Human Resources Analyst - Risk and Compliance

This non-supervisory professional role will primarily focus on Risk Management, Workers’ Compensation, safety and compliance programs, drug and alcohol testing procedures and serves as the City’s designated TML-IRP liaison. This position may also coordinate entry-level employee relations intake functions as well as administer assigned HR programs or projects. This position reports to the Deputy Director of Human Resources. Confidentiality, curiosity, resourcefulness and a growth mindset are prerequisites for anyone interested in this role.

This position may work either a 4-day, 10 hour/day workweek or a traditional 8 hour/5-day work week.Essential Job Functions 
Essential Job Functions represents 20%-50% of working time on a regular basis, subject to the varying demand of specific functions. All functions listed below are considered essential and are expected to be completed regularly and efficiently by any incumbent. Regular, punctual and on-site attendance is essential for all functions listed below. This position will be responsible for the following:
 

1. Effectively coordinates and administers the City’s Workers’ Compensation and public claims functions through Texas Municipal League – Intergovernmental Risk Pool (TML-IRP), to include but not limited to the following:
   • Serves as the primary Human Resources liaison with TMLIRP for worker’s compensation claims, including reporting new claims, submitting required documentation, monitoring claim status, and responding to requests for information.
   • Coordinates and administers the City’s worker’s compensation program in accordance with applicable federal and state laws, City policies and procedures, and TML-IRP requirements.
   • Monitors active worker’s compensation claims, including medical treatment, work status, restrictions, return-to-work status, lost time, and other claim-related activities; maintains accurate and confidential records.
   • Reviews worker’s compensation claims and related data to identify trends, recurring issues, and opportunities for improved safety, injury prevention, and risk management; prepares reports and recommendations for HR and City leadership as requested.
   • Assists employees and supervisors with questions regarding worker’s compensation benefits, procedures, medical treatment, work-related injuries, and return-to-work processes, and provides appropriate guidance or referrals as needed.
   • Prepares monthly statements, payments, TIBS reimbursements and other administrative documents for TML-IRP related services.
   • Provides effective and informative quarterly reports related to trends, spends and other associated data related to the City’s insurance and liability policies.

1. Effectively coordinates the City’s safety and risk-related programs and functions, to include but not limited to the following:
   • Processes and coordinates all property, liability and motor vehicle related insurance functions through TMLIRP standard processes. Liaises between City departments and TMLIRP for appropriate subrogation, claim, payment and other necessary functions.
   • Serves as the Designated Employer Representative (DER) for all drug and alcohol-related functions, to include but not limited to quarterly random drug testing, DOT-FMCSA and post-accident testing requirements, pre-employment motor vehicle report screenings, and other necessary drug and alcohol functions as required by policy or law.
   • Monitors employee driving records and responds to employee and supervisor inquiries regarding driving requirements.
   • Plans and executes annual audits regarding automobiles, property, mobile equipment, and employee driver’s license requirements to provide requested documents, reports and update records.
   • Reviews and maintains all Certificates of Insurance (COI), confirms coverage amounts and has discretion to perform adjustments/exceptions in accordance with established City risk procedures.
   • Plans, delivers or provides relevant, quarterly risk and safety trainings.
   • Administers the City’s volunteer program, including all associated programs, forms, policies and coordination with City staff.

1. Upon assignment or department necessity, supports HR programs or projects to include but not limited to:
   • Light Employee Relations functions, including policy preparation, interpretation and occasional employee intake procedures.
   • Administration of current programs such as tuition reimbursement, volunteer programs, or other HR-related activities as necessary.
   • Such assignments shall not result in a total of >90% of time commitment when combined with other essential functions.

1. Fosters an inclusive, engaging, and values-driven workplace culture that aligns with our mission and strategic goals. Supports efforts to design and implement HR strategies that inspire innovation, promote employee well-being, and cultivate a positive organizational environment, including but not limited to:
   • Supports efforts to build a collaborative, inclusive, and high-performing workplace culture by serving as a culture ambassador, promoting alignment with the City’s mission, vision, and values at all levels.
   • Supports efforts to execute employee engagement programs, recognition strategies, other activities that enhance morale and productivity.

Other Job Functions 
Other Job Functions are essential but represent less than 20% of working time on a regular basis. These are performed with less regularity but are considered essential. All functions listed below are considered essential and are expected to be completed regularly and efficiently by any incumbent.

• Completes quarterly and annual insurance requirement and rates updates in coordination with TML-IRP.
• Supports all other functions of HR as necessary, including coordination and collaboration with HR staff.
• May regularly or intermittently undertake HR-related programs, projects or processes.
• Other functions not specifically designated within the scope of essential functions. These extra functions will be temporary in nature and as business necessity dictates.

NOTE: Preference will be given to those with risk management and compliance experience.

1. A minimum of two (2) years of progressively responsible experience in risk management or directly-related HR functions.
2. A high school diploma or equivalent.
3. An equivalent combination of the above experience and education to satisfy the minimum requirements of the position.

• Advanced knowledge of risk management procedures, compliance and processes.
• Advanced knowledge of workers’ compensation, public claims, drug and alcohol, return-to-work and other related risk-management functions.
• Advanced knowledge of DOT-FMCSA compliance and reporting requirements.
• Advanced capability with technology and information systems.
• Basic knowledge of Human Resources practices and procedures.
• Advanced knowledge of federal, state and local laws and regulations related to risk management functions.
• Advanced skill in interpersonal communication and conflict resolution.
• Advanced skill in the de-escalation of sensitive or aggressive customer/vendor/citizen issues.
• Advanced skill in analyzing data, identifying trends and creating actionable data strategies.
• Strong project management skills and experience with project management methodologies.
• Excellent communication and interpersonal skills, with the ability to collaborate effectively with stakeholders at all levels.
• Ability to simultaneously coordinate multiple tasks and priorities and support multiple individuals, teams, and work groups.
• Ability to establish and maintain project schedules and balance responsibilities for multiple projects.
• Ability to maintain professional, cordial, conciliatory and facilitative communication at all times, regardless of circumstance or situation.
• Ability to continually demonstrate practical knowledge, analytical judgements and informed decision-making.
• Ability to provide technical, practical or functional knowledge related to job functions.
• Ability to effectively inform, educate, persuade or influence others related to job functions and necessary outcomes.
• Ability to communicate effectively on technical, interpersonal and professional levels to diverse audiences, communities and interest groups.
• Must have the ability to irregularly work a flexible schedule that may include weekends, evenings and holidays. Must be able to work in-office, in the field or in designated satellite environments.