Salary: $62,634.52 - $102,644.88 Annually
Location : City of Las Vegas, NV
Job Type: Full-Time
Job Number: 26JUL79929O
Department: Human Resources Department
Division: HR - Recruitment & Employment Svcs
Opening Date: 07/13/2026
Closing Date: 7/26/2026 11:59 PM Pacific
Bargaining Unit: APPT

About the Position

Career Opportunity
The City of Las Vegas invites applications for Human Resources Analyst I, Human Resources Analyst II or Sr Human Resources Analyst within the Human Resources Department for our Classification/Compensation team.

Ideal Candidate
We are seeking an analytical and collaborative human resources professional who excels in a fast-paced, customer-focused environment. The ideal candidate has experience conducting job analyses, classification and compensation studies, salary surveys, and developing well-supported recommendations based on data and industry best practices. They are a trusted advisor who builds strong relationships with departments and leadership by communicating complex information clearly, exercising sound judgment, and providing exceptional customer service. Success in this role requires professionalism, integrity, adaptability, and the ability to work independently while fostering collaboration and delivering high-quality results.
See job description links below:
Human Resources Analyst I:
Human Resources Analyst II:
Sr Human Resources Analyst:
Supervision Received and Exercised
Receives direction from the assigned higher level management.

May act as a lead worker or a formal supervisor. As a lead, exercises functional or technical supervision, including scheduling and assigning tasks, providing guidance, ensuring work is completed according to proper procedure, monitoring work progress, and reviewing results. As a first line supervisor for designated staff, interviews and selects job applicants, trains, assigns and oversees work, and establishes and evaluates appropriate performance standards in accordance with department objectives.
Selection Process
The selection process will include a review of all applications with only the most qualified participating in an interview. Final candidate selection will include hiring interview (if applicable). Any individual offered employment will be required to pass a pre-employment drug test and complete background check. Some positions may require preliminary background checks.

The selected candidate will be hired into the classification level that best aligns with their qualifications and experience.
Example of Duties

Essential Functions:

1. When assigned as a lead, plans, and assigns the work of staff responsible for human resources services in one or more of the following areas: recruitment, classification and compensation, liability claims, employee benefits, ADA, FMLA, leave management, performance and talent management, onboarding, training, employee development affirmative action and equal employment opportunity programs, labor contract administration and labor and employee relations.
2. Serves as an internal consultant and subject matter expert in one or more disciplines of human resources and provides direction and guidance to colleagues, supervisors and management in order to achieve goals and objectives related to the city's visions and priorities
3. Ensures employees adhere to established work methods, techniques and schedules, and comply with applicable city and department policies, procedures, standards and specifications; reviews needs with appropriate management staff; allocates resources accordingly.
4. When assigned as a supervisor, interviews and selects job applicants, trains, assigns and oversees work, and establishes and evaluates appropriate performance standards in accordance with department objectives.
5. Coordinates and helps execute the strategic business plan of the assigned work unit; assists in developing goals, objectives and performance metrics; evaluates programs and projects and recommends policy and procedure changes to improve effectiveness.
6. Plans, directs and participates in the more complex projects; responds to and resolves department concerns.
7. Responds appropriately to sensitive and controversial situations, inquiries and requests, both internal and external.
8. Collects and analyzes statistical data; prepares a variety of correspondence, documents and reports; presents findings and recommendations; implements approved actions.
9. Ensures that appropriate human resource guidelines are being followed. Interprets human resources policies and procedures; responds to requests for information and assistance from employees, management, outside agencies and the public
10. Develops and facilitates relevant training for management and employees.
11. Maintains confidential personnel records and information.

When Assigned to Classification & Compensation:

1. Confers with departments regarding classification and compensation requests; assigns and oversees projects; conducts the more difficult and complex analyses, advises departments on recommendations; coordinates the processing of approved requests.
2. Oversees and directs the collection of salary survey data; analyzes data; prepares reports and makes recommendations.

Marginal Functions:

1. Stays abreast of trends and innovations in the field of human resource management, particularly in the area of assignment.
2. Performs related duties and responsibilities as required.

See essential functions in job description links for Human Resources Analyst I, Human Resources Analyst II and Sr Human Resources Analyst.
Minimum Requirements
Experience:

One year of human resources experience in a large personnel or human resources department, or in the area of assignment, is required. Experience in municipal government is desirable.

Training:

Bachelor's degree from accredited college or university with major in human resource management, public administration, business administration or a related field. May substitute a combination of equivalent education and related experience. The city assesses 1.5 years of fulltime experience as equivalent to one year of education.

License or Certificate:

Depending on assignment, may be required to possess an appropriate, valid driver's license on the date of application, and maintenance thereafter.

Professional certification in a field applicable to the area of assignment is desirable.

Knowledge, Skills and Abilities
Knowledge of:
Modern principles and practices of human resource management and administration.
Research and data analysis methods and techniques.
Advanced principles and practices in applicable area of specialization.
Pertinent federal, state and local laws, codes and regulations.
Techniques of report writing.
Business English, including grammar, spelling, sentence structure and punctuation.
Common office computer hardware and software, including word processing, spreadsheets and email.
Principles and practices of supervision, training, and performance evaluation.
Skills in:
Developing operational reports and recommendations.
Gathering, organizing and analyzing statistical data.
Producing written documents with clearly organized thoughts using proper sentence construction, punctuation, spelling and grammar.
Using computers and computer applications and software.
When Assigned to Organizational Development & Training:

Designing and facilitating engaging, high-impact training and leadership development programs.

Conducting organizational assessments and translate findings into actionable strategies.

Facilitating team development, conflict navigation, and difficult conversations.

Coaching leaders and managers to improve performance, communication, and team effectiveness.

Developing and implementing change management and communications strategies.

Creating curriculum, learning materials, and digital learning content.
Ability to:
Interpret, apply, explain and enforce applicable federal, state, local and city laws, codes, policies, procedures, rules and regulations.
Use initiative and independent judgment within established guidelines.
Analyze problems, identify alternative solutions, project consequences of proposed actions and propose recommendations in support of department goals.
Evaluate current business processes, make recommendations for improvement and implement approved strategies.
Set and adjust priorities in a rapidly changing environment.
Plan, organize and prioritize assignments.
Meet critical deadlines.
Manage multiple assignments.
Demonstrate respect and sensitivity for cultural differences.
Work independently without close supervision.
Delegate and follow up on assignments.
Seek and accept input and assistance from others.
Communicate with individuals from a variety of social, cultural, economic and educational backgrounds while demonstrating respect and sensitivity for perceived differences.
Explain complex technical systems in clear and simple terms understandable to non-technical staff.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.
Help others understand and manage change.
Support creative thinking and problem solving by encouraging feedback.

Competencies:
In addition to Core Workforce Competencies:

Supervisor Competencies

Professionalism - Models core values by being honest, respectful and positive; continuously demonstrates the core values of the city; supervisory actions are collaborative whenever possible and intended to grow the city's capacity at an individual, unit, division and/or department level.

Managing Performance - Takes responsibility for own and assigned employees' performance, by setting clear goals and expectations, tracking progress against the goals, ensuring regular feedback, and addressing performance problems and issues promptly.

Decisiveness - Willingness to make difficult decisions in a timely manner.

Developing and Empowering Others - Willingness to delegate responsibility; coaching assigned employee to develop their capabilities.

Facilitating Partnerships - Builds community and partnerships both inside and outside the organization.

Forward Thinking - Anticipating the consequences of situations and decisions; taking appropriate action to be prepared for possible changes.

Providing Support - Provides the tools and creates a supportive environment that allows others to successfully complete their work.