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Key Responsibilities and Required Skills for an Equal Opportunity Analyst

💰 $65,000 - $115,000

Human ResourcesLegalComplianceDiversity & Inclusion

🎯 Role Definition

As an Equal Opportunity (EEO) Analyst, you are the cornerstone of a fair and equitable workplace. You will act as a subject matter expert and strategic partner, responsible for ensuring the organization's compliance with all equal opportunity laws and regulations. This critical role involves analyzing complex workforce data, managing affirmative action programs, conducting sensitive investigations, and championing diversity and inclusion initiatives. You will be a trusted advisor to leaders and a key driver in fostering a culture where every employee has the opportunity to thrive.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Human Resources Generalist
  • Employee Relations Specialist
  • Paralegal (Employment Law)
  • HR Data Analyst

Advancement To:

  • Manager, EEO & Compliance
  • Director, Diversity, Equity & Inclusion
  • Senior Employee Relations Manager
  • HR Director

Lateral Moves:

  • HR Business Partner
  • Compensation Analyst
  • Senior Talent Acquisition Partner

Core Responsibilities

Primary Functions

  • Develop, implement, and maintain comprehensive Affirmative Action Plans (AAPs) for multiple establishments, ensuring full compliance with federal, state, and local EEO laws.
  • Conduct in-depth statistical analyses of workforce data, including hiring, promotions, transfers, compensation, and terminations, to identify potential disparities and areas of concern.
  • Lead and manage the preparation and timely submission of mandatory government compliance reports, such as the EEO-1, VETS-4212, and others as required by the OFCCP and EEOC.
  • Serve as the primary point of contact and manage all aspects of OFCCP compliance evaluations and audits, from initial desk audit submission to on-site reviews and resolution of any findings.
  • Conduct prompt, thorough, and impartial investigations into internal complaints of discrimination, harassment, retaliation, and other EEO-related policy violations.
  • Prepare detailed, well-documented investigation reports that include findings of fact, analysis of evidence, and recommendations for remedial and corrective actions.
  • Provide expert guidance and consultation to HR Business Partners, talent acquisition teams, and management on complex EEO matters, employee relations issues, and risk mitigation strategies.
  • Design, develop, and deliver engaging and effective training programs for employees and managers on topics including EEO, anti-harassment, diversity and inclusion, and unconscious bias.
  • Perform comprehensive compensation equity analyses using statistical methodologies to ensure fair pay practices across gender, race, and other protected characteristics.
  • Partner with the legal department and outside counsel to respond to formal charges of discrimination filed with the EEOC, state, or local Fair Employment Practices Agencies (FEPAs).
  • Manage and track all requests for reasonable accommodations under the Americans with Disabilities Act (ADA) and for religious beliefs, engaging in the interactive process with employees and managers.
  • Proactively monitor and analyze legislative, regulatory, and judicial developments in employment law to ensure the organization's policies, procedures, and practices remain compliant.
  • Conduct barrier analyses and root-cause reviews to identify systemic issues hindering equal opportunity and collaborate with leadership to develop and implement solutions.
  • Collaborate with the Talent Acquisition team to evaluate and enhance recruitment and outreach strategies aimed at attracting a diverse and qualified applicant pool.
  • Advise on the EEO implications of various business decisions, including restructurings, reductions in force, and mergers & acquisitions, by performing adverse impact analyses.
  • Develop, track, and report on key diversity and EEO metrics and dashboards to senior leadership, providing insights and recommendations for program improvement.
  • Serve as a subject matter expert on all facets of EEO compliance, including Title VII, ADA, ADEA, GINA, EPA, and corresponding state and local regulations.
  • Facilitate conflict resolution and mediation sessions between employees to resolve workplace disputes in a fair and constructive manner, preventing escalation of formal complaints.
  • Review and update employee handbooks, policies, and job descriptions to ensure they are inclusive, non-discriminatory, and compliant with all applicable laws.
  • Maintain highly confidential and sensitive information and case files with the utmost discretion, integrity, and adherence to data privacy protocols.
  • Establish and maintain positive relationships with community organizations and partners to support diversity outreach and good faith recruitment efforts.
  • Lead or participate in the company's Diversity & Inclusion committee, contributing to the strategic direction and execution of D&I initiatives that foster an inclusive culture.

Secondary Functions

  • Support ad-hoc data requests and exploratory people analytics projects from HR and business leaders.
  • Assist in the development and refinement of broader HR policies and procedures.
  • Participate in the selection and implementation of new HR technology related to compliance and case management.
  • Mentor junior HR team members on EEO principles and investigation best practices.

Required Skills & Competencies

Hard Skills (Technical)

  • In-depth knowledge of federal/state EEO laws (Title VII, ADA, ADEA, OFCCP regulations).
  • Proficiency in Affirmative Action Plan (AAP) development, data analysis, and implementation.
  • Advanced statistical analysis skills for workforce and compensation data (using Excel, SPSS, R, or similar).
  • Proven experience managing OFCCP audits and responding to EEOC charges.
  • Expertise in conducting formal workplace investigations and authoring detailed reports.
  • Proficiency with HRIS systems (e.g., Workday, SAP SuccessFactors, PeopleSoft) for data extraction and analysis.
  • Experience with case management software and data visualization tools (e.g., Tableau).

Soft Skills

  • Exceptional analytical and critical thinking skills with a high degree of accuracy and attention to detail.
  • Superior written and verbal communication skills, with the ability to present complex information clearly to various audiences.
  • High level of discretion, integrity, and the ability to handle confidential and sensitive information appropriately.
  • Strong interpersonal, conflict resolution, and mediation skills with a demonstrated ability to remain impartial and empathetic.
  • Excellent project management and organizational skills to manage multiple complex cases and projects simultaneously.
  • Ability to build trust and effective relationships with stakeholders at all levels of the organization.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree

Preferred Education:

  • Master's Degree or Juris Doctor (JD)

Relevant Fields of Study:

  • Human Resources
  • Law or Pre-Law
  • Industrial-Organizational Psychology
  • Business Administration
  • Sociology
  • Data Analytics

Experience Requirements

Typical Experience Range: 3-7 years of direct experience in EEO, affirmative action, employee relations, or employment law.

Preferred:

  • Direct, hands-on experience managing an OFCCP audit from start to finish.
  • Professional certifications such as SHRM-CP/SCP, PHR/SPHR, or Certified Diversity Executive (CDE).
  • Experience working in a large, multi-state, or global organization.
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