The ideal candidate for this position will have demonstrated professional-level experience performing complex research and analysis on management and employee training and development; planning and implementing a variety of employee training and human capital development applications and initiatives; and conducting complex employee, management, and organizational needs assessments. Experience in a lead or supervisory capacity is desirable.
A strong commitment to continuous improvement, experience managing and prioritizing multiple projects, and solid analytical skills are required. Experience in a public sector collective bargaining environment is preferred.
Under direction, supervises the work of professional level analytical staff and carries out senior-level professional human resources work involving a wide variety of human resources functions.
Under the general direction of the Organizational and Human Capital Development Manager, this position supervises a staff of professional and administrative employees in the Organizational Development & Training Department. Responsibilities include developing, delivering, and facilitating employee training and development programs, managing the enterprise talent management system including performance management, learning management and succession planning; managing the mentorship program; as well as coordinating the VTA Leadership Academy training program, college and high school internship programs, and grant-funded projects.
Senior Human Resources Analysts are assigned broad human resources program responsibilities, and are expected to demonstrate a high level of technical expertise. Discretion is required in applying general goal and policy statements, and in resolving organizational and service delivery problems. Latitude is necessary in administering a complex and sensitive area of responsibility. This level is characterized by assignments and responsibility that require an incumbent to perform duties involving establishing and implementing policy, procedures, and legislative mandates.
Senior Human Resources Analysts are generally responsible for formulating operational policy at the section level. Incumbents are responsible for a program or function(s). These programs are typically complex in nature, where an understanding and expertise in laws, rules and regulations is critical to the success of the program. Incumbents work with a high degree of independence and are expected to carry out necessary activities without direction, except as new or unusual circumstances require. This level exercises supervision over lower-level employees.
This class is distinguished from Human Resources Manager and Organizational and Human Capital Manager in that the latter classes have full managerial responsibility for a department. This class is distinguished from the next lower level of Human Resources Analyst in that it has a higher level of independence, a higher level of complexity of assignment, greater responsibility for program outcomes, and supervises and/or trains professional-level staff.
Classification Bargaining Unit: Non-represented
Sufficient education and increasingly responsible experience to demonstrate possession of the required knowledge, skills, and abilities.
Development of the required knowledge, skills, and abilities is typically obtained through a combination of training and experience equivalent to graduation from an accredited college or university with a four-year degree; and four (4) years of increasingly responsible experience performing journey-level human resources management and analysis for a public or private sector organization, with at least two years at the level of Human Resources Analyst, or equivalent.
Experience in a lead or supervisory capacity is desirable.
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