Under the general supervision of the Assistant City Manager, the Senior HR Analyst plays a key role in developing and implementing HR programs, policies, and procedures. This seasoned professional will provide technical and analytical support across recruitment, benefits, wage and salary management, employee relations, safety, wellness, and legal compliance.

The ideal candidate will have extensive experience in HR functions, with a strong knowledge of relevant laws, and a proven track record of leading HR projects, analyzing complex data, and driving process improvements. Exceptional communication skills are essential for preparing reports and policy recommendations. The ability to collaborate with other departments and stakeholders will be critical to achieving organizational goals and enhancing HR operations.

Closing Date

Open until filled. First review on December 11, 2024

To Apply

Complete the online application at https://desmoineswa.applicantpro.com/jobs/and attach a resume and cover letter explaining how you meet the requirements.

Salary: $88,033.00 - $107, 017.00/annually per DOE

Nature of Work

Under the general supervision of the Assistant City Manager, this position plays a key role in the development and implementation of human resources (HR) programs, policies, and procedures. The Senior HR Analyst provides high-level technical and analytical support across multiple HR functions, including recruitment and selection, benefits administration, wage and salary management, employee and labor relations, safety and wellness programs, and legal compliance. A broad knowledge of HR functions, including federal and state laws, is necessary to ensure effective decision-making. This role requires strategic thinking, advanced technical skills to analyze and manipulate complex data, and the ability to lead complex HR projects, processes and initiatives. The incumbent will be tasked with identifying opportunities for process improvements and implement solutions that align with HR best practices and City policies.

The incumbent must be proactive, forward-thinking, and capable of working independently to anticipate and address HR challenges. The role demands exceptional verbal and written communication skills to prepare and present complex reports, studies, and policy recommendations. Collaboration with the Assistant City Manager and other departments will be essential to achieving organizational goals and improving HR operations.

Essential Functions

HUMAN RESOURCES INFORMATION SYSTEM:

• Audits, processes, and maintains personnel transactions in the payroll/HRIS system, ensuring data accuracy and compliance.
• Enhances HRIS functionality and reporting by working closely with IT and relevant departments to implement new modules, streamline data processes, and develop customized reports that support data-driven decision-making and improve HR operations.

RECRUITMENT AND SELECTION:

• Utilizes and maximizes recruiting software to facilitate employee recruitment including job postings; forwards applications for review; prepares and tracks applicant listings and submits response letters; schedules and coordinates interviews; answers applicant questions regarding City employment procedures.
• Works with Hiring Managers to develop effective job postings, interview questions and efficient recruitment processes with successful results.
• Creates, drafts, and update job descriptions for all positions within the organization, ensuring accuracy, consistency, and alignment with the City's needs, goals, and compliance standards.
• May serve as Civil Service Chief Examiner.

LEAVE ADMINISTRATION:

• Educates employees and managers on their rights and responsibilities under state and federal leave laws (e.g., FMLA) and the City's leave policies.
• Reviews and assesses employee eligibility for leave, interprets medical certifications, and makes decisions regarding leave approval, tracking, and documentation.
• Actively manages complex leave cases, providing guidance to employees and managers, and explores reasonable accommodations in accordance with applicable laws and policies.
• Provides training for managers on proper leave tracking, ensuring compliance with all relevant regulations and internal procedures.

BENEFIT ADMINISTRATION:

• Oversees the administration of employee benefits programs, ensuring accurate processing of benefits data and providing employees with information about available benefits.

• Administers the annual benefits open enrollment period, working closely with Payroll and external vendors to ensure accuracy in benefits elections and payroll deductions.

• Supports the City's Wellness Program, assisting the Wellness Coordinator in meeting Well City certification milestones and promoting employee health and wellness initiatives.

CLASSIFICATION AND COMPENSATION:

• Analyzes and maintains employee classification structures and compensation policies, ensuring they are up-to-date and aligned with industry standards.
• Conducts salary surveys and provides compensation recommendations based on market trends, internal equity, and fiscal constraints.
• Reviews job audits and job evaluation requests, recommending changes to classifications, job descriptions, and FLSA exemption status as necessary.
• Collaborates with leadership to revise classification structures and create new job specifications to reflect evolving job duties and organizational needs.

RECORD MANAGEMENT AND COMPLIANCE:

• Ensures the accurate capture, auditing, and tracking of HR data, including new hires, promotions, pay adjustments, performance evaluations, and compliance activities.
• Leads efforts to digitize HR records and automate manual processes, improving the efficiency and security of personnel data management.
• Maintains official personnel files, confidential medical information, and recruitment records, working with the Public Records Analyst to comply with retention policies and public records lawas.
• Participates in development and modification of HR policies, procedures, and systems, ensuring best practices are followed in all HR operations.

TRAINING AND STRATEGIC DEVELOPMENT:

• Designs and delivers training programs to City employees on HR functions, including compliance with policies, best practices, and the use of HR systems.
• Works closely with department managers to identify HR-related challenges and develops strategic solutions to improve HR processes and business outcomes.
• Recommends and implements administrative and technological improvements to HR processes, optimizing efficiency, reducing errors, and enhancing service delivery.
• Develops onboarding materials and conducts new employee orientation, ensuring a smooth transition for new hires and proper completion of HR documentation.
• Leads initiatives to improve HR capabilities, fostering a culture of continuous learning, compliance, and employee development.

GENERAL ADMINISTRATION:

• Performs confidential administrative support for the Assistant City Manager.
• Creates and maintains HR related calendars for hiring, onboarding, benefits, and other areas, as assisgned.
• Maintains City's intranet website to ensure information relevant to employees is available electronically.
• Establishes and maintains cooperative, effective working relationships with co-workers, other City employees, and the general public using principles of good customer service.
• Reports for scheduled work with regular, reliable and punctual attendance.
• Performs other duties as assigned, including but not limited to being assigned to work in other functional areas to cover absences or relief, equalize peak work periods, or balance the workload.

Necessary Knowledge, Skills, and Abilities

Knowledge of:

• Federal, state and local laws regarding personnel policies and practices.
• HR Information Systems (HRIS).
• Principles and best practices of human resources functions.
• Methods and techniques for conducting analytical studies of administrative and management practices.
• Microsoft Office Suite products.

Ability to:

• Perform a variety of professional human resources duties.
• Provide technical information and assistance to others concerning employment policies and personnel transactions.
• Research complex issues and developing recommended action; to carry out assigned projects to completion.
• Develop and install new methods and procedures.
• Read, interpret, apply and explain rules, regulations, policies and procedures.
• Analyze and make recommendations on administrative, management and procedural practices.
• Deal effectively with employees, management and the public on a one-to-one or group basis Communicate effectively, verbally and in writing.
• Maintain cooperative and effective working relationships.
• Organize and summarize complex material; to compose effective correspondence independently and to take notes quickly and accurately.
• Plan, organize and schedule office priorities.
• Use independent judgment and initiative.
• Discreetly handle confidential and politically sensitive matters.
• Work both independently and within a collaborative team-oriented environment; contribute openly, respectfully disagree, understand the ideas of others, listen well and work for consensus.
• Considerable knowledge of English grammar, spelling and composition.
• Operate office tools and equipment and knowledge of general office practices and procedures.
• Proficient with HRIS, Payroll and similar employee management software.

Minimum Qualifications

• Bachelor's degree in Business Administration, Human Resources or related field AND;
• Five years' of progressively responsible human resources experience.
• Public sector experience highly preferred.
• PHR, SPHR, SHRM-CP or SHRM-SCP certifications preferred.
• A combination of experience and training enabling the individual to perform the position's essential functions may be considered.
• Possession of and the ability to maintain a valid Washington State Driver's License throughout employment with a good driving record.

Special Requirements

• Successful completion of a criminal history and pre-employment background check.
• Because of the known effects of tobacco use, the City of Des Moines does not hire applicants who use tobacco products.

Working Conditions and Physical Abilities

• Work is performance in an office environment although some travel and night meetings are required. The position requires continuous decision making, interpersonal skills, teamwork, creativity, customer service, training/supervision, performance of basic and advanced math, discretion, presentation/teaching, problem analysis, negotiation, mentoring, independent judgement and/or action; and the ability to read, understand, write and speak English.
• The position requires continual talking, hearing, and sitting; frequent fingering, feeling, grasping, handling and repetitive motion of hands and wrists; occasional standing, walking; rare reaching, bending, and climbing. Must be able to push, pull, lift, and carry 20 pounds.

Equal Opportunity Employer

• The City of Des Moines is committed to hiring a diverse workforce, and all qualified applicants, including those from all ethnic backgrounds and persons with disabilities, are encouraged to apply. The City is an Equal Opportunity Employer and does not unlawfully discriminate based on race, sex, age, color, religion, national origin, marital status, sexual orientation, veteran status, disability status, or any other basis prohibited by federal, state, or local law.
• In accordance with the Americans with Disabilities Act, an employer is obligated to make a reasonable accommodation only to the known limitations of an otherwise qualified individual with a disability. In general, it is the responsibility of the applicant or employee with a disability to inform the employer that accommodation is needed to participate in the application process, perform essential job functions, or receive equal benefits and employment privileges.

General Information

• The statements herein reflect general details as necessary to describe the principal functions for this job classification, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements.