Under the general supervision of the Director of Human Resources, this position is responsible
for collecting, compiling, and analyzing HR and payroll data, metrics, and statistics, and for
applying data to support decisions related to recruitment, retention, compensation, and legal
compliance. The Human Resources (HR) & Payroll Analyst is also responsible for ensuring that
all employees are paid accurately, on time, and in compliance with applicable local and federal
regulations, collective bargaining agreements, and departmental policies. Ensures compliance
with payroll laws and HR standards, as well as providing analytical and administrative support to
departmental leadership.
This position requires a confidential relationship to a policymaker.Provides assistance in drafting and recommending policies and procedures to improve
organizational culture, including strategies for attracting, hiring, motivating, and retaining
employees, resolving staffing issues, and ensuring legal compliance.
Facilitates the implementation of new training, development, and recruiting initiatives.
Collects and compiles HR metrics and data from sources such as HRIS, payroll outputs,
management and employee surveys, exit interviews, employment records, government labor
statistics, competitors' practices, and other relevant sources.
Research issues for management, advises leadership with resolutions, and analyzes data
patterns related to recruitment, hiring, motivation, turnover, and compliance with employment
laws, while preparing reports, presenting findings, and identifying goals, milestones, and
benchmarks for key performance metrics.
Assists with classification audits to ensure proper job classification (exempt or classified).
Facilitates audits by providing necessary records and documentation and ensures compliance
with data privacy regulations.
Provides assistance to leadership with staffing, recruiting, departmental budget matters, and
provides guidance on performance, benefits, and compensation review and evaluation processes.
Implements, maintains, and reviews payroll systems to ensure accurate and timely processing of
transactions, including salaries, benefits, garnishments, taxes, and deductions; while preparing
and maintaining accurate payroll records and reports, ensuring compliance with payroll, wage,
and hour laws and recommending updates to payroll software, systems, and procedures.
Performs other related duties as required.Bachelor's degree from an accredited college or university in Human Resources, Business
Administration, Industrial Psychology, or related field and three (3) years of administrative
experience in human resources, payroll, employee benefits, or equal opportunity compliance.FACTOR 1- KNOWLEDGE REQUIRED BY THE POSITION
Knowledge of applicable federal, state, and local laws, regulations, and policies related to payroll
administration, taxation, and employment.
Knowledge of payroll and human resources management methods, techniques, practices, and
principles.
Knowledge of computerized payroll, recordkeeping, and tracking systems, including HRIS and
timekeeping software.
Knowledge of collective bargaining agreements and policies governing payroll, leave accruals,
and overtime.
Skill in using Microsoft Office Suite (Word, Excel, PowerPoint) and payroll systems such as
ADP or Kronos.
Skill in problem-solving, critical thinking, and process improvement.
Skill in interpersonal communication and providing responsive customer service to employees
and managers.
Ability to maintain strong attention to detail and ensure a high level of accuracy in payroll
processing.
Ability to research, interpret, and apply payroll regulations, collective bargaining agreements,
and internal policies.
Ability to communicate effectively, both orally and in writing, with staff, management, auditors,
and external partners.
Ability to establish and maintain effective working relationships with employees, management,
and external agencies.
Ability to handle confidential payroll and employee information with discretion and integrity.
Ability to review payroll records, identify errors, and ensure compliance with legal and policy
requirements.
Ability to manage multiple deadlines and priorities efficiently in a fast-paced environment.
Ability to plan, organize, and execute payroll and related HR functions efficiently.
Ability to provide analytical and administrative support for payroll operations and HR initiatives.
FACTOR 2- SUPERVISORY CONTROLS
Work is supervised by the Director or designee, who assigns projects. The incumbent performs
the work independently under minimal supervision, in accordance with established guidelines
and with considerable independent judgment. Guidance on complex matters, to determine the
best course of action within established limits, is provided as needed. Work is reviewed through
meetings, conferences, reports, and by evaluating the approaches taken to handle specific
assignments.
FACTOR 3- GUIDELINES
Guidelines include applicable local and federal legislation related to payroll administration and
employment practices; personnel rules and regulations; departmental payroll policies and
procedures; payroll system operating manuals and modules; applicable collective bargaining
agreements governing pay, leave, and deductions; and relevant Executive Orders.
FACTOR 4- COMPLEXITY
Work involves a wide range of payroll and human resources functions, requiring knowledge of
complex compensation, tax, and compliance issues; applicable policies, laws, collective
bargaining agreements; and established payroll methods and procedures. The role includes
managing multiple priorities, ensuring the accuracy and timeliness of payroll processing, and
handling confidential payroll and employee information professionally, frequently under time-
sensitive or high-pressure conditions.
FACTOR 5- SCOPE AND EFFECT
The purpose of the work is to perform sensitive, confidential, and analytical payroll and human
resources functions to ensure accurate processing of employee compensation and compliance
with applicable local and federal payroll and employment laws related to recruitment, retention,
compensation, and legal compliance.
FACTOR 6- PERSONAL CONTACTS
Contacts are co-workers, managers, agency representatives, various public agencies,
representatives from other agencies/departments, vendors, merchants, and the general public.
FACTOR 7- PURPOSE OF CONTACTS
Contacts are made to manage multiple priorities, research, analyze, collaborate, coordinate, and
process information.
FACTOR 8- PHYSICAL DEMANDS
Work is primarily sedentary, involving long periods of sitting at a computer, with occasional
standing, bending, lifting, and carrying. Some travel may be required.
FACTOR 9- WORK ENVIRONMENT
Work is performed in an office setting, with some fieldwork required off-site and outdoors for
HR-related activities.
