Human Resources Infrastructure Analyst Print Subscribe 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 reports and data analyses to support internal audits, legal inquiries, and compliance related activities. + Participate in the budget development process and budget monitoring activities for assigned areas of responsibility; recommend, project, and justify program resources, including staffing. + Prepare and present staff reports to the City Council, Boards and Commissions, and other bodies as needed; attend and participate in professional group meetings; stay current with trends and innovations in the fields of human resources, labor relations and public administration. + Performs other related duties as required. Minimum Qualifications MINIMUM QUALIFICATIONS: Combinations of education and experience that are equivalent to the following minimum qualifications are acceptable. Education and Experience: Bachelor's degree from an accredited college or university in Information Systems, Business Administration, Human Resources Management, Labor and Industrial Relations, Public Administration, or related field. Four (4) years of professional level experience in human resources within a government environment, with at least two (2) years of professional level experience directly related to the maintenance, implementation, integration, or management of HR Information Systems. Required Licenses or Certifications: + Must possess a valid driver's license or otherwise demonstrate the ability to independently get to and from multiple work locations as required. COMPETENCIES: These are reflective of the KSAs an individual would possess at the full-functioning level. Knowledge of: + Principles and practices of human resource information systems, management, and administration. + Theories and applications of relational databases and related software. + Principles and practices of public administration. + Methods and techniques used in the installation, troubleshooting and maintenance of information. + Organization and operation of municipal government. + Municipal government functions specifically related to the program area. + Advanced principles and practices of program development and administration. + Advanced organizational and management practices as applied to the analysis and evaluation of programs, policies, and operational needs related to area of assignment. + Principles and practices of collective bargaining and contract negotiation, preparation and administration. + Principles and applications of critical thinking and analysis. + Recent developments, research methods, current literature, and sources of information related to assigned programs and service areas. + Terminology used in the area of assignment. + Principles and practices of classification, compensation and conducting investigations. + Organization and operation of the City, program, and outside agencies related to responsibilities. Ability to: + Plan, organize, direct, coordinate, and evaluate programs, projects, events, or technical areas. + Recommend, design, and implement HRIS software applications. + Oversee and participate in the development and administration of human resources programs goals, objectives, and procedures. + Adapt to changing technologies and learn functionality of new equipment and systems. + Perform the full range of complex and difficult analytical, programmatic and administrative duties. + Independently perform systems analysis activities. + Evaluate, test, implement and support HR Information Systems. + Collect, evaluate and interpret varied information and data. + Research, analyze, and formulate recommendations, work plans, and activities regarding human resources programs and administrative issues. + Represent the programs, operations, and functions of Human Resources to staff, management, employee organization representatives, elected officials and the general public. + Participate in the preparation and administration of policies, procedures and labor contracts. + Participate in collective bargaining and grievance handling. + Apply classification knowledge and assist in maintaining organization consistency. + Prepare clear and accurate tables, schedules, summaries, and materials in statistical and narrative form. + Establish and maintain various data collection, record keeping, tracking, filing, and reporting systems. + Research, negotiate, manage, and monitor contracts and agreements. + Understand, interpret, and apply administrative and departmental policies and procedures as well as pertinent federal, state, and local laws, codes, and regulations. + Plan, schedule, review and evaluate the work and performance of subordinates in a manner conducive to proficient performance and high morale. + Exercise confidentiality in maintaining critical and sensitive information, records, and reports. + Communicate clearly and concisely, both orally and in writing. + Establish and maintain effective working relationships with those contacted in the course of work. Supplemental Information Physical Demands and Working Environment: + Work is performed primarily in a standard office setting with some travel to different sites and locations. + Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to travel independently to other locations using various modes of private and/or commercial transportation; and to verbally communicate to exchange information. Please use this Health and Welfare Benefit Link (http://www.reno.gov/government/departments/human-resources/benefits) to learn more about the City of Reno's great employee benefit plans and wellness programs. 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