Human Resources Analyst III - Employee Relations at Augusta… · Augusta

Under the direct supervision of a Human Resources Division Manager, performs at an advanced level in at least one central area of human resources, such as talent acquisition and onboarding, employee benefits, classification and compensation, or employee relations. Performs all activities related to the assigned area of expertise. The position may serve as the lead member of the team in the assigned division and a primary backup to the division manager in their absence.

Key Responsibilities and Performance Standards

• Monitors, verifies, and reconciles data and documentation with employees, departments, finance, vendors, and external agencies; implements quality control processes to eliminate errors; researches and recommends improvements to programs in human resources; prepares required reports to ensure compliance with federal and state laws. May assist with maintaining the human resources information system (HRIS) by creating or updating employee records and data tables, auditing the HRIS for accuracy, and ensuring data integrity across various integrated HRIS modules. May assist the with coordination and processing of case management including, but not limited to ADA, ADEA, Military Leave, Fitness-For-Duty.
• Based on the needs of the assigned division, under the direction of division manager may consult with new hires, employees, managers, supervisors, and/or retirees to explain procedures, personnel policies, and various human resources programs; maintains accurate records; may conduct open enrollments, job fairs, new employee orientation, or other internal or external events, such as required or deemed necessary for the success of the division. Processes and assists in the recommendation for corrective action regarding disciplinary processes and procedures; may consult with legal counsel.
• Under the guidance/direction of the division manager, may advise departments in areas of Human Resources, to include benefits administration, compensation administration, talent management, or employee relations in accordance with HR policies and procedures, etc.; may be required to complete salary surveys, to conduct research, administer surveys, perform analysis, investigate personnel complaints, and prepare written reports with documentation for assigned Human Resources programs or areas.
• Can perform in a lead capacity for two or more critical function areas within the assigned division under the direction of the division manager. Ensures division programs meet employee needs, comply with legal requirements, and are cost-effective. Assigned tasks may involve consultation with third-party vendors and coordination with community partners for job fairs, medical, dental, and prescription program benefits, as well as related supplemental benefits. Assists in managing and overseeing requests for proposals (RFPs) for contracts related to services provided by the assigned division. Prepares special event and/or seasonal communications for the assigned division.
• Researches, compiles, and/or monitors administrative, statistical, or other data related to department operations; summarizes the data; performs routine data analysis and prepare reports; researches department files, records, and electronic databases; assists with collecting data, formulating results, and preparing reports and correspondence related to the findings.
• Conducts job analysis, evaluates position duties, and recommends appropriate job classifications; assists with maintaining job architecture ensuring consistency, internal equity, and compliance with FLSA and organizational standards.
• Supports compensation administration by reviewing salary actions, analyzing market data, preparing pay recommendations, and ensuring alignment with established pay structures, policies, and budget parameters.

• Experience processing and administering FMLA, death claims, vendor billing reconciliations.

• Performs other duties of a similar nature or level.

Education/Experience:

Bachelor’s degree and five (5) years or more of related experience.

OR

Associate’s degree and seven (7) years or more of related experience.

OR

High School diploma and nine (9) years or more of related experience.

Preferred Experience:

• 3-5 years processing employee grievances, conducting investigations, developing performance improvement plans, handling Employee appeals, coordinating and/or designing employee appreciation events.
• Familiarity with software that supports the employee performance evaluation process, and reporting specific to employee relations functions.

Knowledge of:

• Applicable laws, regulations, and policies governing employment practices and laws.
• Considerable knowledge of personnel policies and procedures, payroll systems, benefits, and insurance terminology.
• Proficiency with a human resources information system, talent management system, and Microsoft Office applications.

Skills in:

• Strong interpersonal skills to establish and maintain effective working relationships with employees, management, vendors, and the public.
• Excellent organizational skills and attention to detail.
• Excellent negotiation and conflict resolution skills with strong analytical and problem-solving skills.
• Excellent communication skills, both written and verbal.

Ability to:

• Maintain confidentiality and exercise sound judgment.
• Perform multiple tasks in a fast-paced environment.
• Write reports and make presentations before a large audience.
• Demonstrated ability to work independently.

Certification: HRCI or SHRM Certification preferred.

Travel from the office to other locations is required for this position less than 50% of the time.

PERFORMANCE APTITUDES

• Data Utilization: Requires the ability to evaluate, audit, deduce, and/or assess data using established criteria. Includes exercising discretion in determining actual or probable consequences and in referencing such evaluation to identify and select alternatives.
• Human Interaction: Requires the ability to work with and apply principles of persuasion and/or influence over others to coordinate programs or activities of a project, and resolve typical problems associated with the responsibilities of the job.
• Verbal: Requires the ability to utilize a wide variety of reference, descriptive, advisory, and/or design data and information.
• Math: Requires the ability to perform calculations for essential job functions.
• Functional Reasoning: Requires the ability to apply principles of influence systems, such as motivation, incentive, and leadership, and to exercise independent judgment to use facts and principles for developing approaches and techniques to resolve problems.
• Situational Reasoning: Requires the ability to exercise judgment, decisiveness, and creativity in situations involving the evaluation of information against sensory, judgmental, or subjective criteria, as opposed to that which is clearly measurable or verifiable.
• Physical Abilities: Tasks require the ability to perform sedentary to light work, which may involve extended periods of time at a keyboard or work station.
• Environmental Factors: Essential functions are regularly performed without exposure to adverse environmental conditions

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not intended to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees for this job.