Placer Employment Opportunities

Personnel Analyst - II

Human Resources Analyst - II

Recruitment #2019-14762-01


This position is scheduled to receive a 2% wage increase effective July 6, 2019 (in addition to the salary listed above).

The eligible list resulting from this recruitment may be used to fill permanent and extra help/temporary Personnel Analyst positions in any of the three major divisions of the Human Resources Department.

Positions in the Talent Acquisition and Department Support Division are responsible for providing professional, management level support to assigned County departments in the areas of recruitment and selection, exam development and administration, classification and compensation, and performance management. 

Positions in the Organizational Effectiveness and Employee Support Division are responsible for managing the County’s learning & organizational development, wellness, and deferred compensation programs, as well as Countywide workers' compensation, ADA compliance/leave management, and retirement services.

Positions in the HR Operations and Infrastructure Division are responsible for benefits and payroll administration, administrative and fiscal support, HRIS application support and IT services, and conducting comprehensive data analytics.


To perform a variety of professional level personnel duties in the areas of civil service, administration, employee relations, classification, compensation, recruitment and selection, equal employment, human resource strategies, and benefits administration; to assist in the maintenance of County personnel programs; and to participate as a positive and effective team member.


This is the full journey level class within the Personnel Analyst series.  This class is distinguished from the Personnel Analyst I by the assignment of the full range of duties.  Employees at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies within the work unit.  Positions in this class are flexibly staffed and are normally filled by advancement from the entry level.
This class is distinguished from the Senior Personnel Analyst in that the latter has over-all responsibility for assigned departmental support teams, performs highly complex and difficult personnel analytical duties, and exercises direct supervision over professional staff.


Receives direction from the Director of Personnel or his/her designee and may receive technical and functional supervision from higher level professional staff.
Exercises direct supervision over technical and clerical staff.
May exercise technical and functional supervision over professional staff members.


Duties may include, but are not limited to, the following: 

  • Participate as a positive and cooperative team member providing broad-based and professional personnel support and services to assigned departments to include classification, compensation, recruitment, selection, and employee relations activities. 
  • Assist assigned departments in determining the most effective organizational structure and staffing patterns using current classifications or developing new ones as appropriate. 
  • Research, compile, analyze, and evaluate general and statistical information regarding selection procedures, recruitment methods, equal employment, classification, compensation, benefits administration, and other personnel practices and procedures.  
  • Prepare a variety of periodic and special reports; collect data, research topics, and gather information in the completion of studies; make recommendations based on studies regarding personnel policies and procedures. 
  • Recommend and assist in the implementation of goals and objectives for areas of assigned program and team responsibilities; establish schedules and methods for achieving assigned work objectives; implement policies and procedures within program areas. 
  • Monitor and evaluate operations and activities of assigned program responsibilities; recommend improvements and modifications; prepare various reports on operations and activities. 
  • Plan, prioritize, assign, supervise, and review the work of technical and clerical staff; participate in the selection of staff; provide or coordinate staff training; conduct performance evaluations; recommend discipline; implement discipline procedures as directed.
  • Assist and participate in the Human Resources Department’s budget preparation and administration; prepare cost estimates for budget recommendations; develop and submit justifications for staff, supplies, and equipment; monitor and control expenditures. 
  • Participate in maintaining the integrity of the County's recruitment and selection program; utilize and oversee the utilization of the County's automated applicant tracking system. 
  • Participate in maintaining the County classification plan; conduct job analyses, develop classification specifications, and prepare classification/reclassification recommendations for Civil Service Commission consideration. 
  • Act as a first line resource regarding County’s employment opportunities and Civil Service procedures; support, coordinate, and enforce equal employment and affirmative action programs within assigned departments; may participate in the investigations of discrimination and harassment complaints; may participate in compliance enforcement activities for assigned departments under the direction and leadership of higher level staff members. 
  • Advise assigned departments regarding grievance and/or disciplinary actions; interpret policies, regulations, and codes as they relate to assigned personnel program areas. 
  • Build and maintain positive working relationships with co-workers, other County employees and managers, and the community utilizing accepted principles of effective customer service. 
  • Maintain awareness of and participation in external professional environment and resources to ensure the highest level of professional standards are applied to service delivery within the County’s Human Resources Department.
  • Represent the County’s Human Resources Department to the public as well as County employees and managers in a positive and productive manner.  
  • Serve as a positive and effective member of assigned team.  
  • Perform related duties as assigned.


It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below.

Experience and Training: Any combination of experience and training that would provide the required knowledge and abilities is qualifying.  A typical way to obtain the required knowledge and abilities would be:

Experience: Three years of increasingly responsible professional personnel administration experience similar to the duties performed by the County of Placer’s Personnel Analyst - I.

Training: Equivalent to a Bachelor's degree from an accredited college or university with major course work in business or public administration, personnel administration, behavioral science, or a related field.

NOTE: Relevant, equivalent experience (performing the same or similar job requiring similar knowledge, skills, and abilities) may be substituted for the required education as determined by the Human Resources Department.

NOTE: Applicants receiving their degree outside the United States must submit proof of accreditation by a recognized evaluation agency.

License or Certificate: May need to possess a valid driver's license as required by the position.  Proof of adequate vehicle insurance and medical clearance may also be required.


Knowledge of:

  • Principles and practices of personnel administration and principles of organization and management.
  • Principles and practices of motivation, team building, and conflict resolution.
  • Modern office procedures, methods, and computer equipment.
  • Computer software, including word processing, spreadsheet, and database applications.
  • English usage, spelling, punctuation, and grammar.
  • Elementary statistics, including calculation of mean and median.
  • Civil Service rules, and other policies and procedures related to administration of personnel activities.
  • Principles and practices of public personnel administration such as recruitment/selection, classification, benefits administration, and equal employment/affirmative action.  
  • Pertinent local, State, and Federal laws and regulations.
  • Methods of statistical research and presentation.

Ability to:

  • Apply the principles and practices of personnel administration.
  • On a continuous basis, know and understand all aspects of the job; intermittently analyze work papers and special projects; identify and interpret technical and numerical information; observe and problem solve operational and technical policies and procedures; and explain Civil Service Commission, County, and Human Resources Department policies and procedures to the general public and County staff.
  • On a continuous basis, sit at desk for long periods of time; intermittently twist to reach equipment surrounding desk; walk, stand, bend, squat, kneel, or twist while working at public counter, conducting field job audits, or carrying testing materials or retrieving/returning files from drawers; perform simple grasping and fine manipulation; use telephone and write or use a keyboard to communicate through written means or enter/retrieve data from computer; and lift light weight.
  • Read, analyze, evaluate, and summarize written materials and statistical data.
  • Supervise, train, and evaluate assigned staff.
  • Learn to analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals.
  • Prepare technical written materials and apply statistical formulae.
  • Interpret and apply pertinent local, state, and federal laws and regulations, including Civil Service rules.
  • Maintain confidentiality.
  • Work with various cultural and ethnic groups in a tactful and effective manner.
  • Obtain information through interview process; effectively complete multiple assignments; and deal tactfully and courteously with the public.
  • Analyze situations quickly and objectively to determine proper course of action.
  • Use a computer, calculator, typewriter, telephone, facsimile machine, postage meter, and photocopy machine.
  • Communicate clearly and concisely, both orally and in writing.
  • Establish and maintain effective working relationships with those contacted in the course of work.
  • Independently apply the principles and practices of public personnel administration as assigned, including civil service, equal employment, and benefits administration.
  • Independently read, analyze, evaluate, and summarize written materials and statistical data.
  • Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals.
  • Independently apply and model principles and practices of motivation, team building, and conflict resolution. 
  • Independently prepare technical written materials and apply statistical formulae.
  • Independently interpret and apply pertinent local, state, and federal laws and regulations, including Civil Service rules.


Training & Experience Rating (100%)

Based upon responses to the supplemental questionnaire, the applicant’s education, training, and experience will be evaluated using a pre-determined formula.  Scores from this evaluation will determine applicant ranking and placement on the eligible list.


Prior to the date of hire, applicants must undergo a fingerprint test by the Department of Justice, pass a medical examination (which may include a drug screening and possibly a psychological evaluation), sign a constitutional oath, and submit proof of U.S. citizenship or legal right to remain and work in the U.S.  For some positions, applicants may also be required to submit proof of age, undergo a background investigation (which may include a voice stress analysis and/or a polygraph), and/or be bonded. Additionally, positions in law enforcement classifications and those supporting law enforcement functions will be required to complete a conviction history questionnaire prior to or during the interview process. Applicants for positions with access to Medi-Cal billing software or who are licensed providers must clear the Federal Exclusion List, credentialing, and social security verification. Failure to clear these requirements may result in an employment offer being withdrawn.


The eligible list(s) resulting from this recruitment may be certified as a substitute list for a substantially similar classification.  For this purpose, a substantially similar classification is one at a lower level in the same classification (example: entry level vs. journey) and/or a similar classification (similar work performed, similar training and experience qualifications required). If you are contacted for an interview by a County department, you will be informed of the classification and other relevant information. If you choose not to interview for a substantially similar classification, you will remain on the eligible list for which you originally applied.


Placer County offers an expedited process for qualifying certain applicants for interviews. Candidates currently employed, or employed within the last year, by a public agency operating under a personnel civil service or merit system may be eligible to be placed on a Public Agency Eligible List and certified as eligible for appointment to a similar job assignment without going through the examination process. For more information on the Public Agency Eligible List, to download forms, or to apply, please click here.


Thank you for your interest in employment with Placer County. Placer County is an equal opportunity employer and is committed to an active nondiscrimination program. It is the stated policy of Placer County that harassment, discrimination, and retaliation are prohibited and that all employees, applicants, agents, contractors, and interns/volunteers shall receive equal consideration and treatment. All terms and conditions of employment, including but not limited to recruitment, hiring, transfer, and promotion will be based on the qualifications of the individual for the positions being filled regardless of gender (including gender identity and expression), sexual orientation, race, color, ancestry, religion, national origin, physical disability (Including HIV and AIDS), mental disability, medical condition (cancer or genetic characteristics/information), age (40 or over), marital status, military and/or veteran status, sex (including pregnancy, childbirth and related medical conditions), or any other classification protected by federal, state, or local law. Please contact the Human Resources Department at least 5 working days before a scheduled examination if you require accommodation in the examination process. Medical disability verification may be required prior to accommodation.


The following information represents benefits currently available to permanent Placer County employees and may be subject to change.  It is advisable that applicants inquire as to the most current benefit package during hiring interviews or by contacting the Human Resources Department.

Click here to view benefits for Management bargaining unit

Selection Plan

Tentative Recruitment Timeline:

07/05/2019 - Recruitment opens

07/26/2019 - Recruitment closes

07/29/2019 - Minimum qualifications screening

08/05/2019 - Training and experience rating

08/06/2019 - Eligible list established

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