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Human Resources Analyst II (Employment)


Listing Summary

Responsible for recruitment, determining best qualified candidates, testing, tracking, and referring qualified applicants to managers, overseeing interviews, and filling all open positions within Augusta-Richmond County government. Adheres strictly to Augusta-Richmond County Personnel Policy and Procedures, federal, state, and local employment laws, and applicable codes. Reports to the Employment Manager and works with co-workers, employees, managerial staff, technical schools and colleges, and the public to assist in employment matters.



  • Utilizes the automated recruitment system to advertise vacant positions, track applicants, and refer qualified job applicants to managers for interviews. Assists in establishing and administering appropriate selection testing devices using thorough knowledge of federal and state labor laws and regulations. Attends interviews to ensure legal compliance.
  • Manages all web-based and conventional recruitment marketing programs. Develops and manages a full cycle recruitment model to include branding ARC. Develops a wide variety of written materials (e.g., forms, procedures, brochures, pamphlets, etc.) to enable the organization to attract and retain candidates and fill various job openings. Assists in the development and training of all employment related courses and procedures. Attends job fairs. 
  • Assists in reviewing, collecting, inputting, and processing payroll data and/or information. Audits a variety of payroll data for quality control purposes. Prepares detailed analysis and statistical reports related to employment programs. Reviews trend analysis to assist in determining and developing appropriate strategic initiatives.
  • Researches and identifies cause and effect of employee turnover, transfers, and promotions to include collecting data, formulating results, and preparing reports and correspondence related to findings. Assists with recommending process improvements and policy updates. Conducts routine audits of employment records.



Education: Bachelor’s Degree, Associate’s Degree, or High School Diploma based on experience.

Experience: Three (3) years of experience with Bachelor’s Degree, five (5) years with Associate’s Degree, or seven (7) years with High School Diploma of professional experience in Human Resources. Staffing and recruitment, researching and analyzing data, and utilizing recruitment and applicant tracking systems is preferred.

  • Thorough knowledge of applicant tracking system including candidate application tracking, interviewing, and candidate selection. 
  • Considerable knowledge of HRIS Systems.
  • Considerable knowledge of theory, principles, and practices of employment services.
  • Familiarity with federal, state laws, local ordinances related to employment practices and procedures.
  • Mastery of computer operations related to Human Resources and payroll programs.
  • Demonstrated ability to work independently.
  • Excellent communication skills both written and oral. 
  • Must be detail-oriented and organized.
  • Strong time management and customer service skills.
  • Ability to write report and make presentations before a large audience.

Certification: SHRM Certification (SPHR, PHR, SHRM-CP, or SHRM-SCP designation) preferred.



  • Data UtilizationRequires the ability to evaluate, audit, deduce, and/or assess data using established criteria. Includes exercising discretion in determining actual or probable consequences and in referencing such evaluation to identify and select alternatives.
  • Human Interaction: Requires the ability to work with and apply principles of persuasion and/or influence over others to coordinate programs or activities of a project, and resolve typical problems associated with the responsibilities of the job
  • Equipment: Requires the ability to operate, maneuver and/or control the actions of equipment and/or materials used in performing essential functions. 
  • Verbal: Requires the ability to utilize a wide variety of reference, descriptive, advisory and/or design data and information.
  • Math: Requires the ability to perform calculations for essential job functions.
  • Functional Reasoning: Requires the ability to apply principles of influence systems, such as motivation, incentive, and leadership, and to exercise independent judgment to apply facts and principles for developing approaches and techniques to resolve problems.
  • Situational Reasoning: Requires the ability to exercise judgment, decisiveness and creativity in situations involving the evaluation of information against sensory, judgmental, or subjective criteria, as opposed to that which is clearly measurable or verifiable.
  • Physical Abilities: Tasks require the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of light weight (5-10 pounds). Tasks may involve extended periods of time at a keyboard or work station. 
  • Environmental Factors: Essential functions are regularly performed without exposure to adverse environmental conditions.

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to this job.

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