PRINCIPAL HUMAN RESOURCES ANALYST (#VE9 )

$56.28-$75.39 hourly / $9,755.00-$13,067.00 monthly / $117,062.40-$156,811.20 yearly

Under general direction, to plan, organize and coordinate the operations of major Countywide functions within the Human Resources Department; to act as a working supervisor by performing the most complex, technical and sensitive assignments; may act as a joint supervisor or liaison to decentralized human resources offices; and to do other work as required.

Positions in this class are responsible for administering, developing and supervising Countywide program areas in the centralized Human Resources Department. Incumbents may supervise subordinate professional staff and act as in-house consultants in their area of expertise to County Management and departmental staff and/or act as the department liaison or supervisor to the decentralized human resources offices when necessary. This class is distinguished from the lower class of Senior Human Resources Analyst in that the latter class has responsibility for managing the Workers Compensation Program and/or Occupational Health Program, while this class is responsible as a manager for the Employment Services Division, Countywide Benefits and Leaves Programs, and the Countywide Discipline and Grievance Program. This class is responsible for managing division budgets and may act in the absence of the Risk Manager and Assistant Department Head.

Plans, directs, and manages either the Countywide Employment Services Division, Employee Benefits and Leaves Division, or the Countywide Discipline and Grievance Program. This class plans, schedules, assigns and evaluates work of professional, technical or support staff. Incumbents are expected to perform the most complex, technical and sensitive assignments, acts as a consultant to departments, decentralized human resources offices and coordinates with other human resources divisions to identify and solve problems with minimal supervision. Incumbents report either to the Human Resources Director, Deputy Director or the Risk Manager.

EMPLOYMENT SERVICES DIVISION

This position is responsible for managing, planning and directing all County recruitment, examination, employee selection, decentralized human resources recruitment and examination oversight; fingerprint and background reviews; supervise the review and recommendation on advance step appointment and other exceptions, oversee certification of eligible lists and review and approve requests for transfer, reinstatement, recall, or placement on comparable list; conduct annual audits of personnel policies and procedures for all decentralized human resources offices as well as the central human resources office related to recruitment, examination and selection; may represent the department at the Civil Service Commission, County or staff task force, committees or in the community; manage and update the Personnel Administrative Manual, Civil Service rules and Personnel Regulations related to recruitment, examination and selection, manages the Employment Services Division budget, and prepares Board letters or any other duties as assigned.

COUNTYWIDE DISCIPLINE AND GRIEVANCE PROGRAM

The incumbent is expected to manage the Countywide Grievance and Disciplinary Program. Incumbents are expected to give disciplinary advice for all County departments; work with departments and County Counsel to coordinate responses to grievances and disciplinary matters; may hear appeals on behalf of the centralized Human Resources Department; serves as the secretary to the Civil Service Commission; develops and conducts Countywide training related to employee relations issues; serves as the liaison between the County and the represented groups on disciplinary issues and grievances; conducts the joint Union and County training program; coordinates the Human Resources Department case management team; coordinates the Employee Recognition Program with the County Executive Office; coordinates the course materials for the Countywide Leadership Academy; manages the Employee Relations and Administration budget, and per forms any other duties as assigned.

Knowledge of:

Thorough knowledge of:

• Principles and practices of public human resources administration;
• Functional areas for which responsible, such as recruiting, examination, employee selection, employee relations, negotiations, grievances, discipline, leave of absences, training, employee benefits, and classification;
• Principles of supervision and training; and
• Budget management.

Working knowledge of:

• Techniques of administrative analysis, office management and the application of data processing to human resources programs;
• Equal opportunity regulation and laws;
• Statistics and their use in human resources processes;
• Negotiations; and
• Contract management.

ABILITIES

• Plan, organize, schedule, and evaluate human resources programs;
• Supervise, train, schedule, and evaluate the work of subordinate staff;
• Understand, interpret, explain and apply laws, rules, regulations, memorandum of understandings, policies and procedures;
• Negotiate mutually satisfactory solutions to problems;
• Define problems, collect, interpret, and evaluate data and develop solutions to problems;
• Establish a cooperative and credible working relationship with others;
• Establish a good customer service relationship with departments served by the unit supervised;
• Prepare clear and concise written reports and make effective oral presentations;
• Plan, organize and/or prepare research and statistical studies;
• Operate a computer to store, retrieve, analyze and transfer data; and
• Develop and manage complex budgets.

TRAINING AND EXPERIENCE

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

• Four years of increasingly responsible professional human resources experience which included assignments in major program areas, with one year of experience supervising professional staff. One year of the human resources experience must have been related to public agencies.
• A four-year degree from an accredited university with an emphasis in Public Administration, Human Resources, Employment Law or related field may be substituted for one year of experience.

SPECIAL REQUIREMENTS

• Possess and maintain a valid California Class C drivers license or provide suitable transportation which is approved by the appointing authority.

Benefit Status: 08
EEOC Job Category: 02
Bargaining Unit: Executive Management
Workers Comp Code: 0053
Occupational Grouping: 87