College Human Resources Officer

Serves as the college-based technical advisor and consultant on a broad range of Human Resources (HR) issues related to employee relations, workforce planning and analysis, employee assignments and leaves of absence, performance management, compensation administration, conflict management, and other employment related matters.

Advises managers, supervisors, and employees on policies, processes, and procedures related to a broad range of employment matters including but not limited to job classification, compensation, performance management, workforce planning and analysis, employee assignments and leaves of absence, health and retirement benefits; escalates questions requiring deeper insight or inquiry to specialists at the District Office.

Coordinates college-level academic and classified hiring processes in accordance with applicable policies and law including but not limited to position creation, requisition or intent to fill processes, interview scheduling, hiring committee composition, hiring committee briefing, interview question selection, reference checking, employment offer, assignment processing, and new employee onboarding.

Oversees the workflow of college employee and payroll transactions; corrects or resolves assignment and pay issues; provides appropriate support and timely follow-up on all referenced questions or situations.

Oversees and participates in the timely and accurate entry and maintenance of personnel/payroll and position related information and data into the District’s HRIS system and other databases.

Answer employee questions including but not limited to HR policy/procedure interpretation, time off, leaves of absence, health insurance, and training and development.

Advises supervisors and managers on ways to identify, address, and facilitate solutions related to employee and performance issues; provides guidance on the fundamentals of performance documentation and the progressive discipline process; escalates cases requiring deeper insight or more formal action to specialists in the Office of Employer and Labor Relations.

Advises supervisors and managers on ways to identify, address, and facilitate solutions to diversity, equity, inclusion, and accessibility related compliance issues; ensures implementation and effectiveness of reporting processes, level-one complaint investigation, complaint remedies, and training; escalates cases requiring deeper insight or more formal action to specialists in the Office of Diversity, Equity, Inclusion, and Accessibility.

Schedules and monitors completion of required training by college staff; insures employees possess required training certifications and licenses and are recorded in the employee personnel records.

Serves as the non-voting diversity representative on college hiring committees; explains and ensures compliance with established policies, practices, and procedures, including but not limited to equal employment opportunity, Title IX, American Disabilities Act ("ADA").

Serves as the college representative during interactive meetings related to reasonable accommodation of injured and disabled employees and employees returning from leave.

Communicates employee related policy, process, and procedure changes to appropriate college staff; ensures the required changes at the college-level are implemented and on schedule.

Recommends and implements new and improved procedures, operating and record-keeping practices, forms, and reporting systems for a college personnel office to ensure efficiency and compliance with District human resources policies and procedures.

Identifies and shares college HR issues, concerns, and needs with Division of Human Resources and Personnel Commission leadership.

Represents the college at internal and external meetings with various organizations and employee groups.

Participates in system application testing during the software development phases to assess program functionality, identify program errors, and make recommendations for improvement from the college perspective prior to implementation.

Provides technical support by answering basic to intermediate questions related to the use and functionality of the District’s Human Resources Information System (HRIS) and related applications.

Participates with business and finance staff in monitoring salary expenditure and budgets; may approve expenditures as designated.

Collects and analyzes data on human resources related practices and procedures from a variety of sources and makes recommendation on operational improvements.

Prepares and conducts training sessions for managers, supervisors, and employees on human resources related matters.

Analyzes the possible effects of proposed laws and regulations, codes, and ordinances related to assigned areas.

Conducts employee exit interviews to identify and track reasons for employee separations.

Effectively utilizes the capabilities and functions of standard office software applications such as data management, spreadsheet, presentation, and word processing in completing tasks.

Prepares reports, presentations, and other communications related to human resources matters.

Plans, assigns, and supervises the work of assigned staff.

May conduct college-focused operational studies and/or reviews related to personnel policies, payroll practices, staffing, and organization; presents findings and recommendations to college and District-level management.

Performs related duties as assigned.

A College Human Resources Officer, in partnership with District-level human resources units, provides day-to-day advisory, consultative, transactional, communications, and systems support to managers, supervisors, and employees at a college on a broad range of Human Resources (HR) related areas including but not limited to employee relations, workforce planning and analysis, employee assignments and leaves of absence, performance management, compensation administration, and conflict management.

A Personnel Analyst performs a variety of complex journey-level professional personnel work related to areas such as job classification of positions; wage and salary and benefit administration; personnel policies, rules, and procedures; organizational studies, and recruitment and selection.

District-level Human Resources professionals focus on large-scale strategic issues and provide recommendations to senior executives on regulatory interpretation and policy, process, and system development based on a deeper knowledge in one or more functional areas.

General supervision is received from an administrator. Technical work direction is received from District-level human resources specialists. Immediate supervision is exercised over assigned technical and clerical employees.

Knowledge of:

Principles, purposes, functions, policies, and practices of human resources management

Employment policies, procedures and practices of the District

Merit system principles, policies, and practices and related provisions of the California Education Code

Federal, State and local laws, regulations, employment/human resources law and regulations

Provisions of the academic and classified collective-bargaining agreements of the District

Policies, practices, and procedures related to performance management

General knowledge of workers' compensation laws and practices

Current trends in human resources management

Techniques of data collection, analysis and interpretation

Techniques of counseling, guidance, and conflict resolution

Principles and techniques of training and supervision

Fact finding methods and procedures

Organization, functions, and key staff of the District

Principles of records management

Capabilities of computer systems, software, and hardware in the management of human resources

Ability to:

Provide advice to administrators, supervisors, and staff on policies, procedures, and best practices related to areas such as employee recruitment and selection, workforce planning and analysis, performance management, compensation administration, and conflict management

Interpret, apply, and explain applicable laws, rules, policies and procedures related to human resource matters

Collect, analyze, interpret, and evaluate complex data and make sound recommendations

Develop innovative solutions to complex problems related to employment policies, procedures, and practices

Deal with novel and difficult problems

Evaluate work methods and procedures

Maintain strict confidentiality and exercise appropriate judgment in handling confidential and sensitive information

Train and provide technical assistance to others

Prepare clear and comprehensive reports, presentations, and correspondence

Effectively utilize computer equipment, software, and management information systems in the performance of duties

Work on many simultaneous assignments with close attention to detail and with attention to schedules and deadlines

Maintain a fair and impartial attitude

Establish and maintain effective working relationships with a diverse pool of District administrators, employees, employee organization representatives, representatives of private and public agencies, and the public

Learn specialized computer applications

Education and Experience:

A. A bachelor's degree from a recognized college or university, preferably with a major in human resources management, industrial or organizational psychology, industrial and labor relations, public administration, business administration, or a closely related field.

AND

Three years of full-time, paid, professional-level human resources experience involving policy interpretation, workforce management, and regulatory compliance.

OR

B. A master’s degree from a recognized college or university with a major in human resources management, industrial or organizational psychology, industrial and labor relations, public administration, business administration, or a closely related field.

AND

One year of full-time, paid, professional-level human resources experience involving policy interpretation, workforce management, and regulatory compliance.

Special:

A Human Resources (HR) certification is desirable

• Medical and dental insurance and vision care plans are provided for employees and their dependents.
• A $50,000 life insurance policy is provided free of charge for each employee.
• New employees receive 12 full-pay days and 88 half-pay days of illness leave.
• 19 paid holidays per year.
• Vacation days accrue annually beginning at 10 days and increasing incrementally to 24 days depending on years of service with the District. Vacation days for management and confidential positions begin at 15, 20, or 24 days.
• Other paid time off includes: bereavement leave, personal necessity leave, court subpoena, and jury duty.
• Employees become members of the Public Employees Retirement System. Employees are also covered by Social Security.
• Employee Assistance Program

Our class specification generally describes the duties, responsibilities, and requirements characteristic of the position(s) within this job class. The duties, responsibilities, and requirements of a particular position within this class may vary from the duties of other positions within the class.

In accordance with the Americans with Disabilities Act (ADA), the Los Angeles Community College District provides reasonable accommodation to qualified individuals with covered disabilities on a case-by-case basis throughout the application, examination, and hiring processes and throughout employment. If an individual is in doubt about their ability to perform the duties and responsibilities of a position or possession of any other requirement noted in a class specification or job announcement, they should always apply for a position and request reasonable accommodation at the appropriate time.