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SENIOR HUMAN RESOURCES ANALYST

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SENIOR HUMAN RESOURCES ANALYST

Salary

$72,387.94 - $110,052.51 Annually

Location

Ohio 45202, OH

Job Type

Full-time Classified

Job Number

25-02146

Department

Human Resources

Opening Date

08/26/2025

Closing Date

9/9/2025 11:59 PM Eastern

+ Description

+ Benefits

+ Questions

General Statement of Duties

The Senior HR Analyst serves as a consultant to management on Human Resource related issues. Successful Senior HR Analyst will act as employee champion and change agent in performing advanced-level human resources professional work including talent acquisition; on-boarding; performance management, organizational effectiveness, employee and labor relations, and reporting analytics. The Senior HR Analyst formulates partnerships across the City to deliver value added service to management and employees that reflect the objectives of the organization. The scope of work requires the application of independent judgment.

Minimum Qualifications (KSAs)

(Illustrative only. Any one position may not require all of the listed KSAs nor do the listed examples include all the KSAs which may be required.)

Knowledge of:

Federal, state, and local laws and regulations governing human resource administration; specifically, Uniform Guidelines on Employee Selection; FMLA; ADA; FLSA; and EEOC.

Principle and practices involved in Human Resource Management.

Best practice employee investigations procedures and practices.

Principles of quantitative and qualitative analysis.

Principles and practices of position management; specifically, forecasting and trend analysis.

Various conflict resolution techniques to include negotiation methods.

Principles and practices associated with compensation and classification design and evaluation.

Principles and practices associated with workforce planning and development.

Principles and practices associated with HR Metrics.

Project planning methods, instruments, and techniques.

Basic statistics as it relates to the human resources function; specifically, test validation.

Human Resources methods and techniques of modern public human resources administration.

Skill to:

Operate a computer at an intermediate level along with computer software programs to include Word, Excel, PowerPoint and other standard office equipment in performance of assigned duties.

Operate within a human resources information system (HRIS) environment.

Operate assigned vehicle in performance of job duties (as required).

Set high goals for personal and group accomplishment using measurement methods to monitor progress toward goal attainment and continuous improvement.

Self-directed and motivated.

Ability to:

Implement and apply all principles, rules and regulations associated with federal, state, and local regulations.

Design and validate assessment and selection instruments.

Conduct investigations that are aligned with federal, state, and local regulations and industry standards.

Take initiative to identify and anticipate customer needs and make recommendations for implementation.

Perform research and data analysis utilizing best practice methods and techniques.

Accurately administer assigned processes and programs.

Perform statistical sampling and analysis; specifically, reliability and validity analysis on assessment instruments. Organize work flow and direct work of others to achieve results.

Exercise independent initiative and judgment.

Present ideas clearly and persuasively orally and in writing.

Understand and effectively carry out complex written and oral directions.

Prepare clear, complete, accurate, and logical documents and reports using proper English sentence construction, punctuation, and grammar.

Identify the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.

Providing guidance and direction, including setting performance standards and monitoring performance.

Enter, transcribe, record, store, or maintain information in written or electronic format.

Identify the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.

Keeping up-to-date technically and applying new knowledge to your job.

Recruit, interview, select, hire and promote employees in the organization.

Provide guidance and expert advice to management or other groups on technical, systems, or process-related topics. Utilize computers and computer software for the processing of information.

Identify the developmental needs of others and coaching, mentoring or otherwise helping others to improve their knowledge or skills.

Translate or explain what information means and how it can be used.

Influence members of a group to work together to accomplish task.

Develop specific goals and plans to prioritize, organize and accomplish the work.

Compile, code, categorize, calculate, tabulate, audit, or verify information or data.

Observe, receive, and otherwise obtain information from all relevant sources.

Encourage and build mutual trust, respect, and cooperation among team members.

Handle complaints, settle disputes, resolve grievances and conflicts, and/or otherwise negotiate with others.

Provide information to supervisors, co-workers, and subordinates by telephone, in written form, email, or in person. Manage multiple customer-departments in multiple locations.

Manage multiple conflicting priorities.

Effectively envision, develop, and implement new strategies to address competitive, complex issues.

Conduct investigations as appropriate

Assign, direct, and evaluate the work of subordinate staff; supervise subordinate staff.

Maintain confidentiality of City information.

Perform complex analyses of problems related to assigned area of responsibility.

Required Education and Experience

Each applicant must have a Bachelor's Degree from an accredited college or a university in the following areas: human resources, public administration, business administration, organizational leadership, or a related field. Additionally, each applicant must have two (2) years of work related experience in Labor Relations, Workforce Management, Human Resources or a related field.

An equivalent combination of education, training, and experience that demonstrates required knowledge, skills, and abilities may be considered.

OTHER REQUIREMENTS

Some positions may require a valid Driver's License.

MILITARY EDUCATION & EXPERIENCE EVALUATION

Military education and experience may be substituted for college level course work at the lower and upper division baccalaureate and graduate levels and apprenticeship training at the vocational certificate level on a case by case basis based on the American Council on Education (ACE) Military Guide recommendations.

Working and Physical Conditions

Environmental Conditions:

Indoor and outdoor environments; exposure to office computer screens; exposure to extremes in weather conditions; automobile travel within the City may be required.

Physical Conditions:

Duties require maintaining physical condition necessary for sitting, standing and walking for prolonged periods of time; light lifting and carrying; general manual dexterity required; must be able to operate assigned vehicle.

Examples of Work Performed:

(Illustrative only. Any one position within this classification may not include all of the duties listed nor do the listed examples include all of the tasks which may be performed.)

Interprets federal, state, and local Human Resources related laws, policies and procedures and disseminates information across customer-departments.

Consults with customer-departments, vendors, and employees to facilitate resolutions.

Meet with union, company, government, or other interested parties to discuss labor relations matters, such as contract negotiations or grievances.

Calculates, prepares, and validates salary placements and adjustments of employees for conformance to City of Cincinnati policies and procedures and labor laws.

Researches, compiles, interpret data, and reporting analytics related to the Human Resources Program areas, including trend and outcome analysis.

Serve as a conduit between management and employees in the interpretation and administration of contracts, policies and procedures, and federal, state, and local regulations.

Prepares staffing forecast to project employment needs and trends.

Assesses and anticipates HR-related needs.

Communicates needs proactively with HR team and customer-departments, while seeking to develop integrated solutions.

Conduct employee onboarding and assists with organizing training and development initiatives.

Interpret contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.

Plans and organizes assignments to achieve established objectives in a timely manner.

Investigates and coordinates formal and informal employee and/or customer-department complaints; prepares and reports finding and recommendations for solutions.

Serves as a custodian of employment records by ensuring files are accurately maintained and data contained within records comply with privacy laws and federal, state, and local regulations.

Represents the department at human-resources related hearings, investigations, and/or formal committee meetings such as civil service, grievance mediations, Ohio civil rights commission, and unemployment insurance.

Design job classes; develops classification specification utilizing techniques of job analysis and competency modeling to ensure job requirements are concise and clearly defined.

Mediate discussions between employer and employee representatives in attempt to reconcile differences.

Monitor company or workforce adherence to labor agreements.

Negotiate collective bargaining agreements. Constructs, evaluates, analysis assessment

Constructs, evaluates, analysis assessment instruments/techniques in accordance with recognized psychometric principles and the Uniform Guidelines on Employee Selection including determining reliability and validity of assessment materials.

Monitor company or workforce adherence to labor agreements.

Provides professional and technical support to customer-departments on a variety of human resources issues and problems.

Analyze trends and metrics in partnership with HR team to monitor HR activities, develop solutions, programs and policies.

Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.

Provides day- to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).

Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.

Provide guidance and input on departmental restructures, workforce planning, succession planning.

Identify workforce development needs for departments and individual executive coaching needs.

Participate in evaluation and monitoring of success of workforce development programs. Design and monitor performance measures to ensure training objectives are met.

Conducts regular meetings with respective departments to keep lines of communication open and proactively address issues and concerns.

Capable of mapping and reengineering work processes and/or facilitating process improvement strategies, including creating and measure of key performance indicators.

Develops and utilizes specialized training methods/aids to align with best practice trends.

Conducts classification studies.

Assess skills and talents of applicants based upon job requirements.

Identifies needs and assist customer-departments in the development of goals and objectives.

Plans, participates in, and evaluates special projects requiring coordination of activities across departmental and functional lines, to include the responsibility of project leadership over other professional and technical staff.

Prepares human resources related policies and designs procedures and forms for implementation.

Demonstrates superior seamless customer service, integrity, and commitment to innovation, efficiency, and fiscally responsible activity.

Develops and evaluates alternative methods for solving human resources issues, prepares reports of findings and recommendations for solutions.

Present the position of the City or of labor during arbitration or other labor negotiations. Propose resolutions for collective bargaining or other labor or contract negotiations. Recommend collective bargaining strategies, goals, or objectives.

Develops and coordinates departmental responses to City Council motions and referrals; provides technical expertise and advises City Council, City administrators, and other groups as requested.

Develop and/or implement recruiting strategies to meet current or anticipated staffing needs to include marketing and advertising materials.

Negotiates and administers union contracts; prepares arbitration cases and reviews grievances with regard to provisions of the union contract and other documents.

Performs other related duties as assigned.

The below information is solely intended as a summary of the benefits available and is subject to change. Not all benefits listed are available for every position. Benefits can vary depending on applicable labor agreements and/or salary plan. For specific questions, contact the HR Contact indicated on the Job Posting.

The City of Cincinnati offers its employees competitive salaries and a comprehensive benefit package designed to actively attract and retain quality employees' to add additional value to the City of Cincinnati's workforce. A summary of these benefits for full-time employment is listed below. This is a general listing of benefits for all employees and is not intended to be a comprehensive listing for all bargaining units.

The City offers a variety of training programs, ranging from job-specific skills such as computer and equipment instruction, to helping supervisors improve their management techniques.

Equal Employment Opportunity

The City of Cincinnati is dedicated to providing equal employment without regard to race, gender, age, color, religion, disability status, marital status, sexual orientation or transgendered status, or ethnic, national or Appalachian origin, or on the basis of any other category protected under federal, state and local laws.

Holidays

The City of Cincinnati has 11 paid holidays annually that include:

New Year's Day

Martin Luther King Day

President's Day

Memorial Day

Juneteenth

Independence Day

Labor Day

Veterans' Day

Thanksgiving Day

Day after Thanksgiving

Christmas

Health Insurance

The City of Cincinnati 80/20 offers 3 medical plans to all full time City of Cincinnati employees and eligible dependents: the 80/20 PPO medical plan, the HDHP medical plan with an HSA contribution, and a Health Reimbursement Arrangement for those enrolled on another non-city eligible group plan.

Eligible dependents include:

Legal Spouse or Equal Partner

Child (natural child, adopted child, and/or child who the group has determined is covered under a "Qualified Medical Child Support Order")

Step-child

Child for whom the employee or employee's spouse/equal partner is a legal guardian

Basic Life Insurance

A $50,000 Basic Life Insurance policy is paid for by the City for certain eligible employees. Full time employees not eligible for the City-paid basic life insurance policy are generally provided a similar benefit through their union group.

Supplemental Life, Long Term Disability, Accident & Critical Illness Insurance

Most full time City employees are eligible to participate in a supplemental life insurance program, a long term disability plan, and accident and critical illness insurance programs at their own expense. Premiums are determined by age, amount of coverage, and various additional factors.

Flexible Benefits Plans

Healthcare Flex Spending Account

City employees can participate in the Healthcare Flex Spending Account that can be used to pay out-of-pocket medical, prescription, dental, and vision care expenses for employees and family members.

Dependent Care Flex Spending Account

City employees can participate in a Dependent Care Flex Spending Account that can be used to pay work-related dependent care expenses. Participants can set aside money each year through pre-tax payroll deductions to pay for these expenses.

Transportation Expense Reimbursement Account

City employees can participate in a Transportation Expense Reimbursement Account (TERA) that can be used to reimburse expenses related to traveling to and from work. Participants can set-up a pre-tax payroll deduction up to an IRS regulated amount.

Healthy Lifestyles Program

City employees can voluntarily participate in a wellness incentive program that encourages and rewards employees and their spouses/equal partners for making positive choices for better health. The City of Cincinnati will contribute up to $300/year to a Health Reimbursement Account for each the employee and their spouse/equal partner for meeting specified program goals. These dollars can be used to offset qualified out-of-pocket medical expenses.

Integrated Health Reimbursement Arrangement (HRA)

This is a voluntary program that serves as an alternative healthcare option to traditional medical plans. If you have alternate group health coverage available to you through a spouse, equal partner, another job, or a non-city retirement plan, you may be eligible for this plan which reimburses you for the difference in premiums between the plans and your covered out of pocket expenses on the other plan.

Retirement Plan

The City provides a defined benefit pension plan for part-time and full-timeemployees. New hires and re-hired employees are required to participate in the City of Cincinnati's Retirement System (CRS), regardless of previous participation in an Ohio State pension system or any another state or federal pension system. CRS is funded by employer and employee contributions, and investment returns from plan assets. CRS provides retirement and health care benefits subject to eligibility requirements. The following groups are excluded from participation in CRS: Mayor and Members of City Council; Sworn Police & Fire; Police Recruits; and Rehired Ohio Police & Fire Retirees.

Deferred Compensation

As an Ohio government employer, the City offers employees the ability to participate in a 457(b) tax-deferred retirement savings plan. The City makes an annual match to your 457(b) of up to $750, or as otherwise specified in applicable regulations and union contracts.

01

Which best describes your highest level of education completed?

+ High School Diploma or GED

+ Some College

+ Associates degree

+ Bachelors degree

+ Masters degree

+ Doctoral Degree

+ None of the above

02

In which of the following areas do you possess a Bachelors or Masters Degree?

+ Human Resources

+ Labor & Industrial Relations

+ Psychology

+ Public Administration

+ Business Administration

+ Closely Related Field

+ None of the above

03

How many years of work experience in Labor Relations, Workforce Management, Human Resources or a related field do you have?

+ No experience

+ Less than 1 year

+ 1 year to less than 2

+ 2 years to less than 3

+ 3 years or more

04

Please describe any experience you have in labor relations and/or working with Unions.

Required Question

Employer

City of Cincinnati

Address

805 Central Avenue Suite 200

Cincinnati, Ohio, 45202

Phone

513-352-2400

Website

http://agency.governmentjobs.com/cincinnati/default.cfm