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Personnel analyst skills for your resume and career

Updated January 8, 2025
3 min read
Quoted expert
John Clark Ph.D., CFA, CFP®
Below we've compiled a list of the most critical personnel analyst skills. We ranked the top skills for personnel analysts based on the percentage of resumes they appeared on. For example, 19.6% of personnel analyst resumes contained payroll as a skill. Continue reading to find out what skills a personnel analyst needs to be successful in the workplace.

15 personnel analyst skills for your resume and career

1. Payroll

Payroll is the sum of all the compensation that an organization has to pay to employees at a specified time. Payroll is managed by the finance or HR department while small business owners may handle it themselves. Payroll isn't fixed as it varies every month due to sick leaves, overtime, etc.

Here's how personnel analysts use payroll:
  • Performed all general personnel transactions using Statewide PeopleSoft Payroll System.
  • Initiated weekly payroll responsibilities, personnel report transactions, and problem solving data relating to employees.

2. Personnel Policies

Here's how personnel analysts use personnel policies:
  • Worked closely with department supervisors regarding application, interpretation, and implementation of county personnel policies and state Civil Service Laws.
  • Trained management and supervisory staff regarding labor contracts and personnel policies and procedures to ensure compliance.

3. Personnel Actions

A personnel action means any action taken which affects compensation, appointment, promotion, transfer, assignment, reassignment, reinstatement, evaluation of performance, layoff, dismissal, discipline, commendations, or any other action that affects the status of employment, etc. For example organizational reassignment, hiring an employee, or an employee leaving the company, are represented by separate personnel actions.

Here's how personnel analysts use personnel actions:
  • Authorized proposed personnel actions of line departments based on conformity with existing regulations, standards or practices.
  • Reviewed personnel actions ensuring that all training was completed and eligibility requirement for promotions were met.

4. Selection Procedures

Here's how personnel analysts use selection procedures:
  • Determined appropriate methods for validation of selection procedures.
  • Administered and scored selection procedures.

5. Labor Relations

Labor relations refer to the relationship between the employer and its employees. It usually deals with labor-management wherein it focuses on the collective bargaining agreement regarding work between the union of the employee in making decisions for the organization. On the other hand, findings mean the proper wages, hours of duty, working conditions, safety, and employee protection while at work, grievances, and other related concerns.

Here's how personnel analysts use labor relations:
  • Participate in labor relations/negotiations; developed policies and procedures to support a quality Human Resource service.
  • Assisted Labor Relations Director with negotiations, mediation and interest arbitration.

6. Collective Bargaining

Here's how personnel analysts use collective bargaining:
  • Ensured classification and compensation practices for represented positions were in compliance with applicable collective bargaining agreements.
  • Directed collective bargaining negotiations with the Amalgamated Transit Union, as well as non-Union organizations.

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7. State Laws

Here's how personnel analysts use state laws:
  • Interpreted and ensured compliance with all departmental, federal, and state laws and policies.
  • Reviewed federal and state laws to confirm and enforce company compliance.

8. Personnel Transactions

Here's how personnel analysts use personnel transactions:
  • Provided information to departments representatives, and conducted personnel transactions involving requisition, leaves, transfers and separations.
  • prepared forms and materials in support of all personnel transactions from initial employment to separation.

9. Performance Management

Here's how personnel analysts use performance management:
  • Conducted training sessions in Performance Management Training for supervisory and executive staff.
  • Trained all civil service managers and supervisors for effective performance management.

10. FMLA

Here's how personnel analysts use fmla:
  • Monitored FMLA hours to ensure employees stayed within federal guidelines and communicated with employees/management regarding re-certification requirements.
  • Opened new FMLA claims and determined eligibility per federal guidelines.

11. Subject Matter Experts

Here's how personnel analysts use subject matter experts:
  • Presented workshops and facilitated meetings of Subject Matter Experts to gather job requirements on which the test would be based.
  • Subject Matter Experts (SMEs) Developed job descriptions including Task and KSA statements for the CAS Tech.

12. Class Specifications

Here's how personnel analysts use class specifications:
  • Created new classes or class series and wrote position descriptions, class specifications and board items.
  • Determined accuracy, compliance with Class Specifications and Equity with the Departments.

13. Salary Administration

Salary administration is the process of planning and distributing an organization-wide remuneration program for the employees. It includes practices and approaches for managing employee hours, calculating their wages, subtracting tax, and distributing the wages.

Here's how personnel analysts use salary administration:
  • Reviewed and approved the salary administration actions to ensure compliance with state and department policy.
  • Managed leave administration, salary administration, recruitment, benefit & new hire orientations, workers compensation, and position classification.

14. HRIS

Here's how personnel analysts use hris:
  • Utilized Human Resources Information Solution (HRIS).
  • Maintain tracking logs * Run various HRIS reports.

15. Organizational Structure

Here's how personnel analysts use organizational structure:
  • Provided advice and consultation to management regarding organizational structure, job design, and compensation.
  • Updated our organizational structure through SAP, developed a manual for processing transactions and trained employees.
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What personnel analyst skills would you recommend for someone trying to advance their career?

John Clark Ph.D., CFA, CFP®John Clark Ph.D., CFA, CFP® LinkedIn profile

Chair, Dept. of Finance, Website

In the next 3-5 years, I think the finance industry will see a number of opportunities develop for tech savvy graduates. In many areas, incorporating data analytics and understanding how to handle big data will become an important skill. Banks and insurance companies will continue to develop tools for underwriting and credit analysis. Investment firms will begin to utilize the tools of big data to provide clients greater customization at lower costs. Corporations will desire these skills to provide better data for decision making and to help deliver better outcomes for their customers.
Do you want to know more?
Read more about what experts have to say about personnel analyst

List of personnel analyst skills to add to your resume

Personnel analyst skills

The most important skills for a personnel analyst resume and required skills for a personnel analyst to have include:

  • Payroll
  • Personnel Policies
  • Personnel Actions
  • Selection Procedures
  • Labor Relations
  • Collective Bargaining
  • State Laws
  • Personnel Transactions
  • Performance Management
  • FMLA
  • Subject Matter Experts
  • Class Specifications
  • Salary Administration
  • HRIS
  • Organizational Structure
  • Disciplinary Actions
  • Statistical Data
  • Classification Studies
  • Recruitment Strategies
  • Manpower
  • Statistical Reports
  • EEO
  • Performance Evaluations
  • Benefits Administration
  • State Agencies
  • Salary Surveys
  • PeopleSoft
  • Training Programs
  • Personnel Rules
  • Personnel Issues
  • Background Checks
  • Career Fairs
  • Labor Contracts
  • FLSA
  • Organizational Charts
  • Civil Service Commission
  • Analyze Data
  • Technical Assistance
  • Position Classification
  • Recruitment Efforts
  • Life Insurance
  • PowerPoint
  • Selection Process
  • Interview Panels

Updated January 8, 2025

Zippia Research Team
Zippia Team

Editorial Staff

The Zippia Research Team has spent countless hours reviewing resumes, job postings, and government data to determine what goes into getting a job in each phase of life. Professional writers and data scientists comprise the Zippia Research Team.

Updated January 8, 2025

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