Job Opening details:-
Company Name :-
Pueblo Civil Service

Position Name :-

Company Location :-
Pueblo, CO

Full Job Description :-
Descriptive Statement

The Human Resources (HR) Analyst I is a generalist exempt professional, responsible for specialized HR programmatic activities in the Human Resource Department, under the general direction of the Director of HR and Assistant Director of HR. The purpose of this position is to provide a wide variety of analytical duties in support of the HR Department, studies, and research projects as requested by higher level staff and to participate in compliance activities in areas of responsibility.
These individual’s network, develop resources, and partner with Human Resource and Civil Service staff, management personnel, City employees, members of bargaining groups, representatives and members of the general community, and other agencies and organizations as required in general areas of responsibility. The HR Analyst I develops, maintains, and executes ongoing HR programs to include the hiring and selection process, the onboarding program, the wellness program and benefits administration and transaction activities, personnel policies & procedures, records/forms & HR information systems, Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Worker’s Compensation, and Commercial Drivers’ licensing administration. The individual in this position also develops, maintains, and provides training programs to City management and staff in Human Resource area of responsibility. The HR Analyst I also provides support to other personnel in the Human Resource department in data compilation and analysis, human resource development, and other activities as required.
This job description is an overview and is intended to describe the general nature and level of work being performed. It is not intended to be an exhaustive list of all the functions and tasks required of the position.

Duties & Responsibilities

This is the entry level class in the HR Analyst series. This class is distinguished from the II level by the performance of more routine and transactional tasks and duties assigned to positions in the series and by the level of supervision required in the performance of assigned duties, level of authority and degree of independent decision making.

The HR Analyst I may be assigned any of the following areas of responsibility:

Hiring and selection – Coordinates closely with hiring authorities, many of whom are Department Directors (appointed staff) and coordinates with Civil Service, Mayor’s office and others involved in selection activities. Provides expert and collaborative consulting services to assist in making sound hiring decisions, while complying with appropriate rules, regulations, and laws. May develop selection activities customized to hiring needs, working with subject matter experts in City departments.
Onboarding program administration – Manages background checks for all new hires including full-time, temps, and seasonals, coordinates post-offer physicals and drug screens, secures verification of eligibility to work and all other related new hire paperwork, and coordinates and conducts monthly employee new hire orientations.
Family Medical Leave Act (FMLA), Family Care Act (FCA), and Americans with Disabilities (ADA) program administration – Monitors and manages FMLA and FCA compliance activities, Worker’s Compensation program administration, CDL licensing and assisting with post-offer employment activities.
Data Analysis – Compiles and analyzes HR data and trends related to areas of responsibility.
Benefit management and transactions – Administers and maintains City’s employee benefit program data and assists with and makes recommendations regarding cost control strategies and implementation of program changes to achieve related to benefit program goals.
Wellness – Administers and maintains the City’s Wellness Programming activities and monitors related budget.
Employee development and training – Prepares, schedules, coordinates, and/or facilitates employee training and professional development activities in HR-related areas. Identifies needs, locates, and develops resources, conducts training, provides trainers where appropriate, and evaluates program.
Compliance Activities – Responsible for monitoring and implementing compliance strategies in areas of responsibilities.
Personnel policies, procedures, documents, and forms – Works closely with other HR staff to review, develop, and maintain personnel policies, procedures and accompanying forms and documents.
HR information systems – At an entry to intermediate level, is responsible for HR information systems, and other automated HR functions. May be required to perform more complex system queries to general reports using several different platforms.

Provides staff support to the HR Director and participates in other HR Activities as required.

The physical standards an employee must meet in order to perform the essential job duties with or without a reasonable accommodation include, but are not limited to:
Must have ability to lift, carry, push, and/or pull items weighing up to 40 pounds. Work is mostly sedentary and performed in a seated position, but requires frequent moving about, bending, kneeling, reaching, or stooping to a variety of employment related tasks. Position requires the ability to occasionally stand for long periods of time when participating in outreach events. The incumbent must be able to hear all communication from customers and employees by telephone and in person, and use vision to work with written documents, forms, and to respond to employees and customers.

Knowledge, Skills & Abilities

This position requires:

Skill and ability to develop, provide, administer, and evaluate training/staff development programs, related to on boarding and areas of responsibility, forms & other HR information systems programs.
Demonstrated ability to work cooperatively with and provide good customer service to Human Resource/Civil Service staff, department heads, employees, labor organizations, members of Boards and Commissions, members of the community, legal, outside vendors, other agencies, and interested persons.
Knowledge of applicable state, local, and federal employment related laws and requirements.
Knowledge of best practices in Human Resources field.
Ability to gain a comprehensive knowledge of City union contracts, policies, rules and regulations, benefit analyses, and ability to discuss issues in area of responsibility with a wide range of individuals.
Intermediate knowledge of math including practical application of fractions, percentages, ratios/proportions, and measurement.
Strong knowledge of computer web skills including the ability to prepare materials, analytical reports, performance measurement, best practice/benchmarking skills.
Knowledge of spreadsheet programs such as Microsoft Excel to perform statistics in order to compile recruitment, employment, salary, and benefit data, and prepare performance graphs/charts.
Strong verbal and written communication skills in order to correspond with diverse individuals and to make effective public presentations, which range employee training or other forums.
Intermediate knowledge and ability to write reports, prepare business letters, expositions and summaries with proper format, punctuation, spelling and grammar, using all parts of speech.
Strong organizational skills and ability to work independently in a fast paced, complex, and changing environment with the ability to identify and recommend HR best practices and have excellent work habits.
Demonstrated prioritization skills to manage multiple tasks and competing priorities.
Ability to uphold high ethical standards and good understanding and appreciation of the confidential nature of employee records, grievance investigation, negotiation preparation, etc.
Flexible and able to work additional hours as may be required of the position.
Ability to perform all the job duties in a safe manner.

Minimum Qualifications

In addition to the above-mentioned knowledge, skills and abilities, the qualified candidate must meet the following:

A bachelor’s degree from an accredited college or university in human resources, social sciences, or business administration
At least one (1) year of recent, progressively responsible human resources experience

Qualifying experience must include administration of human resources related programs such as workers’ compensation, benefits, selection/hiring, and/or compliance functions

A valid driver’s license at the time of application and a Colorado driver’s license is required by date of hire.


Currently enrolled in a bachelor’s degree program from an accredited college or university in human resources, social sciences, or business administration and a commitment from applicant to obtain said degree within a reasonable time period following appointment as determined by the HR Director
At least two (2) years of recent, progressively responsible human resources experience.

Qualifying experience must include administration of human resources related programs such as workers’ compensation, benefits, selection/hiring, and/or compliance functions

A valid driver’s license at the time of application and a Colorado driver’s license is required by date of hire


Society for Human Resources Management Professional or Senior Professional in Human Resources (SHRM-CP or SHRM- SCP) certification, PHR or SPHR through HRCI, or IPMA-HR-CP or IPMA-HR-SCP certification
Public sector experience in organizations larger than 300
Union environment and labor relations experience

The candidate meeting the minimum qualifications will be required to achieve national certification within a designated time period as stipulated by the Director of Human Resources assuming he/she doesn’t already possess such certification.
All required licenses and certifications must be maintained throughout the term of employment. Failure to obtain or maintain licenses and certifications may result in demotion or termination.
Due to Federal and State Criminal Justice System access requirements, classifications that access and maintain criminal justice information may also be required, as a condition of employment, to not have been convicted of and/or have pending charges of a felony or misdemeanor crime that would deny or otherwise restrict access to criminal justice information. This requirement applies to all existing City employees as well as external candidates seeking to fill positions that meet the given criteria.
The City of Pueblo offers a very rich benefits packet! Click on the “Benefits” hyperlink at the top of (online) job postings to view a summary of the benefits associated with this position. For a more comprehensive view on the lush benefits offered by the City, please go to

Please note that the Civil Service Commission may use a Training & Experience (T&E) evaluation of your application to establish an eligibility list for this classification.