DEFINITION

Under general supervision, performs a variety of professional and analytical activities in support of the Court’s Human Resources Administration.

DISTINGUISHING CHARACTERISTICS

Human Resources Analyst I: Is the entry level of the Human Resource Analyst flexible classification series. Incumbents perform professional assignments in all areas of human resources while learning Court policies and procedures, as well as specific techniques and legal requirements related to personnel management. As experience is gained, duties are performed with a significant degree of independence under general supervision. Incumbents are expected to carry out their responsibilities with initiative and creativity, exercising sound professional judgment and problem-solving skills.

Human Resource Analyst II is the journey level position of the Human Resource Analyst flexible classification series. Incumbents are expected to work independently and exercise sound judgment in the performance of all areas of human resources. Duties are performed with a significant degree of independence under general supervision. Incumbents are expected to carry out their responsibilities with initiative and creativity, exercising sound professional judgment and problem-solving skills.

Essential Functions

LEVEL I

• Interprets and explains policies, procedures, and regulations to management, staff, and members of the public.
• Plans and implements standard recruitment and selection activities; administers job-related selection procedures, including but not limited to application reviews, written and performance interviews; drafts and executes examination plans; develops job announcements, advertisements, bulletins, and other recruitment materials; attends job fairs; requests background and reference checks and evaluates results; ensures that all phases of recruitment and selection comply with application federal, state, local laws, regulations, policies, and guidelines; makes job offers to successful candidates; responds to applicant and candidate questions and concerns; generates notices to applicants and candidates.
• Conducts position classification studies; audits and prepares new or modified job analysis documents and class specifications; conducts surveys and studies regarding compensation and other human resources administrative matters;
• Investigates and monitors workers’ compensation claims; monitors worker’s compensation and occupational health and safety programs and recommends changes to improve programs efficiency and effectiveness; provides guidance to court management and staff regarding workers’ compensation claims; drafts medical and/or psychological re-evaluation, accommodation, and release letters; represents the Court at workers’ compensation hearings and meetings; works with third party administrators to ensure investigation, medical appointments, and vocational rehabilitation are assigned and conducted by appropriate agencies and professionals.
• Assists with special studies and preparation of reports as assigned.
• Answers routine correspondence and questions relating to the Court's human resource administration.
• Makes oral presentations to interested groups requesting human resource information or training; assist in coordinating and providing training programs.
• Investigates allegations of employee misconduct, harassment, and discrimination and provides findings and recommendations to management; researches and develops recommendations regarding employee relations procedures, issues and cases, such as grievances, disciplinary actions, and contract applications and interpretation; conducts confidential interviews;
• Advises managers and supervisors on employee relations and discipline processes to ensure compliance with rules, policies and procedures; drafts and reviews counseling memos, employee corrective action documents, proposed disciplinary action letters; advises managers and supervisors on discipline; provides employee job performance counseling to Court management;
• Utilizes a personal computer, HRIS, applicant tracking, payroll system, and other court related software.
• Reviews and ensures performance evaluations are in compliance with policies.
• May serve as back-up to the Payroll Coordinator and Benefits and Payroll Administrator.
• Perform other job-related duties as assigned.

LEVEL II

• Identifies and analyzes issues related to organizational structure, salary levels, classification, examining procedure, and other human resource related activities.
• Interprets and explains policies, procedures, and regulations to management, staff, and members of the public.
• Plans and implements standard recruitment and selection activities; administers job-related selection procedures, including but not limited to application reviews, written and performance interviews; drafts and executes examination plans; develops job announcements, advertisements, bulletins, and other recruitment materials; attends job fairs; requests background and reference checks and evaluates results; ensures that all phases of recruitment and selection comply with application federal, state, local laws, regulations, policies, and guidelines; makes job offers to successful candidates; responds to applicant and candidate questions and concerns; generates notices to applicants and candidates.
• Develops and evaluates recommendations for human resource problems; prepares reports of findings and recommended solutions.
• Evaluates and reviews the need for specific training programs; and researches and develops curriculum for training; coordinates and provides training programs for Court staff; tracks and maintains logs of training provided; and oversees and monitors vendor training programs.
• Evaluates and reviews job descriptions; interviews incumbents and supervisors; analyzes the duties and responsibilities of a position for classification purposes; and determines and recommends the proper allocation of positions.
• Investigates and monitors workers’ compensation claims; monitors worker’s compensation and occupational health and safety programs and recommends changes to improve programs efficiency and effectiveness; provides guidance to court management and staff regarding workers’ compensation claims; drafts medical and/or psychological re-evaluation, accommodation, and release letters; represents the Court at workers’ compensation hearings and meetings; works with third party administrators to ensure investigation, medical appointments, and vocational rehabilitation are assigned and conducted by appropriate agencies and professionals.
• Assists with the Courts Equal Employment Opportunity Program, Labor Relations, Safety, and other special employment projects.
• Counsels job applicants on employment opportunities and standards.
• Investigates allegations of employee misconduct, harassment, and discrimination and provides findings and recommendations to management; researches and develops recommendations regarding employee relations procedures, issues and cases, such as grievances, disciplinary actions, and contract applications and interpretation; conducts confidential interviews;
• Conducts special studies and prepares reports as assigned.
• Advises managers and supervisors on employee relations and discipline processes to ensure compliance with rules, policies and procedures; drafts and reviews counseling memos, employee corrective action documents, proposed disciplinary action letters; advises managers and supervisors on discipline; provides employee job performance counseling to Court management;
• Answers correspondence and questions relating to the human resource program.
• Makes oral presentations to interested groups requesting human resource information or training.
• Utilizes a personal computer, HRIS, applicant tracking, payroll system, and other court related software.
• May serve as back-up to the Payroll Coordinator and Benefits and Payroll Administrator.
• Perform other job-related duties as assigned.

Minimum Qualifications

HUMAN RESOURCES ANALYST I

Education: Graduation from an accredited college or university with a major in Human Resources Management, Public Administration, Business Administration, or related field.

Experience: One (1) year of experience in one or more human resources functions. Two (2) additional years of experience may be substituted for education requirement.

License: Possess and maintain a valid California Class C Driver License and the ability to maintain insurability under the Court’s vehicle insurance program.

Judgement and Responsibility: Incumbents perform a wide variety of assignments under general direction and are often required to respond to the public or employees of the court. Incumbents work under supervision while in a learning capacity. Erroneous decisions or failure to achieve objectives could have a serious effect upon the administration of the Court's human resources administration. Confidentiality is of utmost importance due to confidential nature of human resource work.

HUMAN RESOURCES ANALYST II

Education: Graduation from an accredited college or university with a major in Human Resources Management, Public Administration, Business Administration, or related field.

Experience: Two (2) years of experience in one or more human resources functions. Two (2) additional years of experience may be substituted for education requirement.

License: Possess and maintain a valid California Class C Driver License and the ability to maintain insurability under the Court’s vehicle insurance program.

Judgement and Responsibility: Incumbents perform a wide variety of assignments under general direction and are often required to respond to the public or employees of the court. The nature of human resource work makes confidentiality of the utmost importance. Assigned duties require the exercise of judgment to choose among possible actions, often without clear precedents. Errors in judgement could require a moderate expenditure of resources to rectify or cause delays in program schedules.

HUMAN RESOURCES ANALYST I/II

Knowledge: Principles, practices and techniques of public personnel administration, administrative techniques including the principles of organization and human resources management; research methods and data analysis techniques; public relations; practices relating to equal employment opportunity; computer usage and all applicable software as it relates to human resource management; principles and practices of sound business communication.

Ability: Gather and analyze data; research, understand, and interpret, Federal and State laws, rules and regulations; make public presentations; follow oral and written instructions; communicate orally and in writing; write clear, concise reports; maintain accurate records; operate a personal computer and applicable software; develop and maintain effective working relationships with management, staff, and members of the public, in person and over the telephone; perform detailed work and meet deadlines.

Selection Procedures