HR Analyst

Job Description

MUST BE SERVING PERMANENTLY IN THE TITLE OF STAFF ANALYST OR REACHABLE ON THE STAFF ANALYST LIST.

THE AGENCY
The Department of City Planning (DCP), through extensive community engagement, plans for the strategic growth and development of the City, develops citywide and neighborhood land use policies and zoning regulations, and shares its perspectives on growth and community needs with sister agencies in collaboration with the Office of Management and Budget (OMB).

The New York City Department of City Planning is a great place to work – cultivating intellectual inspiration, professional development and creativity. Visit our website at www.nyc.gov/planning to access the full listing of job opportunities and to learn more about our great agency.

THE DIVISION
The Human Capital Division within the Department of City Planning is seeking a Human Resource (HR) Analyst to support the mission of this fast-paced agency. We are a diverse, results-driven and tight-knit team looking for someone who will bring their professionalism, skills and experience to add to the team’s success in finding ways to innovate and drive Human Capital outcomes as business partners to the agency. We have a strong feedback culture and value the following competencies: self-driven, reflective/accepts feedback, collaborative, results-oriented, effective and a positive attitude. We recognize the contributions of each individual and appreciate those with a willingness to learn with a desire to grow and level-up on the work that we do.

THE ROLE
We are seeking a detail-oriented and analytical HR Analyst to join our evolving, dynamic, service-oriented Human Capital (HC) team. This role plays a critical part in shaping the agency’s culture and supporting its employees by providing key HR insights and analytics to improve HR strategies and practices. The HR Analyst will develop and deliver high-quality reports, analyze workforce trends that will support strategic initiatives, and drive the culture and morale of our great agency.

This is an exciting opportunity for a resourceful and data-driven professional to help drive organizational improvement through insights and innovative solutions. With a primary focus on capturing, analyzing and reporting HR trends, responsibilities include, but are not limited to, the following:

- Collect, analyze, and interpret HR data to identify trends and provide actionable insights.
- Develop detailed reports and presentations on HR metrics.
- Troubleshoot data and reports.
- Support recruitment efforts by analyzing and recommending improvements to HC and Executive Leadership.
- Identify training needs through data analysis.
- Design and analyze employee satisfaction and engagement surveys.
- Evaluate and recommend improvements to HR systems and tools.
- Identify and participate in business improvement initiatives.
- Assist in rollout and implementation of HR programs.
- Develop positive working relationships across divisions that will support the effective coordination of deliverables.
- Ensure compliance requirements and deadlines are met.
- Other special projects, as assigned.

Qualifications

A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a Juris Doctor degree from an accredited law school; or

A baccalaureate degree from an accredited college and two years of satisfactory full- time professional experience working in one or a combination of the following areas: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, labor relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area.

An associate degree or completion of 60 semester credits from an accredited college and four years of satisfactory full-time professional experience as described in "2" above.

A four-year high school diploma or its educational equivalent approved by a State's department of education or a recognized accrediting organization and six years of satisfactory full-time professional experience as described in "2" above.

A combination of education and/or experience equiva