This Job Posting closes at 11:59 p.m. (Pacific Time) on April 12, 2022.

PAY AND BENEFITS

Annual Pay Range:  $78,088.26 – $105,420.58

Hourly Pay Range:   $37.542434 – $50.682972

In addition to the base salary, Clackamas County contributes to member’s PERS/OPSRP defined benefit retirement fund as well as pick up the 6% contribution to their Individual Account Program (IAP).

Salary offers will be made within the posted pay range and will be based on a candidate’s experience (paid or unpaid) that is directly relevant to the position.

In addition to competitive wages, Clackamas County offers an attractive benefits package for employees in regular status positions.

Generous paid time off package, including:

·      16 hours per month vacation accrual 

·      10 paid holidays and 1 personal day per year

·      8 hours per month sick leave accrual 

Benefits information summary:

·      A choice of medical plans with vision and prescription drug coverage

·      A choice of dental plans

·      Chiropractic coverage and alternative care benefits

·      Robust wellness programs, including gym discounts and wellness education classes

·      A variety of optional benefits 

·      Longevity pay after five (5) years of employment with the County

This is a full time non-represented group 2 County position.

JOB DETAILS AND QUALIFICATIONS

Come join a great team, the HR team at Clackamas County, where we have fun, laugh, and make a positive difference by the work we do!

Clackamas County Department of Human Resources (HR) is looking for a technically skilled professional to join the HR team as a Human Resources (HR) Business Systems Analyst. 

The HR Business Systems Analyst will be part of the Workforce Data Management (WDM) team within the Department of Human Resources. The purpose of the WDM program is to provide systems management, reports, analytics, and education services to Human Resources County departments and employees so they can understand and use HR systems and data to make informed decisions and achieve their strategic results.

The HR Business Systems Analyst is an expert level HRIS analyst, requiring both HR functional and technical skills. The HR Business Systems Analyst has a broad based knowledge of human resource principles and practices as well as skilled in integrated computerized human resource system software applications. 

This position will be a lead in providing support, guidance and training to WDM employees; will assign and review work; provide feedback and assist with troubleshooting/act as an escalation support; will provide coaching to staff with challenges they may have encountered or opportunities for improvement; will provide input on performance evaluations; and ensure that the HR personnel transitions are in compliance, and accurate.  

This position builds project plans; ensures adherence to project schedules; provides business process support to customers and recommends solutions using HR software; leads projects related to new or enhanced business systems; monitors and responds to customer needs related to HR software; works effectively with peers to set technology priorities and conduct long-term planning as well as acts as liaison between HR staff and Technology Services in resolving technical issues.

Business Systems Analysts work with internal customers and Technology Services staff to translate business and operational requirements into workable HR system solutions. The HR Business Systems Analyst serves as a technical point-of-contact for the assigned functional areas and assists subject matter experts with ensuring data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities. This position also supports PeopleSoft upgrades, patches, testing and other technical projects as assigned.

This position is part of a cross-functional team that focuses on resolving technical issues and planning and implementing various HR system projects.  

Equity, diversity, and inclusion are at the core of everything we do. Clackamas County is committed to building a workforce that reflects the community we serve. In that spirit, we encourage applicants of diverse backgrounds and experiences to apply.

 

THE IDEAL CANDIDATE

Competitive candidates will have the skills/ability to analyze and evaluate current business processes to identify areas of improvement and make recommendations to make the operations more efficient. This person will have a background working in Human Resources (HR) or supporting an HR function in an HRIS role or similar, with the ability to effectively manage changing and conflicting priorities and skill to flex between high-level, strategic thinking to diving deep in analytic work and research to resolve issues. 

The ideal candidate will have expertise in the way HR departments work and able to apply that knowledge to the HRIS system and personnel transaction operation with the goal of providing the most efficient solution and possess solid analytical and technical skills, with experience in all parts of the HRIS technology portfolio. Additionally, the ideal candidate will have a strong business process improvement background, with experience in PeopleSoft Human Capital Management (HCM) v9.2 and a proven track record of successful project management of multiple projects.

Required Minimum Qualifications/ Transferrable Skills:*

·      A minimum of five (5) years relevant HR functional and technical experience that would likely provide the required knowledge and skills to perform the responsibilities of the position.

·      A minimum of three (3) year of experience problem solving business issues, including leading business requirement gathering, identifying and analyzing issues as well as recommending and implementing solutions for internal stakeholders

·      A minimum of three (3) year of experience with ERP software systems, such as creating detailed specification documentation, testing patches and system functionality, documenting output and comparing it to the expected results, creating test scripts and coordinating end user activities, and troubleshooting applications with the technical team

·      Strong working knowledge and experience with HRIS systems, including implementation and supporting specific HCM system modules, such as recruiting, benefits, classification & compensation, performance management, workforce planning and/or core HR workforce administration

·      Project management experience, including creating project scope, implementation, deliverables, and evaluation

·      Experience and working knowledge of advanced Excel spreadsheet applications. 

·      Knowledge of principles and practices of human resources

·      Ability to use software tools to create and generate user, statistical, and audit reports and queries

·      Skill to conduct software system analysis to recommend business process changes for minimizing customizations

·      Ability to prepare training curriculum and present to user groups of various size and knowledge and skill levels

·      Effective verbal and written communication skills, including ability to explain and present complex, technical information to individuals with various level of technical knowledge and skill

·      Excellent interpersonal and collaboration skills to facilitate effective working relationships

Preferred Special Qualifications/ Transferrable Skills:*

·      Strong working knowledge and experience with PeopleSoft HCM v9.2, including implementation and support for a variety of software modules like core HR, base benefits and benefits administration, recruitment, eCompensation, ePerformance, and profile management

·      Intermediate or Advanced skills with data analysis/data analytics software such as Power BI

·      Experience working in the public sector

·      Experience working in a union environment

·      Experience with PeopleSoft Query Tool and/or SQL

·      Project management certificate

*For Veterans qualified for Veteran’s Preference: If you believe you have skills that would transfer well to this position and/or special qualifications that relate to this position, please list those skills and/or qualifications in the open-ended question at the end of the application and explain how those skills and/or qualifications relate to this position.

TYPICAL TASKS

Typical Tasks include but not limited to:

1.    Provides guidance, expertise and technical support to human resource software system customers; acts as liaison for problem management, resolves system issues and addresses customer issues; gathers information from customers and recommends best practice methods to utilize software effectively; runs test scenarios to confirm the system provides the necessary functionality; tracks issues and documents solutions. 

2.    Acts as project lead in developing new or enhanced business systems and processes that results from collective bargaining or other county or human resources initiatives; manages project plans and timelines by designing project scope, task list and time estimates; evaluates design and technology alternatives; works collaboratively with customers, Technology Services, and HR staff to resolve development and implementation issues; recommends and implements approved HR system solutions in alignment with HR business and operational requirements; leads and/or participates in the configuration, analysis and redesign of HR business processes to support and improve efficiency and operations of HR divisions.

3.    Develops and conducts on-going needs and skills assessments to improve customer experience and for consideration in software upgrades; develops, coordinates, and provides training to users of all levels in system changes, functionality and query/report tools to enhance skill development and competency for HR system end users; develops, coordinates and conducts presentations to County management, workforce partners and other stakeholders. 

4.    Analyzes business rules and process requirements; identifies and analyzes complex, ambiguous or conflicting work processes; partners with Technology Services, HR Managers and staff, and other customers to identify and recommend process solutions or alternate methods capable of addressing and resolving their business needs; recommends work process and/or operating changes to complement technology options.

5.    Utilizes the County’s human resource information system and data analytics tools to generate statistical reports, dashboards, or other data visualizations; develops reports for ongoing customer needs; assists the Workfoce Data Management Manager with special projects and acts on behalf of HR Business Systems Manager as assigned; monitors and audits flow of human resource-related information including data entry, data retrieval, and standard, custom, and ad hoc report generation; maintains internal system values, structures, and tables; ensures data integrity, manages user access and security levels.

6.    Participates in the specification, review, testing and implementation of HR system upgrades and re-implementations; conducts analysis to determine changes in functionality between product versions and recommends necessary customizations; identifies issues or problems and works with subject matter experts, functional and technical staff to recommend and implement solutions; develops and maintains training and documentation of system for end users; collaborates with unit staff, internal customers, peers and Technology Services staff to provide customer service and responsive problem resolution.

7.    Develops, recommends and assists in implementing comprehensive HR system policies and procedures; ensures provision of services is in compliance with labor agreements and Federal and State statutes, rules and regulations; analyzes legislation and new regulations to determine effect on department programs and services and its use of technology; ensures accurate data and efficient operation of processes in alignment with County policies, collective bargaining agreements and Federal and State statues, rules and regulations; analyzes legislation and new regulations to determine effect on HR programs and services and its use of technology. 

8.    May participate in labor contract negotiating sessions; identifies and researches significant or controversial issues; prepares exhibits for fact-finding and interest arbitration hearings; researches and resolves grievances; drafts and recommends contract language; researches, analyzes and reports on costs of contract proposals.

REQUIRED KNOWLEDGE AND SKILLS

Working Knowledge of: Principles and practices of human resources and personnel administration; principles and methods of systems analysis, including business process analysis tools and methods; principles and practices of project management; principles and practices of data analysis and analytics; principles and practices of public administration; operations, services, and activities of human resource information systems; methods of data generation, data collection, and database management; methods and techniques of statistical research and analysis; applicable Federal, State and local personnel and EEO laws and case law, rules, regulations, codes and ordinances; County government organization and operations; general functions, capabilities, characteristics and limitations of human resource information systems and devices as they apply to performing business and systems analysis.

Skill to: Analyze and document business operations and reach sound, logical conclusions regarding customer needs, business requirements and system recommendations; collect, compile, and analyze complex information and data; plan and implement installations and maintenance of systems and applications software; identify, diagnose and resolve system software problems; make accurate arithmetic calculations; analyze and resolve problems and prepare recommendations; prepare clear, concise and accurate documentation and project management reports and other written materials; communicate effectively, both orally and in writing; facilitate and lead meetings with business process owners and stakeholders to develop cooperative decisions and negotiate understanding and agreement; incorporate collaborative team participation with customers, Technology Services staff and HR staff; respond to changes desired by citizens and County staff; establish and maintain effective working relationships with County employees, job applicants, union officials, other agencies and the public; interpret and explain personnel and related laws, policies and programs to County employees, elected officials and the public; operate standard PC software packages, computer keyboard and related tools; develop queries, spreadsheets and reports.

WORK SCHEDULE

This position is included in the County’s alternate workweek program, working 40 hours during a standard workweek of Monday through Thursday (Fridays off!). Specific hours of work will be discussed with the candidate selected for this position at the time an offer of employment is extended.

EXPLORE CLACKAMAS COUNTY

Clackamas County is in a prime location in the Portland, Oregon metropolitan area and is recognized nationally as one of the most livable areas in the United States. Located on the southern edge of the City of Portland and extending to the top of Mt. Hood, Clackamas County is part of a thriving region in the Northwest. It has a population of about 400,000 citizens.

ABOUT THE DEPARTMENT

As an internal service department, the Department of Human Resources (HR) provides consultative services and the infrastructure that sustains County department customers. HR acts as a strategic partner to provide comprehensive, timely and progressive employment practices and services to support the departments’ missions, which are carried out by County employees.

The Department of HR consists of eight primary program areas – Office of the Director/Administrative Services, Workforce Data Management, Recruitment and Selection, Classification and Compensation, Benefits and Wellness, Workforce Development and Planning, Risk Management and Safety, Employee and Labor Relations.

The Mission of the Department of Human Resources (HR) is to provide employment services, benefits and wellness, risk management and workforce planning to County Departments and Agencies so they can have the resources they need to provide high quality services and achieve their strategic results.

APPLICATION PROCESS

Clackamas County only accepts online applications. Please ensure your application material validates responses to any question you are required to answer as part of the application process. 

Help With Your Application:

HOW TO CLAIM VETERAN’S PREFERENCE

VISA SPONSORSHIP

Clackamas County does not offer visa sponsorships. Within three days of hire, applicants will be required to complete an I-9 and confirm authorization to work in the United States.

EQUAL EMPLOYMENT OPPORTUNITY

Clackamas County is an Equal Opportunity Employer. We value diversity, equity, and inclusion as essential elements that create and foster a welcoming workplace. All qualified persons will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, political affiliation, disability or any other factor unrelated to the essential functions of the job.

If you wish to identify yourself as a qualified person with a disability under the Americans with Disabilities Act and would like to request an accommodation, please address the request to the Department of Human Resources prior to the recruitment close date. You may request an accommodation during the online application process.