|Date Opened||4/29/2019 5:00:00 PM|
|Close Date||5/3/2019 11:59:00 PM|
|HR Analyst||Erin Gallego|
|Analyst Phone/Email||520.837.4167 / Erin.Gallego@tucsonaz.gov|
|Salary||$47,486.40 - $79,206.40/year *Salary in accordance with Administrative Directives|
|Job Type||Open to All Applicants (External, Internal)|
The City of Tucson Human Resources Department is seeking a qualified, detail oriented and dedicated HR professional to fill a vacancy in its Classification and Compensation Unit.
This unit is responsible for analyzing, editing and creating job data, job specifications and minimum qualifications, as well as providing assistance with the development of new classifications. This unit is responsible for maintaining the compensation plan, conducting market surveys, market-pricing, reviewing including making recommendations regarding the pay grade structure, internal equity & compression.
This classification will lead other members of this unit performing the same duties. The ideal candidate will have experience and a strong understanding in the area of classification and compensation of Human Resources, including but not limited to; job analysis using the point-factor method, job description writing; Job description questionnaires & setting KSA's (Knowledge, skills and abilities), Market surveys, as well as compensation analysis; using compensation matrices and analytics.
A Human Resources Analyst is a professional classification that performs responsible work in various assignments including; classification & compensation, recruitment or other human resources functions. This class performs related duties as required.
This is a lead position affording guidance to other positions performing the same tasks. This lead position also reviews workloads, assigns work and coaches employees with specialized instructions and practices for job accomplishments. Lead personnel may contribute to other employees' performance evaluations, assist with the hiring process by interviewing and making recommendations and providing input to supervisory staff.
Conducts recruitment and selection processes by discussing staffing needs with departments.
Performs job analysis, prepares job announcements, and updates job descriptions.
Develops and implements applicant screening and selection devices; analyzes and evaluates applications and resumes; oversees interview panels and conducts reference checks.
Researches applicant and employee complaints by assisting the Lead HR Analyst with all workforce/HR matters including recruitment, problem solving and critical thinking.
Ability to effectively organize multiple projects, establishes priorities to achieve the goals of the team and customers and meet short deadlines.
Performs data entry of personnel actions.
Develops advertisements, and methods of examination by analyzing job data, job specifications and minimum qualifications.
Answers questions and provides guidance and assistance to applicants and department hiring personnel.
Assists with development of employment exams.
Reviews selection interview questions for appropriateness to assist department hiring managers and provides feedback.
Interprets policies, Civil Service Rules and employment laws.
Minimum Education Level & Type: Bachelor's Degree
Minimum Experience Qualifications: At least 1 year of experience in human resources management
Applicants who meet the minimum qualifications will be evaluated on the education and work experience in their employment profile and the responses to their supplemental questions. The highest scoring applicants will then be invited to participate in an Oral Board interview.
An applicant's placement on the list will be based on their final score which will be calculated as:
This recruitment will establish a civil service list that will be utilized to fill vacancies occurring within the next 6 months.
Veterans, Native American, or Disability preference points will be added to the final score for those that are placed on the Civil Service Employment List. If you qualify for preference points as outlined in the Employment Profile, you may bring a copy of your documentation on the date of your oral board interview. The DD214 must be a copy that indicates characterization of service.
If you are in need of Americans with Disabilities Act-related accommodation during the testing process, please email SS_HR_Satellite at least 48 hours prior to the evaluation.
You are encouraged to print this bulletin because it contains important dates and information that will not be available online once this position closes. Additionally, communication throughout this process will be sent via email exclusively so please ensure your browser accepts emails from email@example.com and check your email account regularly. Failure to respond or follow instructions will result in disqualification. All email inquiries should be directed to Erin.Gallego@tucsonaz.gov.
To ensure accurate payroll information for tax purposes, the successful candidate will need to provide their original Social Security Card or original letter from the Social Security Administration with their social security number prior to beginning work with the City of Tucson.
The City of Tucson hires lawful workers only - US citizens or nationals and non-citizens with valid work authorization - without discrimination. Federal immigration laws require all employers to verify both the identity and employment eligibility of all persons hired to work in the United States. In its efforts to meet the law's requirements, the City of Tucson participates in the E-Verify program established by the Department of Homeland Security (DHS) and the Social Security Administration (SSA) to aid employers in verifying the eligibility of workers.
Retired City of Tucson employees receiving benefits from the Tucson Supplemental Retirement System who are considering reemployment with the City should be aware that pursuant to Section 22-37(g) of the Tucson City Code, retirement benefits shall be suspended during the period of reemployment with the City of Tucson unless you have been separated at least twelve consecutive months before returning to work AND you return to a non-permanent employment classification. Creditable service does not accrue during any reemployment period.