Under general direction, performs responsible personnel and related administrative/analytical work for a County department by coordinating various human resources activities; performs and/or coordinates special administrative projects; may supervise staff in performing clerical and technical support activities; and does related or other work as required in accordance with Rule 3, Section 3, of Civil Service Rules.
An incumbent of this class serves as a personnel specialist and Human Resources liaison for a County department, performing and coordinating a variety of personnel-related technical, administrative and analytical activities. This class can be distinguished from classes in the County Personnel Analyst series because incumbents of this class report to department management staff and because the latter classes are utilized primarily in the main County Human Resources Division or similar settings where incumbents participate in the full range of recruitment, testing, classification, salary, labor relations, staff development and/or other personnel-related activities.
Coordinates a wide range of personnel-related administrative/analytical activities for a County department; assists department staff in understanding and implementing personnel-related policies and procedures.
Serves as a liaison to County Human Resources staff in areas such as recruitment, testing/certification, classification, salary development, labor relations and staff development; helps assure that department personnel activities in these areas adhere to County policy.
Reviews and analyzes departmental policies, procedures, and organization pertaining to personnel services; recommends policy/procedure/organizational changes for management approval as appropriate.
Advises department supervisors and managers regarding personnel matters, including disciplinary and labor relations issues as appropriate; helps investigate complaints and grievances on behalf of management; works with County Human Resources Director, County EEO Officer, and Labor Relations staff on such matters as required.
Helps conduct surveys and collect data; responds to surveys and inquiries from outside agencies; gathers information for classification or other studies; helps distribute/collect forms to/from employees; prepares comprehensive narrative and statistical reports; responds to a variety of correspondence.
May participate in oral examination panels or interview sessions; may participate in and/or coordinate departmental employee training activities; may help monitor department grant and contract activities; may supervise the maintenance and processing of personnel and payroll records.
Attends conferences and meetings, including those called by the County Human Resources Director regarding county-wide human resources issues, policies, and procedures as requested; may lead and/or participate on committees and task forces; may supervise subordinate staff.
Education: Graduation from an accredited college or university with major coursework in public or business administration, personnel management or a closely related field.
Experience: One (1) year of professional personnel or personnel-related administrative/analytical work.
Substitution: Experience performing demonstrated complex para-professional public personnel, such as classification, recruitment, and/or test development OR administrative/analytical work related to personnel may be substituted for the above-required education on a year-for-year basis.
The principles, practices, methods, and techniques of public administration; statistical techniques; principles and practices of supervision; language mechanics, report writing and research methods; federal and state employment regulations and guidelines.
Perform technical public personnel work; gather and analyze data and prepare comprehensive reports; understand and interpret difficult regulations and technical information; express oneself clearly and concisely, both orally and in writing; establish and maintain effective working relationships with other employees, departmental representatives and the public.
Mobility-Constant operation of keyboards; frequent sitting for long periods of time, frequent standing and walking; occasional pushing, pulling, bending, squatting and crawling; frequent driving; Lifting-Frequently 30 pounds or less; Vision-Constant use of good overall vision; frequent reading/close-up work; occasional color, depth, and peripheral vision; Dexterity-Frequent repetitive motion; frequent writing; occasional grasping, holding, reaching; Hearing/Talking-Frequent talking/hearing in person, in large meetings and on the telephone; must be sufficient to enable taking accurate, detailed notes at meetings; Emotional/Psychological-Frequent decision making and constant concentration; frequent public contact and working alone; occasional working nights, weekends and traveling; Environmental-Frequent exposure to noise.