SENIOR HUMAN RESOURCES ANALYST - City Of Philadelphia

2H65

PAY RANGE: N21

SENIOR HUMAN RESOURCES ANALYST

(Administrative Services)

(Benefits Administration)

 (Classification & Compen­sation)

(Selection)

GENERAL DEFINITION

          This is advanced performance level human resources 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.)

• Employees must perform a variety of advanced level human resources analysis assignments in the area of specialization as described in the typical examples of work.
• Employees must regularly serve as lead workers on assigned projects.
• Employees must supervise a staff of clerical employees for the Benefits Administration specialty and Administrative Services specialty. 
• Positions must work in the central human resources or labor relations agency.

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

ADMINISTRATIVE SERVICES SPECIALTY

·Plans, assigns and reviews work of subordinate technical and clerical staff performing certifications and transactions activities.

·Provides technical guidance in Civil Service Regulations and city personnel guidelines to staff.

·Prioritizes work of staff according to specific projects regarding departmental or citywide initiatives.

·Provides training to subordinate staff in areas of certifications and transactions.

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. 

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

• Human resource administration
• Public personnel administration
• Civil Service Regulations
• Home Rule Charter
• Labor contracts and collective bargaining agreements
• Relevant federal, state and local labor laws
• Structure and functions of City departments

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

• Basic statistics
• English grammar, spelling and oral communication.

ADMINISTRATIVE SERVICES

• Civil Service transactional processes and codes and certification processes
• Current personnel record keeping practices and related City and departmental policies
• Civil Service regulations related to maintenance of eligible lists, certifications, transactions and appointments
• City standards and procedures that apply to certification and placement processing
• Standard computer software packages used for word processing, spreadsheet, and database management
• Office of Human Resources-specific information systems,

BENEFITS ADMINISTRATION

• Benefits administration
• Internal Revenue Service rulings, Federal and State laws related to benefits administra­tion
• City payroll system as it relates to benefits processing, payroll deductions and taxable/non-taxable benefits
• Risk management principles and practices

CLASSIFICATION AND COMPENSATION

• Position classification
• Job analysis
• Hay evaluation system
• Compensation administration
• Relevant state and federal legislation including the Fair Labor Standards Act
• Organizational analysis

SELECTION

• Applied psychology as related to selection
• Assessment development and administration including job analysis as it relates to exam development
• Statistical concepts and techniques appropriate to analyze validity and reliability and other issues relevant to test performance
• Recruiting
• Psychometric principles
• Professional and government guidelines for merit selection

SKILL IN:

ALL SPECIALTIES

• Interviewing methods and practices
• Narrative report writing

ABILITY TO:

ALL SPECIALTIES

• Explain and provide guidance on laws, regulations, policies, standards or procedures
• Negotiate agreements with department managers and union officials.
• Develop new products, processes, and services.
• Mentor, train, and direct the activities of other analysts.
• Give presentations and briefings to peers, superiors, department managers, employees and union officials
• Implements operational, program or project plans to meet objectives
• Interact effectively with peers, superiors, department managers and employees and union officials.

REQUIRED COMPETENCIES:

Core Competencies Required of All Human Resource Staff:

Interpersonal skills, teamwork, integrity/honesty, conscientiousness, customer service, listening, speaking, writing, reading, customer service, 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 and 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 Office of Human Resources.  Definitions of each competency have been developed by U.S. OPM for nationwide use and are available for review upon request in the Office of Human Resources.

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 1/24).

ALL SPECIALTIES

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, Labor Relations, Employment Relations, Legal Studies, Insurance and Risk Management or a closely related field.

AND

GENERAL EXPERIENCE:

          Two years of technical human resources experience.

AND

ALL SPECIALTIES

SPECIFIC EXPERIENCE:

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

         

ALL SPECIALTIES

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 as an educational minimum and the specific experience.

Preferred Education:

Master’s degree in one of the areas specified above for all specialties.

Preferred Qualifying Credentials (depending on specialty):

PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, CBP, CEBS

NOTE:          Completion of a Law degree or Master’s degree in one of the areas specified above or PHR or SHRM-CP certification 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

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

Spec. Revision: CSC – 10/18; Ad Board – 12/18

Spec. Revision: CSC – 10/20; Ad Board – 11/20

Spec. Revision: CSC – 11/21; Ad Board – 12/21

Spec. Revision: CSC – 5/22; Ad Board – 6/22

Latest Spec. Revision: CSC – 12/23; Ad Board – 1/24

CP