Placer County

To perform a variety of professional level human resources duties in the areas of civil service administration, employee relations, classification, recruitment and selection, performance management and discipline, equal employment opportunity, human resource strategies, salary and benefits administration, and leave and disability administration; to assist in the development and maintenance of  County human resources programs; and to participate as a positive and effective team member.

Human Resources Analyst I  
This is the entry-level class in the Human Resources Analyst series.  This class is distinguished from the journey level by the performance of the more routine tasks and duties assigned to positions within this series.  Employees at this level are not expected to perform with the same independence of direction and judgment on matters allocated to the journey level.  While this class is typically used as a training class relative to the County Civil Service System, employees are required to have some professional or para-professional human resources related work experience.  Employees work under general supervision while learning job tasks.

Human Resources Analyst II
This is the full journey level class within the Human Resources Analyst series.  This class is distinguished from the Human Resources 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 Human Resources Analyst in that the latter has over-all responsibility for assigned departmental support teams, performs highly complex and difficult human resources analytical duties, and exercises direct supervision over subordinate professional staff.

Human Resources Analyst I
Receives general supervision from the Director of Human Resources or his/her designee and may receive technical and functional supervision from higher level professional staff.

Exercises direct supervision over technical and clerical staff.

Human Resources Analyst II
Receives direction from the Director of Human Resources 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 a broad based and professional human resources support and services to assigned departments  in the areas of civil service administration, employee relations, classification, recruitment and selection, salary and benefits administration, equal employment opportunity,  performance management and discipline, human resource strategies, and leave and disability administration.
• 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 human resources practices and procedures.
• Prepare a variety of periodic and special reports; collect data, research topics, and gather information in the completion of studies and make recommendations based on studies regarding human resources 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; manage or oversee special projects; 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.
• Plan and conduct recruitment and outreach activities; analyze staffing requirements, market trends, and applicant sources; develop outreach, publicity and advertising campaigns.
• Develop and validate examinations; construct test items in accordance with recognized psychometric principles and state/federal regulations; evaluate applicant protests and appeals and prepare responses; explain examination methods and results to the Civil Service Commission, departments, applicants, and the general public.
• Interpret and evaluate results of statistical tests and use outcomes to drive improvement of assessments (i.e., test response patterns, item difficulty, item-total correlation, test reliability, and test validity), to set passing/cutoff scores, and to evaluate adverse impact resulting from the use of selection instruments or systems.
• Participate in maintaining the County classification plan; conduct job analyses and position reviews; develop and/or revise classification specifications; prepare and present classification/reclassification recommendations for Civil Service Commission consideration.
• Conduct salary surveys and labor market analyses; identify possible compaction issues and internal/external salary alignment; make recommendations regarding salary placement and adjustments for consideration by the union and/or Board of Supervisors as needed.
• Act as a first line resource regarding County’s employment opportunities and Civil Service procedures; support, coordinate, and enforce equal employment programs within assigned departments; may participate in  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; gather and assemble information to prepare disciplinary documents; provide advice and guidance to departments in the interpretation and application of ordinances, memoranda of understanding, personnel regulations and codes, policies and procedures, case law, and related legislation as they relate to assigned program areas; reviews and approves human resources related transactions.
• Assist training and organizational development staff in presenting employee training, updating class course materials or orientation programs and providing professional support to departments regarding employee development.
• Oversee the preparation of payroll documents and data input into the Countywide payroll system; track position history and reconcile department vacancies and funded positions.
• Assist in planning, coordinating and administering the County's life, health, dental, and other employee benefit and/or deferred compensation programs; advise department management regarding problems and policies involving employee group programs.
• Assist in the development, interpretation, monitoring, and maintenance of group coverages to maximize the stability of employee insurance, benefit and/or deferred compensation programs; coordinate and participate in annual open enrollment activities.
• Review and analyze legislative bills and regulatory requirements to determine impact to County human resources programs and services; analyze, interpret, and enforce applicable laws, codes, policies, and regulations; respond to questions or requests for assistance from staff, departments, and the general public.
• Assist in the development and recommendation of strategies to ensure County compliance with changing laws governing employee benefits and/or deferred compensation, including discrimination testing, dependent care reimbursement, Medical Reimbursement Program, Health Savings Accounts, Consolidated Omnibus Budget Reconciliation Act, the Cafeteria Plan, and Internal Revenue Service and other regulatory requirements.
• Determine employee eligibility for health, dental, vision, and/or life insurance plans, retirement programs, and deferred compensation; research and analyze new, existing, and proposed programs for County employees to identify the most appropriate programs or necessary changes in existing programs.
• Keep abreast and provide information regarding retirement related benefits; respond to questions from members and retirees; manage the processing of service retirement and disability retirement applications, death benefits, separation benefits, and purchasable service requests.
• Assist in the coordination of the countywide disability/leave management and return to work program; ensure compliance with all applicable local, state and federal leave management programs; provide technical assistance to managers, employees, and employee representative groups; facilitate reasonable accommodation interactive meetings.
• Represent the County in the resolution of unemployment insurance claims, including claims administration and response preparation for the State Employment Development Department.
• 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; prepare and present recommendations to boards and commissions.
• Perform related duties as assigned.

Human Resources Analyst I

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: One year of professional level analytical experience performing human resources, general administration, or organizational analysis work;

OR

Two years of paraprofessional level experience working as an Administrative Technician in Placer County Human Resources or as a Human Resources Technician or other related classification, preferably in a public agency human resources department.

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

Required 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. 

Human Resources Analyst II

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: Two years of increasingly responsible professional human resources administration experience similar to the duties performed by Placer County’s Human Resources Analyst I.

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

Required 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.

Human Resources Analyst I

Knowledge of:

• Principles and practices of  human resources 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, applications, and systems, including word processing, spreadsheet, and database applications, human resources information systems (HRIS) and online applicant tracking systems.
• English usage, spelling, punctuation, and grammar.
• Basic interviewing and counseling techniques.
• Elementary statistics and their application to human resources. 

Ability to:

• Apply the principles and practices of  human resources administration.
• Analyze work papers and complete 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, interpret, 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.
• Utilize computer software, applications, and systems, including word processing, spreadsheet, and database applications, human resources information systems (HRIS) and online applicant tracking systems. Use modern office equipment including a computer, calculator, telephone, facsimile machine, 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. 

Human Resources Analyst II

In addition to the qualifications for Human Resources Analyst I:

Knowledge of:

• Civil Service rules, Memorandums of Understanding (MOU’s), and other policies and procedures related to administration of human resources activities.
• Principles and methods of position classification, compensation, examination development and administration, performance management, and organizational analysis.
• Principles and practices of payroll processing, leave management, retirement, and benefits administration.
• Pertinent local, State, and Federal laws and regulations.
• Methods of statistical research and presentation. 

Ability to:

• Independently apply the principles and practices of public sector human resources 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, MOU’s, and agency policies.

Length of Probation:
All permanent appointments from open eligible lists to positions in the classified service shall serve a probationary period of twelve (12) calendar months or two thousand eighty (2,080) hours, whichever is more.

Bargaining Unit:
Management