Job Description

TITLE:BUSINESS AND HUMAN RESOURCES ANALYSTREPORTS TO:EXECUTIVE DIRECTOR OF HUMAN RESOURCESTERMS OF EMPLOYMENT:12 MONTHSSALARY RANGE:
CONFIDENTIAL SALARY
SCHEDULE D$26.73 - $37.61 per hour - Employer/Employee Paid PERS
$22.28 - $31.35 per hour - Employer Paid PERSBENEFITS:Nevada State Public Employees Retirement System (PERS)
Employer-paid Medical, Dental, Vision, and Life Insurance
No State Income TaxFLSA STATUS:NON-EXEMPT

OF POSITION

Under the general supervision of the Executive Director of Human Resources, performs confidential, journey-level technical and administrative work supporting assigned Human Resources and Business Services functions. Primary assignments include employee benefit administration, leave and absence record processing, workers' compensation claim coordination with the District's third-party administrator, Health Advisory Committee meeting support, position-control and employee-data maintenance, payroll and benefit discrepancy research, and assigned reconciliations and reports.

The position applies established laws, collective bargaining agreements, plan documents, policies, and procedures; identifies discrepancies; prepares records and recommendations; and refers policy decisions, exceptions, claim determinations, and final financial or personnel approvals to the appropriate administrator. The position handles confidential and sensitive employee, compensation, bargaining, medical, and legal information.

DISTINGUISHING CHARACTERISTICS

This is a non-supervisory confidential analyst classification. It is distinguished from coordinator and management classifications by its focus on technical administration, data accuracy, reconciliation, customer service, and cross-departmental coordination rather than full program ownership, supervision, policy or plan design, claims settlement, budget or position-allocation authority, or final transaction approval. Routine assignments are completed independently within established procedures; unusual, high-risk, or precedent-setting matters are referred to the supervisor.

RESPONSIBILITIES AND ESSENTIAL FUNCTIONS

• Provides technical and administrative support for the District's medical, dental, vision, prescription, life, disability, Employee Assistance Program, Section 125 flexible spending, Health Savings Account, and other assigned employee benefit programs.
• Processes approved benefit enrollments, qualifying-life-event changes, employee status changes, retiree changes, and terminations; maintains eligibility records; responds to routine employee and retiree questions; and refers plan-interpretation, denied-claim, or coverage disputes to the supervisor, insurance broker, carrier, or third-party administrator, as appropriate.
• Reconciles benefit carrier and third-party administrator invoices, electronic eligibility files, and payroll deduction reports; researches discrepancies, prepares supporting documentation and corrections, and routes items to the designated reviewer for approval.
• Coordinates COBRA administration by transmitting approved eligibility and termination information to the third-party administrator, tracking required deadlines, maintaining documentation, and responding to routine questions.
• Supports annual benefits open enrollment, benefits fairs, new-employee orientation, and employee communications; prepares materials and explains established plan provisions without making plan-design or coverage determinations.
• Posts and audits employee absences; verifies leave codes, dates, approvals, balances, supporting documentation, and payroll impact; runs exception reports; researches discrepancies; and coordinates approved corrections with Human Resources and Payroll.
• Processes and tracks FMLA and other approved leaves of absence in accordance with established procedures; requests and maintains required documentation, monitors deadlines, communicates routine status information, and refers complex eligibility, designation, accommodation, or return-to-work issues to the appropriate administrator.
• Maintains sick leave bank records and processes approved transactions in accordance with collective bargaining agreements and District procedures.
• Serves as the primary administrative coordinator for the District's workers' compensation program in partnership with the third-party administrator. Receives incident reports, submits claims, gathers supporting documentation, maintains claim files and logs, tracks work status and restrictions, assists with modified-duty and return-to-work coordination, and communicates routine claim status. Refers compensability, reserve, settlement, litigation, complex medical, and legal matters to the Executive Director of Human Resources, third-party administrator, or legal counsel.
• Receives, records, and routes staff and student accident reports; maintains related records and assists with periodic incident and trend reports as assigned.
• Researches routine unemployment claims, compiles wage and separation documentation, responds within established authority, and supports appealed claims under the direction of Human Resources administration.
• Coordinates the administrative components of assigned drug-testing, safety, wellness, and employee-training programs; schedules activities, tracks completion and results, maintains confidential records, and reports exceptions to the supervisor.
• Provides administrative support for the District Health Advisory Committee, a public body subject to Nevada's Open Meeting Law, NRS Chapter 241. Coordinates the annual meeting calendar; prepares draft agendas, notices, supporting materials, and minutes for review and approval; arranges meeting logistics, public access and comment, audio recordings, and records retention; and tracks follow-up items and approved communications.
• Maintains authorized employee and position-control data in the District's enterprise resource planning system; processes approved personnel and position changes; reconciles records among Human Resources, Payroll, and Business Services; and reports variances. The position does not create or approve positions, establish compensation, or release payroll.
• Researches employee pay, benefit deduction, leave, and position discrepancies; prepares supporting documentation and coordinates approved corrections with Human Resources, Payroll, and Business Services. The position does not serve as the final payroll reviewer or releaser.
• Compiles, validates, and reconciles data for benefits, personnel, financial, and statistical reports; prepares draft reports for supervisory review before submission.
• Performs assigned routine account and record reconciliations; supports fixed-asset record maintenance and periodic inventories; identifies variances; and routes accounting entries, write-offs, or corrections to the authorized reviewer for approval.
• Supports internal-control and audit activities by gathering documentation, responding to routine records requests, and explaining assigned processes; does not independently approve control exceptions or financial adjustments.
• Maintains forms, procedures, electronic records, and assigned website content; documents workflows and business rules; recommends process improvements; and assists with user testing and implementation of approved system or procedure changes.
• Performs other related duties consistent with the classification and assigned level of responsibility.

The duties listed above are intended to describe the general nature and level of work performed and are not an exhaustive list of all responsibilities. Duties may be supplemented or adjusted within the scope and level of the classification.

NON-ESSENTIAL FUNCTIONS

Performs related duties as assigned that are consistent with the classification.

WORK CONTACTS

Frequent contact with District employees, retirees, supervisors, administrators, Payroll and Business Services staff, insurance carriers and brokers, third-party administrators, medical providers, and members of the public to exchange information, resolve routine issues, and coordinate administrative processes. Contacts frequently involve confidential or sensitive information and may require tact, diplomacy, and careful explanation of established requirements.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

KNOWLEDGE OF

• Principles and practices of employee benefit, leave, absence, and workers' compensation administration at a technical support level.

• Working requirements of ACA, COBRA, FMLA, HIPAA, Section 125, ADA, ERISA, Nevada workers' compensation and unemployment programs, and applicable collective bargaining agreements, policies, and procedures.

• Basic requirements of Nevada's Open Meeting Law and public-meeting records for assigned committee support.

• Basic accounting, payroll, reconciliation, position-control, fixed-asset, internal-control, and segregation-of-duties concepts.

• Confidential records management, data privacy, customer service, report preparation, and modern office practices.

SKILL IN

• Accurate data entry, record auditing, spreadsheet analysis, reconciliation, and discrepancy research.

• Using human resources, payroll, benefits, financial, document-management, and enterprise resource planning systems.

• Preparing clear correspondence, procedures, reports, meeting materials, and minutes.

• Organizing competing assignments, tracking deadlines, and maintaining complete documentation.

• Providing responsive customer service and communicating sensitive information with tact and professionalism.

ABILITY TO

• Apply established laws, agreements, plan documents, policies, and procedures to routine and moderately complex assignments.

• Recognize matters outside assigned authority and refer exceptions, policy questions, legal issues, and approval decisions to the appropriate administrator.

• Maintain confidentiality and exercise sound judgment when handling employee, medical, compensation, bargaining, and legal information.

• Produce accurate, timely work in an environment with frequent deadlines and interruptions.

• Work independently within established procedures and collaborate effectively across Human Resources, Payroll, and Business Services.

• Explain established requirements clearly to employees, retirees, vendors, and members of the public.

• Maintain regular attendance and punctuality and travel between District locations when required.

SUPERVISION RECEIVED

Receives general supervision from the Executive Director of Human Resources. Assignments, priorities, and procedures are established by the supervisor. Routine work is performed independently within established authority and is reviewed for accuracy, timeliness, confidentiality, and compliance. Matters involving policy, plan design, legal interpretation, claims settlement, position allocation, compensation approval, budget authority, or final payroll and accounting approval are referred to the appropriate administrator.

SUPERVISION EXERCISED

None.

CONDITIONS OF WORK

Work is primarily performed in a climate-controlled office environment with frequent computer use, telephone and electronic communication, and interaction with employees and the public. The position may occasionally travel between District locations, attend meetings outside normal work hours, and encounter stressful or emotionally sensitive situations involving benefits, leave, injuries, pay, or employment matters.

Safety Sensitive: No.

ACCEPTABLE EXPERIENCE AND TRAINING

Graduation from high school or equivalent and four (4) years of progressively responsible administrative or technical experience involving employee benefits, leave administration, workers' compensation coordination, human resources, payroll, accounting, position control, or closely related records administration. The required experience must include at least two (2) years in one or more directly related functional areas and demonstrate responsibility for confidential records, customer service, data review or reconciliation, and the application of detailed policies, agreements, or plan documents.

An associate degree from an accredited college or university with coursework in human resources, business administration, accounting, finance, public administration, risk management, or a closely related field may substitute for up to two (2) years of the general experience requirement. A bachelor's degree in a related field may substitute for up to three (3) years of the general experience requirement; however, at least one (1) year of directly related practical experience is required. Any equivalent combination of education, training, and experience that provides the required knowledge, skills, and abilities may be considered.

Experience in a public agency or school district; using integrated human resources, payroll, benefits, or financial enterprise resource planning systems; coordinating programs administered by third-party administrators; and supporting a public body subject to Nevada's Open Meeting Law is desirable.

LICENSES AND CERTIFICATIONS

Possession of, or ability to obtain and maintain, a valid Nevada driver's license is required when travel between District locations is assigned.

No professional certification is required. A related certification in human resources, employee benefits, payroll, workers' compensation, risk management, or accounting is desirable.

Must complete District-designated training in confidentiality and HIPAA, Nevada's Open Meeting Law, workers' compensation claim coordination, employee-benefit compliance, and assigned District systems within six (6) months of appointment, and complete refresher training as required.

PHYSICAL AND MENTAL/INTELLECTUAL REQUIREMENTS

The requirements described below are representative of those that must be met by an employee to perform the essential functions of the position. Reasonable accommodations may be provided to qualified individuals with disabilities in accordance with applicable law.

• Ability to remain in a stationary position and use a computer, keyboard, telephone, and other office equipment for extended periods.

• Ability to communicate effectively in person, by telephone, and through electronic means; read and interpret detailed documents; and maintain sustained attention to numerical and confidential records.

• Ability to move throughout an office and meeting environment, reach files and supplies, and occasionally lift or carry materials weighing up to 20 pounds.

• Ability to manage multiple deadlines, interruptions, emotionally sensitive interactions, and work requiring accuracy, judgment, and confidentiality.

EMPLOYEE PUNCTUALITY AND APPEARANCE

To support effective District operations, employees are expected to perform assigned duties and work scheduled hours during each designated workday unless approved leave has been granted. Deviations from assigned hours require prior supervisory approval. Employees are expected to maintain an appearance appropriate to their position and professional responsibilities.

NOTICE OF NON-DISCRIMINATION/EQUAL OPPORTUNITY EMPLOYER

The Douglas County School District does not discriminate against any person on the basis of race, creed/religion, color, national or ethnic origin, sex (including pregnancy), gender identity or expression, genetic information, sexual orientation, disability, marital status, age, veteran or military status, or political affiliation in admission to or access to, treatment or employment, or participation in its programs and activities, and provides equal access to the Boy Scouts of America and other designated youth groups, pursuant to federal and state laws including, but not limited to, Title VI and Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title II of the Americans with Disabilities Act of 1990, the Individuals with Disabilities Education Act, and the Boy Scouts of America Equal Access Act. The District is an equal opportunity employer and will not knowingly discriminate in any area of employment, including recruiting and hiring practices, working conditions, training, promotion, and terms and conditions of employment. Individuals who require reasonable accommodation during any step of the screening process, or who have questions about qualifications, should notify Human Resources in person, in writing, or by calling (775) 782-7177.

The Superintendent of Douglas County School District has designated the following position to handle inquiries regarding student and employee non-discrimination policies:

Executive Director of Human Resources
1638 Mono Avenue
Minden, Nevada 89423
Phone: (775) 782-7177