Jefferson County is seeking a Human Resources Analyst to join a collaborative and dynamic team. The HR Analyst serves as a professional management consultant on personnel matters, with a focus on employee and labor relations, leave and accommodations, classification and compensation, and risk management.

The HR Analyst provides client-focused guidance and support across multiple departments and ensures compliance with collective bargaining agreements, County policy, and federal and state employment laws. This role applies independent judgment to analyze complex issues and make informed recommendations on human resources matters. In addition, this position drives and supports HR projects and initiatives that support organizational goals.

Supervision Received and Exercised
Persons in this position are given significant discretion, within the scope of policy and regulations, in the performance of their duties and work independently once trained. This position receives supervision from the Human Resources Director. This position does not supervise others and works as part of the Human Resources team.
Essential Duties include the following. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Other duties may be assigned.

Employee and Labor Relations:

• Provides guidance to managers and employees on a wide range of employee relations matters, including performance management, coaching and disciplinary actions.
• Consults with HR management on matters of high risk and significance.
• Interprets, advises and makes recommendations on personnel issues, applying research and supporting evidence to interpret applicable policy, law or rule, collective bargaining agreement or procedure.
• Participates in County labor relations activities, including collective bargaining preparation, negotiations, and contract administration.
• Fields complaints and grievances. Coordinates and performs investigations in consultation with HR management.

Benefits and Leave Administration:

• Coordinates and administers employee leave programs including Family and Medical Leave Act (FMLA), Washington State Paid Family and Medical Leave (PFML), Military Leave, Domestic Violence Leave.
• Provides responsive, client-focused guidance to employees and departments on leave rights, responsibilities, and processes, ensuring clear understanding and consistent application.
• Receives and reviews LEOFF-1 Disability Retiree medical reimbursement claims. Verifies eligibility in compliance with applicable rules and payment guidelines.
• Supports coordination of the ADA interactive process, including evaluating accommodation requests, engaging in dialogue with employees and supervisors to determine reasonable accommodations in compliance with applicable laws.

Classification and Compensation:

• Conducts salary surveys and compensation research to inform pay decisions.
• Researches classification and compensation issues. Compiles information for collective bargaining and classification reviews.
• Conducts job analysis studies and classification reviews. Develops and updates job descriptions.
• Responds to requests for salary information and completes federal and state reports and workforce-related surveys regarding classification levels, compensation practices, and employment policies.
• Provides recommendations on pay practices consistent with internal policies and labor agreements.

Risk Management, Safety and Claims Coordination:

• Coordinates unemployment insurance claims, including reviewing separation information, preparing employer responses, maintaining claim records and monitoring claim status.
• Coordinates workers’ compensation (Labor & Industries) claims in partnership with a third-party administrator, including preparing employer responses, maintaining claim records and monitoring claim status.
• Communicates with providers, claims administrators, employees, managers and state agencies.
• Coordinates OSHA recordkeeping and reporting requirements, including maintaining injury and illness logs, preparing and submitting required reports, and ensuring compliance with applicable federal and state regulations.

Reporting and Data Analysis:

• Develops and analyzes HR reports to support operational needs and data driven decision-making.
• Tracks and reports on metrics such as recruitment activity, training compliance, and workforce data.
• Responds to internal and external data requests and Public Records Requests.

HR Initiatives:

• Contributes to HR programs and initiatives that strengthen organizational culture, employee engagement, and results.
• Researches and proposes improvements to existing processes and procedures.
• Develops and enhances processes within the Talent Management System (NEOGOV) and the HR module of the ERP system (Tyler MUNIS).
• Maintains and updates the HR webpage.
• Participates in special projects as assigned.

Training and Organization Development:

• Supports in the development and coordination of training and organizational initiatives, which may include identifying and researching training needs, recommending trainings to the HR Director, selecting or developing training materials, scheduling training, and facilitating.
• Delivers training in specific areas of work as assigned.
• Provides guidance and recommendations on reorganizations, workforce planning and succession planning in consultation with HR management.

Boards and Committees:

• Provides support to Boards, including coordinating meetings, acting as secretary, preparing minutes and maintaining accurate records. Responds to requests from the Board to research and evaluate information, provide reports and make recommendations.
• Attends meetings and represents the department on committees as assigned.

Team Support and Knowledge Sharing:

• Provides support across the HR team to ensure continuity of operations and consistent service delivery. Provides backup to other Human Resource Analysts as required.
• Coordinates recruitment and selection activities, including senior management positions. Collaborates with hiring departments, creates job postings, conducts outreach, drafts and reviews interview questions and candidate assessments, schedules interviews and assessments, serves on interview panels, conducts background checks and ensures completion of hiring requirements.
• Coordinates pre-employment and onboarding activities.
• Supports personnel administration functions, including reviewing and processing personnel action forms for employee status changes such as new hires, promotions, salary adjustments, and separations.
• Supports maintenance and updates of employee records and salary tables within the ERP system (Tyler MUNIS).
• Participates in and coordinates ongoing cross-training activities to build knowledge of processes and procedures across team.

Records Management:

• Maintains employee personnel records, confidential medical and testing files, and related correspondence in accordance with state, federal, and local laws, ensuring accurate documentation, proper records retention and organized file maintenance.
• May assist with departmental audits and compliance activities.
  
  

Participates in self-directed team process to set work level expectations, goals and objectives.

Maintains an environment that is fair, consistent and transparent. Promotes consistent application of policies and values across the organization.

Operates a vehicle to travel between work locations and to attend meetings, events and conferences.

Performs other duties as assigned.
Minimum Qualifications
Bachelor’s degree (BA or BS) in human resources, public administration, or related field; and a minimum four (4) years of progressively responsible human resources experience in more than one area of human resources (e.g. employee relations, labor relations, classification and compensation, leave and benefits, recruitment, etc.);
OR Associate’s degree (AA) with major course work in human resources, public administration, or related field; and six (6) years progressively responsible human resources experience in more than one area of human resources (e.g. employee relations, labor relations, classification and compensation, leave and benefits, recruitment, etc.);
OR eight (8) years of progressively responsible human resources experience in more than one area of human resources (e.g. employee relations, labor relations, classification and compensation, leave and benefits, recruitment, etc.)
OR equivalent combination of education and experience.

SHRM-CP, IPMA-HR, PHR or other equivalent certification preferred.

Experience working within a public sector organization preferred.

Valid Washington State Driver's License with a driving record free of serious or frequent violations and ability to maintain a valid license.

Successful completion of criminal background history.

Required Knowledge, Skills and Abilities

• Knowledge of human resource techniques and best practices. Knowledge of state and federal laws related to HR and employment. Ability to remain current on HR best practices, emerging trends and changes to state and federal laws impacting the County.
• Knowledge of collective bargaining agreements, principles and practices of contract negotiations and administration and progressive disciplinary procedures preferred.
• Knowledge of County HR policies and procedures is an asset.
• Strong communication skills, verbal and written, using a high degree of diplomacy, trust and listening skills. Ability to communicate with tact. Presents a positive image of the County, using sound independent judgement and discretion.
• Ability to maintain confidentiality of sensitive information.
• Ability to operate a computer and use standard software and databases. Proficient ability to use
• Microsoft Excel and Word.
• Adaptability in learning new and updated systems, tools and software. Ability to learn, effectively use, and enhance the HR module of the ERP system (Tyler MUNIS) and the Talent Management System (NEOGOV).
• Skill in performing thorough investigations and preparing investigatory reports and related documents. Ability to make recommendations based on accurate analysis of complex data and issues.
• Ability to resolve conflict and build consensus.
• Ability to use independent judgment and autonomy in analyzing problems, developing systems solutions and making recommendations on HR issues.
• Abilitytocompleteassignedtaskswithinareasonableperiodoftimeandworkunderpressureandmeetestablishedtimelines.
• Strong abilitytoestablishandmaintaincooperativeandeffectiveworkingrelationshipswithapplicants, County officials, co-workers, union representatives and the general public.
• Ability to deliver responsive and high-quality customer service.
  
  

This position is open until filled. The first review date will be May 26, 2026.