Human Resources Analyst II

Job Title

Reporting directly to the Compensation Manager, responsible for the complex analysis of compensation and human resources (HR) related projects and programs. Gathers, analyzes, and validates a wide variety of HR-related data from numerous sources to develop various materials.

Participates in salary studies, annual budget development, and reclassification processes by collecting, analyzing, and interpreting compensation and classification data.

Conducts market research and complex compensation analyses to determine appropriate job classifications and pay structures.

Collaborates and communicates regularly with departmental leaders, salary study participants, and market group representatives regarding compensation and classification matters.

Develops, revises, and maintains job descriptions to ensure accuracy, consistency, and compliance.

Creates and maintains position records in the Human Resources Information System (HRIS), including grade changes, grade ladder updates, and position modifications.

Responds to internal and external salary survey requests by compiling and validating compensation data.

Reviews and approves bilingual stipend requests, coordinates bilingual proficiency testing, and tracks and submits testing results.

Assists in the analysis, development, and implementation of total compensation programs, strategies, and systems.

Researches, compiles, analyzes, and reports compensation and human resources data to support management decision-making.

Develops and maintains databases, spreadsheets, dashboards, statistical reports, and analytical summaries.

Maintains proficiency in HR technology, reporting tools, and emerging communication and analytical techniques.

Performs job analyses, compensation analyses, benefits analyses, turnover analyses, workforce metrics, and other human resources analytics.

Identifies and implements best practices for strategically utilizing the County's Enterprise Resource Planning (ERP) system to support compensation and human resources operations.

Participates on internal and external committees, project teams, and implementation teams to support organizational initiatives.

Serves on cross-functional Human Resources teams and projects, as assigned.

Attends required meetings, trainings, and professional development activities.

Performs other duties as assigned.

Reports directly to – Compensation Manager

Direct Reports – No

Position involves prolonged sitting at a workstation, visual examination of documents, reaching, walking, twisting, bending, standing and occasional lifting/carrying

Work is primarily indoors in an air-conditioned environment

Bachelor's degree in a related field and three (3) years of related human resources experience, including data analysis; OR an equivalent combination of education and experience

Advanced skills in Microsoft Excel

Working knowledge of Microsoft Office Suite

Required within thirty (30) days of employment

Valid driver's license

Professional in Human Resources (PHR) or Society for Human Resource Management Certified Professional (SHRM-CP)

Prior experience with Workday systems

Compensation certification, prior experience conducting salary studies

Employment is contingent on passing any post-offer pre-employment screening as listed below:

Criminal background check:
Yes

Motor Vehicle Record check:
Yes

Drug screening:
Yes

Physical exam:
No

Psychological exam:
No

Additional: N/A

Work outside of the normal office hours (Monday-Friday 8 a.m. to 5 p.m.) may be required

May be deemed essential personnel in the event of an emergency

Regular attendance is required

Williamson County is an Equal Opportunity Employer and complies with the Americans with Disabilities Act and Uniformed Services Employment and Reemployment Rights Act (USERA). If you require an accommodation in order to apply for a position, please request assistance from the Human Resources Department. TOBACCO FREE WORKPLACE POLICY Williamson County is a tobacco free workplace. The use of tobacco products (e.g., cigarettes, cigars, pipes, snuff, chew, etc.)

and Electronic Nicotine Delivery Systems (ENDS) (e.g., vapor, e-cigarettes, etc.) is prohibited on all Williamson County premises. Employees who violate this policy are subject to appropriate disciplinary action up to and including termination of employment.