City of Roswell, Georgia

JOB DESCRIPTION www.roswellgov.com/jobs

To perform this job successfully, an individual must be able to perform the essential job functions satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary job functions herein described. Since every duty associated with this position may not be described herein, employees may be required to perform duties not specifically spelled out in the job description, but which may be reasonably considered to be incidental in the performing of their duties just as though they were actually written out in this job description.

Department: Administration – Human Resources

Pay Grade: 515

FLSA Status: Exempt

Job Code: A513

JOB SUMMARY

The Human Resources Information Systems (HRIS) & People Analytics Specialist serves as the department's lead technical and analytical resource for human capital data, workforce reporting, HR technology systems, position management, and organizational analytics. This position is responsible for maintaining the integrity, security, and effectiveness of HR systems while transforming workforce data into actionable insights that support organizational decision-making.

The Specialist develops workforce dashboards, conducts compensation and labor market analyses, manages position control processes, supports budgeting and workforce planning efforts, and serves as the primary administrator for the City's HRIS and related human capital management technologies. The position plays a critical role in advancing data-driven human resources practices and organizational effectiveness.

ESSENTIAL JOB FUNCTIONS

HRIS Administration

• Serve as primary administrator for the City's Human Resources Information System (HRIS), applicant tracking system, performance management platform, learning management system, and related HR technologies.
• Configure and maintain system workflows, security roles, business processes, and user access.
• Coordinate software upgrades, testing, implementation of new modules, and vendor relationships.
• Troubleshoot system issues and provide technical support to HR staff, managers, and employees.
• Develop and maintain HR system documentation, procedures, and training materials.

Workforce Analytics & Reporting

• Develop and maintain workforce dashboards, metrics, and key performance indicators (KPIs).
• Analyze workforce trends including turnover, retention, vacancies, recruiting effectiveness, overtime utilization, and workforce demographics.
• Prepare regular and ad hoc reports for executive leadership, City Administration, and City Council.
• Identify trends and provide recommendations to support strategic workforce planning and decision-making.
• Utilize data visualization tools to present workforce information in a meaningful and actionable format.

Position Control & Workforce Planning

• Administer the City's position control system and organizational structure within the HRIS.
• Maintain position inventories, classifications, authorized staffing levels, and organizational reporting relationships.
• Coordinate with Finance and department leadership on staffing changes and workforce planning initiatives.
• Support annual budget development through workforce data analysis and staffing projections.
• Monitor vacancy rates and workforce capacity trends.

Compensation Analytics

• Conduct compensation analyses and support salary administration programs.
• Assist with market salary surveys, pay equity reviews, and classification studies.
• Analyze compensation trends and provide recommendations to HR leadership.
• Support implementation and maintenance of compensation structures and salary schedules.

Data Governance & Compliance

• Ensure accuracy, integrity, confidentiality, and security of employee and organizational data.
• Conduct routine audits of HRIS data and business processes.
• Develop standards for workforce data management and reporting.
• Ensure compliance with applicable federal, state, and local reporting requirements.
• Coordinate workforce data submissions for audits, surveys, and regulatory reporting.

Continuous Improvement

• Identify opportunities to automate processes and improve operational efficiency.
• Lead HR technology improvement projects and system enhancements.
• Research emerging HR technology and workforce analytics best practices.
• Participate in cross-functional process improvement initiatives.

MINIMUM QUALIFICATIONS

Education

Bachelor's degree in Human Resources , Business Administration , Public Administration, Data Analytics, or related field

Experience

• Four (4) years of progressively responsible experience in HRIS administration, workforce analytics, HR operations, compensation analysis, or related work.
• Experience managing HR technology systems and workforce reporting.
• Experience developing dashboards, reports, and data visualizations.

Preferred Qualifications

• Experience in local government or public sector human resources.
• Experience with ERP or HCM platforms such as ADP, Tyler Technologies, or similar systems.
• Professional certification such as, SHRM-CP or SHRM-SCP, PHR or SPHR, or Certified Compensation Professional (CCP)

KNOWLEDGE, SKILLS, AND ABILITIES

Knowledge of:

• HRIS administration and workforce management systems
• Human resources principles and practices
• Workforce analytics methodologies
• Compensation and classification concepts
• Data governance and data management practices
• Position control and workforce planning processes
• Employment laws impacting workforce reporting

Skill in:

• Advanced Microsoft Excel
• Power BI, Tableau, or similar reporting tools
• Data analysis and visualization
• Report writing and presentation development
• Project management
• Process improvement and workflow design

Ability to:

• Translate complex workforce data into meaningful business insights
• Maintain confidentiality of sensitive information
• Communicate technical concepts to non-technical audiences
• Manage multiple priorities and deadlines
• Build collaborative relationships across departments
• Exercise independent judgment and initiative

PHYSICAL DEMANDS

The work is sedentary to light work requiring the ability to exert light physical effort, including occasional lifting, carrying, pushing, and pulling of light materials (5–10 pounds). Tasks may involve extended periods at a keyboard or workstation and require the ability to communicate effectively orally and in writing.

WORK ENVIRONMENT

Work is regularly performed in office, meeting, community, and event settings without exposure to adverse environmental conditions. Frequent travel throughout the City may be required.

The City has the right to revise this job description at any time. This description does not represent in any way a contract of employment.

The City of Roswell, Georgia commits to a policy of equal employment opportunity for applicants and employees, complying with local, state and federal laws. The City’s policy is to employ qualified persons without discrimination regarding race, creed, color, religion, age, sex, country of national origin, marital status, disability, sexual orientation, gender identity, genetic information, political affiliation, ethnicity, or status in any other group protected by federal/state/local law.