Monterey County Human Resources
Salinas, California, United States
Position Description Priority Screen Date: July 9, 2023 Exam #: 23/14B21/06CC Human Resources Department The County of Monterey is giving a new meaning to government jobs. We’re embracing innovation and change every day. We’re basing our actions on core values of honesty, integrity, top quality customer service and respect. We’re providing an environment where our employees can meet and exceed their career goals. The County of Monterey Human Resources Department has oversight of the following programs: recruitment and exam; classification and compensation, employee benefits, personnel transactions, employee training, labor relations, employee relations, HR Information Systems (HRIS), employee engagement and administration. The County of Monterey currently has vacancies in the Health Department. Health Department Health Department Administration Bureau provides operating Bureaus/Divisions with infrastructure and support services. These services include departmentwide administration, budget, and accounting oversight, human resources services, management information systems support, program evaluation and data analyses for health policy and program development and monitoring, management of public health accreditations processes, and facilities management. The Eligible List established by this recruitment process may be used County-wide to fill current and future vacancies on a regular full-time, part-time, or temporary basis. This classification is part of a flexible series. Incumbents appointed at the lower level of the career series may be promoted up to the higher level of the career series subject to their meeting the employment standards for the higher class and a recommendation for their promotion by the appointing authority. Examples of Duties Develops recruitment strategies and materials; reviews job applications and evaluates qualifications of applicants; develops, administers, analyzes and evaluates written, oral, and performance tests; develops valid and standardized test procedures; assists the department in developing appropriate selection interview criteria; organizes screening, interviewing and performance appraisal boards Plans and conducts classification studies to determine appropriate duties, responsibilities, classification and allocation of positions; writes and revises class specifications as necessary Gathers, summarizes, and analyzes salary comparison data and makes recommendations; conducts studies of internal class relationships for compensation purposes Consults with departments in employee and labor relations and management issues Assesses departmental training needs and trains departmental staff on Human Resources practices, and organizational effectiveness; makes recommendations on employment issues and transactions; counsels employees concerning all areas of human resources Writes correspondence, reports, announcements, advertisements and a wide variety of technical and professional materials and correspondence Administers departmental Equal Opportunity Program To view the complete classification description, please visit the County of Monterey website: Associate Personnel Analyst THE SUCCESSFUL CANDIDATE Will have a proven track record demonstrating the following knowledge, skills and abilities: Thorough Knowledge of : Recruitment and examination practices Working knowledge of : Federal, State and local legislation pertaining to equal employment opportunity related programs Employee relations Research methods, data collection and report writing Skill and Ability to : Plan and conduct complex recruitments; develop and administer valid examinations Independently analyze problems, consider options, and formulate strategies to arrive at logical conclusions; explain and support effective recommendations Independently initiate communications, action or response to a variety of work events and follow through to conclusion or resolution Provide effective leadership to departments in all areas relating to human resources management Express ideas and facts to individuals or groups effectively; make clear and convincing oral presentations; and facilitate open exchange of ideas Implement changes in established human resources policies and procedures that would have a positive impact on the delivery of human resources services to departments Examples of Experience/Education/Training Any combination of training, education and/or experience which provides the knowledge, skills and abilities and required conditions of employment is qualifying. An example of a way these requirements might be acquired is: Associate Personnel Analyst Education: Baccalaureate degree from an accredited college or university in Human Resources, Public or Business Administration, Industrial Relations, or a closely related field AND Experience: Two years of increasingly responsible experience performing professional human resources services including recruitment and examination, classification and compensation, employee relations and equal employment opportunity work. Additional Information CONDITIONS OF EMPLOYMENT The required conditions of employment include, but are not limited to the following: Possess and maintain a valid California Class C driver’s license or the ability to provide suitable transportation that is approved by the appointing authority.Be available to work a flexible schedule, including evenings, weekends, holidays, and during times of disaster and/or emergency. Certain positions require successful completion of a background check to include fingerprinting. BENEFITS: The County of Monterey offers an excellent benefits package. Please visit our website to view the ZX Unit Benefit Summary Sheet . This information is not legally binding, nor does it serve as a contract. The benefits listed in the Monterey County Personnel Policies and Practices Resolution or Memorandum of Understanding (MOU) prevail over this listing. NOTES: As a condition of employment, prospective employees may be required to submit to a background review which may include a review of information concerning present and/or prior employment, driving record, and record of any criminal convictions. Employment is contingent upon acceptable documentation verifying identity and authorization for employment in the U.S.; a list of acceptable documents is available on the USCIS Form I-9. If you are hired into this classification in a temporary position, your rate of pay will be hourly, and you will not be eligible for the benefits listed in the summary. Application and Selection Procedures Apply On-Line at https://www.governmentjobs.com/careers/montereycounty Priority Screen Date: July 9, 2023, 11:59 PM(PST) or Hard copy applications may be obtained from and submitted during normal business hours Monday - Friday, 8:00 AM - 5:00 PM by contacting: Channelle Ceralde, Senior Personnel Analyst Attn: Human Resources 168 West Alisal Street, Third Floor Salinas, CA 93901 Phone: (831) 755-5162 or Email: ceraldec@co.monterey.ca.us The selection process is tentative, and applicants will be notified if changes are made. To assess applicants' possession of required qualifications, the examination process may include an oral examination, pre-examination exercises, performance examination, and/or written examination. The competitive examination process includes submittal of required application materials. A complete application package will include: A completed County of Monterey Employment Application Responses to the Supplemental Questions Applicants who fail to provide all required materials by the final filing deadline will not be considered. Resumes, cover letters, letters of interest, and other correspondence will not be accepted as a substitute for required application materials. All required application materials will be competitively evaluated. Those applicants that are determined to be the most appropriately qualified will be invited to participate further in the selection process. EQUAL OPPORTUNITY AND REASONABLE ACCOMMODATION Monterey County is a drug-free workplace and an equal opportunity employer. The County seeks candidates who can make contributions in an environment of cultural and ethnic diversity. Monterey County is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation, contact Channelle Ceralde, Senior Personnel Analyst, at (831) 755-5162, or ceraldec@co.monterey.ca.us . http://www.co.monterey.ca.us/government/departments-a-h/human-resources/human-resources/benefits/benefit-summary-sheet
Aug 29, 2023
Full Time
Position Description Priority Screen Date: July 9, 2023 Exam #: 23/14B21/06CC Human Resources Department The County of Monterey is giving a new meaning to government jobs. We’re embracing innovation and change every day. We’re basing our actions on core values of honesty, integrity, top quality customer service and respect. We’re providing an environment where our employees can meet and exceed their career goals. The County of Monterey Human Resources Department has oversight of the following programs: recruitment and exam; classification and compensation, employee benefits, personnel transactions, employee training, labor relations, employee relations, HR Information Systems (HRIS), employee engagement and administration. The County of Monterey currently has vacancies in the Health Department. Health Department Health Department Administration Bureau provides operating Bureaus/Divisions with infrastructure and support services. These services include departmentwide administration, budget, and accounting oversight, human resources services, management information systems support, program evaluation and data analyses for health policy and program development and monitoring, management of public health accreditations processes, and facilities management. The Eligible List established by this recruitment process may be used County-wide to fill current and future vacancies on a regular full-time, part-time, or temporary basis. This classification is part of a flexible series. Incumbents appointed at the lower level of the career series may be promoted up to the higher level of the career series subject to their meeting the employment standards for the higher class and a recommendation for their promotion by the appointing authority. Examples of Duties Develops recruitment strategies and materials; reviews job applications and evaluates qualifications of applicants; develops, administers, analyzes and evaluates written, oral, and performance tests; develops valid and standardized test procedures; assists the department in developing appropriate selection interview criteria; organizes screening, interviewing and performance appraisal boards Plans and conducts classification studies to determine appropriate duties, responsibilities, classification and allocation of positions; writes and revises class specifications as necessary Gathers, summarizes, and analyzes salary comparison data and makes recommendations; conducts studies of internal class relationships for compensation purposes Consults with departments in employee and labor relations and management issues Assesses departmental training needs and trains departmental staff on Human Resources practices, and organizational effectiveness; makes recommendations on employment issues and transactions; counsels employees concerning all areas of human resources Writes correspondence, reports, announcements, advertisements and a wide variety of technical and professional materials and correspondence Administers departmental Equal Opportunity Program To view the complete classification description, please visit the County of Monterey website: Associate Personnel Analyst THE SUCCESSFUL CANDIDATE Will have a proven track record demonstrating the following knowledge, skills and abilities: Thorough Knowledge of : Recruitment and examination practices Working knowledge of : Federal, State and local legislation pertaining to equal employment opportunity related programs Employee relations Research methods, data collection and report writing Skill and Ability to : Plan and conduct complex recruitments; develop and administer valid examinations Independently analyze problems, consider options, and formulate strategies to arrive at logical conclusions; explain and support effective recommendations Independently initiate communications, action or response to a variety of work events and follow through to conclusion or resolution Provide effective leadership to departments in all areas relating to human resources management Express ideas and facts to individuals or groups effectively; make clear and convincing oral presentations; and facilitate open exchange of ideas Implement changes in established human resources policies and procedures that would have a positive impact on the delivery of human resources services to departments Examples of Experience/Education/Training Any combination of training, education and/or experience which provides the knowledge, skills and abilities and required conditions of employment is qualifying. An example of a way these requirements might be acquired is: Associate Personnel Analyst Education: Baccalaureate degree from an accredited college or university in Human Resources, Public or Business Administration, Industrial Relations, or a closely related field AND Experience: Two years of increasingly responsible experience performing professional human resources services including recruitment and examination, classification and compensation, employee relations and equal employment opportunity work. Additional Information CONDITIONS OF EMPLOYMENT The required conditions of employment include, but are not limited to the following: Possess and maintain a valid California Class C driver’s license or the ability to provide suitable transportation that is approved by the appointing authority.Be available to work a flexible schedule, including evenings, weekends, holidays, and during times of disaster and/or emergency. Certain positions require successful completion of a background check to include fingerprinting. BENEFITS: The County of Monterey offers an excellent benefits package. Please visit our website to view the ZX Unit Benefit Summary Sheet . This information is not legally binding, nor does it serve as a contract. The benefits listed in the Monterey County Personnel Policies and Practices Resolution or Memorandum of Understanding (MOU) prevail over this listing. NOTES: As a condition of employment, prospective employees may be required to submit to a background review which may include a review of information concerning present and/or prior employment, driving record, and record of any criminal convictions. Employment is contingent upon acceptable documentation verifying identity and authorization for employment in the U.S.; a list of acceptable documents is available on the USCIS Form I-9. If you are hired into this classification in a temporary position, your rate of pay will be hourly, and you will not be eligible for the benefits listed in the summary. Application and Selection Procedures Apply On-Line at https://www.governmentjobs.com/careers/montereycounty Priority Screen Date: July 9, 2023, 11:59 PM(PST) or Hard copy applications may be obtained from and submitted during normal business hours Monday - Friday, 8:00 AM - 5:00 PM by contacting: Channelle Ceralde, Senior Personnel Analyst Attn: Human Resources 168 West Alisal Street, Third Floor Salinas, CA 93901 Phone: (831) 755-5162 or Email: ceraldec@co.monterey.ca.us The selection process is tentative, and applicants will be notified if changes are made. To assess applicants' possession of required qualifications, the examination process may include an oral examination, pre-examination exercises, performance examination, and/or written examination. The competitive examination process includes submittal of required application materials. A complete application package will include: A completed County of Monterey Employment Application Responses to the Supplemental Questions Applicants who fail to provide all required materials by the final filing deadline will not be considered. Resumes, cover letters, letters of interest, and other correspondence will not be accepted as a substitute for required application materials. All required application materials will be competitively evaluated. Those applicants that are determined to be the most appropriately qualified will be invited to participate further in the selection process. EQUAL OPPORTUNITY AND REASONABLE ACCOMMODATION Monterey County is a drug-free workplace and an equal opportunity employer. The County seeks candidates who can make contributions in an environment of cultural and ethnic diversity. Monterey County is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation, contact Channelle Ceralde, Senior Personnel Analyst, at (831) 755-5162, or ceraldec@co.monterey.ca.us . http://www.co.monterey.ca.us/government/departments-a-h/human-resources/human-resources/benefits/benefit-summary-sheet
CITY OF EL SEGUNDO, CA
El Segundo, California, United States
Description This is an Open-Promotional recruitment open to both permanent employees of the City of El Segundo and all interested candidates. This position is open until filled; however, candidates are encouraged to apply immediately. Only online applications will be accepted for this recruitment. This recruitment requires a compelling cover letter detailing your increasingly responsible professional human resources experience and resume be submitted with the online application to be considered complete. Essential Job Functions DEFINITION: Performs responsible, professional and administrative and analytical duties in support of one or more Human Resources program areas, including classification and compensation, labor and employee relations, recruitment and selection, benefits administration, and training and employee development. The Human Resources Analyst provides responsible staff assistance to the Human Resources Director and/or Human Resources Manager to accomplish department goals and objectives as outlined in the City Strategic Plan. Technologies utilized by the department include Eden, NeoGov Insight, Laserfiche, KnowBe4 and CivicClerk. Immediate activities requiring action include support of labor negotiations, implementation of NeoGov Onboard and Perform modules, completion of the Administrative Series classification study, and and an FLSA study. An RFP to replace current Enterprise Resource Planning (ERP) is expected to be launched this year and the Human Resources Analyst will play a key role in the preparation for the implementation of the human resources modules. DISTINGUISHING CHARACTERISTICS: This position is distinguished from the Human Resources Technician by the specialized skill level and analytical duties performed. The Human Resources Analyst is the entry level classification in the Analyst series and is distinguished from the Senior Human Resources Analyst by the level of complexity of assigned duties, and degree of independence and decision making. ESSENTIAL JOB FUNCTIONS: Essential functions, as defined under the Americans with Disabilities Act, may include the following duties and responsibilities, knowledge, skills and other characteristics. This list of duties and responsibilities is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and tasks performed by positions in this class. The Human Resources Analyst is competent in performing the below duties and provides responsible and analytical support. Incumbents may not perform all the listed functions and/or may be required to perform additional or different functions from those below, to address business needs or changing business practices: Characteristic Duties and Responsibilities: Positions in this classification typically perform a full range of duties at a level of complexity represented by the following types of responsibilities: Performs professional administrative and analytical work in support of one or more Human Resources program areas; Provides assistance during the labor negotiations process; conduct surveys and provide statistical reports of pay and benefits; evaluate changes to bargaining unit memorandum of understanding and recommend applicable changes to personnel rules and regulations; implements negotiated benefits in Human Resources Information Systems ( HRIS); Researches, compiles, and analyzes data from various sources including Human Resources Information Systems and Enterprise Resources Planning (ERP); prepares comprehensive technical reports and summaries; interprets data, identifies alternatives, and makes sound recommendations; Analyzes Human Resources and Payroll requirements, determines feasibility of proposed labor negotiations items and software solutions, and makes recommendations regarding policy and procedural changes; Develops, designs, builds, tests, implements, maintains, and enhances HRIS tables, codes, and data flows for process improvement; Defines, maintains, and modifies database tables to store user-defined data; performs data analysis and creates audit queries and reports to ensure data integrity; Researches, analyzes, and maintains the City’s classification plans; conducts and/or assists in the conduct of position classification studies; compiles, analyzes, and summarizes pay and benefit information; respond to survey inquires; Provides administrative and technical support; assists in the preparation and administration of the department budget; Prepares a variety of correspondence and documents including City Council staff reports, citywide communications, administrative polices and procedures; Researches and reviews changes to Federal, State and Local labor employment law and applicable local codes and ordinances; draft new policies or incorporate revisions to existing policies and procedures; Responds to inquiries regarding salary, benefits, Personnel Rules and Regulations, City policies, Memoranda of Understanding and applicable workplace laws; confers with and advises staff in the resolution of personnel related problems and responds to program delivery questions, ensuring necessary follow-up occurs; Plans, coordinates, develops and designs recruitment and selection activities including assessment and selection instruments, test administration, job brochures and advertisements; responds to employment and recruitment inquiries from applicants and the public; screens job applications; prepares correspondence to applicants; monitors pre- and post-employment processes; Coordinates citywide training and wellness programs, track attendance and evaluate program effectiveness; As needed, processes personnel action forms (PAF’s); Assists with the coordination of employee benefit programs including deferred compensation, CalPERS and Social Security pensions, and leaves of absence; Troubleshoot issues and resolves problems; Responds to complaints and request for information from the public and City employees; Stays abreast of changes in laws and trends affecting public sector human resources programs and activities; Regularly and predictably attends work, and; Performs related duties as assigned. KNOWLEDGE, SKILLS AND OTHER CHARACTERISTICS: To perform this job successfully, an individual must be able to perform each essential function. The requirements listed below are representative of the knowledge, skill, and/or ability required. Knowledge of: Organizational and management practices as applied to the analysis and evaluation of programs, policies, and operational needs; Research methods and practices; Principles, practices and techniques of public personnel administration; Pertinent Federal, State and local laws, regulations, ordinances, and policies; Principles, practices, techniques and methods of human resources management and program administration; Basic budgeting procedures and financial record keeping; Principles and procedures of statistical and administrative record keeping; Human Resources Informational Systems (HRIS), applicant tracking systems, word processing, database, spreadsheet and presentation software; Principles and practices of workload organization and priority setting; Business and report writing, and; General office procedures. Skill in: Performing professional Human Resources functions, including but not limited to classification and compensation, labor and employee relations, recruitment and selection, benefits administration, and leave management, training and employee development; HRIS and applicant tracking report design and development; query design and optimization; Analyzing, evaluating, and recommending improvements to department operations, programs and services; Performing statistical analysis; Understanding and applying regulations, procedures and guidelines; Conducting research and preparing clear, concise and comprehensive reports; Using public relations techniques in responding to inquiries and complaints; Maintaining confidentiality of sensitive information; Making sound, independent decisions within established policy and procedural guidelines; Communicating clearly and concisely, both orally and in writing; Appearing for work on time; Following directions from a supervisor; Understanding and following posted work rules and procedures; Accepting constructive criticism; Working under pressure, handling significant problems and tasks that arise simultaneously and/or unexpectedly, and Establishing, maintaining, and fostering positive and effective working relationships with those contacted in the course of work, and functioning effectively in a confidential work environment. Qualifications QUALIFICATIONS: A combination of experience and training that would likely provide the required knowledge, skills and abilities may be qualifying. A typical way to obtain the knowledge and abilities would be: Experience: Three (3) years of increasingly responsible professional level administrative experience, preferably in a human resources capacity. Public sector experience is highly desirable. Education: A Bachelor’s Degree from an accredited college or university with major coursework in Human Resources Management, Industrial Relations, Public Administration, Business Administration or a closely related field is required. License/Certificates: Due to the performance of some field duties which requires the operation of a personal or City vehicle, valid and appropriate California driver's license and acceptable driving record are required. Disaster Service Worker: In accordance with Government Code Section 3100, City of El Segundo employees, in the event of a disaster, are considered disaster service workers and may be asked to respond accordingly. The City of El Segundo is an Equal Opportunity Employer, committed to supporting Diversity, Equity and Inclusion initiatives to build and sustain an environment that values diversity, welcomes opportunities to engage and understand others, and fosters a sense of belonging. MANAGEMENT/ CONFIDENTIALEMPLOYEES (M&C) Benefit Summary PERS Retirement : Miscellaneous employees - Tier I-2% @ 55 . Tier II-2%@60 for individuals employed by the City on or after 12/30/12 who are already PERS members.Tier I and II members pay 7% of PERS member share and 1% shall be employee-paid cost-sharing of the City's contribution under Gov. Code section 20516(a).Single highest year is coordinated with Social Security and Medicare. PERS 2%@62 for new employees/members hired on or after 1/1/13.Three year average coordinated with Social Security and Medicare.Members pay 50% of normal cost (6.75%). Safety employees (Battalion Chiefs) - 3% @ 55 for current employees and individuals hired by the City who are already PERS members.Single highest year. Employees pay a total of 12% towards retirement. 2.7%@5 7 for new employees/members hired on or after 1/1/13.Three year average final compensation.Members pay 50% of normal cost . Social Security: The City matches employee’s Social Security contribution, which is 6.2% of your salary and is made on a pre-tax basis. The 2023Social Security income cap is $160,200. Medical - Monthly medical contribution of $1,650 ($735for medical and $915for flex dollars). Flex dollars may be used toward a medical premium, deferred compensation plan, or flexible spending/dependent care allocations. Employees are responsible for paying any out-of-pocket balance of the medical plan premium through a pre-tax payroll deduction. Retiree Medical: Executive Management, Mid Management, and Confidential employees service retiring concurrently from the City of El Segundo after a minimum of five full-time years of service and CalPERS on or after June 21, 2022, shall be eligible for a retiree medical benefit equal to the PEMHCA amount filed by the City with CalPERS supplemented by a City contribution to a healthcare reimbursement account. The amount of the healthcare reimbursement supplement shall be no more than the amount necessary to cover the health insurance premium cost for the employee and eligible dependent(s) for the selected CalPERS health plan, but in no event shall the total monthly contribution (PEMHCA contribution + healthcare reimbursement account) exceed the amount provided to active employees in the Management Confidential Series. For 2022, this total monthly contribution is $1,650 per month. Deferred Compensation: Voluntary participation in Mission Sqaure 457 plan. Dental & Vision : MetLife Dental and VSP vision benefits are provided with a City contribution up to $135 per month. Flex Plan :Section 125 Plan, allows for payment of employee-paid insurance, medical treatment, and dependent care expenses with pre-tax dollars. Employee Assistance Program : Employees are eligible for the basic level of service. Life Insurance :$50,000 term life policy provided by City; employee can purchase additional self and dependent coverage at group rates. Long-Term Disability: In addition to basic LTD plan (662/3 % of first $9,750 after 60-day waiting period), City provides Executive LTD which pays 75% of first $12,000 of employee's salary less the amount of any other income, up to a total of $2,500.Applies to non job-related occurrences.90 day waiting period. Holidays :11 fixed paid holidays plus one day of personal leave/floating holiday per year.Battalion Chiefs paid 156 hours. Vacation Leave :96 hours (1-5 years); 120 hours (6 - 10 years); 144 hours (11 - 14 years): 200 hours after 14 years.Leave can be used after 6 months of service.Annual cash conversion option. Upon reaching "E" step, employees accrue vacation based on total years of public sector service. Sick Leave :8 hours per month. Administrative Leave: Mid-Management and Confidential positions shall recieveup to 56 hours per calendar yearupon reccommendation of the Department Director and approval of the City Manager. Bereavement Leave: Three (3) working days (or 40 hours where travel is 500 miles or more) for qualifying incident. Tuition Reimbursement :Up to $2,000/year for work-related college courses. Cell Phone Stipend: $80/mo for Managers who opt to use their own personal device. Educational Incentive Pay :Battalion Chief $1170.19/mo for Bachelor's, $1755.28 for Master's. Certification Pay :$585.09 Chief Officer Cert Pay for Battalion Chiefs. Other : Uniform Allowance ($40/mo) for Battalion Chiefs; Voluntary participation in Credit Union; Payroll Direct Deposit; Long-Term Care (premiums paid by employee). 1/14; 12/15; 8/19; 8/22 Closing Date/Time: Continuous
Aug 29, 2023
Full Time
Description This is an Open-Promotional recruitment open to both permanent employees of the City of El Segundo and all interested candidates. This position is open until filled; however, candidates are encouraged to apply immediately. Only online applications will be accepted for this recruitment. This recruitment requires a compelling cover letter detailing your increasingly responsible professional human resources experience and resume be submitted with the online application to be considered complete. Essential Job Functions DEFINITION: Performs responsible, professional and administrative and analytical duties in support of one or more Human Resources program areas, including classification and compensation, labor and employee relations, recruitment and selection, benefits administration, and training and employee development. The Human Resources Analyst provides responsible staff assistance to the Human Resources Director and/or Human Resources Manager to accomplish department goals and objectives as outlined in the City Strategic Plan. Technologies utilized by the department include Eden, NeoGov Insight, Laserfiche, KnowBe4 and CivicClerk. Immediate activities requiring action include support of labor negotiations, implementation of NeoGov Onboard and Perform modules, completion of the Administrative Series classification study, and and an FLSA study. An RFP to replace current Enterprise Resource Planning (ERP) is expected to be launched this year and the Human Resources Analyst will play a key role in the preparation for the implementation of the human resources modules. DISTINGUISHING CHARACTERISTICS: This position is distinguished from the Human Resources Technician by the specialized skill level and analytical duties performed. The Human Resources Analyst is the entry level classification in the Analyst series and is distinguished from the Senior Human Resources Analyst by the level of complexity of assigned duties, and degree of independence and decision making. ESSENTIAL JOB FUNCTIONS: Essential functions, as defined under the Americans with Disabilities Act, may include the following duties and responsibilities, knowledge, skills and other characteristics. This list of duties and responsibilities is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and tasks performed by positions in this class. The Human Resources Analyst is competent in performing the below duties and provides responsible and analytical support. Incumbents may not perform all the listed functions and/or may be required to perform additional or different functions from those below, to address business needs or changing business practices: Characteristic Duties and Responsibilities: Positions in this classification typically perform a full range of duties at a level of complexity represented by the following types of responsibilities: Performs professional administrative and analytical work in support of one or more Human Resources program areas; Provides assistance during the labor negotiations process; conduct surveys and provide statistical reports of pay and benefits; evaluate changes to bargaining unit memorandum of understanding and recommend applicable changes to personnel rules and regulations; implements negotiated benefits in Human Resources Information Systems ( HRIS); Researches, compiles, and analyzes data from various sources including Human Resources Information Systems and Enterprise Resources Planning (ERP); prepares comprehensive technical reports and summaries; interprets data, identifies alternatives, and makes sound recommendations; Analyzes Human Resources and Payroll requirements, determines feasibility of proposed labor negotiations items and software solutions, and makes recommendations regarding policy and procedural changes; Develops, designs, builds, tests, implements, maintains, and enhances HRIS tables, codes, and data flows for process improvement; Defines, maintains, and modifies database tables to store user-defined data; performs data analysis and creates audit queries and reports to ensure data integrity; Researches, analyzes, and maintains the City’s classification plans; conducts and/or assists in the conduct of position classification studies; compiles, analyzes, and summarizes pay and benefit information; respond to survey inquires; Provides administrative and technical support; assists in the preparation and administration of the department budget; Prepares a variety of correspondence and documents including City Council staff reports, citywide communications, administrative polices and procedures; Researches and reviews changes to Federal, State and Local labor employment law and applicable local codes and ordinances; draft new policies or incorporate revisions to existing policies and procedures; Responds to inquiries regarding salary, benefits, Personnel Rules and Regulations, City policies, Memoranda of Understanding and applicable workplace laws; confers with and advises staff in the resolution of personnel related problems and responds to program delivery questions, ensuring necessary follow-up occurs; Plans, coordinates, develops and designs recruitment and selection activities including assessment and selection instruments, test administration, job brochures and advertisements; responds to employment and recruitment inquiries from applicants and the public; screens job applications; prepares correspondence to applicants; monitors pre- and post-employment processes; Coordinates citywide training and wellness programs, track attendance and evaluate program effectiveness; As needed, processes personnel action forms (PAF’s); Assists with the coordination of employee benefit programs including deferred compensation, CalPERS and Social Security pensions, and leaves of absence; Troubleshoot issues and resolves problems; Responds to complaints and request for information from the public and City employees; Stays abreast of changes in laws and trends affecting public sector human resources programs and activities; Regularly and predictably attends work, and; Performs related duties as assigned. KNOWLEDGE, SKILLS AND OTHER CHARACTERISTICS: To perform this job successfully, an individual must be able to perform each essential function. The requirements listed below are representative of the knowledge, skill, and/or ability required. Knowledge of: Organizational and management practices as applied to the analysis and evaluation of programs, policies, and operational needs; Research methods and practices; Principles, practices and techniques of public personnel administration; Pertinent Federal, State and local laws, regulations, ordinances, and policies; Principles, practices, techniques and methods of human resources management and program administration; Basic budgeting procedures and financial record keeping; Principles and procedures of statistical and administrative record keeping; Human Resources Informational Systems (HRIS), applicant tracking systems, word processing, database, spreadsheet and presentation software; Principles and practices of workload organization and priority setting; Business and report writing, and; General office procedures. Skill in: Performing professional Human Resources functions, including but not limited to classification and compensation, labor and employee relations, recruitment and selection, benefits administration, and leave management, training and employee development; HRIS and applicant tracking report design and development; query design and optimization; Analyzing, evaluating, and recommending improvements to department operations, programs and services; Performing statistical analysis; Understanding and applying regulations, procedures and guidelines; Conducting research and preparing clear, concise and comprehensive reports; Using public relations techniques in responding to inquiries and complaints; Maintaining confidentiality of sensitive information; Making sound, independent decisions within established policy and procedural guidelines; Communicating clearly and concisely, both orally and in writing; Appearing for work on time; Following directions from a supervisor; Understanding and following posted work rules and procedures; Accepting constructive criticism; Working under pressure, handling significant problems and tasks that arise simultaneously and/or unexpectedly, and Establishing, maintaining, and fostering positive and effective working relationships with those contacted in the course of work, and functioning effectively in a confidential work environment. Qualifications QUALIFICATIONS: A combination of experience and training that would likely provide the required knowledge, skills and abilities may be qualifying. A typical way to obtain the knowledge and abilities would be: Experience: Three (3) years of increasingly responsible professional level administrative experience, preferably in a human resources capacity. Public sector experience is highly desirable. Education: A Bachelor’s Degree from an accredited college or university with major coursework in Human Resources Management, Industrial Relations, Public Administration, Business Administration or a closely related field is required. License/Certificates: Due to the performance of some field duties which requires the operation of a personal or City vehicle, valid and appropriate California driver's license and acceptable driving record are required. Disaster Service Worker: In accordance with Government Code Section 3100, City of El Segundo employees, in the event of a disaster, are considered disaster service workers and may be asked to respond accordingly. The City of El Segundo is an Equal Opportunity Employer, committed to supporting Diversity, Equity and Inclusion initiatives to build and sustain an environment that values diversity, welcomes opportunities to engage and understand others, and fosters a sense of belonging. MANAGEMENT/ CONFIDENTIALEMPLOYEES (M&C) Benefit Summary PERS Retirement : Miscellaneous employees - Tier I-2% @ 55 . Tier II-2%@60 for individuals employed by the City on or after 12/30/12 who are already PERS members.Tier I and II members pay 7% of PERS member share and 1% shall be employee-paid cost-sharing of the City's contribution under Gov. Code section 20516(a).Single highest year is coordinated with Social Security and Medicare. PERS 2%@62 for new employees/members hired on or after 1/1/13.Three year average coordinated with Social Security and Medicare.Members pay 50% of normal cost (6.75%). Safety employees (Battalion Chiefs) - 3% @ 55 for current employees and individuals hired by the City who are already PERS members.Single highest year. Employees pay a total of 12% towards retirement. 2.7%@5 7 for new employees/members hired on or after 1/1/13.Three year average final compensation.Members pay 50% of normal cost . Social Security: The City matches employee’s Social Security contribution, which is 6.2% of your salary and is made on a pre-tax basis. The 2023Social Security income cap is $160,200. Medical - Monthly medical contribution of $1,650 ($735for medical and $915for flex dollars). Flex dollars may be used toward a medical premium, deferred compensation plan, or flexible spending/dependent care allocations. Employees are responsible for paying any out-of-pocket balance of the medical plan premium through a pre-tax payroll deduction. Retiree Medical: Executive Management, Mid Management, and Confidential employees service retiring concurrently from the City of El Segundo after a minimum of five full-time years of service and CalPERS on or after June 21, 2022, shall be eligible for a retiree medical benefit equal to the PEMHCA amount filed by the City with CalPERS supplemented by a City contribution to a healthcare reimbursement account. The amount of the healthcare reimbursement supplement shall be no more than the amount necessary to cover the health insurance premium cost for the employee and eligible dependent(s) for the selected CalPERS health plan, but in no event shall the total monthly contribution (PEMHCA contribution + healthcare reimbursement account) exceed the amount provided to active employees in the Management Confidential Series. For 2022, this total monthly contribution is $1,650 per month. Deferred Compensation: Voluntary participation in Mission Sqaure 457 plan. Dental & Vision : MetLife Dental and VSP vision benefits are provided with a City contribution up to $135 per month. Flex Plan :Section 125 Plan, allows for payment of employee-paid insurance, medical treatment, and dependent care expenses with pre-tax dollars. Employee Assistance Program : Employees are eligible for the basic level of service. Life Insurance :$50,000 term life policy provided by City; employee can purchase additional self and dependent coverage at group rates. Long-Term Disability: In addition to basic LTD plan (662/3 % of first $9,750 after 60-day waiting period), City provides Executive LTD which pays 75% of first $12,000 of employee's salary less the amount of any other income, up to a total of $2,500.Applies to non job-related occurrences.90 day waiting period. Holidays :11 fixed paid holidays plus one day of personal leave/floating holiday per year.Battalion Chiefs paid 156 hours. Vacation Leave :96 hours (1-5 years); 120 hours (6 - 10 years); 144 hours (11 - 14 years): 200 hours after 14 years.Leave can be used after 6 months of service.Annual cash conversion option. Upon reaching "E" step, employees accrue vacation based on total years of public sector service. Sick Leave :8 hours per month. Administrative Leave: Mid-Management and Confidential positions shall recieveup to 56 hours per calendar yearupon reccommendation of the Department Director and approval of the City Manager. Bereavement Leave: Three (3) working days (or 40 hours where travel is 500 miles or more) for qualifying incident. Tuition Reimbursement :Up to $2,000/year for work-related college courses. Cell Phone Stipend: $80/mo for Managers who opt to use their own personal device. Educational Incentive Pay :Battalion Chief $1170.19/mo for Bachelor's, $1755.28 for Master's. Certification Pay :$585.09 Chief Officer Cert Pay for Battalion Chiefs. Other : Uniform Allowance ($40/mo) for Battalion Chiefs; Voluntary participation in Credit Union; Payroll Direct Deposit; Long-Term Care (premiums paid by employee). 1/14; 12/15; 8/19; 8/22 Closing Date/Time: Continuous
California State University, San Bernardino (CSUSB)
5500 University Parkway, San Bernardino, CA 92407, USA
Description: Job Summary: Provides functional and technical support for implementation, upgrades, and ongoing maintenance of Oracle PeopleSoft application and the Common Human Resources System (CHRS) project. This position has strong functional knowledge of these systems and assists subject matter experts with ensuring data integrity of the systems, testing of system changes, report writing and analyzing workflow for process improvement opportunities. This position will play a key role in major HRIS initiatives. Major duties and responsibilities: Provide support for implementation, upgrades, and ongoing maintenance of the Oracle PeopleSoft application and Common Human Resources System (CHRS) project by working with subject matter expert (SME) team members, Human Resources Division, the Chancellor's Office, and other appropriate campus representatives to: Identify requirements for system configuration, approved CSU custom modifications and/or enhancements. Participate in CHRS conversion activities, including clean up. Coordinate and participate in CHRS position paper implementation and adoption. Test and document approved CSU custom modifications. Coordinate meetings with the CO and other meetings as needed to discuss implementations, changes, and integrations to other software’s. Facilitate consensus on enhanced business process approaches and best practices. Assist project team members through the process of developing and maintaining HR systems requirements from analysis to deployment. Develop project implementation timelines, track project, and communicate to stakeholders throughout project lifecycle. Analyze the impact of new business requirements or regulatory changes. Perform application testing for Oracle PeopleSoft images, HR custom development, maintenance pack releases, PeopleTools and Oracle upgrades. Perform help desk ticket analysis and troubleshooting. Provide technical support and reporting for the suite of HR platforms and/or business processes and/or processes including but not limited to: Personnel Recruitment Requisitioning workflow. Application Processing and implementation of Resume parsing. Applicant Tracking Workflow and Reporting. Online Interview Scheduling Workflow. Automated Employment Offer Workflow. Automated New Employee Onboarding Workflow. Job Posting and Advertising. Performance Management workflow. Annual regulatory reporting (Affirmative Action, IPEDs, etc.) Facilitate HRIS related trainings, as needed. Collaborate in the continual optimization of HRIS operational processes Develop and maintain documentation including, but not limited to: Specification documents (requirements and design for CSU modifications). Configuration guides. HRIS Business process guides. Test plans and test scripts. Analysis/recommendation documents ServiceNow updates to document help desk case activities Other duties as assigned. Minimum Qualifications: Required Education and Experience Bachelor's degree and/or the equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs. Two (2) years of related experience. Required Qualifications: Working knowledge of, and ability to apply standard theories, principles, practices, and techniques applicable to the program and/or administrative specialty to develop conclusions and make recommendations. Thorough knowledge of policies, procedures, and outside regulations pertaining to the applicable program and/or administrative specialty. Working knowledge of operational and fiscal analysis and techniques. Ability to take initiative and plan, organize, coordinate, and perform work in various situations where numerous and diverse demands are involved. Skill in research, development and evaluation of policies and programs, including skill in the collection, evaluation, and interpretation of data to develop sound conclusions and make appropriate recommendations. Expertise in investigating and analyzing problems with a broad administrative impact and implications. Ability to anticipate problems and address them proactively. Demonstrated ability to effectively interpret, organize, and present information and ideas in written or presentation form. Ability to train others in new skills and procedures. Preferred Qualifications: Two or more years of human resources related experience. Two or more years of analytical experience of a technical nature. Functional working knowledge of PeopleSoft Functional working knowledge of enterprise information systems, reporting software, and large-scale database practices, including a strong understanding of system tables, data integrity management and integration between modules and other databases and systems. Compensation and Benefits: Anticipated Hiring Range: $4,170 - $5,200 per month Classification Salary Range: $4,170 - $7,545 per month The CSU system provides a comprehensive benefit package that includes medical, dental and vision plans, membership in the California Public Employees Retirement System (CalPERS), sick and vacation time, and 14 paid holidays a year. Eligible employees are also able to participate in the fee waiver education program. A summary of benefit information can be found here . Position Information: Work status: Full-time/Exempt/Temporary (up to one year with the possibility of further renewal) Schedule: Monday through Friday from 8:00 am to 5:00 pm, weekends and evenings may be required. The application deadline is: Application review will begin July 15, 2023. California State University, San Bernardino in not a sponsoring agency for staff or management positions (i.e. H1-B Visas). Conditions of Employment Background Check Satisfactory completion of a background check (including a criminal records check) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. I-9 CSUSB hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. See Form I-9 Acceptable Documents at https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents . COVID-19 Vaccination CSU requires faculty, staff, and students who physically access campus facilities or programs to be fully vaccinated against COVID-19, which includes obtaining a COVID-19 booster dose, or declare a medical or religious exemption from doing so. Any candidates advanced in a currently open search process should be prepared to comply with this requirement. See policy at https://calstate.policystat.com/policy/11030468/latest . Statement of Commitment to Diversity In our commitment to the furthering of knowledge and fulfilling our educational mission, California State University, San Bernardino seeks a campus climate that welcomes, celebrates, and promotes respect for the entire variety of human experience. We welcome people from all backgrounds, and we seek to include knowledge and values from many cultures in the curriculum and extra-curricular life of the campus community. We will create, promote, and maintain activities and programs that further our understanding of individual and group diversity. We will also develop and communicate policies and promote values that discourage intolerance and discrimination. California State University, San Bernardino is proud to be an Affirmative Action/Equal Opportunity Employer. We recruit, hire, train, and administer all personnel actions without regard to race, ethnicity, religion, color, caste, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, socioeconomic status, genetic information, medical condition, disability, marital status, protected military or veteran status, or any other status protected by applicable law. This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) For more information about Diversity & Inclusion at CSUSB, please visit https://www.csusb.edu/human-resources/diversity-inclusion Closing Statement: Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the Employee & Labor Relations Coordinator by email at KFirstenberg @csusb.edu . Smoking CSUSB is a smoke and tobacco-free campus. See policy at https://calstate.policystat.com/policy/6591951/latest/ . Clery Act In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal State San Bernardino Annual Security and Fire Safety Report is available at: https://www.csusb.edu/clery-act Closing Date/Time: Open until filled
Aug 24, 2023
Full Time
Description: Job Summary: Provides functional and technical support for implementation, upgrades, and ongoing maintenance of Oracle PeopleSoft application and the Common Human Resources System (CHRS) project. This position has strong functional knowledge of these systems and assists subject matter experts with ensuring data integrity of the systems, testing of system changes, report writing and analyzing workflow for process improvement opportunities. This position will play a key role in major HRIS initiatives. Major duties and responsibilities: Provide support for implementation, upgrades, and ongoing maintenance of the Oracle PeopleSoft application and Common Human Resources System (CHRS) project by working with subject matter expert (SME) team members, Human Resources Division, the Chancellor's Office, and other appropriate campus representatives to: Identify requirements for system configuration, approved CSU custom modifications and/or enhancements. Participate in CHRS conversion activities, including clean up. Coordinate and participate in CHRS position paper implementation and adoption. Test and document approved CSU custom modifications. Coordinate meetings with the CO and other meetings as needed to discuss implementations, changes, and integrations to other software’s. Facilitate consensus on enhanced business process approaches and best practices. Assist project team members through the process of developing and maintaining HR systems requirements from analysis to deployment. Develop project implementation timelines, track project, and communicate to stakeholders throughout project lifecycle. Analyze the impact of new business requirements or regulatory changes. Perform application testing for Oracle PeopleSoft images, HR custom development, maintenance pack releases, PeopleTools and Oracle upgrades. Perform help desk ticket analysis and troubleshooting. Provide technical support and reporting for the suite of HR platforms and/or business processes and/or processes including but not limited to: Personnel Recruitment Requisitioning workflow. Application Processing and implementation of Resume parsing. Applicant Tracking Workflow and Reporting. Online Interview Scheduling Workflow. Automated Employment Offer Workflow. Automated New Employee Onboarding Workflow. Job Posting and Advertising. Performance Management workflow. Annual regulatory reporting (Affirmative Action, IPEDs, etc.) Facilitate HRIS related trainings, as needed. Collaborate in the continual optimization of HRIS operational processes Develop and maintain documentation including, but not limited to: Specification documents (requirements and design for CSU modifications). Configuration guides. HRIS Business process guides. Test plans and test scripts. Analysis/recommendation documents ServiceNow updates to document help desk case activities Other duties as assigned. Minimum Qualifications: Required Education and Experience Bachelor's degree and/or the equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs. Two (2) years of related experience. Required Qualifications: Working knowledge of, and ability to apply standard theories, principles, practices, and techniques applicable to the program and/or administrative specialty to develop conclusions and make recommendations. Thorough knowledge of policies, procedures, and outside regulations pertaining to the applicable program and/or administrative specialty. Working knowledge of operational and fiscal analysis and techniques. Ability to take initiative and plan, organize, coordinate, and perform work in various situations where numerous and diverse demands are involved. Skill in research, development and evaluation of policies and programs, including skill in the collection, evaluation, and interpretation of data to develop sound conclusions and make appropriate recommendations. Expertise in investigating and analyzing problems with a broad administrative impact and implications. Ability to anticipate problems and address them proactively. Demonstrated ability to effectively interpret, organize, and present information and ideas in written or presentation form. Ability to train others in new skills and procedures. Preferred Qualifications: Two or more years of human resources related experience. Two or more years of analytical experience of a technical nature. Functional working knowledge of PeopleSoft Functional working knowledge of enterprise information systems, reporting software, and large-scale database practices, including a strong understanding of system tables, data integrity management and integration between modules and other databases and systems. Compensation and Benefits: Anticipated Hiring Range: $4,170 - $5,200 per month Classification Salary Range: $4,170 - $7,545 per month The CSU system provides a comprehensive benefit package that includes medical, dental and vision plans, membership in the California Public Employees Retirement System (CalPERS), sick and vacation time, and 14 paid holidays a year. Eligible employees are also able to participate in the fee waiver education program. A summary of benefit information can be found here . Position Information: Work status: Full-time/Exempt/Temporary (up to one year with the possibility of further renewal) Schedule: Monday through Friday from 8:00 am to 5:00 pm, weekends and evenings may be required. The application deadline is: Application review will begin July 15, 2023. California State University, San Bernardino in not a sponsoring agency for staff or management positions (i.e. H1-B Visas). Conditions of Employment Background Check Satisfactory completion of a background check (including a criminal records check) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. I-9 CSUSB hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. See Form I-9 Acceptable Documents at https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents . COVID-19 Vaccination CSU requires faculty, staff, and students who physically access campus facilities or programs to be fully vaccinated against COVID-19, which includes obtaining a COVID-19 booster dose, or declare a medical or religious exemption from doing so. Any candidates advanced in a currently open search process should be prepared to comply with this requirement. See policy at https://calstate.policystat.com/policy/11030468/latest . Statement of Commitment to Diversity In our commitment to the furthering of knowledge and fulfilling our educational mission, California State University, San Bernardino seeks a campus climate that welcomes, celebrates, and promotes respect for the entire variety of human experience. We welcome people from all backgrounds, and we seek to include knowledge and values from many cultures in the curriculum and extra-curricular life of the campus community. We will create, promote, and maintain activities and programs that further our understanding of individual and group diversity. We will also develop and communicate policies and promote values that discourage intolerance and discrimination. California State University, San Bernardino is proud to be an Affirmative Action/Equal Opportunity Employer. We recruit, hire, train, and administer all personnel actions without regard to race, ethnicity, religion, color, caste, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, socioeconomic status, genetic information, medical condition, disability, marital status, protected military or veteran status, or any other status protected by applicable law. This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) For more information about Diversity & Inclusion at CSUSB, please visit https://www.csusb.edu/human-resources/diversity-inclusion Closing Statement: Reasonable Accommodation We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the Employee & Labor Relations Coordinator by email at KFirstenberg @csusb.edu . Smoking CSUSB is a smoke and tobacco-free campus. See policy at https://calstate.policystat.com/policy/6591951/latest/ . Clery Act In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal State San Bernardino Annual Security and Fire Safety Report is available at: https://www.csusb.edu/clery-act Closing Date/Time: Open until filled
California State University (CSU) Bakersfield
9001 Stockdale Highway, Bakersfield, CA 93311, USA
Description: CLASSIFICATION TITLE: Confidential Administrative Support II UNION CODE: C99 FT/PT: Full-time PAY PLAN: 12-month WORKPLACE TYPE: On-site (work in-person at business location) ANTICIPATED HIRING RANGE: $5,417 - $6,250 However, offer amount will be commensurate with candidate’s experience, education, skills, and training. CSU CLASSIFICATION SALARY RANGE: $4,464 - $10,180 PAY BASIS: Monthly BENEFITS: CSUB offers a best-in-class benefit package for eligible employees that includes an array of medical plans, choice of dental plans, vision coverage, retirement participation in CalPERS, CSU tuition waiver, up to 24 vacation days per year, sick leave with unlimited accrual, 14 paid holidays per year and more! See our benefits website for additional information. CANDIDATES ELIGIBLE TO APPLY: Open to all qualified applicants. SPECIAL INSTRUCTIONS TO APPLICANT: FOR PRIORITY CONSIDERATION , applications must be received by September 21, 2023 ; however, the position will remain open until filled. POSITION PURPOSE: The Human Resources (HR) Department is part of the Business and Administrative Support (BAS) Division. HR is responsible for administering a variety of personnel-related programs and providing information and guidance to staff and campus administrators with collective bargaining contract interpretation, grievances, and complaints. Under the general supervision of the Director, Talent Acquisition and Classification & Compensation and under the lead direction of the Sr. Compensation & Classification Analyst, the Compensation & Classification Analyst works to support numerous complex Compensation/Classification programs relating to staff and management, including updating and processing associated paperwork. The Compensation & Classification Analyst is primarily responsible for compiling and maintaining compensation data for various types of salary comparison studies, data participation with outside third-party salary survey vendors, and CSU campus compensation analysts in order to provide objective salary recommendations that maintain campus internal equity and appropriate salary placement; assists in reporting salary information to the CSU Chancellor’s Office and in coordinating the processing of various types of salary increases and contractual bonus programs according to the Collective Bargaining Agreements (CBA). Collaborates with the Sr. Compensation & Classification Analyst to determine appropriate salary placement of new employees. The Compensation & Classification Analyst independently reviews, updates and improves position descriptions and conducts job analyses to ensure employees are appropriately classified based on the work they are performing and interpretation of complex and sensitive CSU Classification Standards; works with outside classification consultants and monitors classification review requests for timely response according to Collective Bargaining Agreement (CBA); coordinates and maintains the cyclical position description review/update process. DUTIES & RESPONSIBILITIES: Compensation Analysis Following CSUB/CSU policies and state and federal laws, utilize various compensation databases to maintain records, create supporting documentation and statistical reports as needed to perform salary analysis and recommend appropriate salary rate as it relates to In-Range Progression requests, reassignments, reclassifications/in-class progressions, stipends, MPP salary reviews, and job offers associated with recruitment hiring. Using comprehensive knowledge, advise campus administrators on salary placement decisions and processes. Process required documentation related to compensation increases or stipends. Assist with research and compilation of compensation data ad hoc reports for the AVP and Chief Human Resources Officer and/or the Chancellor’s Office which may impact CSU meet and Confer sessions regarding classification and/or compensation. Recommend and secure external survey sources to be used as benchmarks for internal salary studies. Update external salary survey aging factor and geographic differential as needed. Download external salary survey results/data, determine appropriate data sets, and scrub data for use in compensation analysis. Ensure that Administrator (MPP) Salary Survey Database is updated with accurate and up to date external salary survey data. Collaborate with Director, Talent Acquisition and Compensation & Classification and Sr. Compensation & Classification Analyst on compensation strategies and recommendations to maintain equity across campus employees. Assist in developing and maintaining compensation procedures, training, and informational materials. Classification Analysis Conduct and/or coordinate job classification reviews through desk audits and evaluations; reviewing position descriptions, obtaining clarification/additional information from supervisors/managers, performing comprehensive analysis of position based on gathered information, classification methodology, CSU classification standards, collective bargaining unit agreements, and legal requirements; determining appropriate position classification/skill level, and preparing written recommendation reports to support compensation/classification actions. Communicate appropriate classification recommendations to administrators and process appropriate paperwork. Develop, update, and review position descriptions for recruitment of new and replacement positions ensuring consistency across departments and divisions. Educate department managers on proper development and alteration of position descriptions. Perform research using CSU Classification and Qualification Standards and review/analysis of other positions campus-and system-wide. Coordinate and maintain campus cyclical position description review/update process. Analyze, interpret, and apply state and federal laws, and CSU/University policies and procedures with regard to classification and compensation. Assist with developing and maintaining classification procedures, training, and informational materials. Special Project Administration Under the lead direction of the Sr. Compensation & Classification Analyst, provide interpretation and guidance to CSU HR business partners, campus administrators, program managers, and department heads/chairs on varied and complex issues related to compensation and/or classification. Attend monthly Compensation & Classification systemwide calls, retaining, applying and/or communicating new information as necessary. Respond to system-wide emails from other CSU campuses providing assistance with compensation and classification requests. Under lead direction of the Sr. Compensation & Classification Analyst, assist with various classification and compensation projects on behalf of the Associate Vice President including but not limited to departmental reorganizations, workforce analysis, project improvement initiatives including campus position description overhaul, gathering information for CSU Meet and Confer sessions and other projects. Maintain and update on-line classification and compensation resources. Act as a functional resource in the development and implementation of new/improved processes. Create training materials, brochures, and other presentation reports as required. CBA Salary Program Administration Assist with Unit 4 Educational Achievement Stipend, Unit 4 Long Term Service, Unit 4 and CSUEU Temp to Perm, and Unit 8 Experience Step Increase salary programs. Run and review reports monthly and/or annually to determine staff eligibility following CSU collective bargaining unit agreement and CSU Chancellor’s Office guidelines. Collect appropriate supporting documentation, prepare, and submit paperwork notifying Payroll and Director of Human Resources Administration for processing, and notify the employee and appropriate administrators through campus memo. Maintain logs to document future and current transactions related to administration of these salary programs. REQUIRED QUALIFICATIONS: EDUCATION & EXPERIENCE - Equivalent to a bachelor’s degree in a related field and two (2) years of progressively responsible professional/*analytical experience required (preferably in a Human Resource office). Additional qualifying experience may be substituted for the required education on a year-for-year basis. *Experience must demonstrate the ability to perform analytical studies and research using basic math and statistical calculations, and preparing reports with excellent writing, oral communications, and interviewing skills. Advanced skills in Excel are required for this position.* SKILLS, KNOWLEDGE & ABILITIES (SKA’s) - Regular and reliable attendance is required. Strong analytical and research skills; ability to gather, evaluate, interpret, and consistently apply a wide variety of complex regulations, policies, and procedures and to develop well-reasoned conclusion and recommendations. Ability to effectively perform work of a highly sensitive and confidential nature which requires access to information which directly relates to collective bargaining negotiations or management strategies. Ability to interpret and consistently apply a wide variety of complex policies and procedures where specific guidelines may not always exist. Ability to work with frequent changes in policies and procedures, under pressure of deadlines in a fast-paced environment. Initiative in independently planning, organizing, and performing work assignments within broadly defined parameters. Ability to coordinate several personnel functions and determine the relative importance of each; ability to work with a high level of productivity and accuracy/attention to detail. Thorough knowledge of or ability to quickly learn CSU classification standards and collective bargaining contracts. Demonstrated customer service experience requiring a very high level of diplomacy and professionalism. Ability to use tact and diplomacy to effectively handle a broad range of high level and sensitive interpersonal situations with diverse personalities, and to respond appropriately to conflicts and problems. Ability to initiate, establish, and foster communication and teamwork by maintaining a positive, cooperative, productive work atmosphere in the University with the ability to establish and maintain effective working relationships within a diverse population and with those from various cultural backgrounds. Excellent communication skills: ability to effectively communicate information in a clear and understandable manner, both verbally and in writing. Thorough knowledge of English grammar, spelling, and punctuation. Ability to maintain a high degree of confidentiality. Excellent organizational and time management skills with the ability to set own priorities to coordinate multiple assignments with fluctuating and time-sensitive deadlines. Excellent computer skills and competence with a variety of computer applications including word-processing, spreadsheets, databases, on-line systems, Internet as well as online calendaring and email. Working knowledge of or ability to quickly learn University infrastructure. Possesses a customer-oriented and service-centered attitude. Must be willing to travel and attend training programs off-site for occasional professional development. Must be able to work occasional holidays and adjust working hours to meet special jobs. May be called back periodically to perform work as needed on an emergency basis. PREFERRED QUALIFICATIONS: Prior HR experience is preferred to be in a large organization with a diverse array of job classifications, preferably in higher education and/or the public sector. Experience conducting compensation studies, classification/position reviews, and/or using an enterprise-wide Human Resources Information System (HRIS). Advanced skills in Excel and data manipulation. Educational/experiential foundation in human resources theories, principles, connects, practices, and techniques with emphasis on public sector employment. SHRM-CP, SHRM-SCP, PHR, SPHR Demonstrated skills in an institutional/educational environment. PHYSICAL DEMANDS: SEDENTARY WORK - involves mainly sitting; minimal walking and standing; lifting light weight objects limited to 15 pounds. ENVIRONMENTAL FACTORS: N/A SPECIAL CONDITIONS: SCREENING: Only those applicants possessing experience most directly related to the immediate needs of the office will be invited to appear before a Qualifications Appraisal Board for the purpose of appraising training, experience, and interest in the position . BACKGROUND CHECK: Satisfactory completion of a background check (including a criminal records check) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. SENSITIVE POSITION: Sensitive positions are designated by the CSU as requiring heightened scrutiny of individuals holding the position, based on potential for harm to children, concerns for the safety and security of the people, animals, or property, or heightened risk of financial loss to the CSU or individuals in the university community. MANDATED REPORTER: Not Mandated GENERAL INFORMATION: It is the policy of California State University, Bakersfield to hire only United States citizens and aliens lawfully authorized to work in the United States. All new employees will be required to present documentation verifying their right to accept employment. You will also be requested to present a social security card at the time of initial appointment in compliance with state payroll regulations. State regulations require that every state employee sign the Oath of Allegiance prior to commencing the duties of his/her State employment, except legally employed non-citizens. These individuals are required to sign the Declaration of Permission to Work. EEO STATEMENT: California State University, Bakersfield is committed to Equal Employment Opportunity. Applicants will be considered without regard to gender, race, age, color, religion, national origin, sexual orientation, genetic information, marital status, disability or covered veteran status. Closing Date/Time: Open until filled
Sep 14, 2023
Full Time
Description: CLASSIFICATION TITLE: Confidential Administrative Support II UNION CODE: C99 FT/PT: Full-time PAY PLAN: 12-month WORKPLACE TYPE: On-site (work in-person at business location) ANTICIPATED HIRING RANGE: $5,417 - $6,250 However, offer amount will be commensurate with candidate’s experience, education, skills, and training. CSU CLASSIFICATION SALARY RANGE: $4,464 - $10,180 PAY BASIS: Monthly BENEFITS: CSUB offers a best-in-class benefit package for eligible employees that includes an array of medical plans, choice of dental plans, vision coverage, retirement participation in CalPERS, CSU tuition waiver, up to 24 vacation days per year, sick leave with unlimited accrual, 14 paid holidays per year and more! See our benefits website for additional information. CANDIDATES ELIGIBLE TO APPLY: Open to all qualified applicants. SPECIAL INSTRUCTIONS TO APPLICANT: FOR PRIORITY CONSIDERATION , applications must be received by September 21, 2023 ; however, the position will remain open until filled. POSITION PURPOSE: The Human Resources (HR) Department is part of the Business and Administrative Support (BAS) Division. HR is responsible for administering a variety of personnel-related programs and providing information and guidance to staff and campus administrators with collective bargaining contract interpretation, grievances, and complaints. Under the general supervision of the Director, Talent Acquisition and Classification & Compensation and under the lead direction of the Sr. Compensation & Classification Analyst, the Compensation & Classification Analyst works to support numerous complex Compensation/Classification programs relating to staff and management, including updating and processing associated paperwork. The Compensation & Classification Analyst is primarily responsible for compiling and maintaining compensation data for various types of salary comparison studies, data participation with outside third-party salary survey vendors, and CSU campus compensation analysts in order to provide objective salary recommendations that maintain campus internal equity and appropriate salary placement; assists in reporting salary information to the CSU Chancellor’s Office and in coordinating the processing of various types of salary increases and contractual bonus programs according to the Collective Bargaining Agreements (CBA). Collaborates with the Sr. Compensation & Classification Analyst to determine appropriate salary placement of new employees. The Compensation & Classification Analyst independently reviews, updates and improves position descriptions and conducts job analyses to ensure employees are appropriately classified based on the work they are performing and interpretation of complex and sensitive CSU Classification Standards; works with outside classification consultants and monitors classification review requests for timely response according to Collective Bargaining Agreement (CBA); coordinates and maintains the cyclical position description review/update process. DUTIES & RESPONSIBILITIES: Compensation Analysis Following CSUB/CSU policies and state and federal laws, utilize various compensation databases to maintain records, create supporting documentation and statistical reports as needed to perform salary analysis and recommend appropriate salary rate as it relates to In-Range Progression requests, reassignments, reclassifications/in-class progressions, stipends, MPP salary reviews, and job offers associated with recruitment hiring. Using comprehensive knowledge, advise campus administrators on salary placement decisions and processes. Process required documentation related to compensation increases or stipends. Assist with research and compilation of compensation data ad hoc reports for the AVP and Chief Human Resources Officer and/or the Chancellor’s Office which may impact CSU meet and Confer sessions regarding classification and/or compensation. Recommend and secure external survey sources to be used as benchmarks for internal salary studies. Update external salary survey aging factor and geographic differential as needed. Download external salary survey results/data, determine appropriate data sets, and scrub data for use in compensation analysis. Ensure that Administrator (MPP) Salary Survey Database is updated with accurate and up to date external salary survey data. Collaborate with Director, Talent Acquisition and Compensation & Classification and Sr. Compensation & Classification Analyst on compensation strategies and recommendations to maintain equity across campus employees. Assist in developing and maintaining compensation procedures, training, and informational materials. Classification Analysis Conduct and/or coordinate job classification reviews through desk audits and evaluations; reviewing position descriptions, obtaining clarification/additional information from supervisors/managers, performing comprehensive analysis of position based on gathered information, classification methodology, CSU classification standards, collective bargaining unit agreements, and legal requirements; determining appropriate position classification/skill level, and preparing written recommendation reports to support compensation/classification actions. Communicate appropriate classification recommendations to administrators and process appropriate paperwork. Develop, update, and review position descriptions for recruitment of new and replacement positions ensuring consistency across departments and divisions. Educate department managers on proper development and alteration of position descriptions. Perform research using CSU Classification and Qualification Standards and review/analysis of other positions campus-and system-wide. Coordinate and maintain campus cyclical position description review/update process. Analyze, interpret, and apply state and federal laws, and CSU/University policies and procedures with regard to classification and compensation. Assist with developing and maintaining classification procedures, training, and informational materials. Special Project Administration Under the lead direction of the Sr. Compensation & Classification Analyst, provide interpretation and guidance to CSU HR business partners, campus administrators, program managers, and department heads/chairs on varied and complex issues related to compensation and/or classification. Attend monthly Compensation & Classification systemwide calls, retaining, applying and/or communicating new information as necessary. Respond to system-wide emails from other CSU campuses providing assistance with compensation and classification requests. Under lead direction of the Sr. Compensation & Classification Analyst, assist with various classification and compensation projects on behalf of the Associate Vice President including but not limited to departmental reorganizations, workforce analysis, project improvement initiatives including campus position description overhaul, gathering information for CSU Meet and Confer sessions and other projects. Maintain and update on-line classification and compensation resources. Act as a functional resource in the development and implementation of new/improved processes. Create training materials, brochures, and other presentation reports as required. CBA Salary Program Administration Assist with Unit 4 Educational Achievement Stipend, Unit 4 Long Term Service, Unit 4 and CSUEU Temp to Perm, and Unit 8 Experience Step Increase salary programs. Run and review reports monthly and/or annually to determine staff eligibility following CSU collective bargaining unit agreement and CSU Chancellor’s Office guidelines. Collect appropriate supporting documentation, prepare, and submit paperwork notifying Payroll and Director of Human Resources Administration for processing, and notify the employee and appropriate administrators through campus memo. Maintain logs to document future and current transactions related to administration of these salary programs. REQUIRED QUALIFICATIONS: EDUCATION & EXPERIENCE - Equivalent to a bachelor’s degree in a related field and two (2) years of progressively responsible professional/*analytical experience required (preferably in a Human Resource office). Additional qualifying experience may be substituted for the required education on a year-for-year basis. *Experience must demonstrate the ability to perform analytical studies and research using basic math and statistical calculations, and preparing reports with excellent writing, oral communications, and interviewing skills. Advanced skills in Excel are required for this position.* SKILLS, KNOWLEDGE & ABILITIES (SKA’s) - Regular and reliable attendance is required. Strong analytical and research skills; ability to gather, evaluate, interpret, and consistently apply a wide variety of complex regulations, policies, and procedures and to develop well-reasoned conclusion and recommendations. Ability to effectively perform work of a highly sensitive and confidential nature which requires access to information which directly relates to collective bargaining negotiations or management strategies. Ability to interpret and consistently apply a wide variety of complex policies and procedures where specific guidelines may not always exist. Ability to work with frequent changes in policies and procedures, under pressure of deadlines in a fast-paced environment. Initiative in independently planning, organizing, and performing work assignments within broadly defined parameters. Ability to coordinate several personnel functions and determine the relative importance of each; ability to work with a high level of productivity and accuracy/attention to detail. Thorough knowledge of or ability to quickly learn CSU classification standards and collective bargaining contracts. Demonstrated customer service experience requiring a very high level of diplomacy and professionalism. Ability to use tact and diplomacy to effectively handle a broad range of high level and sensitive interpersonal situations with diverse personalities, and to respond appropriately to conflicts and problems. Ability to initiate, establish, and foster communication and teamwork by maintaining a positive, cooperative, productive work atmosphere in the University with the ability to establish and maintain effective working relationships within a diverse population and with those from various cultural backgrounds. Excellent communication skills: ability to effectively communicate information in a clear and understandable manner, both verbally and in writing. Thorough knowledge of English grammar, spelling, and punctuation. Ability to maintain a high degree of confidentiality. Excellent organizational and time management skills with the ability to set own priorities to coordinate multiple assignments with fluctuating and time-sensitive deadlines. Excellent computer skills and competence with a variety of computer applications including word-processing, spreadsheets, databases, on-line systems, Internet as well as online calendaring and email. Working knowledge of or ability to quickly learn University infrastructure. Possesses a customer-oriented and service-centered attitude. Must be willing to travel and attend training programs off-site for occasional professional development. Must be able to work occasional holidays and adjust working hours to meet special jobs. May be called back periodically to perform work as needed on an emergency basis. PREFERRED QUALIFICATIONS: Prior HR experience is preferred to be in a large organization with a diverse array of job classifications, preferably in higher education and/or the public sector. Experience conducting compensation studies, classification/position reviews, and/or using an enterprise-wide Human Resources Information System (HRIS). Advanced skills in Excel and data manipulation. Educational/experiential foundation in human resources theories, principles, connects, practices, and techniques with emphasis on public sector employment. SHRM-CP, SHRM-SCP, PHR, SPHR Demonstrated skills in an institutional/educational environment. PHYSICAL DEMANDS: SEDENTARY WORK - involves mainly sitting; minimal walking and standing; lifting light weight objects limited to 15 pounds. ENVIRONMENTAL FACTORS: N/A SPECIAL CONDITIONS: SCREENING: Only those applicants possessing experience most directly related to the immediate needs of the office will be invited to appear before a Qualifications Appraisal Board for the purpose of appraising training, experience, and interest in the position . BACKGROUND CHECK: Satisfactory completion of a background check (including a criminal records check) is required for employment. CSU will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current CSU employee who was conditionally offered the position. SENSITIVE POSITION: Sensitive positions are designated by the CSU as requiring heightened scrutiny of individuals holding the position, based on potential for harm to children, concerns for the safety and security of the people, animals, or property, or heightened risk of financial loss to the CSU or individuals in the university community. MANDATED REPORTER: Not Mandated GENERAL INFORMATION: It is the policy of California State University, Bakersfield to hire only United States citizens and aliens lawfully authorized to work in the United States. All new employees will be required to present documentation verifying their right to accept employment. You will also be requested to present a social security card at the time of initial appointment in compliance with state payroll regulations. State regulations require that every state employee sign the Oath of Allegiance prior to commencing the duties of his/her State employment, except legally employed non-citizens. These individuals are required to sign the Declaration of Permission to Work. EEO STATEMENT: California State University, Bakersfield is committed to Equal Employment Opportunity. Applicants will be considered without regard to gender, race, age, color, religion, national origin, sexual orientation, genetic information, marital status, disability or covered veteran status. Closing Date/Time: Open until filled
PLACER COUNTY, CA
Auburn, California, United States
Introduction Living in Placer County from Placer County Video Portal Placer County is comprised of over 1,400 square miles of beautiful and diverse geography, ranging from the residential and commercial areas of South Placer, through the historic foothill areas of Auburn, Foresthill, and Colfax, and to the County's jewel of the North Lake Tahoe basin. Placer is a great place to live, work, play, and learn! For more information about Placer County, please visit www.placer.ca.gov . POSITION INFORMATION The current vacancy is in the Benefits, Organizational Development, and Operations Division of the Human Resources Department and will report directly to the Administrative and Fiscal Operations Manager. This is an outstanding career opportunity within the Human Resources Department. The position is responsible for high-level planning, analysis, and operational support for benefit program expansion and administration, overseeing benefit/payroll transaction processing, managing multiple high-profile projects and leading and mentoring assigned staff. The ideal candidate will have a strong Human Resourcesbackground preferably including benefits experience, possess excellent analytical, organizational and change management skills, proven ability to manage diverse and complex projects from beginning to end, have strong communication skills, andbe comfortable interacting with staff at all levels in the County. The eligible list created as a result of this recruitmentmay be used to fill future vacancies as they arise. BENEFITS Placer County offers a comprehensive benefits package to employees, including: Management leave: 100 hours per year* Holidays: 14 paid holidays per year, 2 of which are floating holidays* Vacation leave: 10 days/year with ability to accrue 25 days/year Sick leave: 12 days/year* Cafeteria plan: $5,000 per year to use towards 401(k), dependent care, medical co-insurance, or cash* Medical, dental, and vision insurance available for employees and dependents Deferred compensation with 401(k) contribution matches up to $1,500/year $50,000 life insurance policy at no cost to employee CalPERS retirement plans Retiree medical insurance Education allowance: up to $1,200 per year Annual vacation cash out: up to 100 hours may be cashed out each year Bilingual incentive: incumbents may be eligible for bilingual incentive pay depending upon operational needs and certification of proficiency. *Amounts will be prorated for part-time employees and employees hired after the first of the year. The information above represents benefits currently available to permanent Placer County employees and may be subject to change. Applicants should inquire about the most current benefit package during hiring interviews or by contacting the Human Resources Department. For a detailed listing of benefits, please click here to view Management benefits . For more information regarding the benefits Placer County has to offer please visit Placer County's Human Resources website. DEFINITION To act as a lead in the performance of administrative and analytical functions related to providing a variety of human resources services to assigned department(s); to serve as the primary human resources management advisor to assigned departments; to perform complex and difficult professional human resources analyst duties in the areas of civil service administration,employee relations, equal employment opportunity, recruitment and selection, performance management and discipline, leave management,classification, and salary, payroll and benefits administration; and to function as an effective and productive team member. DISTINGUISHING CHARACTERISTICS This is the advanced journey level class in the Human Resources Analyst series. Positions at this level are distinguished from other classes within the series by the level of responsibility assumed, complexity of duties assigned, independence of action taken, and by the high degree of broad based and specialized knowledge required. Employees perform the more difficult and responsible types of duties assigned to classes within this series including administering human resources services for assigned departments, advising and supporting assigned departments in the implementation of human resources activities, and exercising direct supervision over professional, technical, and clerical staff. Employees at this level are required to be fully trained in all policies, procedures, and operational systems related to assigned areas of responsibility. SUPERVISION RECEIVED AND EXERCISED Receives general direction from the Director of Human Resources or his/her designee. Exercises direct supervision over professional, technical, and clerical staff. EXAMPLES OF ESSENTIAL DUTIES Duties may include, but are not limited to, the following: Serve as a resource to assigned team and its members in all areas of human resources administration and the support of assigned departments; provide technical direction, advice, and support to assigned departments in the areas of recruitment, selection, classification, salary administration, performance management and discipline, the civil service process, employee relations, payroll and benefits administration, and related laws, guidelines, and regulations. Oversee, coordinate, and participate in maintaining the integrity of the County's recruitment/outreach, testing, and selection program; utilize and oversee the utilization of the County's automated applicant tracking system and pre-employment background and medical testing process. Oversee, coordinate, and participate in maintaining the County’s classification plan; conduct and oversee job analyses and position reviews, develop or revise classification specifications, and prepare and present related recommendations for Civil Service Commission consideration. Act as a major resource regarding employment opportunities and Civil Service procedures, advise assigned departments regarding the grievance process, MOU interpretation, performance management procedures and best practices, and/or disciplinary actions; review and analyze legislative bills and regulatory requirements to determine impact to human resources programs and services; interpret policies, regulations, and laws as they relate to a broad range of human resources services and activities. Work with 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. Plan, coordinate, and administer the County's life, health, dental, and other employee benefit and/or deferred compensation programs; advise department management personnel on problems and policies involving employee group programs. Develop, interpret, monitor, and maintain group coverages to maximize the stability of employee insurance, benefit and/or deferred compensation programs. Review and analyze legislative bills and regulatory requirements to determine impact to the County benefits programs; coordinate and participate in annual open enrollment activities. Develop and recommend strategies to ensure County compliance with changing tax laws governing employee benefits and/or deferred compensation, including discrimination testing, Dependent Care Assistance Program, Medical Reimbursement Program, Health Savings Accounts, Consolidated Omnibus Budget Reconciliation Act, the Cafeteria Plan, and Internal Revenue Service and other regulatory requirements. Oversee the determination of 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. Oversee the calculation of 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. Work with the County’s ADA Coordinator to ensure compliance with the Americans with Disabilities Act, California Family Rights Act, Family Medical Leave Act, and other Federal, State, and local laws and regulations. Represent the County in the resolution of unemployment insurance claims, including claims administration, account monitoring, and preparing responses and information for the State Employment Development Department. Recommend and participate in the development and implementation of Human Resources Department goals and objectives for areas of assigned program and human resources administration responsibilities; establish schedules and methods for achieving work objectives; draft and implement policies and procedures within assigned areas of professional and team responsibilities. Evaluate operations and activities of assigned team’s responsibilities and human resources service administration; recommend improvements and modifications; prepare various reports on status of assigned projects, operations, and activities. Plan, prioritize, assign, supervise, and review the work of assigned 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. Oversee, coordinate, and participate in the administration of County’s equal employment program, including conducting investigations of discrimination and harassment complaints and overseeing the implementation of compliance enforcement activities for County departments. Assist department’s management team in the preparation and monitoring of departmental budget; prepare cost estimates for budget recommendations; submit justifications for requested staff, supplies, and equipment; monitor and control expenditures on an on-going basis. Build and maintain positive working relationships with co-workers, other County employees and managers, and the community utilizing accepted principles of effective customer service. Direct and manage the work of consultants; assist in the preparation of requests for proposals, review bids, interview and select consultants; manage workflow, set expectations and priorities, and review outcomes; negotiate and monitor contracts. 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 of Placer and its Human Resources Department to the public and to other agencies in a positive and productive manner; prepare and present recommendations to Boards and Commissions on behalf of the Human Resources Department. Perform related duties as required. WORKING CONDITIONS Work is typically performed in an indoor office environment and controlled temperature conditions. When assigned to serve as Americans with Disabilities Act Officer, work is typically performed out in the field at employee work stations and departments, which may be indoors or outdoors. Position may require travel to and from other locations in a variety of outdoor weather conditions and lifting various materials and supplies. MINIMUM QUALIFICATIONS It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below. 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 responsible professional human resources administration experience performing duties similar to a full journey levelHuman Resources Analyst II with Placer County. 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 California driver’s license as required by the position. Proof of adequate vehicle insurance and medical clearance may also be required. Relevant, equivalent experience (performing the same or similar job requiring similar knowledge, skills, and abilities) may be substituted for the required education as determined by theHuman ResourcesDepartment. Applicants receiving their degree outside the United States must submit proof of accreditation by a recognized evaluation agency. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of: County Civil Service rules, labor relations, collective bargaining, and other policies and procedures related to administration of County human resources activities. Principles and practices of public sector human resources administration. Advanced principles and practices of organizational analysis and human resource planning. Basic principles and practices of County-wide operations and County administration and organization. Principles and methods of position classification, compensation, examination development and administration, performance management, and organizational analysis. Principles and practices of payroll processing, leave management, and benefits administration. Principles and techniques of case management and case recording. Principles and techniques of program development and implementation. Principles and practices of liability or workers compensation program administration, including government tort claims procedures under California law. Principles and practices of investigative techniques, Principles and techniques of case management and case recording. Principles and techniques of program development and implementation. Principles and practices of liability or workers compensation program administration, including government tort claims procedures under California law. Computer systems, applications, and software, including word processing, spreadsheet and database applications, HRIS systems, and online payroll or applicant tracking systems. English usage, spelling, punctuation and grammar. Investigative interviewing and counseling techniques, evidence preservation and accident reconstruction. Pertinent local, state, and federal laws and regulations. Principles of budget monitoring. Principles of supervision, training and evaluating performance. Principles and practices of leadership, motivation, team building and conflict resolution. Report writing and methods of statistical research and presentation. Principles and practices of work safety. Ability to: Organize, implement, and direct assigned teams in administering human resources services for the County and its departments. Analyze work papers and complete or oversee 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, 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. Plan, supervise, and evaluate work activities of professional, technical, and clerical staff. Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. Gain cooperation through discussion and persuasion. Negotiate agreement between differing individuals and groups. Read, analyze, interpret, evaluate and summarize written materials and statistical data including reports, financial reports and budgets. Development and implement innovative solutions to complex issues relating to accessibility, claims and disability programs. Review and interpret position class specifications, job analyses and medical reports. Work cooperatively and tactfully with medical providers, injured employees, attorney and County department personnel. Monitor and assess, with departments, the performance of employees who have been assigned or modified or alternative work assignments. Supervise, train, and evaluate assigned staff. Understand and interpret pertinent County and department policies and procedures, including Civil Service rules. Assist in the development and monitoring of an assigned program budget. Develop and recommend policies and procedures related to assigned operations. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. SELECTION PROCEDURE Training & Experience Rating (100%) Based upon responses to thesupplemental questionnaire, the applicant’s education, training, and experience will be evaluated using a pre-determined formula.Scores from this evaluation will determine applicant ranking and placement on the eligible list. MISCELLANEOUS INFORMATION 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 CONDITION OF EMPLOYMENT Prior to the date of hire, applicants must undergo a fingerprint test by the Department of Justice, pass a medical examination (which may include a drug screening and possibly a psychological evaluation), sign a constitutional oath, and submit proof of U.S. citizenship or legal right to remain and work in the U.S. For some positions, applicants may also be required to submit proof of age, undergo a background investigation (which may include a voice stress analysis and/or a polygraph), and/or be bonded. Additionally, positions in law enforcement classifications and those supporting law enforcement functions will be required to complete a conviction history questionnaire prior to or during the interview process. Applicants for positions with access to Medi-Cal billing software or who are licensed providers must clear the Federal Exclusion List, credentialing, and social security verification. Failure to clear these requirements may result in an employment offer being withdrawn. SUBSTITUTE LISTS The eligible list resulting from this recruitment may be certified as a substitute list for a substantially similar classification. For this purpose, a substantially similar classification is one at a lower level in the same classification (example: entry level vs. journey level) and/or a similar classification (similar work performed, similar training and experience qualifications required). If you are contacted for an interview by a County department, you will be informed of the classification and other relevant information. If you choose not to interview for a substantially similar classification, you will remain on the eligible list for which you originally applied. EMPLOYEES OF OTHER PUBLIC AGENCIES Placer County offers an expedited process for qualifying certain applicants for interviews. Candidates currently employed, or employed within the last year, by a public agency operating under a personnel civil service or merit system may be eligible to be placed on a Public Agency Eligible List and certified as eligible for appointment to a similar job assignment without going through the examination process. For more information on the Public Agency Eligible List, to download forms, or to apply, please click here . EQUAL OPPORTUNITY EMPLOYER Thank you for your interest in employment with Placer County.Placer County is an equal opportunity employer and is committed to an active nondiscrimination program.It is the stated policy of Placer County that harassment, discrimination, and retaliation are prohibited and that all employees, applicants, agents, contractors, and interns/volunteers shall receive equal consideration and treatment.All terms and conditions of employment, including but not limited to recruitment, hiring, transfer, and promotion will be based on the qualifications of the individual for the positions being filled regardless of gender (including gender identity and expression), sexual orientation, race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, ancestry, religion (including creed and belief), national origin, citizenship, physical disability (including HIV and AIDS), mental disability, medical condition (including cancer or genetic characteristics/information), age (40 or over), marital status, military and/or veteran status, sex (including parental status, pregnancy, childbirth, breastfeeding, and related medical conditions), reproductive health decision making, political orientation, or any other classification protected by federal, state, or local law. Please contact theHuman ResourcesDepartment at least 5 working days before a scheduled examination if you require accommodation in the examination process. Medical disability verification may be required prior to accommodation. Conclusion For questions regarding this recruitment, please contact Andrea Marthaler, Administrative Technician, at AMarthaler@placer.ca.gov or (530) 886-4664. Closing Date/Time: 9/22/2023 5:00:00 PM
Sep 01, 2023
Full Time
Introduction Living in Placer County from Placer County Video Portal Placer County is comprised of over 1,400 square miles of beautiful and diverse geography, ranging from the residential and commercial areas of South Placer, through the historic foothill areas of Auburn, Foresthill, and Colfax, and to the County's jewel of the North Lake Tahoe basin. Placer is a great place to live, work, play, and learn! For more information about Placer County, please visit www.placer.ca.gov . POSITION INFORMATION The current vacancy is in the Benefits, Organizational Development, and Operations Division of the Human Resources Department and will report directly to the Administrative and Fiscal Operations Manager. This is an outstanding career opportunity within the Human Resources Department. The position is responsible for high-level planning, analysis, and operational support for benefit program expansion and administration, overseeing benefit/payroll transaction processing, managing multiple high-profile projects and leading and mentoring assigned staff. The ideal candidate will have a strong Human Resourcesbackground preferably including benefits experience, possess excellent analytical, organizational and change management skills, proven ability to manage diverse and complex projects from beginning to end, have strong communication skills, andbe comfortable interacting with staff at all levels in the County. The eligible list created as a result of this recruitmentmay be used to fill future vacancies as they arise. BENEFITS Placer County offers a comprehensive benefits package to employees, including: Management leave: 100 hours per year* Holidays: 14 paid holidays per year, 2 of which are floating holidays* Vacation leave: 10 days/year with ability to accrue 25 days/year Sick leave: 12 days/year* Cafeteria plan: $5,000 per year to use towards 401(k), dependent care, medical co-insurance, or cash* Medical, dental, and vision insurance available for employees and dependents Deferred compensation with 401(k) contribution matches up to $1,500/year $50,000 life insurance policy at no cost to employee CalPERS retirement plans Retiree medical insurance Education allowance: up to $1,200 per year Annual vacation cash out: up to 100 hours may be cashed out each year Bilingual incentive: incumbents may be eligible for bilingual incentive pay depending upon operational needs and certification of proficiency. *Amounts will be prorated for part-time employees and employees hired after the first of the year. The information above represents benefits currently available to permanent Placer County employees and may be subject to change. Applicants should inquire about the most current benefit package during hiring interviews or by contacting the Human Resources Department. For a detailed listing of benefits, please click here to view Management benefits . For more information regarding the benefits Placer County has to offer please visit Placer County's Human Resources website. DEFINITION To act as a lead in the performance of administrative and analytical functions related to providing a variety of human resources services to assigned department(s); to serve as the primary human resources management advisor to assigned departments; to perform complex and difficult professional human resources analyst duties in the areas of civil service administration,employee relations, equal employment opportunity, recruitment and selection, performance management and discipline, leave management,classification, and salary, payroll and benefits administration; and to function as an effective and productive team member. DISTINGUISHING CHARACTERISTICS This is the advanced journey level class in the Human Resources Analyst series. Positions at this level are distinguished from other classes within the series by the level of responsibility assumed, complexity of duties assigned, independence of action taken, and by the high degree of broad based and specialized knowledge required. Employees perform the more difficult and responsible types of duties assigned to classes within this series including administering human resources services for assigned departments, advising and supporting assigned departments in the implementation of human resources activities, and exercising direct supervision over professional, technical, and clerical staff. Employees at this level are required to be fully trained in all policies, procedures, and operational systems related to assigned areas of responsibility. SUPERVISION RECEIVED AND EXERCISED Receives general direction from the Director of Human Resources or his/her designee. Exercises direct supervision over professional, technical, and clerical staff. EXAMPLES OF ESSENTIAL DUTIES Duties may include, but are not limited to, the following: Serve as a resource to assigned team and its members in all areas of human resources administration and the support of assigned departments; provide technical direction, advice, and support to assigned departments in the areas of recruitment, selection, classification, salary administration, performance management and discipline, the civil service process, employee relations, payroll and benefits administration, and related laws, guidelines, and regulations. Oversee, coordinate, and participate in maintaining the integrity of the County's recruitment/outreach, testing, and selection program; utilize and oversee the utilization of the County's automated applicant tracking system and pre-employment background and medical testing process. Oversee, coordinate, and participate in maintaining the County’s classification plan; conduct and oversee job analyses and position reviews, develop or revise classification specifications, and prepare and present related recommendations for Civil Service Commission consideration. Act as a major resource regarding employment opportunities and Civil Service procedures, advise assigned departments regarding the grievance process, MOU interpretation, performance management procedures and best practices, and/or disciplinary actions; review and analyze legislative bills and regulatory requirements to determine impact to human resources programs and services; interpret policies, regulations, and laws as they relate to a broad range of human resources services and activities. Work with 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. Plan, coordinate, and administer the County's life, health, dental, and other employee benefit and/or deferred compensation programs; advise department management personnel on problems and policies involving employee group programs. Develop, interpret, monitor, and maintain group coverages to maximize the stability of employee insurance, benefit and/or deferred compensation programs. Review and analyze legislative bills and regulatory requirements to determine impact to the County benefits programs; coordinate and participate in annual open enrollment activities. Develop and recommend strategies to ensure County compliance with changing tax laws governing employee benefits and/or deferred compensation, including discrimination testing, Dependent Care Assistance Program, Medical Reimbursement Program, Health Savings Accounts, Consolidated Omnibus Budget Reconciliation Act, the Cafeteria Plan, and Internal Revenue Service and other regulatory requirements. Oversee the determination of 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. Oversee the calculation of 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. Work with the County’s ADA Coordinator to ensure compliance with the Americans with Disabilities Act, California Family Rights Act, Family Medical Leave Act, and other Federal, State, and local laws and regulations. Represent the County in the resolution of unemployment insurance claims, including claims administration, account monitoring, and preparing responses and information for the State Employment Development Department. Recommend and participate in the development and implementation of Human Resources Department goals and objectives for areas of assigned program and human resources administration responsibilities; establish schedules and methods for achieving work objectives; draft and implement policies and procedures within assigned areas of professional and team responsibilities. Evaluate operations and activities of assigned team’s responsibilities and human resources service administration; recommend improvements and modifications; prepare various reports on status of assigned projects, operations, and activities. Plan, prioritize, assign, supervise, and review the work of assigned 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. Oversee, coordinate, and participate in the administration of County’s equal employment program, including conducting investigations of discrimination and harassment complaints and overseeing the implementation of compliance enforcement activities for County departments. Assist department’s management team in the preparation and monitoring of departmental budget; prepare cost estimates for budget recommendations; submit justifications for requested staff, supplies, and equipment; monitor and control expenditures on an on-going basis. Build and maintain positive working relationships with co-workers, other County employees and managers, and the community utilizing accepted principles of effective customer service. Direct and manage the work of consultants; assist in the preparation of requests for proposals, review bids, interview and select consultants; manage workflow, set expectations and priorities, and review outcomes; negotiate and monitor contracts. 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 of Placer and its Human Resources Department to the public and to other agencies in a positive and productive manner; prepare and present recommendations to Boards and Commissions on behalf of the Human Resources Department. Perform related duties as required. WORKING CONDITIONS Work is typically performed in an indoor office environment and controlled temperature conditions. When assigned to serve as Americans with Disabilities Act Officer, work is typically performed out in the field at employee work stations and departments, which may be indoors or outdoors. Position may require travel to and from other locations in a variety of outdoor weather conditions and lifting various materials and supplies. MINIMUM QUALIFICATIONS It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below. 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 responsible professional human resources administration experience performing duties similar to a full journey levelHuman Resources Analyst II with Placer County. 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 California driver’s license as required by the position. Proof of adequate vehicle insurance and medical clearance may also be required. Relevant, equivalent experience (performing the same or similar job requiring similar knowledge, skills, and abilities) may be substituted for the required education as determined by theHuman ResourcesDepartment. Applicants receiving their degree outside the United States must submit proof of accreditation by a recognized evaluation agency. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of: County Civil Service rules, labor relations, collective bargaining, and other policies and procedures related to administration of County human resources activities. Principles and practices of public sector human resources administration. Advanced principles and practices of organizational analysis and human resource planning. Basic principles and practices of County-wide operations and County administration and organization. Principles and methods of position classification, compensation, examination development and administration, performance management, and organizational analysis. Principles and practices of payroll processing, leave management, and benefits administration. Principles and techniques of case management and case recording. Principles and techniques of program development and implementation. Principles and practices of liability or workers compensation program administration, including government tort claims procedures under California law. Principles and practices of investigative techniques, Principles and techniques of case management and case recording. Principles and techniques of program development and implementation. Principles and practices of liability or workers compensation program administration, including government tort claims procedures under California law. Computer systems, applications, and software, including word processing, spreadsheet and database applications, HRIS systems, and online payroll or applicant tracking systems. English usage, spelling, punctuation and grammar. Investigative interviewing and counseling techniques, evidence preservation and accident reconstruction. Pertinent local, state, and federal laws and regulations. Principles of budget monitoring. Principles of supervision, training and evaluating performance. Principles and practices of leadership, motivation, team building and conflict resolution. Report writing and methods of statistical research and presentation. Principles and practices of work safety. Ability to: Organize, implement, and direct assigned teams in administering human resources services for the County and its departments. Analyze work papers and complete or oversee 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, 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. Plan, supervise, and evaluate work activities of professional, technical, and clerical staff. Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. Gain cooperation through discussion and persuasion. Negotiate agreement between differing individuals and groups. Read, analyze, interpret, evaluate and summarize written materials and statistical data including reports, financial reports and budgets. Development and implement innovative solutions to complex issues relating to accessibility, claims and disability programs. Review and interpret position class specifications, job analyses and medical reports. Work cooperatively and tactfully with medical providers, injured employees, attorney and County department personnel. Monitor and assess, with departments, the performance of employees who have been assigned or modified or alternative work assignments. Supervise, train, and evaluate assigned staff. Understand and interpret pertinent County and department policies and procedures, including Civil Service rules. Assist in the development and monitoring of an assigned program budget. Develop and recommend policies and procedures related to assigned operations. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. SELECTION PROCEDURE Training & Experience Rating (100%) Based upon responses to thesupplemental questionnaire, the applicant’s education, training, and experience will be evaluated using a pre-determined formula.Scores from this evaluation will determine applicant ranking and placement on the eligible list. MISCELLANEOUS INFORMATION 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 CONDITION OF EMPLOYMENT Prior to the date of hire, applicants must undergo a fingerprint test by the Department of Justice, pass a medical examination (which may include a drug screening and possibly a psychological evaluation), sign a constitutional oath, and submit proof of U.S. citizenship or legal right to remain and work in the U.S. For some positions, applicants may also be required to submit proof of age, undergo a background investigation (which may include a voice stress analysis and/or a polygraph), and/or be bonded. Additionally, positions in law enforcement classifications and those supporting law enforcement functions will be required to complete a conviction history questionnaire prior to or during the interview process. Applicants for positions with access to Medi-Cal billing software or who are licensed providers must clear the Federal Exclusion List, credentialing, and social security verification. Failure to clear these requirements may result in an employment offer being withdrawn. SUBSTITUTE LISTS The eligible list resulting from this recruitment may be certified as a substitute list for a substantially similar classification. For this purpose, a substantially similar classification is one at a lower level in the same classification (example: entry level vs. journey level) and/or a similar classification (similar work performed, similar training and experience qualifications required). If you are contacted for an interview by a County department, you will be informed of the classification and other relevant information. If you choose not to interview for a substantially similar classification, you will remain on the eligible list for which you originally applied. EMPLOYEES OF OTHER PUBLIC AGENCIES Placer County offers an expedited process for qualifying certain applicants for interviews. Candidates currently employed, or employed within the last year, by a public agency operating under a personnel civil service or merit system may be eligible to be placed on a Public Agency Eligible List and certified as eligible for appointment to a similar job assignment without going through the examination process. For more information on the Public Agency Eligible List, to download forms, or to apply, please click here . EQUAL OPPORTUNITY EMPLOYER Thank you for your interest in employment with Placer County.Placer County is an equal opportunity employer and is committed to an active nondiscrimination program.It is the stated policy of Placer County that harassment, discrimination, and retaliation are prohibited and that all employees, applicants, agents, contractors, and interns/volunteers shall receive equal consideration and treatment.All terms and conditions of employment, including but not limited to recruitment, hiring, transfer, and promotion will be based on the qualifications of the individual for the positions being filled regardless of gender (including gender identity and expression), sexual orientation, race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, ancestry, religion (including creed and belief), national origin, citizenship, physical disability (including HIV and AIDS), mental disability, medical condition (including cancer or genetic characteristics/information), age (40 or over), marital status, military and/or veteran status, sex (including parental status, pregnancy, childbirth, breastfeeding, and related medical conditions), reproductive health decision making, political orientation, or any other classification protected by federal, state, or local law. Please contact theHuman ResourcesDepartment at least 5 working days before a scheduled examination if you require accommodation in the examination process. Medical disability verification may be required prior to accommodation. Conclusion For questions regarding this recruitment, please contact Andrea Marthaler, Administrative Technician, at AMarthaler@placer.ca.gov or (530) 886-4664. Closing Date/Time: 9/22/2023 5:00:00 PM
City of Long Beach, CA
Long Beach, CA, United States
DESCRIPTION The Human Resources Department provides the full range of human resources supports services to 22 departments throughout the City. HR's services include labor relations, employee relations, benefits, training, salary and classification administration, HRIS administration, oversight of personnel investigations, EEO compliance, occupational health services, risk management, and safety compliance. We believe that the City's greatest assets are its employees, and take great pride in managing the systems that support a highly productive, innovative, caring, and customer-oriented workforce. Our mission is to provide leadership and operational support to City departments to enhance their ability to recruit and retain a qualified, diverse workforce and to effectively manage business risk. We are committed to being strategic partners with all departments to ensure that the City has the talent and resources needed to provide great services to the community. Non-Career employees are allowed a maximum of 1600 work hours over 12 months and are considered temporary, at-will employees who are not typically eligible for benefits. However, non-career employees may qualify for health coverage and sick leave accruals subject to applicable federal and state provisions. EXAMPLES OF DUTIES The position is a Non-Career Administrative Analyst I in the Human Resources Department's Administration Division. The primary focus of the position will be coordinating and standardizing internal and external communications for the Department, with an emphasis on intranet (the City's internal employee portal) and external website updates, Citywide communication and brand efforts in conjunction with the City Manager's Office of Communication and Public Affairs, Departmental social media, graphic design, brand creation, system maintenance, and creating, updating, and distribution departmental communications. Additional Duties: Leads, coordinates, or implements public information, marketing, and publicity activities/materials for the Department of Human Resources; Assists with and may lead community/departmental engagement and public outreach activities which include developing, organizing, directing, and evaluating comprehensive communication programs to inform and/or educate internal and external customers; Participates, advises, and coordinates with staff in the various departmental groups on strategic communications for the Human Resources programs, coordinates Department participation around outreach events and provides creative approaches to customer engagement. Researches, writes, edits, and/or distributes publications such as departmental memos, flyers, policies, procedures, press releases, news articles or bulletins, feature stories, newsletters, public service announcements, and posts for print, radio, television, and social media to educate both internal and external customers on departmental programs and services, Work in conjunction with the City Manager's Office of Public Affairs and Communications as a Liaison of the Human Resources department to stay up to date with the latest Citywide communication efforts and policies. Produces coordinated templates, graphic design standards, and unified messages for events and programs including flyers, posters, brochures signs, print/social advertising, banners billboards, etc. Prepares, disseminates, and makes available clear, accurate, translated, and timely informational materials for public presentation and distribution, including written reports and talking points for the Director and managers within the Department. Produce content for social media works partnership with other City communication staff and departments cross promote on City Department social media networks like Facebook, X (formerly Twitter), LinkedIn and Instagram. Coordinates with Director, managers, and the City's PIO to respond to inquiries from the media, neighborhood and community groups, businesses, employees, and the public May staff community, departmental, and/or City events Update the Department's intranet and internet pages via Episerver Performs other related duties as required. REQUIREMENTS TO FILE Minimum Requirements Graduation from an accredited college or university with a bachelor's degree in Public Relations, Journalism, Communications, English, Public Affairs, Public Administration, or a closely related field. (proof required)* Proof of required documents, such as degree or transcripts, must be uploaded to the online application at the time of filing. Any proofs submitted must contain either the applicant's name or other identifying characteristic on the form. Degrees must indicate the field of study and transcripts must indicate the field of study and degree conferred date. Candidates who possess degrees from colleges or universities from outside the United States must attach proof of educational equivalence at the time of filing. Professional, technical and/or paraprofessional experience (equivalent to an Administrative Aide I-II with the City of Long Beach, or higher) that offers specific and substantial preparation for the duties of the position may be substituted for the required education on a year-for-year basis. Two or more years of professional experience as an Assistant Administrative analyst or an equivalent position.A Master's Degree in one of preceding fields may be substituted for one year of required experience. A valid driver's license or the ability to arrange necessary and timely transportation for field travel, may be required for some assignments. Desired Qualifications Ability to convey complex issues, events, and concepts in succinct, easy-to-understand language that can be easily translated, in writing, orally, and visually; A genuine understanding and commitment to equity, inclusion, and collective impact; Ability to work well independently and as a member of a highly integrated and diverse team; developed interpersonal skills, desire, and ability to effectively communicate and work with people from diverse age, racial, ethnic, socioeconomic, and gender backgrounds; Ability to think and plan strategically across multiple programs with varying timelines; Ability to manage multiple priorities at once; Strong facilitation skills; demonstrated ability to solve problems and manage conflict; Strong communication skills; clear and concise presentation in written and oral formats; Knowledge of methods and techniques of equitable community engagement, public participation, public affairs and public relations/communications, and Plain Language; Knowledge of/experience with communication-related technology - platforms to manage digital communications (Constant Contact, Sprout Social), design software for material graphic/video production (Adobe, Canva), content management systems and web design (website), social media tools, web, and mobile applications and similar to leverage their use in internal and external communications. The ideal candidate must be a highly organized professional, with excellent writing skills, and experience in general communications, social media, digital communications, and media relations. The candidate must be a detail-oriented, hands-on communicator capable of handling multiple deadlines in a fast-paced environment while maintaining effective working relationships at all levels of the organization. The candidate must have a general understanding of branding and graphic design principles. SELECTION PROCEDURE This recruitment will close at 11:59 p.m. on September 25, 2023. To be considered for this opportunity applicants must submit an online application, including resume and cover letter, that reflect the scope and level of their current/most recent positions and responsibilities. Following the close of filing, applications will be reviewed, and those candidates determined to be the best qualified will be invited to participate in the selection process which will include an oral interview by a selection panel. The City of Long Beach is an Equal Opportunity Employer. We value and encourage diversity in our workforce. The City of Long Beach is committed to creating a workplace where every employee is valued for who they are. Having our workforce reflect the diversity of our community at various levels of the organization is a continuous goal embraced by our departments, management staff, and policymakers. To support efforts of fairness and diversity, City Leadership is committed to incorporating equity and inclusion into our work by supporting staff and community partners. We are committed to promoting transparency by publishing updated demographic information for employees, including workforce diversity data and pay by race and gender. The City of Long Beach will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You are not required to disclose your criminal history or participate in a background check until you receive a conditional job offer. If the City of Long Beach has concerns about a conviction that is directly related to the job after making a conditional job offer and conducting a background check, you will have the opportunity to explain the circumstances surrounding the conviction, provide evidence to mitigate concerns, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting https://calcivilrights.ca.gov/fair-chance-act . The City of Long Beach intends to provide reasonable accommodations in accordance with the Americans with Disabilities Act of 1990. If special accommodation is desired, or if you would like to request this information in an alternative format, please call (562) 570-7165. This information is available in an alternative format by request at the agency contact on the bulletin. If a special accommodation is desired, please contact the agency two (2) business days prior to the test, if applicable.Closing Date/Time: 9/25/2023 11:59 PM Pacific
Sep 12, 2023
Part Time
DESCRIPTION The Human Resources Department provides the full range of human resources supports services to 22 departments throughout the City. HR's services include labor relations, employee relations, benefits, training, salary and classification administration, HRIS administration, oversight of personnel investigations, EEO compliance, occupational health services, risk management, and safety compliance. We believe that the City's greatest assets are its employees, and take great pride in managing the systems that support a highly productive, innovative, caring, and customer-oriented workforce. Our mission is to provide leadership and operational support to City departments to enhance their ability to recruit and retain a qualified, diverse workforce and to effectively manage business risk. We are committed to being strategic partners with all departments to ensure that the City has the talent and resources needed to provide great services to the community. Non-Career employees are allowed a maximum of 1600 work hours over 12 months and are considered temporary, at-will employees who are not typically eligible for benefits. However, non-career employees may qualify for health coverage and sick leave accruals subject to applicable federal and state provisions. EXAMPLES OF DUTIES The position is a Non-Career Administrative Analyst I in the Human Resources Department's Administration Division. The primary focus of the position will be coordinating and standardizing internal and external communications for the Department, with an emphasis on intranet (the City's internal employee portal) and external website updates, Citywide communication and brand efforts in conjunction with the City Manager's Office of Communication and Public Affairs, Departmental social media, graphic design, brand creation, system maintenance, and creating, updating, and distribution departmental communications. Additional Duties: Leads, coordinates, or implements public information, marketing, and publicity activities/materials for the Department of Human Resources; Assists with and may lead community/departmental engagement and public outreach activities which include developing, organizing, directing, and evaluating comprehensive communication programs to inform and/or educate internal and external customers; Participates, advises, and coordinates with staff in the various departmental groups on strategic communications for the Human Resources programs, coordinates Department participation around outreach events and provides creative approaches to customer engagement. Researches, writes, edits, and/or distributes publications such as departmental memos, flyers, policies, procedures, press releases, news articles or bulletins, feature stories, newsletters, public service announcements, and posts for print, radio, television, and social media to educate both internal and external customers on departmental programs and services, Work in conjunction with the City Manager's Office of Public Affairs and Communications as a Liaison of the Human Resources department to stay up to date with the latest Citywide communication efforts and policies. Produces coordinated templates, graphic design standards, and unified messages for events and programs including flyers, posters, brochures signs, print/social advertising, banners billboards, etc. Prepares, disseminates, and makes available clear, accurate, translated, and timely informational materials for public presentation and distribution, including written reports and talking points for the Director and managers within the Department. Produce content for social media works partnership with other City communication staff and departments cross promote on City Department social media networks like Facebook, X (formerly Twitter), LinkedIn and Instagram. Coordinates with Director, managers, and the City's PIO to respond to inquiries from the media, neighborhood and community groups, businesses, employees, and the public May staff community, departmental, and/or City events Update the Department's intranet and internet pages via Episerver Performs other related duties as required. REQUIREMENTS TO FILE Minimum Requirements Graduation from an accredited college or university with a bachelor's degree in Public Relations, Journalism, Communications, English, Public Affairs, Public Administration, or a closely related field. (proof required)* Proof of required documents, such as degree or transcripts, must be uploaded to the online application at the time of filing. Any proofs submitted must contain either the applicant's name or other identifying characteristic on the form. Degrees must indicate the field of study and transcripts must indicate the field of study and degree conferred date. Candidates who possess degrees from colleges or universities from outside the United States must attach proof of educational equivalence at the time of filing. Professional, technical and/or paraprofessional experience (equivalent to an Administrative Aide I-II with the City of Long Beach, or higher) that offers specific and substantial preparation for the duties of the position may be substituted for the required education on a year-for-year basis. Two or more years of professional experience as an Assistant Administrative analyst or an equivalent position.A Master's Degree in one of preceding fields may be substituted for one year of required experience. A valid driver's license or the ability to arrange necessary and timely transportation for field travel, may be required for some assignments. Desired Qualifications Ability to convey complex issues, events, and concepts in succinct, easy-to-understand language that can be easily translated, in writing, orally, and visually; A genuine understanding and commitment to equity, inclusion, and collective impact; Ability to work well independently and as a member of a highly integrated and diverse team; developed interpersonal skills, desire, and ability to effectively communicate and work with people from diverse age, racial, ethnic, socioeconomic, and gender backgrounds; Ability to think and plan strategically across multiple programs with varying timelines; Ability to manage multiple priorities at once; Strong facilitation skills; demonstrated ability to solve problems and manage conflict; Strong communication skills; clear and concise presentation in written and oral formats; Knowledge of methods and techniques of equitable community engagement, public participation, public affairs and public relations/communications, and Plain Language; Knowledge of/experience with communication-related technology - platforms to manage digital communications (Constant Contact, Sprout Social), design software for material graphic/video production (Adobe, Canva), content management systems and web design (website), social media tools, web, and mobile applications and similar to leverage their use in internal and external communications. The ideal candidate must be a highly organized professional, with excellent writing skills, and experience in general communications, social media, digital communications, and media relations. The candidate must be a detail-oriented, hands-on communicator capable of handling multiple deadlines in a fast-paced environment while maintaining effective working relationships at all levels of the organization. The candidate must have a general understanding of branding and graphic design principles. SELECTION PROCEDURE This recruitment will close at 11:59 p.m. on September 25, 2023. To be considered for this opportunity applicants must submit an online application, including resume and cover letter, that reflect the scope and level of their current/most recent positions and responsibilities. Following the close of filing, applications will be reviewed, and those candidates determined to be the best qualified will be invited to participate in the selection process which will include an oral interview by a selection panel. The City of Long Beach is an Equal Opportunity Employer. We value and encourage diversity in our workforce. The City of Long Beach is committed to creating a workplace where every employee is valued for who they are. Having our workforce reflect the diversity of our community at various levels of the organization is a continuous goal embraced by our departments, management staff, and policymakers. To support efforts of fairness and diversity, City Leadership is committed to incorporating equity and inclusion into our work by supporting staff and community partners. We are committed to promoting transparency by publishing updated demographic information for employees, including workforce diversity data and pay by race and gender. The City of Long Beach will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You are not required to disclose your criminal history or participate in a background check until you receive a conditional job offer. If the City of Long Beach has concerns about a conviction that is directly related to the job after making a conditional job offer and conducting a background check, you will have the opportunity to explain the circumstances surrounding the conviction, provide evidence to mitigate concerns, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting https://calcivilrights.ca.gov/fair-chance-act . The City of Long Beach intends to provide reasonable accommodations in accordance with the Americans with Disabilities Act of 1990. If special accommodation is desired, or if you would like to request this information in an alternative format, please call (562) 570-7165. This information is available in an alternative format by request at the agency contact on the bulletin. If a special accommodation is desired, please contact the agency two (2) business days prior to the test, if applicable.Closing Date/Time: 9/25/2023 11:59 PM Pacific
STATE CENTER COMMUNITY COLLEGE DISTRICT
Fresno, California, United States
General Purpose Under direction, leads and performs complex and varied technical, professional and confidential work required to administer human resources programs, including employee and labor relations, job analysis and compensation, training and development, equal employment opportunity, and other special human resources programs; performs research and analysis to develop information used in negotiations and formulates and recommends effective bargaining language, strategies and techniques related to a variety of program areas; conducts workplace investigations often focused on contested allegations that involve potential violation of the District's standards, policies, ethics or the law; and performs related duties as assigned. Essential Duties & Responsibilities The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class. Provides work direction to lower-level staff and monitors work for accuracy; provides instruction/ training on HR work processes to staff; provides input to supervisor on employee work performance and behavior. Provides professional advice and counsel to administrators, managers, employees, bargaining unit representatives and the public on human resources policies, procedures and the interpretation and application of collective bargaining agreements, Personnel Commission rules, and state and federal laws applicable to human resources management. Collects, analyzes and reports on data/material utilized by the District Director of Human Resources and the Vice Chancellor, such as market compensation and benefits data; develops recommendations on salary structures and class placement within the grade structure; provides District data as a participant in various external surveys. Conducts classification studies and desk audits; develops and recommends job duties for new/ revised classification specifications; provides the Personnel Commission with input on a classification's education, experience and other requirements; assesses any reclassification appeals and documents conclusions; revises class specifications based on reclass actions, if warranted. Reviews and analyzes employees' working-out-of-class requests; conducts research, assesses comparability of duties, interviews managers and employees, consults with job experts and gathers other necessary information; develops findings, conclusions and recommendations and prepares reports. Reviews report documents of completed interactive discussion meetings and ensures doctors' notes on restrictions are in accordance with ADA and FEHA; ensures each restriction is addressed on the form and a proper accommodation, where possible, is noted; reviews requests for modified duty and permanent restrictions; educates managers on the importance of conducting interactive discussion meetings and assists them with completing the interactive discussion meeting form. Participates in the District's collective bargaining process by researching and collecting data/information, making recommendations on District proposals and providing input to contract language; maintains official records of bargaining sessions. Conducts effective, thorough and impartial investigations of complex and sensitive workplace complaints of discrimination, harassment, retaliation and other policy violations; identifies and documents the scope of the investigation and the process to be followed; interviews complainants, respondents and witnesses; researches and analyzes relevant facts, documents, policies and legal guidance; safeguards the confidentiality of the investigation; prepares report of findings and conclusions. Reviews and evaluates Board policies and administrative regulations; recommends updates where warranted. Conducts a variety of special projects as directed by the District Director of Human Resources and the Vice Chancellor. Demonstrates sensitivity to and understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation and ethnic backgrounds of community college students, faculty and staff. OTHER DUTIES Serves on or leads committees, work groups and task forces. Recommends, develops, implements and revises policies, procedures and operational guidelines to improve and/or clarify processes. Contributes to ensuring information on the District HR website is accurate and up to date. Performs related duties as assigned. Employment Standards / Minimum Qualifications KNOWLEDGE, SKILLS AND ABILITIES Knowledge of: Principles, practices and techniques of human resources management, including job analysis and classification, performance planning/appraisal, compensation plan design and administration, training and development and equal employment opportunity. Employee relations principles and practices. Labor relations principles and practices, including negotiation, collective bargaining agreements and contract administration. Principles, practices and methods of administrative, organizational and management analysis. Applicable sections of the California Education Code and other applicable federal, state and local laws, rules and regulations. Principles and practices of sound business communication. Principles and practices of public administration, including budgeting, purchasing and maintaining public records. Research methods and analysis techniques. Practices and techniques of workplace investigations. Safety policies and safe work practices applicable to the work being performed. Personnel Commission Rules, Board Policies, Administrative Regulations and Human Resources procedures. Skills and Abilities to: Develop and implement comprehensive, effective human resources programs in assigned areas. Analyze a variety of administrative, organizational and personnel management problems and consult effectively with administrators and managers to develop solutions. Utilize human resources information systems (HRIS) and query tools to extract data from databases for interpreting and communicating data. Participate effectively as a District representative in union contract negotiations. Effectively conduct interviews for a myriad of purposes, gleaning pertinent, essential information and knowledge from the subject. Define issues, analyze problems, evaluate alternatives and develop sound, independent conclusions and recommendations in accordance with laws, regulations, rules and policies. Organize, set priorities and exercise sound, independent judgment within areas of responsibility. Maintain confidentiality of information and work products. Prepare clear, concise and comprehensive correspondence, reports, studies and other written materials. Make presentations and present proposals and recommendations clearly, logically and persuasively to diverse audiences. Use tact and diplomacy in dealing with sensitive and complex issues, situations and concerned people. Demonstrates sensitivity to and understanding of historically minoritized groups and participates in professional development activities to increase cultural competency to enhance equity-minded practices within the District. Effectively engage and support historically minoritized groups by addressing issues of equity and improving culturally responsive service-oriented practices. Communicate effectively, both orally and in writing. Prepare and present periodic training sessions as directed. Understand and follow written and oral instructions. Operate a computer and use standard business software. Establish and maintain effective working relationships with all those encountered in the course of work. EDUCATION AND EXPERIENCE Graduation from an accredited college or university with a bachelor's degree in human resources, industrial relations, public administration or a closely related field, and at least four years of progressively responsible experience in the human resources function, preferably in an institution of higher education; or an equivalent combination of training and experience. LICENSES, CERTIFICATES AND OTHER REQUIREMENTS A valid California driver's license and the ability to maintain insurability under the District's vehicle insurance program. PHYSICAL AND MENTAL DEMANDS The physical and mental demands described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical Demands While performing the duties of this class, employees are regularly required to sit; talk or hear, in person and by telephone; use hands repetitively to finger, handle, feel or operate standard office equipment; and reach with hands and arms. Employees are frequently required to walk and stand; and lift up to 25 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus.? Mental Demands While performing the duties of this class, employees are regularly required to use written and oral communication skills; read and interpret data, information and documents; analyze and solve problems; observe and interpret situations; learn and apply new information or skills; perform highly detailed work; work on multiple, concurrent tasks; work with frequent interruptions; work under intensive deadlines; accommodate stressful situations; and interact with District managers, staff, the public and others encountered in the course of work. WORKING ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential duties of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Employees work under typical office conditions, and the noise level is usually quiet. The employee may be required to travel to locations other than assigned work site and to adjust to work schedule changes and requirements to work overtime. Distinguishing Characteristics Human Resources Analyst - Confidential is distinguished from Human Resources Analyst in that an incumbent in the former class performs a range of duties contributing to the District's collective bargaining process and employer-employee relations, making it a Confidential position. Further, the Human Resources Analyst - Confidential performs workplace investigations and provides investigation findings that may involve employees covered by the collective bargaining agreement. The term "confidential" refers to an employee who is required to develop or present management positions with respect to employer-employee relations or whose duties normally require access to confidential information that is used to contribute significantly to the development of management positions as communicated in Government Code Section 3540.1. Assessment Process Only the most qualified applicants will be invited to interview for the assignment. Full-time permanent positions provide an attractive benefit package which includes health, dental and vision coverage for the employee and eligible dependents, as well as life insurance and disability coverage for employees.Part-time positions are paid hourly, with limited benefits. For a detailed list of benefits, visit our benefits page .
Sep 06, 2023
Temporary
General Purpose Under direction, leads and performs complex and varied technical, professional and confidential work required to administer human resources programs, including employee and labor relations, job analysis and compensation, training and development, equal employment opportunity, and other special human resources programs; performs research and analysis to develop information used in negotiations and formulates and recommends effective bargaining language, strategies and techniques related to a variety of program areas; conducts workplace investigations often focused on contested allegations that involve potential violation of the District's standards, policies, ethics or the law; and performs related duties as assigned. Essential Duties & Responsibilities The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class. Provides work direction to lower-level staff and monitors work for accuracy; provides instruction/ training on HR work processes to staff; provides input to supervisor on employee work performance and behavior. Provides professional advice and counsel to administrators, managers, employees, bargaining unit representatives and the public on human resources policies, procedures and the interpretation and application of collective bargaining agreements, Personnel Commission rules, and state and federal laws applicable to human resources management. Collects, analyzes and reports on data/material utilized by the District Director of Human Resources and the Vice Chancellor, such as market compensation and benefits data; develops recommendations on salary structures and class placement within the grade structure; provides District data as a participant in various external surveys. Conducts classification studies and desk audits; develops and recommends job duties for new/ revised classification specifications; provides the Personnel Commission with input on a classification's education, experience and other requirements; assesses any reclassification appeals and documents conclusions; revises class specifications based on reclass actions, if warranted. Reviews and analyzes employees' working-out-of-class requests; conducts research, assesses comparability of duties, interviews managers and employees, consults with job experts and gathers other necessary information; develops findings, conclusions and recommendations and prepares reports. Reviews report documents of completed interactive discussion meetings and ensures doctors' notes on restrictions are in accordance with ADA and FEHA; ensures each restriction is addressed on the form and a proper accommodation, where possible, is noted; reviews requests for modified duty and permanent restrictions; educates managers on the importance of conducting interactive discussion meetings and assists them with completing the interactive discussion meeting form. Participates in the District's collective bargaining process by researching and collecting data/information, making recommendations on District proposals and providing input to contract language; maintains official records of bargaining sessions. Conducts effective, thorough and impartial investigations of complex and sensitive workplace complaints of discrimination, harassment, retaliation and other policy violations; identifies and documents the scope of the investigation and the process to be followed; interviews complainants, respondents and witnesses; researches and analyzes relevant facts, documents, policies and legal guidance; safeguards the confidentiality of the investigation; prepares report of findings and conclusions. Reviews and evaluates Board policies and administrative regulations; recommends updates where warranted. Conducts a variety of special projects as directed by the District Director of Human Resources and the Vice Chancellor. Demonstrates sensitivity to and understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation and ethnic backgrounds of community college students, faculty and staff. OTHER DUTIES Serves on or leads committees, work groups and task forces. Recommends, develops, implements and revises policies, procedures and operational guidelines to improve and/or clarify processes. Contributes to ensuring information on the District HR website is accurate and up to date. Performs related duties as assigned. Employment Standards / Minimum Qualifications KNOWLEDGE, SKILLS AND ABILITIES Knowledge of: Principles, practices and techniques of human resources management, including job analysis and classification, performance planning/appraisal, compensation plan design and administration, training and development and equal employment opportunity. Employee relations principles and practices. Labor relations principles and practices, including negotiation, collective bargaining agreements and contract administration. Principles, practices and methods of administrative, organizational and management analysis. Applicable sections of the California Education Code and other applicable federal, state and local laws, rules and regulations. Principles and practices of sound business communication. Principles and practices of public administration, including budgeting, purchasing and maintaining public records. Research methods and analysis techniques. Practices and techniques of workplace investigations. Safety policies and safe work practices applicable to the work being performed. Personnel Commission Rules, Board Policies, Administrative Regulations and Human Resources procedures. Skills and Abilities to: Develop and implement comprehensive, effective human resources programs in assigned areas. Analyze a variety of administrative, organizational and personnel management problems and consult effectively with administrators and managers to develop solutions. Utilize human resources information systems (HRIS) and query tools to extract data from databases for interpreting and communicating data. Participate effectively as a District representative in union contract negotiations. Effectively conduct interviews for a myriad of purposes, gleaning pertinent, essential information and knowledge from the subject. Define issues, analyze problems, evaluate alternatives and develop sound, independent conclusions and recommendations in accordance with laws, regulations, rules and policies. Organize, set priorities and exercise sound, independent judgment within areas of responsibility. Maintain confidentiality of information and work products. Prepare clear, concise and comprehensive correspondence, reports, studies and other written materials. Make presentations and present proposals and recommendations clearly, logically and persuasively to diverse audiences. Use tact and diplomacy in dealing with sensitive and complex issues, situations and concerned people. Demonstrates sensitivity to and understanding of historically minoritized groups and participates in professional development activities to increase cultural competency to enhance equity-minded practices within the District. Effectively engage and support historically minoritized groups by addressing issues of equity and improving culturally responsive service-oriented practices. Communicate effectively, both orally and in writing. Prepare and present periodic training sessions as directed. Understand and follow written and oral instructions. Operate a computer and use standard business software. Establish and maintain effective working relationships with all those encountered in the course of work. EDUCATION AND EXPERIENCE Graduation from an accredited college or university with a bachelor's degree in human resources, industrial relations, public administration or a closely related field, and at least four years of progressively responsible experience in the human resources function, preferably in an institution of higher education; or an equivalent combination of training and experience. LICENSES, CERTIFICATES AND OTHER REQUIREMENTS A valid California driver's license and the ability to maintain insurability under the District's vehicle insurance program. PHYSICAL AND MENTAL DEMANDS The physical and mental demands described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical Demands While performing the duties of this class, employees are regularly required to sit; talk or hear, in person and by telephone; use hands repetitively to finger, handle, feel or operate standard office equipment; and reach with hands and arms. Employees are frequently required to walk and stand; and lift up to 25 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus.? Mental Demands While performing the duties of this class, employees are regularly required to use written and oral communication skills; read and interpret data, information and documents; analyze and solve problems; observe and interpret situations; learn and apply new information or skills; perform highly detailed work; work on multiple, concurrent tasks; work with frequent interruptions; work under intensive deadlines; accommodate stressful situations; and interact with District managers, staff, the public and others encountered in the course of work. WORKING ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential duties of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Employees work under typical office conditions, and the noise level is usually quiet. The employee may be required to travel to locations other than assigned work site and to adjust to work schedule changes and requirements to work overtime. Distinguishing Characteristics Human Resources Analyst - Confidential is distinguished from Human Resources Analyst in that an incumbent in the former class performs a range of duties contributing to the District's collective bargaining process and employer-employee relations, making it a Confidential position. Further, the Human Resources Analyst - Confidential performs workplace investigations and provides investigation findings that may involve employees covered by the collective bargaining agreement. The term "confidential" refers to an employee who is required to develop or present management positions with respect to employer-employee relations or whose duties normally require access to confidential information that is used to contribute significantly to the development of management positions as communicated in Government Code Section 3540.1. Assessment Process Only the most qualified applicants will be invited to interview for the assignment. Full-time permanent positions provide an attractive benefit package which includes health, dental and vision coverage for the employee and eligible dependents, as well as life insurance and disability coverage for employees.Part-time positions are paid hourly, with limited benefits. For a detailed list of benefits, visit our benefits page .
Cal State University (CSU) Humboldt
1 Harpst Street, Arcata, CA 95521, USA
Description: Director of HR Compliance & Training Human Resources Job # 530225 First Review Date: Thursday, September 28, 2023 Open Until Filled At Cal Poly Humboldt, bold hearts and open minds shape the future. Founded in 1913, Cal Poly Humboldt began as a small college for teachers. Today Humboldt has grown into a comprehensive university with rigorous science and liberal arts programs. Designated a polytechnic in 2022, Cal Poly Humboldt provides hands-on, impactful educational opportunities that lead to meaningful, measurable outcomes for the individual, for the state, and the world. Cal Poly Humboldt is proud to have nearly 6,000 students of all backgrounds spread across 61 majors, 13 graduate programs, and 4 credential programs - all of whom contribute passion and creativity within their fields and set the stage for a future grounded in equity and sustainability. Hands-on learning, inspired teaching, ground-breaking research, and thought-provoking creative activity happen daily at Humboldt. Cal Poly Humboldt is a Hispanic-Serving Institution that strives to foster an inclusive and equitable community to support our students of diverse backgrounds. We are committed to achieving the goals of equal opportunity and endeavors to employ faculty and staff of the highest quality committed to working in a multicultural and multiracial community that reflects the diversity of the state. Finding a better future is a task for the bold and open, the down-to-earth and visionary. Cal Poly Humboldt strives to cultivate these qualities in leaders, innovators, and scholars in every field. (Job #530225) Administrator II, Director of HR Compliance & Training, Anticipated Hiring Range: $6,000-8,334 Monthly . This is a full-time, benefited, exempt, 12-month pay plan position in Human Resources. This position is an Administrator II in the California State University Management Personnel Plan (MPP). Under this plan, incumbents are subject to normal management reviews and serve at the pleasure of the University President. Additional information can be found at: http://www.calstate.edu/HRAdm/policies/mpp.shtml . This position comes with a premium benefits package that includes outstanding vacation, medical, dental, and vision plans, life insurance, voluntary pre-tax health and dependent care reimbursement accounts, a fee waiver education program, membership in the California Public Employees Retirement System (PERS), and 14 paid holidays per year. Additional benefits information can be found at https://hraps.humboldt.edu/employee-benefits . Position Summary: The Director of HR Compliance and Training is an integral, strategic leader and thought partner, regarding Human Resources compliance and training. The Director reports to the AVP and Chief Human Resources Officer and is responsible for ensuring that Human Resources procedures align with CSU, local and federal regulations. The position also oversees the development and implementation of training programs for campus staff and management. Key Responsibilities: Compliance Drive internal processes to ensure compliance with all reporting and auditing requirements. Partners with functional SMEs and stakeholders to identify and develop organization design, processes, and metrics that will enhance HR service delivery quality and efficiency. Maintain in-depth knowledge of legal and compliance requirements related to day-to-day management of employees, reducing legal risk, and ensuring regulatory compliance. Maintain responsibility for compliance with federal, state, and local legislation pertaining to all personnel matters. Ensure campus is adhering to the Chancellor’s office mandates and directives. Annually review and make recommendations to the leadership team for improvements of Human Resources policies, procedures, and practices. Lead and conduct on-going audits to identify strengths and areas of needed improvement ensuring compliance. Lead the process for developing and updating organizational policies, including review, implementation, communication, training, and interpretation. Work closely with campus and the Chancellor’s office auditors to ensure we are adhering to and responding to audit requests in a timely manner. Manage external consultant and vendor relationships, related to HR and compliance needs. Monitor federal and state regulatory changes and their impact on HRIS systems. Work closely with HR Directors to ensure compliance with all regulatory reporting. Benchmark against HR best practices and implement innovation and continuous improvements in support of dynamic, evolving business organization. Directs and Oversees: Human Resource Information Systems and the HRIS Analyst. Staff Management and Developmental Training and the Learning Technology Specialist. Develops and oversees internal systems and processes to ensure efficiency. Performs comprehensive data analysis and assessment related to compliance for the AVP and CHRO and the leadership team. Evaluate internal processes and make recommendations for improvements. Provides monthly progress reports and annual reports. Special Projects: Oversee special projects for the HR department Directs the work of the Human Resources Information Systems Analyst and the Learning Technology Specialist Coordinate and develop business guides for all processes in Human Resources Knowledge, Skills, and Abilities Associated with this Position Include: Project management skills and the ability to drive stakeholders to deliver exceptional results on schedule, even with tight deadlines or quick turnaround times. Policy writing experience. Analytically minded, possess close attention to detail, and take a data-driven problem-solving approach. Ability to work independently and function at a high level as a member of diverse project teams. Ability to plan, organize and prioritize multiple tasks simultaneously, completing assignments on time and with accuracy. Understands the importance of process controls and compliance risk. Demonstrated ability to apply best practices and progressive concepts to projects. Demonstrated ability to work with a team of colleagues who represent a diversity of work and conflict resolution styles. Minimum Qualifications: Bachelor’s degree in business administration or similar, and 5-6 years applicable experience, OR a combination of education and experience which demonstrate an ability to perform the functions of the position. 2 years of experience in a manager role with direct reports. Proven project management experience. Preferred Qualifications: Master’s degree Human Resources experience Experience in a higher education and/or public agency setting Application Procedure: To apply, qualified candidates must electronically submit the following materials by clicking the Apply Now button: Letter of Interest Resume or Curriculum Vitae Contact information for at least three professional references Application Deadline: Priority consideration will be given to candidates who submit all materials by 11:55 p.m. on September 27, 2023. Any inquiries about this recruitment can be directed to careers@humboldt.edu or Cal Poly Humboldt’s Human Resources Office at (707) 826-3626. Cal Poly Humboldt sits on the traditional homelands of the Wiyot people in what is currently called Arcata, CA. The Wiyot people call the area Goudi’ni (over in the woods). Cal Poly Humboldt was the first campus in the California State University system to offer a stand-alone major in Native American Studies. Cal Poly Humboldt is committed to enriching its educational environment and its culture through the diversity of its staff, faculty, and administration. Persons with interest and experience in helping organizations set and achieve goals relative to diversity and inclusion are especially encouraged to apply. Working in the state of California is a condition of employment for this position. Even if part or all of an employee's assignment can be performed remotely, the employee must maintain a permanent residence in the state of California. The employee must be able to accept on-campus work assignment, as assigned, and come to campus when needed. CSU strongly recommends that all individuals who access any in-person program or activity (on- or off-campus) operated or controlled by the University follow COVID-19 vaccine recommendations adopted by the U.S Centers for Disease Control and Prevention (CDC) and the California Department of Public Health (CDPH) applicable to their age, medical condition, and other relevant indications and comply with other safety measure established by each campus. The systemwide policy can be found at CSU Vaccination Policy and any questions you have may be submitted to hr@humboldt.edu . Cal Poly Humboldt hires only individuals lawfully authorized to work in the United States. This position may be considered a “Campus Security Authority”, pursuant to the Clery Act, and is required to comply with the requirements set forth in CSU Executive Order 1107 a condition of employment. CAL POLY HUMBOLDT IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS (e.g. H1-B VISAS) Evidence of required degree(s), certification(s), or license(s) is required prior to the appointment date. Satisfactory completion of a background check (including a criminal records check, employment verification, and education verification) is required for employment. Cal Poly Humboldt will issue a contingent offer of employment to the selected candidate, which may be rescinded if the background check reveals disqualifying information, and/or if it is discovered that the candidate knowingly withheld or falsified information. Certain positions may also require a credit check, motor vehicle report, and/or fingerprinting through Live Scan service. Failure to satisfactorily complete or adverse findings from a background check may affect the employment status of candidates or continued employment of current CSU employees who are being considered for the position. This position is a “designated position” in the California State University’s Conflict of Interest Code. The successful candidate accepting this position is required to file Conflict of Interest forms subject to the regulations of the Fair Political Practices Commission.” In reference to the full disclosure letter, please refer to HR 2010-08. Cal Poly Humboldt is committed to achieving the goals of equal opportunity and endeavors to employ faculty and staff of the highest quality reflecting the ethnic and cultural diversity of the state. Additional information about Cal Poly Humboldt can be found at www.humboldt.edu. Cal Poly Humboldt is a Title IX/Affirmative Action/Equal Opportunity employer. We consider qualified applicants for employment without regard to race, religion, color, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, genetic information, medical condition, disability, marital status, protected veteran status, or any other legally protected status. Mandated Reporting: This position may be considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Additionally, all CSU staff and faculty receive training annually on their obligations in responding to and reporting incidents of sexual harassment and sexual violence. You will be notified by email when you are required to take this mandated training. Class Code: 3312 Publication Date: September 15, 2023 Closing Date/Time: Open until filled
Aug 23, 2023
Full Time
Description: Director of HR Compliance & Training Human Resources Job # 530225 First Review Date: Thursday, September 28, 2023 Open Until Filled At Cal Poly Humboldt, bold hearts and open minds shape the future. Founded in 1913, Cal Poly Humboldt began as a small college for teachers. Today Humboldt has grown into a comprehensive university with rigorous science and liberal arts programs. Designated a polytechnic in 2022, Cal Poly Humboldt provides hands-on, impactful educational opportunities that lead to meaningful, measurable outcomes for the individual, for the state, and the world. Cal Poly Humboldt is proud to have nearly 6,000 students of all backgrounds spread across 61 majors, 13 graduate programs, and 4 credential programs - all of whom contribute passion and creativity within their fields and set the stage for a future grounded in equity and sustainability. Hands-on learning, inspired teaching, ground-breaking research, and thought-provoking creative activity happen daily at Humboldt. Cal Poly Humboldt is a Hispanic-Serving Institution that strives to foster an inclusive and equitable community to support our students of diverse backgrounds. We are committed to achieving the goals of equal opportunity and endeavors to employ faculty and staff of the highest quality committed to working in a multicultural and multiracial community that reflects the diversity of the state. Finding a better future is a task for the bold and open, the down-to-earth and visionary. Cal Poly Humboldt strives to cultivate these qualities in leaders, innovators, and scholars in every field. (Job #530225) Administrator II, Director of HR Compliance & Training, Anticipated Hiring Range: $6,000-8,334 Monthly . This is a full-time, benefited, exempt, 12-month pay plan position in Human Resources. This position is an Administrator II in the California State University Management Personnel Plan (MPP). Under this plan, incumbents are subject to normal management reviews and serve at the pleasure of the University President. Additional information can be found at: http://www.calstate.edu/HRAdm/policies/mpp.shtml . This position comes with a premium benefits package that includes outstanding vacation, medical, dental, and vision plans, life insurance, voluntary pre-tax health and dependent care reimbursement accounts, a fee waiver education program, membership in the California Public Employees Retirement System (PERS), and 14 paid holidays per year. Additional benefits information can be found at https://hraps.humboldt.edu/employee-benefits . Position Summary: The Director of HR Compliance and Training is an integral, strategic leader and thought partner, regarding Human Resources compliance and training. The Director reports to the AVP and Chief Human Resources Officer and is responsible for ensuring that Human Resources procedures align with CSU, local and federal regulations. The position also oversees the development and implementation of training programs for campus staff and management. Key Responsibilities: Compliance Drive internal processes to ensure compliance with all reporting and auditing requirements. Partners with functional SMEs and stakeholders to identify and develop organization design, processes, and metrics that will enhance HR service delivery quality and efficiency. Maintain in-depth knowledge of legal and compliance requirements related to day-to-day management of employees, reducing legal risk, and ensuring regulatory compliance. Maintain responsibility for compliance with federal, state, and local legislation pertaining to all personnel matters. Ensure campus is adhering to the Chancellor’s office mandates and directives. Annually review and make recommendations to the leadership team for improvements of Human Resources policies, procedures, and practices. Lead and conduct on-going audits to identify strengths and areas of needed improvement ensuring compliance. Lead the process for developing and updating organizational policies, including review, implementation, communication, training, and interpretation. Work closely with campus and the Chancellor’s office auditors to ensure we are adhering to and responding to audit requests in a timely manner. Manage external consultant and vendor relationships, related to HR and compliance needs. Monitor federal and state regulatory changes and their impact on HRIS systems. Work closely with HR Directors to ensure compliance with all regulatory reporting. Benchmark against HR best practices and implement innovation and continuous improvements in support of dynamic, evolving business organization. Directs and Oversees: Human Resource Information Systems and the HRIS Analyst. Staff Management and Developmental Training and the Learning Technology Specialist. Develops and oversees internal systems and processes to ensure efficiency. Performs comprehensive data analysis and assessment related to compliance for the AVP and CHRO and the leadership team. Evaluate internal processes and make recommendations for improvements. Provides monthly progress reports and annual reports. Special Projects: Oversee special projects for the HR department Directs the work of the Human Resources Information Systems Analyst and the Learning Technology Specialist Coordinate and develop business guides for all processes in Human Resources Knowledge, Skills, and Abilities Associated with this Position Include: Project management skills and the ability to drive stakeholders to deliver exceptional results on schedule, even with tight deadlines or quick turnaround times. Policy writing experience. Analytically minded, possess close attention to detail, and take a data-driven problem-solving approach. Ability to work independently and function at a high level as a member of diverse project teams. Ability to plan, organize and prioritize multiple tasks simultaneously, completing assignments on time and with accuracy. Understands the importance of process controls and compliance risk. Demonstrated ability to apply best practices and progressive concepts to projects. Demonstrated ability to work with a team of colleagues who represent a diversity of work and conflict resolution styles. Minimum Qualifications: Bachelor’s degree in business administration or similar, and 5-6 years applicable experience, OR a combination of education and experience which demonstrate an ability to perform the functions of the position. 2 years of experience in a manager role with direct reports. Proven project management experience. Preferred Qualifications: Master’s degree Human Resources experience Experience in a higher education and/or public agency setting Application Procedure: To apply, qualified candidates must electronically submit the following materials by clicking the Apply Now button: Letter of Interest Resume or Curriculum Vitae Contact information for at least three professional references Application Deadline: Priority consideration will be given to candidates who submit all materials by 11:55 p.m. on September 27, 2023. Any inquiries about this recruitment can be directed to careers@humboldt.edu or Cal Poly Humboldt’s Human Resources Office at (707) 826-3626. Cal Poly Humboldt sits on the traditional homelands of the Wiyot people in what is currently called Arcata, CA. The Wiyot people call the area Goudi’ni (over in the woods). Cal Poly Humboldt was the first campus in the California State University system to offer a stand-alone major in Native American Studies. Cal Poly Humboldt is committed to enriching its educational environment and its culture through the diversity of its staff, faculty, and administration. Persons with interest and experience in helping organizations set and achieve goals relative to diversity and inclusion are especially encouraged to apply. Working in the state of California is a condition of employment for this position. Even if part or all of an employee's assignment can be performed remotely, the employee must maintain a permanent residence in the state of California. The employee must be able to accept on-campus work assignment, as assigned, and come to campus when needed. CSU strongly recommends that all individuals who access any in-person program or activity (on- or off-campus) operated or controlled by the University follow COVID-19 vaccine recommendations adopted by the U.S Centers for Disease Control and Prevention (CDC) and the California Department of Public Health (CDPH) applicable to their age, medical condition, and other relevant indications and comply with other safety measure established by each campus. The systemwide policy can be found at CSU Vaccination Policy and any questions you have may be submitted to hr@humboldt.edu . Cal Poly Humboldt hires only individuals lawfully authorized to work in the United States. This position may be considered a “Campus Security Authority”, pursuant to the Clery Act, and is required to comply with the requirements set forth in CSU Executive Order 1107 a condition of employment. CAL POLY HUMBOLDT IS NOT A SPONSORING AGENCY FOR STAFF OR MANAGEMENT POSITIONS (e.g. H1-B VISAS) Evidence of required degree(s), certification(s), or license(s) is required prior to the appointment date. Satisfactory completion of a background check (including a criminal records check, employment verification, and education verification) is required for employment. Cal Poly Humboldt will issue a contingent offer of employment to the selected candidate, which may be rescinded if the background check reveals disqualifying information, and/or if it is discovered that the candidate knowingly withheld or falsified information. Certain positions may also require a credit check, motor vehicle report, and/or fingerprinting through Live Scan service. Failure to satisfactorily complete or adverse findings from a background check may affect the employment status of candidates or continued employment of current CSU employees who are being considered for the position. This position is a “designated position” in the California State University’s Conflict of Interest Code. The successful candidate accepting this position is required to file Conflict of Interest forms subject to the regulations of the Fair Political Practices Commission.” In reference to the full disclosure letter, please refer to HR 2010-08. Cal Poly Humboldt is committed to achieving the goals of equal opportunity and endeavors to employ faculty and staff of the highest quality reflecting the ethnic and cultural diversity of the state. Additional information about Cal Poly Humboldt can be found at www.humboldt.edu. Cal Poly Humboldt is a Title IX/Affirmative Action/Equal Opportunity employer. We consider qualified applicants for employment without regard to race, religion, color, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, genetic information, medical condition, disability, marital status, protected veteran status, or any other legally protected status. Mandated Reporting: This position may be considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Additionally, all CSU staff and faculty receive training annually on their obligations in responding to and reporting incidents of sexual harassment and sexual violence. You will be notified by email when you are required to take this mandated training. Class Code: 3312 Publication Date: September 15, 2023 Closing Date/Time: Open until filled
