Human Resources Analyst

Posting Close Date: 

Applicants must submit their completed application by 05-04-2025 at 11:59 p.m. MST

Application and Special Instructions

ABOUT THIS JOB

Position Specific Summary

The Human Resources (HR) Analyst position at the City of Tucson’s Human Resources department is responsible for providing direct HR consultation and direct HR operational support services to assigned departments, including recruitment, data management, employee relations, performance management, classification and compensation, and workforce planning.

Work is performed under the supervision of the HR Manager. This position does not supervise.

Duties and Responsibilities

• Consults with hiring department managers on recruitment needs. Develops, launches and tracks recruitments in accordance with best practices, Civil Service Rules, and Administrative Directives. Facilitates recruitment assessments, completes offers of employment, and onboards the successful candidate. Consults with hiring department managers and department directors to strategically plan workforce capacity, structure, and organization. Processes revisions to the workforce plan as requested. 
   

• Processes Human Resources Information Systems (HRIS) transactions to complete recruitment, onboarding, and electronic memorandum business processes.  Provides HR business partner support to hiring department to ensure successful onboarding of employees over the first eighteen-months of their employment. Provides HR support to the employee throughout their career, up to and including the time of their separation of employment from the City of Tucson. 
   

• Completes salary review analysis for potential job offers for internal and external candidates. Reviews, edits and writes position descriptions to assist in the development of new classifications, career series, and/or to revise existing classifications and reclassification requests. 
   

• Recommends, implements, and evaluates improvements in HR processes and practices. Identifies systematic inefficiencies across the organization related to HR services and partners to creatively solve operational issues. Reviews business processes, systems, or other changes that might impact existing workflows; recommends methods to optimize business processes to desired state and improve efficiency. Creates, optimizes, and supports implementation of processes which link closely to system workflows. Determines how these workflows will impact existing staffing, how to continuously refresh and monitor these workflows and recommends optimal change management processes. Assists with cross-functional teams to resolve complex issues related to workflows or other complex processes. Leads discussions with operational leaders to analyze needs. Implements processes and practices that can adapt quickly to changing organization, business, and demands. Participates in process improvement strategies for the HR department. 
   

• Performs all other duties and tasks as assigned. Develops and provides formal training in areas of expertise. Maintains knowledge of current developments and practices in human resources.  Provides/coordinates backup to HR staff as needed. Assists in resolving a variety of personnel-related issues. Assists with payroll questions, benefits questions, labor relations guidance, and questions about general city policies and procedures. Completes other projects or assignments as instructed.  

Working Conditions

Flexibility of schedule and willingness to work select evenings and/or weekends. 

Requires on-site presence.

All duties and responsibilities listed are subject to change.

MINIMUM QUALIFICATIONS

Education: Bachelor's Degree 
Work Experience: One (1) year of directly related experience.  
License/Certifications: Valid and unrestricted Arizona Class D Driver License - Arizona Department of Transportation

Any combination of relevant education and experience may be substituted on a year-for-year basis. 

PREFERRED QUALIFICATIONS:
Experience in more than one of the following HR functional areas: recruitment, classification, compensation, corrective and disciplinary action, training and development, interpretation and application of laws, rules, policies; and procedures, appeals, grievances or hearings; performance management, program or policy development, performance reviews, career