Employee Services Analyst 2

JOB SUMMARY

As the primary facilitator of personnel actions (e.g., hiring, terminations, leaves, transfers, promotions, etc.) within the four instructional divisions, the Employee Services Analyst will cultivate a personalized customer experience for both candidates and existing employees. For candidates, the Employee Services Analyst will maintain two-way communication throughout each stage of the pre-employment process, monitoring the progress of these personnel actions and ensuring that all necessary steps leading up to a candidate’s effective start date are completed. For existing employees, the Employee Services Analyst will initiate, monitor, and follow through with a variety of personnel actions in the district’s employee tracking systems. The Employee Services Analyst will also research and answer questions and issues raised by employees and campus leaders within the four instructional divisions regarding benefits and payroll systems.

MAJOR DUTIES & RESPONSIBILITIES

• Facilitates a timely, personalized hiring experience; maintains the highest standards of professionalism, accuracy in data entry, and customer service, ensuring that the needs of candidates, campus leaders, and other stakeholders are met. Proactively coordinates all necessary steps leading up to a candidate’s effective start/end date. May be asked to assist with afternoon, evening, and weekend activities for candidates unable to attend during regular hours of operation. 
• Represents the district in employment activities and administers personnel actions (e.g., hiring, terminations, leaves, transfers, promotions, etc.) when initiated by a hiring manager; oversees the hiring process between departments, schools, applicants, and areas within the Human Resources Department. Regularly interfaces with candidates, hiring managers, and other stakeholders in-person, over the phone, and via email. 
• Serves as a first-level provider of support regarding district policies and procedures, compensation, certification questions, and other inquiries.  

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

•  Researches, analyzes, and resolves issues relating to compensation, payroll, benefits, escrow accounts, leave balances, TRS, W-4’s, W-5’s, workers compensation, time and labor, supplemental sick leave bank, and direct deposit.  Analyzes data to determine trends and patterns and develops recommendations to solve systematic/recurring problems. 
• Performs other job-related duties as assigned. 

EDUCATION

Bachelor’s Degree* 

*Applicants with a unique combination of education and work experience that do not match these exact   requirements may be considered. 

WORK EXPERIENCE

1 to 3 years Human Resources and/or Business Administration experience* 

*Applicants with a unique combination of education and work experience that do not match these exact requirements may be considered.  

SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

Office equipment (e.g., computer, copier) 

Microsoft Office, SAP 

Understanding of HR Information Systems, SAP, and applicant tracking systems preferred  

Ability to enter actions, update information, and determine correct procedures in a timely manner 

Must understand database structures and processing deadlines 

LEADERSHIP RESPONSIBILITIES

No supervisory responsibilities. May provide occasional work guidance, technical advice and training to staff. 

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work involves the application of moderately complex procedures and tasks that are quite varied. Independent judgment is often required to select and apply the most appropriate of available resources. Ongoing supervision is provided on an "as needed" basis. 

BUDGET AUTHORITY

No budget development activity is required. 

PROBLEM SOLVING

Decisions are made on both routine and non-routine matters with some latitude but are still subject to approval. Job is occasionally expected to recommend new solutions to problems and improve existing methods or generate new ideas. 

IMPACT OF DECISIONS

Decisions have minor, small and possibly incremental impact on the department or facility. Errors are usually discovered in succeeding operations where most of the work is verified or checked and is normally confined to a single department or phase of the organizational activities resulting in brief inconvenience. 

COMMUNICATION/INTERACTIONS

Collaborate and solve problems - works with others to resolve problems, clarify or interpret complex  

information/policies and provide initial screening/negotiations without approval authority. Interactions are typically with customers, senior level professional staff, and managers. 

CUSTOMER RELATIONSHIPS

Takes routine or required customer actions to meet customer needs. Responds promptly and accurately to customer complaints, inquiries and requests for information and coordinates appropriate follow-up. May handle escalated issues passed on from coworkers or subordinates. 

WORKING/ENVIRONMENTAL CONDITIONS

Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements. 

Ability to carry and/or lift less than 15 pounds. 

Ability to travel to campuses, satellite office locations, etc.