Principal Human Resources Analyst

Overview

The City of Gresham is seeking a highly skilled and service-oriented Senior Human Resources Analyst to provide advanced professional leadership and consultation in employee relations, labor relations, classification and compensation, organizational development, investigations, policy administration, and strategic human resources initiatives. Reporting to the Human Resources Director, this position serves as a senior Human Resources subject matter expert and trusted advisor to managers, supervisors, employees, labor representatives, and executive leadership. The incumbent performs complex and sensitive professional work requiring sound judgment, analytical expertise, discretion, and the ability to navigate competing organizational interests while ensuring compliance with applicable laws, policies, collective bargaining agreements, and organizational objectives. This position operates as a strategic partner to City leadership and may lead major Human Resources initiatives involving workforce planning, organizational effectiveness, labor and employee relations, classification and compensation administration, investigations, training, and policy development.

As Oregon's fourth-largest city, Gresham is a welcoming and growing community. City employees work together to provide practical, responsive, and high-quality public service. We seek candidates who will contribute to a respectful workplace and provide fair, thoughtful service to people with different backgrounds, experiences, and perspectives. Come build the future with us.

Position Description

This Principal-level analyst position provides specialized professional expertise in employee and labor relations while also administering and advancing the City's classification and compensation programs. The incumbent serves as a consultant and advisor to management on a wide range of Human Resources matters including performance management, disciplinary action, workplace investigations, grievance administration, labor negotiations, organizational design, classification studies, compensation analysis, and policy interpretation.

The Principal Human Resources Analyst conducts complex studies and analyses; develops recommendations supported by data, operational needs, and legal requirements; and assists leaders in making informed decisions that align with organizational goals and values.

The position may function as a lead analyst on citywide projects, provide guidance and technical support to other Human Resources staff, and represent the Human Resources Division in labor-management discussions, organizational change initiatives, and strategic planning efforts.

Essential Duties and Responsibilities

Employee and Labor Relations

• Provide professional Human Resources advice and consultation to managers, supervisors, and employees regarding employee relations matters, workplace concerns, performance management, investigations, disciplinary actions, and policy interpretation.
• Assist managers in addressing employee performance and conduct issues while ensuring compliance with City policies, labor agreements, and applicable laws.
• Interpret and administer collective bargaining agreements, City policies, administrative rules, and Human Resources procedures.
• Investigate employee complaints, workplace concerns, misconduct allegations, and other sensitive matters; prepare investigative reports and recommendations.
• Prepare grievance responses and coordinate with legal counsel regarding grievances, arbitrations, employment disputes, and related proceedings.
• Participate in collective bargaining activities including research, proposal development, cost analysis, note taking, strategy development, and negotiation support.
• Build productive working relationships with labor organizations and management representatives to foster positive labor-management relations.

Classification and Compensation

• Plan, coordinate, and conduct complex classification studies, organizational reviews, desk audits, and position analyses.
• Evaluate positions using established classification methodologies and recommend classification allocations, revisions, and organizational changes.
• Develop, revise, and maintain classification specifications, job documentation, minimum qualifications, and position descriptions.
• Conduct compensation studies, market salary analyses, pay equity reviews, and salary benchmarking.
• Develop recommendations concerning pay grades, salary structures, market adjustments, FLSA status, and compensation program enhancements.
• Conduct costing analyses and financial modeling related to compensation proposals, organizational restructuring, and labor negotiations.
• Administer and maintain classification and compensation programs to promote internal equity, market competitiveness, transparency, and legal compliance.

Organizational Development and Strategic HR Support

• Consult with leadership regarding workforce planning, organizational effectiveness, position design, succession planning, and organizational structure.
• Analyze personnel, operational, and workforce data to identify trends and provide recommendations for improvement.
• Develop and implement Human Resources policies, procedures, programs, and process improvements.
• Facilitate and deliver training for managers, supervisors, employees, and labor representatives on Human Resources topics.
• Lead or support special projects involving organizational development, business process improvement, workforce initiatives, and strategic planning.
• Monitor emerging Human Resources trends, laws, regulations, and best practices and recommend appropriate changes.

Compliance and Administration

• Interpret and apply federal, state, and local employment laws, regulations, and court decisions.
• Ensure compliance with wage and hour laws, equal employment opportunity requirements, labor agreements, and Human Resources policies.
• Maintain accurate Human Resources documentation, records, and systems.
• Audit Human Resources data and recommend corrective actions as needed.
• Collaborate with Payroll, Finance, Legal, Risk Management, and departmental leadership to implement Human Resources initiatives and recommendations.
• Perform related duties and responsibilities as assigned.

Key Competencies

Human Resources Expertise

Demonstrates advanced knowledge of labor relations, employee relations, classification and compensation, investigations, organizational development, performance management, and Human Resources best practices.

Analytical Thinking

Applies qualitative and quantitative analysis to solve complex organizational and workforce challenges.

Consultation and Influence

Builds credibility and trust while effectively advising leaders and stakeholders on sensitive Human Resources matters.

Communication

Communicates technical and complex information clearly and professionally, both verbally and in writing.

Judgment and Discretion

Exercises sound independent judgment and maintains strict confidentiality when handling sensitive information.

Conflict Resolution

Effectively facilitates difficult conversations, manages workplace conflict, and supports constructive resolutions.

Project Management

Organizes competing priorities and successfully manages multiple projects and deadlines.

Collaboration

Develops productive working relationships across departments and with labor partners, employees, managers, and executive leadership.

Qualifications

Minimum Qualifications

• Bachelor's degree in Human Resources, Public Administration, Business Administration, Organizational Development, Labor Relations, Industrial/Organizational Psychology, or a closely related field.
• Minimum of Five (5) years of progressively responsible professional Human Resources experience, including substantial experience in employee relations, labor relations, classification and compensation, organizational analysis, investigations, or related Human Resources disciplines.

Required Knowledge

• Employee and labor relations principles and practices.
• Collective bargaining, contract administration, and labor negotiations.
• Classification and compensation analysis methodologies.
• Performance management and corrective action processes.
• Workplace investigation techniques and practices.
• Federal, state, and local employment laws and regulations.
• Organizational development and workforce planning principles.
• Human Resources information systems and business software applications.
• Public sector Human Resources practices and operations.

Required Skills and Abilities

• Analyze complex issues and develop practical, defensible recommendations.
• Interpret laws, collective bargaining agreements, policies, and administrative rules.
• Conduct investigations and prepare clear, objective reports.
• Communicate effectively regarding sensitive and complex matters.
• Maintain confidentiality and exercise independent judgment.
• Develop and maintain effective working relationships with diverse stakeholders.
• Present recommendations clearly and persuasively to leadership and decision-makers .

Preferred Qualifications

• Professional Human Resources experience in a municipal, county, special district, or other public-sector environment.
• Experience serving as a lead labor relations or employee relations professional.
• Experience conducting classification studies, compensation analyses, and organizational assessments.
• Experience supporting collective bargaining and labor negotiations.
• Professional certifications such as PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, IPMA-HR, or related credentials.
• Experience with Human Resources analytics, compensation modeling, HRIS administration, or data visualization tools.

Selection Process

To apply for this position, click 'Apply' at the top of this job posting.

Required application materials:

• Complete online application (Do not type 'see resume' in any fields or leave work experience fields blank in the application template.)
• Resume
• Answers to supplemental questions
• Three or more professional references

The City of Gresham offers a comprehensive and equitable base salary within the listed range based on your experience, skills, and education verified in your application. We encourage you to clearly describe how you meet the minimum and preferred qualifications and essential attributes in your application materials. Learn more about Oregon Equal Pay .

If you desire a modification of this process to accommodate a disability, please provide your request in writing to HRRecruiting@GreshamOregon.gov, or by phone to 503-618-2729, upon submitting the required application documents.

A review of application materials including your response to supplemental questions submitted will determine which candidates will be invited to an interview.

Communication with candidates will be done primarily through e-mail. Sometimes these messages may land in a spam or junk mail folder. We encourage you to monitor your inbox as well as the inbox within the governmentjobs.com portal for important updates related to this process.

Veteran's Preference

The City of Gresham provides qualifying veterans and disabled veterans with preference in employment in accordance with state law. Any candidate wishing to have their qualifying veteran's preference applied to the process must submit a qualifying document (DD Form 214 or 215) at the time of application providing proof of eligibility that includes discharge status. Disabled veterans must also submit a copy of their Veteran's disability preference letter from the US Department of Veteran Affairs at the time of application, unless the information is included in the DD Form 214 or 215.

Our Commitment

The City of Gresham is committed to providing equal employment opportunity to all qualified employees and applicants without unlawful regard to race, color, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity, national origin, age, mental or physical disability, genetic information, veteran status, marital status, familial status, or any other status protected by applicable federal, Oregon, or local law.

Please direct questions about this position to 503-618-2729 or HRRecruiting@GreshamOregon.gov.

If you need assistance with the online application, please contact NEOGOV directly at 1-855-524-5627.

Any offer of employment is contingent upon successful completion of a professional reference check and a criminal background check.

Benefits

The City provides full family, comprehensive medical and dental insurance. Vision and prescription coverages are included in the medical plans. Most limited term and regular status employees who work at least 30 hours per week pay nothing for their medical and dental coverage. Medical Insurance Options:

• City of Gresham Core Plan- UnitedHealthcare Options PPO Network
• Kaiser Permanente Traditional HMO

Dental Insurance Options:

• Delta Dental PPO Plan
• Willamette Dental Insurance
• Kaiser Permanente

Additional benefits include: Employer paid life insurance and long term disability, an employer sponsored deferred compensation plan, flexible spending accounts (medical, child care), Public Employees Retirement System (PERS) retirement (City picks up the 6% employee's contribution), an employer contribution to a HRA/VEBA medical savings account, paid time off (PTO) accrual at a minimum of 12.66 hours per month, and 4 hours of sick leave, in additional to nine paid holidays and 3.5 paid floating holidays per year. For more detailed information, please visit our Employee Benefits page at: