County of Alameda

Human Resources Analyst (#0291)

Bargaining Unit: ACMEA - Confidential Mgmt (R50)
$47.83-$60.54 Hourly / $3,826.40-$4,843.20 BiWeekly /
$8,290.53-$10,493.60 Monthly / $99,486.40-$125,923.20 Yearly


This classification specification describes the journey level of the Human Resources Analyst classification flexibly-staffed series.  Incumbents of this classification, under the supervision of a Personnel Services Program Manager, develop and conduct classification/compensation studies and salary surveys; make recommendations and implement changes based upon information gathered; recruit qualified applicants and develop, analyze, validate, administer, and rate written and oral examinations; assist and provide technical advice in the administration of the personnel management program of a County agency or department; and does related work as required.    


This position is the journey-level classification within the Human Resources Analyst flexibly-staffed series.  Incumbents in this classification will be assigned to either the Recruitment and Selection unit or Classification and Compensation unit and report to a Personnel Services Program Manager in either unit.  The position is responsible for either performing the full range duties of recruitment and selection or classification and compensation and completing the tasks and transactions within the assigned program area.  The Human Resources Analyst is distinguished from the lower-level classification of Human Resources Analyst Trainee in that the latter is in training and will be performing entry-level duties in this professional series until the trainee classification is fully competent to independently perform professional assignments which require the use of independent judgment, the application of analytical processes, and the evaluation of alternative courses of action within the Personnel Services Division.


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.  

When assigned to either unit:

  1. 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 findings of the Human Resource Services Department at Civil Service Commission hearings.
  2. 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 human resources policies, procedures, and practices.
  3. May advise on grievances, disciplinary actions and lay off procedures, reviews proposed human resources 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.
  4. Confers with departmental officials, representatives of the County Administrator’s Office, or other agency representatives on recruitment, selection, classification, and compensation, and other human resources matters as they relate to particular assignments.
  5. 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 human resources policies and procedures; prepares reports and analyses and makes recommendations.
  6. May be assigned the responsibility of overseeing division-wide special projects specific to recruitment and classification.
  7. Performs other duties as assigned.  

When assigned to the Classification and Compensation unit:

  1. Reviews job specifications, obtains background information, and Position Description Questionnaire (PDQ) in order to recommend allocation or reallocation of positions within respective departments. 
  2. Develops new class job specifications based on job studies, requests from departments, or through other forms, and works with departmental liaisons and human resources staff in order to establish key attributes for the new class; and assists with discussing the new class proposal with respective unions during the meet and confer process.
  3. Reviews all job specification revisions submitted by departments to ensure that proposed revisions are appropriate and within the scope of classification series or departmental structure; assists with any concerns expressed by the appropriate union during the meet and confer process.
  4. Gathers, calculates, and analyzes salary survey data acquired from comparable jurisdictions required for new job classifications, salary adjustments, and pay equity transactions.
  5. Conducts classification studies of positions through position audit and discussion with supervisors and managers responsible for the impacted position in order to ensure positions are classified accordingly; prepares all necessary paperwork and update of the classification system in order to complete classification studies following the proper procedures.
  6. Reviews and processes salary adjustment requests from departments that include salary ordinance amendments and special adjustments to existing classification salary ranges; reviews the appropriate paperwork submitted and analyzes the impact to other similar classifications or departmental structures within county departments.
  7. Processes special designation requests to ensure that the position requires additional experience to perform the job completely; works on amending and creating specialty designation criteria and submitting the appropriate paperwork to update the County’s position management system.  

When assigned to the Recruitment and Selection unit:

  1. Partners with stakeholder subject-matter experts to design and implement an overall recruitment strategy with consideration of recruitment information, advertising strategies, timelines, organizational priorities, job description and qualifying requirements, and recommend, as needed, updates to job specifications.
  2. Conducts job analysis for the validation of testing instruments used in examinations, and to document job requirements and objectives, and to identify competency requirements upon entrance and prior to beginning the recruitment process.
  3. Prepares recruitment materials, plans, bulletins, supplemental questionnaire, timelines, advertising plans, and other materials for publicizing job opportunities in the County Service; broad advertising to include job boards, newspapers, websites, member specific groups, educational institutions, job fairs, or informational presentations for the purpose of targeting a specific audience and to interest them in applying for County employment; may act as job fair coordinator.
  4. Provides information about the County, County hiring processes, application processes, civil service rules related to County recruitments, and processes related to inter-County movement (reinstatement/transfer/demotion/out-of-class assignments, temporary assignments, etc.); acts as a point of contact and builds influential relationships with subject matter experts and others involved in the recruitment process.
  5. Screens applications for examinations against Civil Service Commission (CSC) adopted minimum qualifications, answers inquiries and explains qualification requirements to applicants, managers and supervisors, and others as needed; assesses applicant’s relevant knowledge, skills, soft skills, and abilities, expertise, and aptitudes; prepares and directs the notification to candidates.
  6. Assesses requests for reasonable accommodation and administers tests with approved accommodation in accordance with process steps directed by the Alameda County Medical Leaves and Accommodations Services Unit; may act as Step Up recruitment program coordinator.
  7. Works with subject matter experts and/or test vendors to develop test materials and rating criterion for written, performance, screening for best-qualified, oral, situational, and assessment center test administrations; makes recommendations for test development and updates; conducts interviews using various reliable recruiting and selection tools/methods.
  8. Plans and conducts test administrations (written, performance, situational, assessment center, and oral interviews), in-person, or virtually; responsible for test staging, staffing, and resource support oversight and direction; provides orientation and direction on process administration to those involved in the test administration (candidates, staff, raters, proctors, and others).
  9. Conducts passing point analysis with considerations of outcomes, diversity, and organizational need and advises accordingly.
  10. May be required to plan and stage sites and locations for test administration, test administration supplies and resources, and meals for raters and others involved in the test administration; may be required to research vendor information for resourcing recruitment processes.  
  11. Utilizes applicant tracking system to screen applications, prepare reports, research information, and track recruitment information; manages both soft and physical files and records of exams with confidentiality and in accordance with file retention policies within the department.




The equivalent of one (1) year of full-time experience in the class of Human Resources Analyst Trainee in Alameda County classified service.  



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



The equivalent of three (3) years full-time experience performing professional-level human resources 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.

Experience as a recruiter working with applicant tracking systems and virtual interviewing platforms is highly desirable.  


The equivalent of four (4) additional years of full-time experience may be substituted for the degree on a year-for-year basis.  

Special Requirement:  

May be required to drive in support of test administration or classification studies to various locations throughout Alameda County.  

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:

  • Techniques and principles of employee recruitment and selection process.
  • Federal, State, and local guidelines relating to the hiring process and other areas of human resources 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 human resources administration.
  • Principles, methods, and techniques of conducting compensation surveys.
  • Employee relations issues that impact classification and compensation and wage administration.
  • Computer software applications related to work assigned.
  • Office administration practices and procedures, including record management and the operation of standard office equipment.  

Ability to:

  • Communicate orally and in writing.
  • Analyze and problem solve.
  • Make decisions.
  • Source, research, and obtain relevant information from various search engines, databases, or social media.
  • Work with applicant tracking systems.
  • Conduct structured, competency-based interviews.
  • 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.
  • Promote Alameda County as an employer of choice that has a diverse workforce and is representative of the communities it serves as an equal opportunity employer.


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

RE:kl Revised and Retitled 1/13/20

Old Title:  Human Resources Analyst III

RE:sa 02/14/20

CSC Date: 01/29/2020

RE:sa Revised 10/14/2021

CSC Date: 12/15/2021


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
  • 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.