County of Alameda

Human Resources Officer, ACERA (#1347)

Bargaining Unit: Unrep - ACERA Classes (066)
$46.17-$76.13 Hourly / $3,693.60-$6,090.40 BiWeekly /
$8,002.80-$13,195.87 Monthly / $96,033.60-$158,350.40 Yearly


DESCRIPTION
Under general supervision, to develop, direct, plan and organize the personnel management and administration programs for the Alameda County Employee’s Retirement Association (ACERA), including recruitment, examination, selection, affirmative action, position classification and compensation, performance evaluation, employee relations, training, and related functions; and to perform related work as required.

DISTINGUISHING FEATURES

This is a single-position classification with overall responsibility for administering the day-to-day personnel activities of ACERA. The incumbent provides expertise for and consultation to departmental management, in coordination with the applicable laws, policies, procedures and programs.

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. Develops and maintains the Human Resource personnel plan, benefits, recruitment, testing, supervision and discipline policies for the department.

2. Provides information and advice to ACERA management and supervisors on a variety of personnel-related matters; interprets and applies applicable laws and rules, administrative codes, Memoranda of Understanding, Salary Ordinance provisions, Personnel Manual, and related governing documents; develops and reviews agency-specific personnel policies and procedures and recommends and implements changes.

3. Acts as liaison with County Human Resource Services Department and other county departments on personnel-related matters; represents ACERA at meetings; participates in Meet and Confer sessions between management and employee representatives and in negotiation sessions with recognized employee organizations.

4. Plans and conducts ACERA recruitment, develops examination and selection programs; recommends methods and carries out recruitments; conducts job analyses and develops and administers oral and performance exams; coordinates and participates in interviews and hiring recommendations.

5. Prepares and maintains agency Affirmative Action Plan; acts as Affirmative Action Counselor, investigating discrimination complaints, reporting findings and recommending appropriate courses of action.

6. Researches and analyzes classification requests; conducts or directs classification studies and maintains integrity of classification system; conducts or directs compensation studies and recommends appropriate salary ranges.

7. Develops disciplinary procedures within the department; investigates disciplinary actions and employee grievances and recommends appropriate courses of action; acts as coordinator for Employee Assistance Program; directs department performance evaluation and exit interview programs.

8. Acts as the department training coordinator; develops training assessment plans for each employee; reviews training requests; evaluates potential programs; conducts and/or arranges for training sessions.

9. Provides career counseling for employees; disseminates information and advice to employees and the public regarding job opportunities, training requirements and resources, procedural information, etc.

10. Monitors and analyzes developments, legal requirements and industry trends for impact on personnel programs; conducts or participates in studies, special projects, task forces, committees etc.; prepares reports and recommendations.

11. Oversees the maintenance of personnel-related records and correspondence and the processing of personnel transactions.

12. Coordinates with the County worker’s compensation program in handling claims.

MINIMUM QUALIFICATIONS
Either I

The equivalent of two years of full-time experience as a Departmental Personnel Officer I or Human Resources Analyst II or equivalent or higher level administrative class in the Alameda County classified service (non-classified includes District Attorney’s Office, Hospital Authority, and the Consolidated Courts), which involved substantial personnel-related duties and responsibilities;

Or II

Education:

Possession of a bachelor's degree in a relevant field from an accredited college or university.

And

Experience:

The equivalent of three years full-time professional personnel experience involving a combination of recruitment and selection, employee relations, classification and pay, and/or training, which has provided the required knowledge and abilities. Additional experience may be substituted for degree.

License: Possession of a valid California Driver’s License required.

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:

• Principles and techniques of public sector personnel administration, including equal employment opportunity/affirmative action, recruiting and selection, job analysis, classification, performance appraisal, and employer-employee relations.
• Principles of public administration and management.
• Federal, State and local laws and regulations affecting personnel programs and activities.
• Modern office methods and procedures including use of computer equipment and software.

Ability to:

• Interpret and apply laws, rules, policies and procedures to specific situations.
• Plan, organize and administer programs and activities.
• Analyze information to solve problems.
• Make decisions using initiative and judgment, including dealing with sensitive and confidential information.
• Communicate effectively both orally and in writing.
• Advise and assist a variety of individuals with differing needs and goals, using interpersonal sensitivity and flexibility.
• Establish and maintain effective working relationships with those contacted in the course of the work.
• Organize, prioritize and complete work under deadlines, multiple demands, changing priorities and frequent interruptions.

CLASS SPEC HISTORY
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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.