Senior HR Analyst

IMPORTANT NOTE: ONLY CANDIDATES WHO HAVE A PERMANENT PRINCIPAL ADMINISTRATIVE ASSOCIATE CIVIL SERVICE TITLE, ARE REACHABLE ON THE PRINCIPAL ADMINISTRATIVE ASSOCIATE CIVIL SERVICE EXAM NO. 1128 OR ARE PERMANENT IN A COMPARABLE CIVIL SERVICE TITLE ELIGIBLE FOR A 6.1.9 TITLE CHANGE MAY BE CONSIDERED FOR AN INTERIVIEW.
PLEASE INCLUDE YOUR EMPLOYEE IDENTIFICATION NUMBER (EIN) WHEN APPLYING AND INDICATE IN YOUR COVER LETTER YOUR PERMANENT CIVIL SERVICE TITLE OR INDICATE YOUR LIST NO. FOR EXAM NO. 1128.
NYC Department of Finance (DOF) is responsible for administering the tax revenue laws of the city fairly, efficiently, and transparently to instill public confidence and encourage compliance while providing exceptional customer service.
DOF’s Office of Employee Services (OES) is responsible for the agency’s human capital administration and workforce management, which includes recruitment, personnel, civil service administration, labor relations, timekeeping, payroll, leaves of absence, benefits and performance management administration, and programs for employee learning, engagement, recognition, professional development, and agency-wide events.
OES also administers employee-related agencywide programs such as Conflicts of Interest Board (COIB) programs, such as Financial Disclosure, Secondary Employment & Moonlighting Waivers, Residency Requirement Administration, Remote Work Program Administration, Federal Tax Information (FTI) background investigation requirements, and COVID-related and Line of Duty Injury (LODI) policies and procedures. OES provides guidance and support to the agency’s business units on a wide variety of employee and employment-related matters, to ensure compliance with citywide and agencywide guidance and policies.

OES liaises and partners with the Department of Citywide Administrative Services (DCAS), Office of Labor Relations, Office of Payroll Administration, Conflicts of Interest Board, Department of Investigation, and other oversight agencies and to facilitate the agency’s workforce management business needs.
OES’ Human Resources Management unit is seeking a candidate to serve as a Senior HR Analyst. Under the direction of the Assistant Director of HRM, the selected candidate's responsibilities will include, but are not limited to:
- Process personnel action requests (PARs) for new hires, promotions, title changes, reassignments, data changes, salary adjustments, and civil service list appointments.
- Prepare and process NYCAPS actions, including job postings, employee transactions, and job offers.
- Assist with recruitment by vetting resumes, transcripts, and other documents to verify candidate qualifications.
- Lead, coordinate and conduct candidate employment processing, including but not limited to reviewing candidate paperwork, releasing and reviewing NYCAPS, eHire packets, and scheduling pre-employment medical and background investigation appointments.
- Support candidate onboarding, including but not limited to generating appointment memos and entering new hire actions in NYCAPS.
- Coordinate and assist in administering civil service lists; conduct hiring pool activities to ensure that all civil
service rules and regulations are followed; process DP-72's and DP-189's.
- Perform complex research and data analysis related to human resources.
- Participate in the development, planning, implementation and monitoring of new programs and initiatives for the Human Resources Management Unit.
- Adhere to the unit's best practices and ensure compliance with Citywide, DOF and oversight agencies' policies and procedures.
- Provide guidance to division managers, supervisors, and employees regarding human resources policies, practices, procedures, programs, and other human resources related issues.
- Prepare and generate complex HR reports. Perform special projects and other related duties as needed.
- May supervise staff in absence of supervisor and coordinate daily work activities, organize, prioritize, and assign work
- Maintain confidentiality in accordance with applicable laws, policies and guidelines.

Additional Information:
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.
This position may be eligible for remote work up to 2 days per week, pursuant to the Remote Work Pilot Program agreed between the City and the Collective Bargaining Unit representing employees serving in the civil service title.
PRINCIPAL ADMINISTRATIVE ASSOC - 10124

1. A baccalaureate degree from an accredited college and three years of satisfactory full-time progressively responsible clerical/administrative experience, one year of which must have been in an administrative capacity or supervising staff performing clerical/administrative work of more than moderate difficulty; or
2. An associate degree or 60 semester credits from an accredited college and four years of satisfactory full-time progressively responsible clerical/administrative experience including one year of the administrative supervisory experience described in "1" above; or
3. A four-year high school diploma or its educational equivalent approved by a State's department of education or a recognized accrediting organization and five years of satisfactory full-time progressively responsible clerical/administrative experience including one year of the administrative supervisory experience as described in "1" above;
4. Education and/or experience equivalent to "1", "2", or "3" above. However, all candidates must possess the one year of administrative or supervisory experience as described in "1" above. Education above the high school level may be substituted for the general clerical/administrative experience (but not for the one year of administrative or supervisory experience described in "1" above) at a rate of 30 semester credits from an accredited college for 6 months of experience up to a maximum of 3½ years.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.