the Equal Employment Opportunity specialty.

 

Preferred Qualifying Credentials (depending on specialty):

 

PHR, SPHR, CCP, CBP, CEBS

 

NOTE:           Completion of a Law degree or Master’s degree in one of the areas specified above may be substituted for one year of the General Experience requirement. 

 

NOTE:           Specific experience requirements must be satisfied within five years immediately prior to the closing date for any examination for this class. 

 

PHYSICAL AND MEDICAL REQUIREMENTS

 

            Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.

 

Class Established: CSC - 12/93; Ad Board - 1/94

Spec. Revision: CSC - 9/94; Ad Board - 10/94

CSC – 2/00; Ad. Board – 4/00

Latest Spec. Revision and consolidation with 2H20: CSC – 1/15; Ad. Board – 2/15

 

 

BC