Performs complex, professional level personnel work in employee recruitment, selection, position classification, employee relations, training, employee benefits, workers’ compensation risk management and/or affirmative action; conducts analytical studies into personnel and human resources issues; provides staff support to the County's management team.
This is the advanced journey/or lead level class in the Human Resources Analyst series. The Human Resources Analyst (Senior) performs the more complex or difficult work assigned to the series and may lead the work of others. Incumbents are expected to work independently in providing personnel services to an assigned set of departments and in performing the tasks necessary to fulfill human resource needs. Incumbents may coordinate an assigned function (e.g., testing, training programs, automation) and work as generalists or in specialist teams. Incumbents provide staff support to the Civil Service Commission, the Board and the County’s management team on a broad range of personnel and human resources issues. The Human Resources Analyst (Senior) is distinguished from the Human Resources Analyst (Principal) in that the latter is responsible for mentoring and developing staff in addition to specializing in one or more Human Resources areas.
Supervision Received and Exercised
Receives direction from the Director and Assistant Director of Human Resources. May receive technical and functional guidance from the Principal Human Resources Analyst as appropriate.
Exercises supervision over technical and clerical level staff.
Examples of Duties
Duties may include but are not limited to the following:
Develops and implements recruitment and selection plans; analyzes job content; develops selection exams and devices; reviews test results; sets passing points; and coordinates certification activities.
Conducts single-position through countywide classification studies; conducts job analyses; develops/revises class specifications; determines position allocations; presents recommendations to departmental representatives, affected employees and the Civil Service Commission; represents the County in employee appeals.
Conducts comprehensive compensation and benefit studies; provides analysis and recommends changes in salaries and/or benefits; presents recommendations and survey information to the Board of Supervisors and/or employee representatives.
Consults with assigned departments; interprets memorandums of understanding, personnel rules, laws and regulations and provides procedural information on personnel, employee relations and human resource matters; assists department management’s handling of progressive discipline actions, grievances, work accommodations, work performance issues, leave abuse, working conditions, and other related issues; may represent management and/or serve as fact finder in the grievance or appeals processes; mediates grievances and appeals at the informal stages.
Assists department managers in staffing and organizational analysis, work simplification and/or other matters affecting use of human resources and working conditions.
Participates in the employee relations meet and confer process; analyzes employee requests and makes recommendations to the chief spokesperson; prepares management’s position and language for memoranda of understanding and other official documents; participates in strategy development, strike planning and conference sessions with employee representatives; and prepares side issue documents.
Presents technical training to individuals and groups on supervisory practices and personnel, employee relations, and human resources issues; may provide career counseling.
Knowledge, Skills & Abilities
Job analysis principles, practices and techniques; principles, laws and regulations affecting employee selection, pay equity, and employee relations and workers’ compensation in the local public sector environment including the Uniform Guidelines on Employee Selection, Pay Equity Act of 1963, Civil Rights Act of 1964 as amended, Americans with Disabilities Act, Vocation Rehabilitation Act (Section 503 and 504), Meyers, Milias, Brown Act (California Government Code 3500 et seq.), Immigration Reform and Control Act of 1986 and Fair Labor Standards Act.
Recruitment techniques and practices.
Design and use of selection devices including anchored oral exams, structured written exams, and/or performance exercises as applicable to occupations found in local government.
Principles and practices of whole job evaluation.
Principles and practices of supervision and affirmative action.
Discriminatory practices and methods of eliminating discrimination including sexual harassment.
Considerable knowledge of item analysis and other methods of determining test effectiveness and reliability.
Content validation methods and practices.
Design and use of behavioral or other job related work performance evaluation systems.
Principles, practices and methods of salary analysis, performance appraisal, training needs assessment, organizational development design and behavior modification.
Methods of job restructuring to accommodate employees with disabilities, prevent unnecessary classification change and promote career development.
Alternative job evaluation systems.
Appeal and grievance processing practices.
Scope of bargaining and practices governing employer/employee relations within the parameters of MMBA.
Principles and practices of negotiation, mediation, administrative consultation and fact finding.
Training needs assessment and evaluation practices.
Principles of staff development and training employee relations.
Organizational structure and services provided by California Counties.
Legal and political environment affecting local government.
Automated personnel systems.
Principles and practices of risk management, safety, ADA and staffing.
Operate office equipment including a personal computer, copy and fax machines and printers.
Conduct and make recommendations based on job analysis and job evaluation.
Develop and implement effective recruitment plans and valid selection processes.
Set minimum qualifications and test pass points; write class specifications.
Develop written, oral and performance exams.
Provide career counseling; conduct staffing and organizational analysis.
Interpret and apply laws, regulations, ordinances and rules relating to workers’ compensation and benefit programs.
Conduct training needs assessment.
Prepare and present clear and concise recommendations on personnel, human resource, employee relations and other administrative issues.
Conduct salary analysis and make sound compensation recommendations.
Determine the relevant labor market for salary comparison and employee recruitment purposes.
Prepare contract provisions, resolutions and ordinances.
Plan, organize and coordinate safety and risk management activities; develop, implement and evaluate safety and risk management policies and procedures.
Interpret and apply liability, safety, workers’ compensation laws and regulations.
Communicate clearly and concisely, both orally and in writing; compose correspondence independently.
Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work.
Education and Experience
Education/Training: Bachelors degree is required from an accredited college or university, preferably in business administration, public administration, human resources.
Experience: Three (3) years of professional level experience in personnel work including labor and employee relations, recruitment, selection, classification, labor relations or risk management.
Possession of or ability to obtain a valid Class C California driver's license may be required. Independent travel is required.
Physical Ability: Tasks require the ability to exert moderate, though not constant physical effort, typically involving some combination of climbing and balancing, stooping, kneeling, crouching, and crawling, and which may involve some lifting, carrying, pushing or pulling of objects and materials of moderate weight (12-20 pounds).
Sensory Requirements: Requires the ability to recognize and identify similarities and differences between shade, degree or value of colors, shapes, sounds, forms, textures or physical appearance associated with job-related objects, materials, tasks or people.
Environmental Factors: Requires the ability to work under conditions where exposure to environmental factors poses a risk of minor injury or illness.
The class of Human Resources Analyst is flexibly staffed to Senior Human Resources Analyst without further examination upon approval and discretion of the Director of Human Resources.