Under general supervision, performs advanced paraprofessional and technical personnel work related to the County’s position control system; provides lead direction over the work of staff who review, verify and process a variety of personnel action and other documents; and does related work as required in accordance with Rule 3, Section 3 of the Civil Service Rules.
CLASS CHARACTERISTICS
Senior Position Control Technician is an advanced technical specialist assigned to the position control unit of the Human Resources Division to perform complex position control and HRIS system and administrative duties. Senior Position Control Technician is distinguished from Position Control Technician in that the Senior Position Control Technician provides lead and technical direction to the Position Control Technician and/or other lower level staff.
TYPICAL DUTIES
Coordinates and performs a wide range of advanced position control and other HRIS-related activities; assists management in planning, organizing, directing, staffing and controlling position control and related HRIS functions; develops, recommends and implements work unit policy and procedure changes to improve work quality and efficiency; develops and maintains procedure and business process manuals and related references.
Provides lead direction and technical supervision to lower level staff in the performance of position control and related data maintenance within HRIS; trains, guides and assists staff in resolving complex position control errors/conflicts, making corrections as needed, and implementing new or revised processes; may contribute to staff performance evaluations.
Serves as a technical liaison between Human Resources, Payroll and other County departments by testing and implementing HRIS upgrades and/or system corrections; identifies system gaps; communicates needs and requests for changes; helps develop and implement testing processes; evaluates and reports in a testing environment.
Provides lead direction and may assist staff with performing mass updates of HRIS data; reviewing County MOU’s and policy documents to verify required updates; calculating new salary grade assignments for appropriate job classes; updating the HRIS job code table, salary grade table and position records as well as incumbent job records; communicating with Labor Relations and the Auditor Controller’s Office regarding changes; keeping records of updates and changes on spreadsheets and/or logs; providing HRIS support table information to authorized agencies to assist them in making similar adjustments within their organizations.
Implements position allocation changes ordered by Board of Supervisors’ resolutions, including the adopted budget; calculates and adjusts seniority, service and total hours for employment status changes, reinstatements, or rehires of Civil Service employees; produces special queries and/or audit reports in order to review and verify complex personnel actions.
Provides lead direction and may assist staff with configuring, monitoring, testing, updating and maintaining HRIS foundation and support table data including job codes, salary grades, action/reason codes and department codes; performs periodic reviews and queries to identify and resolve problems; schedules system availability to accommodate short pay periods due to holidays.
Provides lead direction in responding to position control, leave of absence and payroll-related questions from departments and staff; researches rules, current labor contracts, policies and ordinances that impact personnel and payroll activities; provides guidance on the appropriate entry of data into HRIS as well as the correct application of various County rules, regulations and laws governing leaves, wages, and other conditions of employment.
Gathers and analyzes information as requested for special position control and/or related projects; distributes various periodic reports to Human Resources staff and others as appropriate including salary range reports, vacancy reports, personnel action notices and other reports that reflect position control.
Provides lead direction and may assist staff with Preparing and submitting the Human Resources Division payroll; logs approved time off requests and posts to automated payroll system; obtains necessary approvals; makes retroactive corrections as necessary.
Plans and facilitates HRIS user group meetings/trainings; develops agendas; communicates process changes and/or new procedures to user group; writes procedures and desk manual resources.
Provides general administrative support for various Human Resources internal activities; prepares new hire requisitions and personnel actions for Human Resources staff; creates annual holiday calendar, payroll calendar and timekeeping ledger; prepares ad hoc HRIS reports as requested by HR management, staff or other departments; coordinates and/or assists with special projects.
MINIMUM QUALIFICATIONS
EITHER PATTERN I
Experience: One year in a class comparable to Position Control Technician in San Joaquin County.
OR PATTERN II
Education: Completion of 30 semester units from an accredited college or university.
Experience: Two years of specialized personnel-related office and/or technical administrative work experience that required interpretation and application of personnel policies/regulations, processing of personnel action/payroll-related documents, and/or HRIS data maintenance at a level comparable to or higher than Office Assistant Specialist in San Joaquin County.
Substitutions: 1) One year of additional specialized personnel-related office and/or technical administrative work experience can be substituted for the above-required education; OR 2) possession of an Associate’s degree from an accredited college, preferably with coursework in public administration, business administration, human resource management, computer science, or a related field, can be substituted for one year of the required specialized personnel experience.
KNOWLEDGE
Principles and practices of leadership and training; advanced principles and practices of technical personnel work; the functions, responsibilities and regulations applicable to a public agency personnel department; principles and practices of office management; mathematics and language mechanics; advanced principles and techniques of record keeping and data research; basic computer and modern office automation technology, including pertinent software; methods of cross-checking and verifying information; methods and practices of public relations.
ABILITY
Lead subordinate staff in the performance of technical personnel work; read and comprehend complex technical material; establish priorities for self and others; work well under pressure and in confidence with sensitive information; coordinate work with multiple parties; research technical issues and resolve conflicts; review and edit documents for accuracy and procedural conformance; utilize personal computer software and hardware as required; communicate effectively, both orally and in writing, including documenting and explaining complex procedures; establish and maintain effective working relationships with all parties contacted during the course of the work.
PHYSICAL/MENTAL REQUIREMENTS
Mobility—frequent operation of a data entry device, repetitive motion, sitting for long periods, walking; occasional standing, pushing, pulling, bending, squatting, climbing; Lifting—frequently 5 pounds or less; occasionally 5 to 30 pounds; Visual—constant good overall vision and reading/close-up work; frequent color perception and use of eye/hand coordination; occasional use of depth perception and peripheral vision; Hearing/Talking—frequent hearing of normal speech, hearing/talking on the telephone, talking in person; Emotional/Psychological—frequent decision making, concentration, and public contact; Special Requirements--some assignments may require working weekends, nights, and/or occasional overtime; Environmental—occasional exposure to varied weather conditions.
San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.
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