Senior Classification Analyst – Human Resource Analyst 2

Senior Classification Analyst – Human Resource Analyst 2

Requirements

• A bachelor’s degree in Human Resource Management, Organizational Behavior or Development, Business or Public Administration, the Applied Behavioral Sciences, Industrial Relations, or a job-related course of study determined by the appointing authority and two years of Human Resource professional-level experience related to the position.
• Valid Certification as a Professional in Human Resource awarded by the Human Resource Certification Institute, and three years Human Resource professional-level experience related to the position.
• Five years Human Resource experience related to the position. Three of the five years must have been at the professional level.
• A master’s degree in any of the above listed courses of study may substitute for one year of professional-level experience.
• The State Certified Human Resources Professional (SCHRP) certification, awarded by the Oregon Chief Human Resources Office, substitutes for six months of human resource professional-level experience.
• Valid certification as a SHRM Certified Professional awarded by a nationally recognized organization substitutes for one year of human resource professional-level experience.
• Valid certification as a PSHRA-CP from the Public Sector HR Association substitutes for one year of professional human resources experience.

Responsibilities

• Conduct classification reviews, analyses, and allocations when requested by employees or management using the DAS classification and compensation system and processes and following the Collective Bargaining Agreements and DAS policies as appropriate.
• Interprets classification standards, appropriateness of qualifications, e.g experience, education, specialized skills and appropriateness of duties based on the state’s classification systems.
• Identifies necessary changes/modification and relay information to business partners as appropriate.
• Conducts classification analyses using desk and/or paper audits and other relevant research to determine appropriate position allocation.
• Independently analyzes information and determines appropriate allocation within the state’s classification and compensation structure. Communicates findings verbally and in writing to business partner.
• Responds to employee classification appeals; organize, prepare, and participate in the formal appeal hearings and arbitration process.
• Advises and consults with managements and employees on requested and proposed classification actions and requests.

Preferred Qualifications

• Knowledge of classification and compensation principles and of statewide policies.
• Experience conducting review analysis and developing formal reports and recommendations for leadership.
• Experience utilizing multiple data sets to drive informed decision making and making formal recommendations.
• Experience collaborating and communicating with partners and adeptly navigating difficult conversations.
• Commitment to DEI and to participate in professional and personal development opportunities.