Under general supervision, directs the activities of a major functional area of human resources such as employment, employee and labor relations, human resources administration, compensation and classification, benefits administration and/or employee development.
Essential Job Functions
Essential job functions are fundamental, core functions common to positions in a classification. They are not intended to be an exhaustive list of all job duties for any one position in the class. Since class specifications are designed to be descriptive and not restrictive, incumbents may complete one or all of the job duties listed or tasks of similar kind not specifically listed here.
Directs major human resources programs, such as classification and compensation, employee benefits, examination development, application intake and review, recruitment, performance management, new employee orientation and on-boarding, employee and labor relations, and employee development.
Directs the procurement activities for an assigned section including managing the request for proposal process, making vendor recommendations and administering vendor contracts.
Develops and administers the budget for an assigned section.
Evaluates program results, conducts special studies, identifies problems and recommends solutions, and prepares reports.
Coordinates activities with other sections to achieve departmental objectives.
Assigns, supervises and reviews work; ensures staff compliance with District policies and procedures including Personnel Rules and Administrative Procedures; completes performance reviews; addresses employee complaints and grievances; may recommend employment actions such as hiring, transfer, suspension, promotion or discharge.
Other Job Functions
Directs and participates in special projects such as development of procedures; coordinating the response to special needs such as new legislation; serving on District committees, and representing the department at external professional meetings.
Performs other duties as assigned.
Work is performed in a typical office environment and requires the use of standard office equipment including computers.
Desirable Knowledge, Skills and Abilities
Thorough knowledge of the principles, practices and procedures of public human resources administration.
Thorough knowledge of statistical methods related to public human resources administration.
Ability to design and implement human resources policies and procedures.
Ability to plan and supervise the work of a section or other organizational unit.
Ability to communicate effectively, orally and in writing.
Minimum Qualification Requirements
Graduation from a four-year accredited college or university majoring in areas related to human resources administration, and six years of technical human resources experience, two years of which must have been in a position or positions above the journeyman level, and three years of which must have been in the public sector.
Additional technical human resources experience may be substituted for the required education on a year-for-year basis. Graduate study in human resources administration or a closely related area may be substituted for the non-specialized experience on a year-for-year basis.
One year of service with the District as a Senior Human Resources Analyst.
Civil service status as a Senior Human Resources Analyst.