Metropolitan Water Reclamation District of Greater Chicago

Senior Human Resources Analyst (#20001717)

General Statement

Under direction, performs the more difficult technical human resources work in position classification, compensation, benefits administration, recruitment, employment, employee development, and employee and labor relations.

Essential Job Functions

Essential job functions are fundamental, core functions common to positions in a classification.  They are not intended to be an exhaustive list of all job duties for any one position in the class.  Since class specifications are designed to be descriptive and not restrictive, incumbents may complete one or all of the job duties listed or tasks of similar kind not specifically listed here.

  • Maintains classification plan; conducts job evaluations; drafts, reviews and updates job specifications; drafts Civil Service Board amendments for classification changes; reviews position/budget requests for appropriate classification.
  • Performs a variety of salary administration activities such as calculating and implementing updates to various pay rate tables; administers merit increases; calculates and administers wage adjustments and corrections to pay.
  • Reviews, analyzes and makes recommendations regarding the design, funding and administration of benefit programs, and advises employees as required.
  • Designs and develops in-house training; prepares Request for Proposals for training services and administers vendor contracts after award.
  • Serves as project manager for civil service examinations including recommending and managing external consultants, test development and administration, scoring and file maintenance; supervises the review and evaluation of applications for examinations and provisional appointments.
  • Assists Labor Negotiator in collective bargaining by reviewing current agreements and drafting new proposals, preparing cost analyses, and participating in bargaining and strategy sessions; interprets collective bargaining agreements and rules for supervisors; investigates and represents the District at grievance hearings.
  • Maintains and administers employee eligible lists; participates in the interview process as needed.
  • Assigns, supervises and reviews work; ensures staff compliance with District policies and procedures including Personnel Rules and Administrative Procedures; completes performance reviews; addresses employee complaints and grievances; may recommend employment actions such as hiring, transfer, suspension, promotion or discharge.

Other Job Functions

  • Participates in special projects such as development of directives and policy statements, supervisory training, conducting research or special investigations or serving as a witness or authority at hearings.
  • Participates in development of the annual departmental budget.
  • Performs other duties as assigned.

Environmental Conditions

Work is performed in a typical office environment and requires the use of standard office equipment including computers.

Desirable Knowledge, Skills and Abilities

  • Thorough knowledge of the principles, practices and procedures of public human resources administration.
  • Thorough knowledge of the content and characteristics of a large variety of occupations relating to the District.
  • Thorough knowledge of the principles, practices and procedures of the human resources specialty of assignment.
  • Knowledge of statistical methods related to public human resources administration.
  • Ability to coordinate and manage project teams and provide project oversight.
  • Ability to plan and supervise the work of subordinate analysts and administrative staff.
  • Ability to communicate effectively, orally and in writing.

Minimum Qualification Requirements

Graduation from a four-year accredited college or university majoring in areas related to human resources administration, and four years of technical human resources experience, one year of which must have been in the public sector.


Additional technical human resources experience may be substituted for the required education on a year-for-year basis.  Graduate study in human resources administration or a closely related area may be substituted for the required education or for the non-specialized experience on a year-for-year basis.

Promotional Requirement

  • One year of service with the District as an Associate Human Resources Analyst or two years of such service as a Human Resources Analyst.
  • Civil service status in one of the foregoing classifications.

CLASS: 20001717; EST: 1/1/1900; REV: 12/1/2015;