Human Resources Analyst / Industrial/Organizational Psychologist

1. Master's degree in Industrial/Organizational Psychology, Organizational Behavior/Development, or related field of study.
2. One (1) year of progressively responsible experience in the development and implementation of assessment processes to include test development, item analysis, job analysis, research design and statistical analysis, including evaluation and validation methodology. Experience in a governmental or similar public sector agency preferred.
3. Demonstrated ability to compile data and translate findings into clear, concise reports and recommendations; must have strong communication skills, verbal and written. 
4. Proficient with MS Word, PowerPoint and advanced Excel. PeopleSoft experience preferred.
5. Excellent planning and organizing skills; ability to effectively handle multiple tasks and priorities.
6. Strong technical and non-technical writing skills.
7. Solid interpersonal skills for building internal and external relationships.

Under administrative direction, the purpose of the position is to apply professional principles of human resources analysis in one (1) of the functional areas of the Bureau of Human Resources.  Areas may include: Selection and Assessment, Recruitment, Benefits, Classification and Compensation, Equal Employment Opportunity (EEO), or Workers’ Compensation. Employees in this classification participate in the development, implementation and administration of assigned programs and projects in the functional area. Position exercises considerable initiative and independent judgment in the conduct of duties, referring unique, unusual, or complex situations to an administrative superior for review and advisement. Performs essential functions as outlined herein according to area(s) of assignment. Performs related work as directed.

The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification. It is not necessarily descriptive of any one position in the class. The omission of an essential function does not preclude management from assigning duties not listed herein if such functions are a logical assignment to the position.
 
Participates in the development, implementation, and administration of the agency’s selection and assessment, recruitment, benefits, classification and compensation, EEO, or workers’ compensation, functions.
 
Applies professional analytical techniques to assigned functions, i.e., testing and evaluation, item analysis, assessment measures, classification and compensation evaluation, statistical analysis in relation to personnel injuries, benefits eligibility, ad hoc reporting, enrollment processing, EEO investigations, workers’ compensation claims administration, market survey and evaluation.
 
Participates in or conducts special projects, studies, investigations, and/or research pertaining to assigned functional areas, i.e., test development, market analysis, statistical analysis, needs analysis, benefits assessment, EEO complaints, classification evaluation, applicant processing.
 
Develops records, reports and other documentation related to assigned functions, i.e., classification descriptions, statistical data, assessment examinations, leave accruals, desk audits, market surveys, investigations, ad hoc reporting, score matrices.
 
Participates in the development and implementation of operating policies and procedures; assists in the dissemination of information and materials relating to modifications/additions to agency policies and procedures.
 
Participates in the maintenance and retention of a centralized employee personnel records system for the assigned functional area, e.g., classification and compensation, benefits, workers’ compensation, selection and assessment, recruitment, and EEO. 
 
Participates in collective bargaining; assists in the development of proposals; prepares reports and materials for the collective bargaining process; provides guidance to personnel in matters relating to employee relations, contract interpretation, and the administration of collective bargaining agreements.
 
Participates in investigations to include interviewing and assisting personnel in initiation and processing of complaints.
 
Analyzes and evaluates highly confidential and sensitive personnel matters and information; prepares responses to issues/charges and recommends appropriate action.
 
Addresses employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
 
Provides technical guidance and advice to supervisors and managers regarding issues relating to testing and evaluation, selection and promotional processes, labor relations, EEO complaints, FMLA, ADA, FLSA, workers’ compensation, performance evaluations, policies and procedures and payroll administration.  
 
Facilitates and coordinates program-related training as appropriate; assists in providing training to departmental administrative personnel regarding roles in recording/reporting job-related injuries, performance evaluation completion, interviewing, EEO, payroll administration, union contract interpretation and tracking employee leave usage.
 
May provide functional supervision to unit personnel when applicable to the functional area of assignment, i.e., personnel records, payroll administration, recruitment, benefits and enrollment, workers’ compensation, EEO, classification and compensation.
 
Advises department/bureau/division directors and employees on various human resource issues, i.e., union contract provisions, classification and compensation criteria, minimum qualifications, recruitment strategies, benefits status, hiring provisions, testing criteria, agency/unit reorganizations.
 
Ensures adherence to and compliance with established agency policies and procedures and regulatory guidelines and standards governing function(s) under charge, e.g., ADA, FLSA, FMLA, Title VII, EPA, (C)OBRA.
 
Prepares quarterly, annual, and other statistical reports; prepares program plans and participates in long range planning initiatives.

ADDITIONAL FUNCTIONS
 While the following tasks are necessary for the work of the unit, they are not an essential part of the purpose of this position and may also be performed by other unit members.

• When primary area of assignment is within Selection & Assessment, the duties and responsibilities will also include:
  •   Supervising staff responsible for the processing of recruitments to include but not limited to administering tests, scheduling assessment components and processing applications.
  • Reviewing background files and determining the outcome, including the submission of hire approval memos and the extension of final offer

Applicants who qualify will be subject to an extensive selection process and screening program, which may include, but not be limited to evaluation of training and experience; written test; computer based test; interview; polygraph examination; psychological evaluation; employment record, fingerprint and background check; medical examination; and drug screen. The expected duration of the selection process varies by position and could last 10 to 12 weeks. Reapplication will be determined on a case-by-case basis.
 
BSO is an equal opportunity employer and does not discriminate on the basis of age, citizenship status, color, disability, marital status, national origin, race, religion, sex, or sexual orientation. Veterans' preference per Florida law.