Human Resources Infrastructure Analyst

Human Resources Infrastructure Analyst

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Class Title

Human Resources Infrastructure Analyst

Class Code

5928

Salary

$85,342. 40 - $111,862. 40 Annually

• Definition

• Benefits

Classification Description Summary

SUMMARY: The Human Resources Infrastructure Analyst is responsible for managing, planning, and leading operational objectives related to the accuracy, functionality, and adherence to regulatory requirements of the City's Human Resources Information System (HRIS). The incumbent is expected to employ professional level understanding of the HR body of knowledge to effectively operate independently under broad direction to implement and update the City's HRIS infrastructure; monitor and implement system and policy updates to maintain compliance with labor laws, regulations, and labor agreements; develop and support robust data reporting tools for informed decision-making; create training materials and resources; and manage HR records for integrity, accessibility, compliance, and confidentiality. The incumbent is responsible for effective vendor relationship management, ensuring contractual compliance, and driving continuous system improvements to enhance organizational effectiveness.

Distinguishing Characteristics: The Human Resources Infrastructure Analyst is a journey-level classification. Positions at this level are distinguished by the level of responsibility assumed, the complexity of duties assigned, and the level of independence expected. Employees perform the most difficult and responsible types of duties. Employees at this level are required to be fully proficient in all procedures related to the assigned area of responsibility.

Supervision Received and Exercised: Work is normally reviewed upon completion of milestones to ensure compliance with departmental goals, plans, and policies; autonomy is granted at the functional area level; work assignments are typically received in broad, outline form, and incumbents are expected to act independently in developing applicable resources and information and subject to organizational policies and accepted professional standards. Incumbents exercise flexibility in selecting the most efficient work methods and procedures, and the planning and coordination of projects to achieve desired outcomes. This position may exercise supervision, guidance, and oversight to other positions.

Essential Functions

ESSENTIAL FUNCTIONS: - Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following:

• Manage, plan, and lead special projects related to Human Resources Information System (HRIS) implementation, integration with other systems, system upgrades, and process improvements, including project management support for system implementation, integrations and upgrades to achieve project milestones and deliverables.

• Conduct system validation testing to ensure accuracy and integrity of HRIS data and set-up; test system changes to ensure they do not compromise data integrity and are in conformity with labor agreements; provide feedback and recommendations for corrections as needed; and monitor access and use of HRIS data for privacy standards and legal requirements.

• Serves as a consultant to other departments and human resources staff by providing information and explanation when requested; collaborate with IT, HR and end-users to assess and implement vendor-initiated system updates, patches, and configuration changes; and implement changes to maintain and update the HRIS in accordance with changes in labor agreements, regulations, policies, and procedures when directed by HR management.

• Identify potential risks associated with HRIS vendor relationships, such as data breaches, service disruptions, or financial instability, and develop mitigation plans in collaboration with Risk Management and IT Security teams; assess HRIS vendor performance, responsiveness, and monitor vendor compliance with contractual terms, including deliverables, timelines, and quality standards related to maintenance, upgrades, and support services; and manage the development and maintenance of contingency plans that ensure continuity of HRIS operations and support during unforeseen events.

• Review HRIS vendor invoices against contractual terms and approved budget allocations, verifying accuracy and adherence to billing guidelines; and serve as primary liaison between the City and vendorsto advocate for system enhancements and upgrades to address identified deficiencies and functionality gaps.

• Develop and customize reports and dashboards to support management in monitoring workforce analytics and strategic planning initiatives; use HRIS reporting tools to generate accurate and accessible data for decision-making; and conduct analytical reviews and audits to ensure data integrity and to monitor operational practices to identify areas of non-conformity with established policies, procedures, and regulatory requirements.

• Conduct regular reviews of HR records to identify discrepancies, ensure accuracy, and address data quality issues; and document findings, recommended solutions, and implement corrective actions as necessary.

• Monitor changes in labor laws, regulations, and court rulings affecting HR, safety, benefits, compensation, and payroll operations; and develop recommended action steps to implement necessary changes and lead implementation accordingly.

• Retrieve and process requested documents and data related to public records requests, background checks, subpoenas, and employee inquires in collaboration with departments; and ensure HR records are accessible only to authorized stakeholders, adhering to data privacy regulations and labor agreement provisions.

• Oversee the electronic maintenance of all HR records, ensuring compliance with labor agreements, City policies, and regulatory requirements; and develop and maintain guidelines for the retention and disposal of HR records in accordance with regulatory retention requirements and labor agreements.

• Develop training materials and provide technical support to HR staff and end-users on records retention and management, and HRIS data entry standards; conduct training sessions to educate stakeholders on changes in labor agreements, policies, procedures, and system functionalities as requested; and develop informational materials and communications for employees and management regarding policy changes, compliance updates, and HRIS enhancements.

• Collaborate with cross-functional teams to identify opportunities for process and functionality improvements and automation to enhance organizational efficiency, accuracy, and compliance; generate ad-hoc r.