County of Alameda

Principal Human Resources Analyst (#0285)

Bargaining Unit: ACMEA - Confidential Mgmt (R50)
$57.71-$70.17 Hourly / $4,616.80-$5,613.60 BiWeekly /
$10,003.07-$12,162.80 Monthly / $120,036.80-$145,953.60 Yearly

Under direction, to plan, organize and direct county-wide human resources programs; to coordinate program elements within the Human Resource Services Department and with other County departments; to be responsible for planning and administering major programs and studies; to assist County departments in implementing and administering human resource management functions; to represent the department head on matters related to program areas; to personally handle the more complex or sensitive assignments; and to do related work as required.


Positions in this class are distinguished from those in the next lower class of Human Resources Analyst III by the exercise of supervision over the work of professional and/or support staff assigned as a part of human resource program responsibility while the latter class functions as a lead. Overall and long range work planning in the functional specialty and technical training and evaluation of staff performance is characteristic of positions in this class. These positions also are assigned the more difficult projects and those with important technical and public relations aspects and may receive direction from the Director or Human Resource Services Manager. This class is further distinguished from the next higher class of Human Resource Services Manager in that the later class has overall responsibility for the Personnel Services Division of the Human Resources Services Department.

NOTE: The following are the duties performed by employees in this classification. However, employees may perform other related duties at an equivalent level. Each individual in the classification does not necessarily perform all duties listed.

1. Supervises, plans, directs and reviews the day to day work of professionals and paraprofessional staff.

2. Consults with administrative staff on the establishment of overall objectives, new procedures, new projects and coordination of various personnel programs.

3. Participates in the selection of office personnel, their orientation training and evaluation and recommends on their retention, assignment and promotion.

4. Interprets and explains provisions of the Charter, Salary Ordinance, Administrative Code, Personnel Procedures Manual, Memoranda of Understanding, personnel policies, and Civil Service Commission Law and Rules to county management officials, employees, employee organization representatives and the public.

5. Provides assistance to Agency and Department Management personnel in the planning and implementation of decentralized Human Resources functions; recommends and establishes systems of review and audit to ensure equitable application of County wide personnel policies, practices and procedures.

6. May represent the Civil Service Commission in talks to professional associations and groups of County employees; may act for superior officers and represent Civil Service Commission at various technical or civic functions as assigned.

7. Develops and maintains standard workload measures; plans new programs and submits budget estimates; prepares and submits workload justifications necessary for budgeting.

8. Prepares correspondence, complex reports and memoranda.

9. Prepares and supervises preparation of written procedures, including new procedures and revisions to the County Personnel Procedures Manual.

10. Plans and participates in training of department staff; assists in planning and implementing training programs for Agency and Department Staff with personnel management responsibility.

11. Provides liaison with the County Administrator's staff on classification, salary, and personnel transaction problems.

12. Represents the Human Resource Services Department in Appeals to the Civil Service Commission.

13. Plans, organizes and directs the classification program; determines which classifications and occupational groupings are to be reviewed; reviews findings of job audits and approves the tentative allocation of positions, class concept changes and modifications in class series; provides overall direction to studies of individual positions leading to the allocation of existing classes, the revision of existing classes, or the creation of new classes and the revision or writing of class specifications; participates in classification hearings before the Civil Service Commission.

14. Directs the establishment and maintenance of files, records, and systems to insure the proper maintenance of the classification plan, examinations, which includes allocation of positions to classes; designs and directs the designing of forms to implement classification maintenance; examination process, test materials.

15. Interprets classification actions and pay administration policies, survey techniques and reasons for classification recommendations to employees, their representatives, department and agency administrators and the public.

16. Responsible for job restructuring studies to assure compliance with Affirmative Action and other employment guidelines.

17. Plans, organizes and directs the recruitment selection program and projects; provides overall direction for the preparation and conducting of oral, written, and other forms of examinations in a wide number of subject matter fields; conducts executive searches.

18. Reviews examination plans and material prepared by staff, outside test services, or subject matter specialists involving unusual examining problems or approaches; approves and recommends such plans.

19. Provides overall guidance in the selection and use of special examiners and members of oral boards.

20. Reviews proposed minimum qualifications and new and revised class specifications and advises regarding the probable effect of classification actions on examination policies.

21. Devises new methods for testing the relative ability of candidates to perform work required and new methods of scoring examinations.

22. Responsible for test validation and associated techniques to assure job related recruitment and selection practices which comply with the County Affirmative Action Plan and State and Federally imposed employment standards.

23. Plans, organizes and directs the day to day operations of the Temporary Assignment Pool (TAP), Step-Up and Re-Entry Programs.

Either I

The equivalent of two years of recent full-time experience as a Human Resources Analyst III or Departmental Personnel Officer II in the Alameda County classified service. (Non-classified includes District Attorney’s Office, Hospital Authority, and the Consolidated Courts.)


The equivalent of seven years of recent full-time experience performing human resource or analytical work which included utilizing the following knowledge and abilities: One year of this experience must have included functioning in a lead capacity. (Possession of a Bachelor's Degree from an accredited college or university may be substituted for four years of the above experience.)

NOTE: The Civil Service commission may modify the above Minimum Qualifications in the announcement of an examination.

NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the "Examples of Duties" section of this specification.

Knowledge of:
• Testing and assessment techniques.
• Public relations and marketing strategies.
• Recruitment resources.
• Job analysis.
• Position classification.
• Survey methods, including statistical application.
• Grievance handling, disciplinary action procedures and labor relations.
• Alameda County Human Resource Rules and Regulations.
• Structure and operation of County Government.
• Basic understanding of computer applications.
• Applications of statistical methods to personnel work.
• Various State and Federal employment guidelines.

Core Competencies:

• Oral Communication - Includes person to person and presentations before large groups.
• Written Communication - Includes daily correspondence and larger reports/presentations.
• Decision-making - Includes making decisions that further the goals and needs of the County; includes using business acumen in making decisions that build a strong organization which delivers the highest level of service to diverse customers.
• Analytical and Problem Solving - Includes using vision, strategy, and innovation to deal with change.
• Planning and Organization - Includes using vision, strategy and innovation to maximize resources.
• Management Control / Supervision - Includes making excellent hiring choices, developing staff professionalism, growth and competency, and giving honest and fair evaluations.
• Leadership - Includes knowing when to lead and when to work effectively as part of a group; includes imparting to staff a commitment to the County’s mission, credo and goals; includes modeling excellence.
• Interpersonal Sensitivity - Includes fair treatment of all persons in both oral and written communication.
• Flexibility - Includes working with change using vision, strategy and innovation
• Resistance/Adaptation to Stress - Includes staying calm under difficult conditions.
• Strategic Management – Knows mission; understands public service environment; links human resources to the organization’s mission and service outcome; understands business processes and how to change to improve efficiency and effectiveness; knows business systems thinking.
• Human Resources Development – Applies organizational development principles.
• Employee and Labor Relations – Employs techniques for facilitating positive employee relations.
• Risk Management – Uses consultation and negotiation skills including dispute resolution; understands team behavior; possesses ability to build trust relationships.
• Workforce Planning and Employment – Knows human resources laws and policies; understands, values and promotes diversity.

BS:lh 10/2/75
RP:ab 12/84
RSS:pb Revised: 9/8/88
RMP:db Revised: l/90
:dhb-revised 2/4/98
co:updated 5/7/00 0071h under Oldspec
New specs:0285.doc
MM:pf Revised: 10/31/00
csc date: 11/29/00
Am:po Revised 6/9/08
CSC Date: 7/2/2008


Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being.  These benefits include but are not limited to*:

For your Health & Well-Being

  • Medical – HMO & PPO Plans
  • Dental – HMO & PPO Plans
  • Vision or Vision Reimbursement
  • Share the Savings
  • Basic Life Insurance 
  • Supplemental Life Insurance (with optional dependent coverage for eligible employees)
  • Accidental Death and Dismemberment Insurance 
  • County Allowance Credit
  • Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance
  • Short-Term Disability Insurance
  • Long-Term Disability Insurance
  • Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services
  • Employee Assistance Program

For your Financial Future

  • Retirement Plan - (Defined Benefit Pension Plan)
  • Deferred Compensation Plan (457 Plan or Roth Plan)

For your Work/Life Balance

  • 12 paid holidays
  • Floating Holidays
  • Vacation and sick leave accrual
  • Vacation purchase program
  • Management Paid Leave**
  • Catastrophic Sick Leave
  • Group Auto/Home Insurance
  • Pet Insurance
  • Commuter Benefits Program
  • Guaranteed Ride Home
  • Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts)
  • Employee Discount Program (e.g. theme parks, cell phone, etc.)
  • Child Care Resources
  • 1st United Services Credit Union 

*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement.  This provides a brief summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave.

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