SENIOR HUMAN RESOURCES ANALYST
Job Specifications
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SANTA
CRUZ COUNTY
DEFINITION
Under
general direction, to perform specialized, complex technical and analytical human
resources work; may be responsible for a major, specialized county-wide
functional area or multiple functional areas in a large department or agency;
to coordinate and direct the work of other staff of
that program; and to do other work as required.
DISTINGUISHING
CHARACTERISTICS
Positions
in this class are typically responsible for a major, specialized county-wide
functional area or multiple functional areas in a large department or
agency. Program areas may include employee relations (which includes salary administration & classification),
employee benefits and leaves of absence, employment services, risk management
or equal employment opportunity. Incumbents are expected to analyze
programs, evaluate program effectiveness, and develop and implement solutions.
Incumbents normally report directly to the Human Resources Director, Deputy
Director, or a division head. While certain positions in this class may entail
supervision of professional and support staff, all incumbents are expected to
carry out complex and specialized analytical and technical work within their
program area with little or no technical supervision. The work of these
positions emphasizes coordination with others, and meeting of program
objectives on a timely basis.
This
class differs from the class of Associate Human Resources Analyst in that
positions in the latter class perform journey level human resources work within
one or more functional areas (e.g., employee relations, salary administration,
classification, employee benefits and leaves of absence, recruitment and
selection, equal employment opportunity, or risk management). This class
differs from the class of Principal Human Resources Analyst in that positions
in the latter class are responsible for managing programs, decentralized
functions, and may act in the absence of the Risk Manager and Assistant
Department Head.
TYPICAL
TASKS
Depending
on assignment, duties may include but are not limited to the following:
·
Conducts and analyzes a variety of surveys and analytical
studies regarding organizational, compensation, classification, benefit and
related issues.
·
Assists in the development and revision of human resources
programs, policies and procedures.
·
Works as a team member to provide varied human resources
staff services directly to operating departments.
·
May develop staff training plans and train staff in
procedural and technical aspects of their jobs; acts as a technical resource to
staff.
·
Represents the department and the County to a variety of
County departments, employees, other governmental agencies and the public.
·
Prepares a variety of written selection materials,
analytical reports, correspondence, policies, procedures and other written
materials.
·
Maintains or directs the maintenance of accurate records
and files.
·
Conducts on-going and specialized studies of complex
problems, makes recommendations for resolution, and implements solutions as
approved. Prepares reports, position papers, and
recommendations for presentation to Board of Supervisors.
·
Provides administrative supervision to subordinates;
provides technical supervision to subordinates within area(s) of expertise.
·
Uses computer to input, store, retrieve and analyze data,
and to prepare correspondence and reports.
·
Keep abreast of legislation, regulations, and case law
pertaining to area of responsibility, and serves as an
internal consultant on such matters.
·
Participates in the analysis of new legislation and
regulations for effect on County programs and operations and prepares
recommendations.
·
May hear
appeals on matters within specialty area.
·
Investigates and responds to complaints and appeals and
prepares related documentation.
·
Provide advice and support to operating departments in
performance, discipline and grievance matters, interpretation of memoranda of
understanding, and interpretation and application of personnel rules,
regulations, policies and procedures.
·
Plans, coordinates and conducts organizational and position
classification studies to determine classification of positions and ensures
that appropriate duties, responsibilities, qualifications and other
requirements are specified; directs and performs the preparation of and
personally prepares class specifications, obtaining appropriate reviews; and
prepares approval documents.
·
Analyzes requests and assignments related to organizational
structure, salary levels, classification, examination procedures and other
human resources functions.
·
Plans, coordinates and conducts large and/or highly
sensitive and political classification studies that may involve multiple job
classes and/or cross departmental lines, recommends allocation of positions to
appropriate classes.
·
Assists departments with organizational issues and resolves
concerns regarding the appropriateness of classification and compensation
levels.
·
Participates in negotiations and provides
assistance to negotiators; conducts and prepares costing analysis;
assists in presenting study results to bargaining unit representatives.
·
Conducts and prepares costing analysis reports in support
of changes to the classification and salary plans.
·
Directs and/or performs the development,
administration, analysis and evaluation of the County’s group insurance
programs including medical, dental, vision, life insurance, long term
disability, and flexible spending accounts and performs day-to-day activities.
·
Prepares and/or directs the preparation of recruitment and
staffing plans, ensuring competent, diverse pool of candidates.
·
Directs and/or performs the development, administration,
analysis and evaluation of written, oral and performance tests and other
selection processes, including directing the organization and oversight of
screening and evaluation of candidates' qualifications, and the selection and
performance of interviewing and performance appraisal boards.
·
Analyzes duties and responsibilities in accordance with
recognized practices to determine job content for purposes of examination
development, position classification, compensation, and performance reviews;
interviews incumbents and supervisors and determines and/or recommends
appropriate testing and allocation of positions.
·
Provides advice, assistance, and monitoring of departmental
equal employment opportunity plans and reasonable accommodations for disabled
employees.
·
Obtains and develops materials for equal employment
opportunity/prevention of sexual harassment training programs and presents
in-house training programs.
·
Develops community networks and directs and participates in
outreach programs to inform the public of employment opportunities and identify
sources of applicants for County jobs. Develops and presents public information
programs to promote an understanding of the issues of ethnic/minority cultures,
women, handicapped and other protected classes.
·
Seeks to secure contract compliance with federal and states
laws for contractors who contract with the County.
EMPLOYMENT STANDARDS
All
assignments:
Knowledge:
·
Thorough knowledge of the subject matter and practices
within an area of specialization, such as employee relations, employee benefits
and leaves of absence, employment services, salary administration,
classification or risk management, or equal employment opportunity.
·
Working knowledge of Federal and State laws and regulatory
agencies within an area of specialization.
·
Working knowledge of the principles and practices of
administrative survey and analysis.
·
Working knowledge of the principles and practices of
training.
·
Working knowledge of basic statistics.
·
Some knowledge of the functional responsibilities of a human
resources department.
·
Some knowledge of the principles and practices of
supervision.
·
Some knowledge of record management systems.
·
Some knowledge of budget preparation and administration.
Abilities:
·
Define problems, collect analyze
and interpret data, and develop alternate solutions to complex problems.
·
Plan, coordinate and initiate actions necessary to
implement recommendations, new regulations, new methods and new procedures.
·
Understand, interpret, explain and apply laws, regulations,
policies and procedures.
·
Establish and maintain effective working relations with
those contacted in the course of work, including other agencies, staff,
departments, contractors and members of the public.
·
Prepare and present a variety of oral and written material
concisely, convincingly, clearly and logically.
·
Exercise initiative, ingenuity, independent analysis and
judgment to solve complex problems.
·
Provide administrative, and if within area of
specialization, technical supervision and training to subordinate staff.
·
Develop and implement record management systems. Input,
store, access and analyze data using computers.
Training
and Experience:
Any
combination of training and experience which would provide the required
knowledge and abilities is qualifying. A typical way to obtain these knowledge and abilities would be:
·
Equivalent to graduation from college with a degree in Human
Resources Administration, Management, Public Administration, Organizational
Development, Psychology, Business Law or a closely related field, and three
years of professional Human Resources experience.
SPECIAL
REQUIREMENTS:
·
Possess and maintain a valid California Class C Driver's License or
provide suitable transportation approved by the appointing authority.
Bargaining
Unit: 08 Exec Mgmt
EEOC Job Category: 02
Occupational Grouping: 87
Worker's Comp Code: 0053