Senior Personnel Analyst #2610-0943-01

• Administers, coordinates, and evaluates assigned human resources programs, functions, projects, and initiatives.
• Independently plans, prioritizes, and manages short- and long-term projects within designated areas of responsibility.
• Provides professional guidance, technical assistance, and consultation to City departments, employees, applicants, and other stakeholders regarding human resources programs, policies, procedures, and established practices.
• Assists in developing, implementing, reviewing, and improving human resources programs, policies, procedures, workflows, and service-delivery processes.
• Conducts job analyses and assists in developing or revising job descriptions and classification specifications to support recruitment, examination development, classification, and position review.
• Plans and coordinates recruitment and outreach activities designed to attract qualified and diverse applicant pools using appropriate recruitment sources and strategies.
• Reviews employment applications and supporting documentation, makes or recommends eligibility determinations, and reviews requests for reconsideration or additional information, as appropriate.
• Plans, develops, coordinates, administers, and scores job-related Civil Service and other merit-based examinations and selection processes, including examination materials, rating criteria, scoring methodologies, candidate instructions, logistics, communications, rater participation, and related records.
• Coordinates or administers pre-employment and onboarding processes, including background checks, medical or physical examinations, drug testing, reference verification, required certifications, employment documentation, orientation, and departmental communication.
• Monitors pre-employment and onboarding requirements to ensure required steps are completed accurately and timely prior to appointment or start of employment.
• May administer or assist with employee leave programs, including Family and Medical Leave Act (FMLA) administration and related leave processes.
• May coordinate employee and applicant drug and alcohol testing programs, including notifications, documentation, vendor coordination, and compliance with applicable policies and regulatory requirements.
• Assists in interpreting and applying personnel policies, Civil Service requirements, collective bargaining provisions, and applicable federal, state, and local employment laws and regulations.
• Researches personnel issues, evaluates relevant facts and information, and develops recommendations for appropriate action.
• Conducts or assists with fact-finding and workplace investigations involving employee complaints, personnel matters, or other assigned issues.
• Assists with the development, coordination, and delivery of employee training, professional development, and other organizational initiatives.
• Identifies and recommends improvements to departmental processes, procedures, technology use, workflow, documentation, and customer service.
• Collects, analyzes, and interprets human resources data and prepares reports, summaries, correspondence, presentations, procedures, and other written materials to support program evaluation, planning, and decision-making.
• Uses human resources information systems, applicant tracking systems, databases, spreadsheets, word-processing applications, and other technology to perform assigned work and retrieve, analyze, and report information.
• Serves as a liaison between Human Resources and City departments to facilitate communication, resolve issues, coordinate assigned activities, and promote consistent application of personnel practices.
• Establishes and maintains effective working relationships with City officials, department representatives, employees, applicants, labor representatives, professional organizations, vendors, and members of the public.
• Assigns, coordinates, or reviews the work of clerical or administrative staff assisting with assigned human resources activities, as required.
• Handles sensitive personnel, applicant, examination, and employee information with appropriate discretion and confidentiality.
• Keeps current with developments, trends, laws, professional standards, technology, and best practices affecting public-sector human resources administration.
• Performs related work as required.

• Knowledge of and ability to apply the principles, concepts and professional standards and practices of modern public-sector human resources administration.
• Knowledge of Federal and State laws and regulations applicable to public personnel administration.
• Knowledge of recruitment, selection, candidate evaluation, merit-based employment, and competitive examination principles and practices; familiarity with Civil Service preferred.
• Knowledge of job analysis, job evaluation, classification methods, employee testing, assessment methods, rating procedures, and basic statistical concepts used in personnel selection.
• Knowledge of employee leave administration, pre-employment and onboarding processes, employee screening, and workplace drug and alcohol testing requirements and procedures.
• Knowledge of employment practices related to equal employment opportunity, affirmative action, and nondiscrimination principles and requirements.
• Knowledge of collective bargaining agreements and the ability to interpret and apply relevant contractual provisions.
• Knowledge of contemporary human resources practices, trends, technologies, and professional standards.
• Considerable analytical, research, and problem-solving skills, including the ability to gather and evaluate information, identify relevant issues, and develop practical and supportable recommendations.
• Considerable oral and written communication, presentation, interpersonal, interviewing, and consultation skills.
• Skill in developing clear, accurate, and job-related written materials, including reports, correspondence, policies, procedures, job descriptions, examination materials, and recommendations.
• Ability to communicate complex human resources policies, procedures, and requirements clearly to employees, applicants, supervisors, managers, and members of the public.
• Ability to exercise sound judgment, discretion, and independent decision-making in handling complex, sensitive, or confidential personnel matters.
• Ability to maintain strict confidentiality and appropriately safeguard personnel, examination, applicant, and employee information.
• Ability to independently organize, prioritize, coordinate, and manage multiple assignments, projects, and deadlines while recognizing matters requiring consultation, escalation, or supervisory review.
• Ability to consistently and appropriately apply established policies, procedures, laws, regulations, contractual provisions, and precedents.
• Ability to design, coordinate, and deliver formal and informal training and informational programs.
• Ability to assist in the development, implementation, evaluation, and improvement of human resources programs, procedures, workflows, and service delivery.
• Ability to collect, analyze, interpret, and present human resources data and metrics in support of operational and management decision-making.
• Skill in the use of human resources information systems, applicant tracking systems, databases, spreadsheets, word-processing applications, presentation software, and other technology used in human resources administration.
• Ability to learn and effectively apply new technologies, systems, methods, and best practices to improve work processes and outcomes.
• Ability to prepare and maintain accurate records, documentation, reports, and administrative files.
• Ability to assign, coordinate, and review the work of clerical or administrative personnel assisting with assigned activities.
• Ability to adapt to changing priorities, laws, technologies, organizational needs, and professional practices.
• Ability to establish and maintain effective working relationships with elected and appointed officials, department heads, supervisors, employees, labor representatives, applicants, professional organizations, vendors, and members of the public.
• Ability to provide responsive, professional, and effective customer service while maintaining appropriate application of personnel policies and procedures.

This is a General Fund, Civil Service tested position. This is an anticipated vacancy.

Pursuant to the Federal Drug Free Workplace Act of 1988, The City of New Haven has a adopted a Drug Free Workplace Policy. The City of New Haven requires a pre-employment drug test, which includes screening for marijuana.