What are the responsibilities and job description for the Human Resources Analyst II position at Butte County?
JOB
This recruitment is for Level IIThe salary range for Level II is $2,448.80 to $3,281.60 biweekly or $30.61 to $41.02 per hour.The current vacancy is on the Department Operations team and will provide direct support to County Departments in multiple areas including performance management, discipline management, ADA and Reasonable Accommodation, data analysis and much more! The selected applicant will also have the opportunity to be part of the team that provides in person trainings to County employees on many different human resources related subjects. FLSA Level II : Exempt DEFINITIONUnder general supervision or direction, performs varied professional work required to administer human resources programs, including recruitment and selection, job analysis and classification, compensation, benefits administration, training and development, equal opportunity and affirmative action compliance, employee relations, and labor relations; provides consulting services to County departments related to assigned human resources programs and activities; and performs related duties as assigned. SUPERVISION RECEIVED AND EXERCISEDReceives general supervision (Human Resources Analyst I) or direction (Human Resources Analyst II) from assigned supervisory or management personnel. Exercises no direct supervision over staff. CLASS CHARACTERISTICSHuman Resources Analyst I: This is the entry-level classification in the human resources analyst series. Initially under close supervision, incumbents learn and perform routine duties related to administering human resources programs while learning County policies and procedures and specific techniques and regulations. As experience is gained, close supervision and frequent review of work lessen as an incumbent demonstrates skill to perform the work independently. Positions at this level are usually assigned to a specific function within human resources and exercise less independent discretion and judgment in matters related to work procedures and methods as compared to a Human Resources Analyst II. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise.Human Resources Analyst II: This is the journey-level classification in the human resources analyst series. Positions at this level are distinguished from the I-level by the performance of the full range of duties as assigned, working independently, and exercising judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit. Positions at this level specialize in supporting specific human resources function(s) and develop a deeper knowledge base of assigned function(s). This class is distinguished from the Senior Human Resources Analyst in that the latter performs the more complex work assigned to the series, serves as an advisor for county departments on human resources issues and functions, and provides technical and functional direction over lower-level staff.Positions in the Human Resources Analyst class series are flexibly staffed; positions at the II-level may be filled by advancement from the I-level; progression to the II-level is dependent on (i) management affirmation that the position is performing the full range of duties assigned to the classification; (ii) satisfactory work performance; (iii) the incumbent meeting the minimum qualifications for the classification including any licenses and certifications; and (iv) management approval for progression to the II-level.
EXAMPLE OF DUTIES
EXAMPLES OF TYPICAL JOB FUNCTIONSTypical functions may include any of the following tasks, knowledge, abilities, and other characteristics. The list that follows is not intended as a comprehensive list; it is intended to provide a representative summary of the major duties and responsibilities. Incumbent(s) may not be required to perform all duties listed, and may be required to perform additional, position-specific tasks.Coordinates and implements recruitment processes for County departments; receives and reviews requisitions; researches past recruitments and confers with departments to ascertain departmental needs; coordinates and/or prepares and posts recruitment bulletins and job announcements; screens resumes and applications and identifies and recommends qualified applicants.Prepares, schedules, and proctors interviews and examinations, including content development and compiling test scores, preparing eligibility lists and candidate information, coordinating and/or conducting interviews, coordinating follow-up pre-employment procedures, and maintaining documentation; communicates with and provides updates to departments and applicants.Administers the County’s multi-tiered benefits and retirement programs; reviews and updates benefit administration processes and implements revised processes after approval.Researches and analyzes benefit plan changes and monitors eligibility and restrictions of plan participation; processes enrollments and withdrawals; monitors, audits, calculates, updates, and balances benefit deductions, payments, and reimbursements for active employees and retirees; prepares and maintains various reports, forms, statements, and correspondence.Receives, reviews, reconciles, and processes vendor billing statements; researches and identifies discrepancies; makes recommendations for adjustments; processes requests for payment and transfer of funds; monitors and reconciles payments received.Communicates and works with employees, retirees, insurance providers, and third-party administrators to respond to and resolve coverage and claim issues.Conducts County-wide benefits open enrollment; prepares, reviews, and updates open enrollment benefit materials and literature.Monitors and ensures adherence of assigned human resources programs and processes with federal, state, and local laws, County policies and procedures, memorandum of understanding (MOU) and employee agreement provisions, and applicable plan documents; provides guidance on interpretation and compliance.Reviews, audits, and reconciles reports from various internal and external sources; researches, collects, analyzes, summarizes, and interprets data; prepares and presents reports, correspondence, memoranda, and other documents.Assists in conducing desk audits and classification studies by gathering and analyzing job data, recommending proper classification, and documenting findings and results; assists in conducing compensation and benefits studies, recommends adjustments, and calculates implementation costs.Assists in labor relations activities including negotiations and contract interpretation.Assists in investigating employee complaints and works with departments regarding disciplinary issues; recommends corrective action.Organizes and maintains accurate and detailed databases, files, and records related to the County's payroll, benefits, and human resources programs; audits and reconciles transactions and data; verifies accuracy of information, researches discrepancies, and records information; coordinates and ensures compliance with established records retention schedules.Conducts analytical and operational studies and special projects; evaluates alternatives and makes recommendations; discusses, consults with, and advises staff and management on recommendations; assists with the implementation of policy, procedural, administrative, and/or operational changes after approval.Attends meetings, conferences, workshops, and training sessions, and reviews publications to remain current on principles, practices, technologies, regulations, and new developments in the field of human resources.Performs related duties as assigned.
SUPPLEMENTAL INFORMATION
PHYSICAL DEMANDSMobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various County sites; primarily a sedentary office classification although standing in work areas and walking between work areas may be required; occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information; ability to lift, carry, push, and pull materials and objects up to 20 pounds.Vision to read printed materials and a computer screen. Hearing and speech to communicate in person and over the telephone. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. WORKING CONDITIONSOffice environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures. EQUIPMENT AND TOOLS UTILIZEDEquipment utilized includes a motor vehicle, personal computer, fax machine, and standard office equipment.Disaster Service WorkerAll Butte County employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the County requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker related training as assigned, and to return to work as ordered in the event of an emergency.
This recruitment is for Level IIThe salary range for Level II is $2,448.80 to $3,281.60 biweekly or $30.61 to $41.02 per hour.The current vacancy is on the Department Operations team and will provide direct support to County Departments in multiple areas including performance management, discipline management, ADA and Reasonable Accommodation, data analysis and much more! The selected applicant will also have the opportunity to be part of the team that provides in person trainings to County employees on many different human resources related subjects. FLSA Level II : Exempt DEFINITIONUnder general supervision or direction, performs varied professional work required to administer human resources programs, including recruitment and selection, job analysis and classification, compensation, benefits administration, training and development, equal opportunity and affirmative action compliance, employee relations, and labor relations; provides consulting services to County departments related to assigned human resources programs and activities; and performs related duties as assigned. SUPERVISION RECEIVED AND EXERCISEDReceives general supervision (Human Resources Analyst I) or direction (Human Resources Analyst II) from assigned supervisory or management personnel. Exercises no direct supervision over staff. CLASS CHARACTERISTICSHuman Resources Analyst I: This is the entry-level classification in the human resources analyst series. Initially under close supervision, incumbents learn and perform routine duties related to administering human resources programs while learning County policies and procedures and specific techniques and regulations. As experience is gained, close supervision and frequent review of work lessen as an incumbent demonstrates skill to perform the work independently. Positions at this level are usually assigned to a specific function within human resources and exercise less independent discretion and judgment in matters related to work procedures and methods as compared to a Human Resources Analyst II. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise.Human Resources Analyst II: This is the journey-level classification in the human resources analyst series. Positions at this level are distinguished from the I-level by the performance of the full range of duties as assigned, working independently, and exercising judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit. Positions at this level specialize in supporting specific human resources function(s) and develop a deeper knowledge base of assigned function(s). This class is distinguished from the Senior Human Resources Analyst in that the latter performs the more complex work assigned to the series, serves as an advisor for county departments on human resources issues and functions, and provides technical and functional direction over lower-level staff.Positions in the Human Resources Analyst class series are flexibly staffed; positions at the II-level may be filled by advancement from the I-level; progression to the II-level is dependent on (i) management affirmation that the position is performing the full range of duties assigned to the classification; (ii) satisfactory work performance; (iii) the incumbent meeting the minimum qualifications for the classification including any licenses and certifications; and (iv) management approval for progression to the II-level.
EXAMPLE OF DUTIES
EXAMPLES OF TYPICAL JOB FUNCTIONSTypical functions may include any of the following tasks, knowledge, abilities, and other characteristics. The list that follows is not intended as a comprehensive list; it is intended to provide a representative summary of the major duties and responsibilities. Incumbent(s) may not be required to perform all duties listed, and may be required to perform additional, position-specific tasks.Coordinates and implements recruitment processes for County departments; receives and reviews requisitions; researches past recruitments and confers with departments to ascertain departmental needs; coordinates and/or prepares and posts recruitment bulletins and job announcements; screens resumes and applications and identifies and recommends qualified applicants.Prepares, schedules, and proctors interviews and examinations, including content development and compiling test scores, preparing eligibility lists and candidate information, coordinating and/or conducting interviews, coordinating follow-up pre-employment procedures, and maintaining documentation; communicates with and provides updates to departments and applicants.Administers the County’s multi-tiered benefits and retirement programs; reviews and updates benefit administration processes and implements revised processes after approval.Researches and analyzes benefit plan changes and monitors eligibility and restrictions of plan participation; processes enrollments and withdrawals; monitors, audits, calculates, updates, and balances benefit deductions, payments, and reimbursements for active employees and retirees; prepares and maintains various reports, forms, statements, and correspondence.Receives, reviews, reconciles, and processes vendor billing statements; researches and identifies discrepancies; makes recommendations for adjustments; processes requests for payment and transfer of funds; monitors and reconciles payments received.Communicates and works with employees, retirees, insurance providers, and third-party administrators to respond to and resolve coverage and claim issues.Conducts County-wide benefits open enrollment; prepares, reviews, and updates open enrollment benefit materials and literature.Monitors and ensures adherence of assigned human resources programs and processes with federal, state, and local laws, County policies and procedures, memorandum of understanding (MOU) and employee agreement provisions, and applicable plan documents; provides guidance on interpretation and compliance.Reviews, audits, and reconciles reports from various internal and external sources; researches, collects, analyzes, summarizes, and interprets data; prepares and presents reports, correspondence, memoranda, and other documents.Assists in conducing desk audits and classification studies by gathering and analyzing job data, recommending proper classification, and documenting findings and results; assists in conducing compensation and benefits studies, recommends adjustments, and calculates implementation costs.Assists in labor relations activities including negotiations and contract interpretation.Assists in investigating employee complaints and works with departments regarding disciplinary issues; recommends corrective action.Organizes and maintains accurate and detailed databases, files, and records related to the County's payroll, benefits, and human resources programs; audits and reconciles transactions and data; verifies accuracy of information, researches discrepancies, and records information; coordinates and ensures compliance with established records retention schedules.Conducts analytical and operational studies and special projects; evaluates alternatives and makes recommendations; discusses, consults with, and advises staff and management on recommendations; assists with the implementation of policy, procedural, administrative, and/or operational changes after approval.Attends meetings, conferences, workshops, and training sessions, and reviews publications to remain current on principles, practices, technologies, regulations, and new developments in the field of human resources.Performs related duties as assigned.
SUPPLEMENTAL INFORMATION
PHYSICAL DEMANDSMobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various County sites; primarily a sedentary office classification although standing in work areas and walking between work areas may be required; occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information; ability to lift, carry, push, and pull materials and objects up to 20 pounds.Vision to read printed materials and a computer screen. Hearing and speech to communicate in person and over the telephone. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. WORKING CONDITIONSOffice environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures. EQUIPMENT AND TOOLS UTILIZEDEquipment utilized includes a motor vehicle, personal computer, fax machine, and standard office equipment.Disaster Service WorkerAll Butte County employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the County requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker related training as assigned, and to return to work as ordered in the event of an emergency.
Salary : $31 - $41
