County of Alameda

Human Resources Analyst III (#0291)

Bargaining Unit: ACMEA - Confidential Mgmt (R50)
$45.36-$55.14 Hourly / $3,628.80-$4,411.20 BiWeekly /
$7,862.40-$9,557.60 Monthly / $94,348.80-$114,691.20 Yearly


DESCRIPTION

This series specification describes the third level of the Human Resources Analyst classification. Incumbents of this classification, under the supervision of a Personnel Services Manager, lead (direct, prioritize, coordinate, and review the work of) Human Resources Analysts and may provide oversight of division-wide special projects; develops and conducts classification / compensation studies and surveys; makes recommendations and implement based upon results; recruits qualified applicants and develops, analyzes, validates, administers and rates written and oral examinations; assists and provides technical advice in the administration of the personnel management program of a County agency or department; and does related work as required.

DISTINGUISHING FEATURES

The class of Human Resources Analyst III is distinguished from the next higher class of Personnel Services Manager in that the former serves a lead capacity for Human Resources Analysts I & II while the Personnel Services Manager is responsible for planning and directing a county-wide human resources program that involves supervising Human Resources Analysts I, II & III, and Human Resource Technicians. The Human Resources Analyst III is further distinguished from the Human Resources Analyst II by functioning as the lead analyst in the division and may be assigned the responsibility of overseeing division-wide special projects related to recruitment and classification within the Personnel Services Division.


EXAMPLES OF DUTIES

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. Under direction and supervision from the Personnel Services Manager, acts in a lead capacity within the division for Human Resources Analyst I/IIs which may include reviewing work, monitoring day to day work, acting as a resource to staff, and providing ongoing training.

2. Within the division, will assist the Personnel Services Managers with assessing, monitoring and coordinating the workflow and assigning work to Human Resources Analysts I/IIs; through the direction of the Manager will disseminate work accordingly and ensure that analyst workloads are evenly distributed.

3. In the most difficult assignments, reviews job description forms, obtains background, occupational and job information, interviews supervisory personnel and employees on the job and recommends allocation or reallocation of positions to appropriate classes; provides continuing classification service to assigned departments; carries out long range classification maintenance assignments; may make recommendations on staffing levels and organizational relationships; performs organizational analyses.

4. Develops class concepts based on job studies; prepares complete class specifications and recommends on the adoption or revision of class specifications; discusses revisions with concerned departmental representatives and meets and confers with recognized employee organizations as required; conducts or participates in County wide classification studies and audits of individual positions.

5. Gathers, tabulates, and analyzes salary data required in the maintenance or revision of the compensation plan; makes studies of internal class relationships for compensation purposes; prepares recommendations on salaries and related compensation matters.

6. Prepares recruitment plans, examination announcements and other material for publicizing job opportunities in the County Service; talks to individuals and groups to interest them in applying for County employment.

7. Reviews applications for examinations; conducts job analyses for the validation of examinations; writes test items and constructs test batteries; analyzes and interprets test results; rates training and experience qualifications and scores certain specialized types of examination material; conducts oral appraisal interviews and performance tests; provides technical advice to operating department personnel in exam processes and procedures.

8. Evaluates examination or classification protests and appeals and prepares responses; explains examination or classification methods and results to various persons; prepares staff position in appeals and presents the finds of the Human Resource Services Department at Civil Service Commission hearings.

9. Confers with departmental officials, representatives of the County Administrator’s Office, or other agency representatives on classification, pay and other personnel matters as they relate to particular assignments.

10. Reads and interprets Civil Service Laws and Rules, administrative codes, Memorandums of Understanding, Salary Ordinance, Personnel Manual and reference materials related to recruitment, testing and classification; assists in the formulation of new personnel policies, procedures and practices; as assigned, may advise on grievances, disciplinary actions and lay off procedures, reviews proposed personnel transactions; may meet and confer with employees and employee representatives to provide information and resolve issues as assigned; conducts staff work for labor relations purposes.

11. Facilitates County wide training on the Civil Service system as it relates to recruitment and classification matters.

12. Conducts or participates in special projects in the department where assigned; participates in task forces and committees; gathers and analyzes employment related data; conducts research into operational problems; evaluates personnel policies and procedures; prepares reports and analyses and makes recommendations.

13. Regularly assigned responsibility of overseeing division-wide special projects specific to recruitment and classification.

14. Performs other duties as assigned.


MINIMUM QUALIFICATIONS
Either I

Experience:

The equivalent of two years of full time experience in the class of Human Resources Analyst II in Alameda County classified service.

Or II

Education:

Possession of a Bachelor’s degree from an accredited college or university in a relevant field.

AND

Experience:

The equivalent of 3 years full time experience performing professional level personnel work, involving position classification and salary administration and / or recruitment, preparation, validation, and administration of examinations for a variety of occupations, requiring the use of the knowledge and abilities described in this specification. (The equivalent of four additional years of full time experience may be substituted for the degree on a year-for-year basis.) Experience conducting the meet and confer process related to classification matters is highly desirable.

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

KNOWLEDGE AND SKILLS

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:

• Techniques and training of Human Resources Analysts and Technicians.
• Techniques and principles of employee recruitment and selection process.
• Federal, State and local guidelines relating to the hiring process and other areas of personnel related activities.
• Principles of classification structures, concepts and of audit techniques and methods.
• Policies and practices of employee compensation and wage administration.
• Policies and practices of public personnel administration.
• Principles, methods, and techniques of conducting compensation surveys.
• Employee relations issues that impact classification and compensation and wage administration.

Ability to:

• Communicate orally and in writing.
• Analyze and problem solve.
• Make decisions.
• Use applicable Charter provisions and Civil Service Rules and Regulations.
• Plan and organize.
• Demonstrate interpersonal sensitivity.
• Be flexible.
• Make public presentations.
• Apply basic data gathering, analytical and statistical procedures.


CLASS SPEC HISTORY
RS:po 12/1/06
Newspecs: 0291.doc
CSC Date: 12/20/2006
RE:po Revised 8/16/07
CSC Date: 8/29/2007
RE:ah Revised 11/9/17
CSC Date: 2/28/18

BENEFITS

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

  • 11 paid holidays
  • Floating Holidays
  • Vacation and sick leave accrual
  • Vacation purchase program
  • Management Paid Leave**
  • Catastrophic Sick Leave
  • Employee Mortgage Loan Program
  • 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.