City of Chandler Salary Plan - 2013-14
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OT Status Legend:
Non-Exempt = Hourly Position
Exempt = Salaried Position
Excellence is the responsibility of everyone at the City of Chandler. We lead by
our core values in constant pursuit of excellence:
*Commitment – Dedicate oneself to consistent and excellent public service
*Innovation – Implement unique, creative and cost-effective solutions
*Communication – Communicate in a positive, honest and productive manner
*Integrity - Adherence to high ethical standards
*Diversity – Promote inclusiveness
and impartiality throughout the organization
*Personal Responsibility – Take initiative to achieve excellence and
*Respect – Demonstrate a high regard
*Teamwork – Promote cooperative efforts, open communication and trust
All City employees are expected to conduct themselves in a way consistent with the
|SENIOR HUMAN RESOURCES ANALYST
Pay Grade: 25 FLSA Status: Exempt
Job Group: Confidential (C) Class Code: S093
Effective Date: 8/06 Revision Date: 8/08
The primary function of an employee in this class is to perform advanced professional personnel work in classification, compensation, organization studies, recruitment, testing and selection, employee relations, training, and/or benefits. A Senior Human Resource Analyst may be assigned to a functional area of HR or may be assigned to support one or more City Departments.
Essential Functions are not intended to be an exhaustive list of all responsibilities, duties and skills. They are intended to be accurate summaries of what the job classification involves and what is required to perform it. Employees are responsible for all other duties as assigned.
Coordinates recruitment and selection processes including the development of recruitment schedules, preparation of professional brochures, preparation of advertisements, coordination of testing and selection processes, participation in selection process, analyzes test results and establishes eligibility hiring lists.
Interprets personnel polices and procedures; responds to requests for information and assistance from employees, management, outside agencies and the public;
Conducts job classification audits, prepares or revises job specifications, and assists with compensation surveys and internal equity analyses to determine market and range adjustments.
Plans, develops and implements key strategic systems and programs related to recruitment, testing, and selection.
Assists departments in workforce and succession planning efforts including analysis of turnover, retirement data, workload and budget projections in order to forecast future staffing availability and prepare plans to address critical gaps.
Acts as primary contact for employee relation's issues and conducts investigations and resolves complex personnel issues such as employee grievances, sexual harassment and discrimination issues and other work related employee complaints or concerns; Monitors, recommends and reviews disciplinary and termination actions. Assists with the investigation, research and formal responses to EEOC charges;
Researches and administers tests and selection tools used in the recruitment process; evaluates results and reviews appeals;
Plans, organizes, develops curriculum and teach classes for City employees on various issues such as personnel rules and regulations, HR processes and employment compliance issues;
Writes clear and accurate reports which may be complex, controversial, or highly sensitive.
May assume quasi-lead responsibility over lower level staff during special project assignments.
Keeps current on all employment related laws and advises departments on the rules and regulations related to the American with Disabilities Act, Fair Labor Standards Act, Family Medical Leave Act, Discrimination in Employment Act, and other employment and payroll related laws and statues;
Prepare and deliver presentations to City employees and Department Directors.
Conducts analysis and research on a broad range of personnel assignments; composes and analyzes salary and benefits surveys and prepare benchmark analyses;
Conducts large scale organizational studies and determines changes to pay plans, classifications and compensation for the City;
Advises management and employees on compensation strategies and issues based on the rules and regulations related to Fair Labor Standards Act, other employment-related laws and internal human resources policies;
Plans, develops, and implements key strategic systems and programs related to compensation and classification;
Participates in development and delivery of city-wide performance management systems;
Manages the research analysis and implementation of process improvement projects related to compensation and classification;
Provides research and support with strategic manpower planning and resource utilization;
Other Duties and Responsibilities:
Performs all work duties and activities in accordance with City policies and procedures;
Works in a safe manner and reports unsafe activity and conditions. Follows City-wide safety policy and practices and adheres to responsibilities concerning safety prevention, reporting and monitoring as outlined in the City's Safety Handbook.
Knowledge, Skills and Abilities:
Federal, state, and City employment laws, regulations, practices and policies;
Techniques, theories and methods of public personnel administration specifically in the areas of recruitment and selection, test development, job evaluation and compensation, EEO/Affirmative Action and employment and labor law;
Project management techniques;
Operation of a personal computer and job-related software applications for word processing, spreadsheets, database creation and maintenance, information storage and retrieval, and related tasks;
English grammar, spelling and punctuation;
Current office practices and procedures.
Manage and execute large scale projects;
Work with highly sensitive, confidential and emotional situations and assignments;
Formulate reports, compose correspondence, and effectively communicate with all levels of staff and the general public;
Make mathematical calculations and draw logical conclusions;
Forecast and plan for upcoming staffing objectives;
Interpret, explain and make decisions in accordance with Personnel Rules and policies that may overlap or require analysis to develop a sound plan of action that takes into consideration the Citywide impact;
Proactively identify problems or needs, involve stakeholders and develop viable plans of action to address issues;
Conduct comparison and statistical analyses, draw conclusions and make recommendations;
Use logical and creative thought processes to develop solutions according to written specifications and/or oral instructions;
Effectively deliver presentations on a wide variety of human resources subjects in public settings;
Perform extensive research, make independent analysis, and report findings;
Work cooperatively in a team environment with managers, supervisors, and other City employees;
Operate standard office equipment, including a personal computer using program applications appropriate to assigned duties
Establish and maintain effective working relationships with other City employees, supervisory personnel, and the public.
The work is performed under the supervision of the Human Resources Supervisor.
Bachelor's Degree in Human Resource Management or a related field; and
At least five (5) years of professional human resources experience in recruitment, classification, compensation, benefits, and/or employee relations; or
Any equivalent combination of experience and training which provides the knowledge and abilities necessary to perform the work.
*Compensation Specialty Only
At least five (5) years' experience in compensation and classification for a large organization; and
Significant experience in compensation methodology.
The primary duties of this class are performed in a general office environment.
Essential Physical Abilities:
Sufficient clarity of speech and hearing or other communication capabilities, with or without reasonable accommodation, which permits the employee discern verbal instructions and communicate effectively in person and on the telephone;
Sufficient vision or other powers of observation, with or without reasonable accommodation, which permits the employee to comprehend written work instructions and review, evaluate, and prepare a variety of written/typed documents and text materials;
Sufficient manual dexterity with or without reasonable accommodation, which permits the employee to operate standard office equipment and a personal computer and to make adjustments to equipment;
Sufficient personal mobility, flexibility, and physical reflexes, with or without reasonable accommodation, which permits the employee to lift up to 20 pounds, to sit and work at a keyboard for an extended period of time, and work in an office environment.