Hr Policy And Planning Analyst

Salary: Commensurate with Experience

The HR Policy Analyst is a key member of the Human Resources Compliance and Regulation team.  This role will be responsible for the implementation and maintenance of all City policies. The HR Policy Analyst will assist in the HR policy inventory and review process and help ensure that HR policy decisions align to enterprise strategy.

• Responsible for the creation of written and verbal communications, policy writing, training materials and/or presentation facilitation as assigned.
• Coordinate policy review with DHR and with individual City departments to ensure that DHR is aware of all City department's individual policies and procedures.
• Collaborate with the Policy Manager to regularly review all policies to ensure compliance with applicable laws, government regulations, other internal processes and procedures.
• Work together with the Policy Manager to consult, advise, and provide best practice solutions to ER peers, HR Business Partners and City management on interpretation and implementation of City policies and programs.
• Assist with content developments or changes to ER Policy and programs which may include updates to process and practice. 
• Serve as a custodian of all HR policies and maintain responsibility for the socialization of all new policies.
• Monitor the implementation of new HR policies and assist in citywide training on any newly implemented policy.
• Help present recommendations for policy or program changes to the HR Compliance and Regulation team and, if applicable, the Human Resources Leadership Team ("HRLT"). 
• Performs related duties as required.

The above statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position. COA may change the specific job duties with or without prior notice based on the needs of the organization.

• Sufficient knowledge in HR-related laws, especially well versed in employment laws and equal opportunities laws
• Satisfactory knowledge in legal language, and capable of understanding and precisely interpreting HR related laws for management decision