Sr Human Resources Analyst (Leave Management/ADA)

Salary: $69,728.10 - $90,646.66 Annually
Location : City of Las Vegas, NV
Job Type: Full-Time
Job Number: 24JAN79928-O
Department:Human Resources Department
Opening Date: 01/23/2024
Closing Date: 2/6/2024 11:59 PM Pacific
Bargaining Unit: APPT
About the Position
Career Opportunity
The City of Las Vegas invites applications for Sr Human Resources Analyst.
Ideal Candidate
The Sr Human Resources Analyst position is assigned to Human Resources - Employee Benefits. This position serves as the City of Las Vegas ADA Coordinator and ensures the timely and ongoing compliance of City programs, services, facilities, and activities with respect to applicable federal and state regulations pertaining to accommodation and accessibility; reviews and updates the City of Las Vegas ADA Self-Evaluation and Transition Plan, as needed; and will work with departments and employees to develop reasonable accommodations via the Interactive Process in order to ensure compliance with the ADA.
The ideal candidate will have experience working with FMLA and a proven track record of successfully managing employee leave requests, tracking leave balances, accruals, and usage for employees.
Additionally, the ideal candidate will be comfortable with technology - Oracle EBS experience is desirable. Successful candidate will have the ability to utilize software to maintain databases, generate reports, validating data, and track progress/trending as needed.
About the position:
This position leads or supervises, oversees and participates in the more complex work of staff responsible for providing a variety of professional, technical and analytical Human Resources services in one or more of the following areas: recruitment, classification and compensation, liability claims, safety, training, employee benefits, ADA, FMLA, leave management, performance and talent management, affirmative action and equal employment opportunity programs, onboarding, labor contract administration, and labor and employee relations.
Distinguishing Characteristics
This is the advanced journey level class in the Human Resources Analyst series. Positions at this level are distinguished from other classes within the series by the level of responsibility assumed, the complexity of duties assigned, and the level of independence expected. Employees perform the most difficult and responsible types of duties assigned to classes within this series. Employees at this level are required to be fully trained in all procedures related to assigned area of responsibility.
Supervision Received and Exercised
Receives direction from the assigned Human Resources Administrator or Human Resources Manager and higher level management.
May act as a lead worker or a formal supervisor. As a lead, exercises functional or technical supervision, including scheduling and assigning tasks, providing guidance, ensuring work is completed according to proper procedure, monitoring work progress, and reviewing results. As a first line supervisor for designated staff, interviews and selects job applicants, trains, assigns and oversees work, and establishes and evaluates appropriate performance standards in accordance with department objectives.
EXAMPLE OF DUTIES
Essential Functions:

1. When assigned as a lead, plans, and assigns the work of staff responsible for Human Resources services in one or more of the following areas: recruitment, classification and compensation, liability claims, employee benefits, ADA, FMLA, leave management, performance and talent management, onboarding, training, employee development affirmative action and equal employment opportunity programs, labor contract administration and labor and employee relations.
2. Serves as an internal consultant and subject matter expert in one or more disciplines of Human Resources and provides direction and guidance to colleagues, supervisors and management in order to achieve goals and objectives related to the city's visions and priorities
3. Ensures employees adhere to established work methods, techniques and schedules, and comply with applicable city and department policies, procedures, standards and specifications; reviews needs with appropriate management staff; allocates resources accordingly.
4. When assigned as a supervisor, interviews and selects job applicants, trains, assigns and oversees work, and establishes and evaluates appropriate performance standards in accordance with department objectives.
5. Coordinates and helps execute the strategic business plan of the assigned work unit; assists in developing goals, objectives and performance metrics; evaluates programs and projects and recommends policy and procedure changes to improve effectiveness.
6. Plans, directs and participates in the more complex projects; responds to and resolves department concerns.
7. Responds appropriately to sensitive and controversial situations, inquiries and requests, both internal and external.
8. Collects and analyzes statistical data; prepares a variety of correspondence, documents and reports; presents findings and recommendations; implements approved actions.
9. Ensures that appropriate human resource guidelines are being followed. Interprets Human Resources policies and procedures; responds to requests for information and assistance from employees, management, outside agencies and the public
10. Develops and facilitates relevant training for management and employees.
11. Maintains confidential personnel records and information.

When Assigned to Benefits:

1. Leads and administers various programs, services, and activities related to: ADA; Title VI; FMLA; and overall leave management.
2. Evaluates city programs, activities, sites, and services to ensure accessibility; performs self-evaluation process to assess current City policies, services and practices with regard to the Americans with Disabilities Act (ADA), and identifies disability and access related deficiencies involving public services, facility design and alteration, transportation, and employment.
3. Facilitates the ADA Interactive Process, providing strategic, professional level ADA compliance guidance, highly technical policy support, and utilizing subject matter expertise for all substantive and procedural matters related to this function.
4. Oversees the city's leave management program; ensures frequent communications with employees and department liaisons regarding requests for leave and/or accommodations.

Marginal Functions:

1. Stays abreast of trends and innovations in the field of human resource management, particularly in the area of assignment.
2. Performs related duties and responsibilities as required.

MINIMUM REQUIREMENTS
Experience:
Four years of increasingly responsible professional human resource experience in the area of assignment. Experience in municipal government is desirable.
Training:
Bachelor's degree from an accredited college or university with major in human resource management, public administration, business administration or a field related to the essential functions. May substitute a combination of equivalent education and related experience. The city assesses 1.5 years of fulltime experience as equivalent to one year of education.
License or Certificate:
Active ADAC certification preferred
May be required to possess and continually maintain an appropriate valid driver's license, depending on assignment.
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of:
Modern principles and practices of human resource management and administration.
Research and data analysis methods and techniques.
Advanced principles and practices in applicable area of specialization.
Pertinent federal, state and local laws, codes and regulations.
Techniques of report writing.
Business English, including grammar, spelling, sentence structure and punctuation.
Common office computer hardware and software, including word processing, spreadsheets and email.
Principles and practices of supervision, training, and performance evaluation.
When Assigned to Benefits:
All applicable leave and accommodation laws including the FMLA, ADA, Title VI, and state and local laws.
Methods and techniques to enable individuals with disabilities to access facilities, programs, services, and communications.
Skills in:
Developing operational reports and recommendations.
Gathering, organizing and analyzing statistical data.
Producing written documents with clearly organized thoughts using proper sentence construction, punctuation, spelling and grammar.
Using computers and computer applications and software.
Ability to:
Interpret, apply, explain and enforce applicable federal, state, local and city laws, codes, policies, procedures, rules and regulations.
Use initiative and independent judgment within established guidelines.
Analyze problems, identify alternative solutions, project consequences of proposed actions and propose recommendations in support of department goals.
Evaluate current business processes, make recommendations for improvement and implement approved strategies.
Set and adjust priorities in a rapidly changing environment.
Plan, organize and prioritize assignments.
Meet critical deadlines.
Manage multiple assignments.
Demonstrate respect and sensitivity for cultural differences.
Work independently without close supervision.
Delegate and follow up on assignments.
Seek and accept input and assistance from others.
Communicate with individuals from a variety of social, cultural, economic and educational backgrounds while demonstrating respect and sensitivity for perceived differences.
Explain complex technical systems in clear and simple terms understandable to non-technical staff.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.
Help others understand and manage change.
Support creative thinking and problem solving by encouraging feedback.
Competencies:
In addition to Core Workforce Competencies:
Supervisor Competencies
Professionalism - Models core values by being honest, respectful and positive; continuously demonstrates the core values of the city; supervisory actions are collaborative whenever possible and intended to grow the city's capacity at an individual, unit, division and/or department level.
Managing Performance - Takes responsibility for own and assigned employees' performance, by setting clear goals and expectations, tracking progress against the goals, ensuring regular feedback, and addressing performance problems and issues promptly.
Decisiveness - Willingness to make difficult decisions in a timely manner.
Developing and Empowering Others - Willingness to delegate responsibility; coaching assigned employee to develop their capabilities.
Facilitating Partnerships - Builds community and partnerships both inside and outside the organization.
Forward Thinking - Anticipating the consequences of situations and decisions; taking appropriate action to be prepared for possible changes.
Providing Support - Provides the tools and creates a supportive environment that allows others to successfully complete their work.
CITY OF LAS VEGAS, NEVADA
Appointive Compensation and Benefits - 2024
COMPENSATION
Annual Base Pay Increases

• Employees are eligible for annual performance-based merit increase or cash bonus, typically in first pay period of fiscal year.
• City Manager and City Council may approve annual cost of living increase.

BENEFITS
Uniform Allowance

• Applies to uniformed appointives in Fire & Rescue, Public Safety, and Municipal Court, currently $1,500/year

Retirement

• Eligible employees participate in the Public Employees' Retirement System of Nevada (PERS). PERS, a statewide defined benefit plan, calculates retirement benefits based on 2.25 percent (current percentage for employees hired 7/1/15 and after) for each year of service, applied to the employee's highest consecutive 36-month average salary. PERS also requires that employees share 50 percent of the PERS contribution, which is implemented by reducing the City's salary ranges. The highest consecutive 36-month average salary is increased commensurate with the salary range reductions required by PERS.

Deferred Compensation Plan

• The city offers a 457(b) Plan, a government deferred compensation plan similar to a 401(k) plan. It offers both pre-tax and after-tax savings and investment options.

Deferred Compensation Match

• City provides a 100% match annually (on a per pay period basis) to your contributions, up to the following amounts in a 401(a) plan -

o Years 1-2 (0-24 months)* $4,000
o Years 3-4 (25-48 months)* $5,000
o Year 5 (49-60 months)* $6,000
o After 5 years (>60 months)* $6,000
*Years of service in Benefits Plus Tiers I, II, and III combined

• Employees are fully vested in the match after 5 years of service or at age 65.

Medical, Dental and Vision Insurance

• Employees are covered the first of the month following date of employment. Five medical plans, two dental and two vision plans are available. City pays 100% of employee premium + 50% of dependent premium.

Life and AD&D Insurance

• City provides $100,000 insurance at no cost.
• Additional voluntary life insurance and AD&D insurance available for purchase.

Disability Insurance

• City provides long term and short term disability policies:

o STD
• City pays 100% of base salary, for up to 90 days of an approved med...