Human Resources Analyst

Salary : $75,150.40 – $98,924.80 Annually

Location : Roseville, CA

Job Type: Full-Time Regular

Job Number: 23-11

Department: Administration

Division: Human Resources

Opening Date: 08/24/2023

Closing Date: 9/10/2023 11:59 PM Pacific

Recruitment Information: The most qualified candidates will be invited to participate in a panel interview tentatively scheduled for mid-late September.

Additional Position Information: This position is responsible for the majority of the Court’s recruitment activities; experience with NEOGOV is highly desirable.

Job Summary
The Human Resources (HR) Analyst at the Placer Superior Court is a member of a small team who are charged with a wide variety of responsibilities impacting court personnel. Reporting to the HR Director, this generalist role involves diverse responsibilities including a strong focus on recruitment, as well as duties in benefits administration, leave management, policy analysis, classification and compensation, and HRIS. We are seeking an individual who is meticulous, customer-focused, and works well as part of a team. The ideal candidate must be able to demonstrate a pattern of collaboration, adaptability, and initiative on a daily basis. Strong communication, time management, and organizational skills are essential. Experience with NEOGOV and ADP is desirable.

DEFINITION
Under general direction of the Human Resources Director, this at-will professional level position performs analytical support work in areas such as recruitment, selection, classification, salary administration, benefits administration, equal employment opportunity, labor relations, employee development, training, payroll and other human resource programs.

DISTINGUISHING CHARACTERISTICS
This is a journey level position in the Human Resources Division. Incumbents perform professional level analytical work in a variety of assignments related to human resource administration. Incumbents work under limited direction to perform most duties independently based on general policies, procedures and standards. Incumbents may be required to make decisions that impact the development of new techniques, processes and procedures. Priorities are established by the Human Resources Director and Court needs. Incumbents do not typically supervise other employees in the Court but provide direction and guidance.
The class is distinguished from the higher-level Human Resources Director class in that the latter is at the management level, requiring extensive knowledge to perform more difficult and complex duties and have responsibility for mentoring, assigning and reviewing work of Human Resources Division. This class is distinguished from the Court Services Analyst class in that the latter class performs generalist analytical work in the areas of facilities, systems, management analysis, budget, and other administrative related functions.

EMPLOYMENT AT-WILL
The Human Resources Analyst classification is established as an “at-will” position and, as such, the incumbent serves at the pleasure of the Court Executive Officer. The Court Executive Officer has the right to terminate the employment of any incumbent in the position of Human Resources Analyst at any time, with or without advanced notice, and with or without cause.
Essential Functions
ESSENTIAL FUNCTIONS, RESPONSIBILITIES, KNOWLEDGE AND ABILITIES

When assigned, the essential functions and tasks listed below must be accomplished effectively, are standard and may not be inclusive of all functions and tasks that may be assigned. The Court reserves the right to assign or reassign duties as required to achieve business and operational objectives. Essential functions and tasks may include, but are not limited to those listed below:

• Assists in the development and implementation of the recruitment and selection plans; designs and coordinates preparation of examination announcements, brochures and advertisements; develops selection criteria to rank applicants.
• Assists in the administration of the Court’s benefit programs and processes transactions accurately related to employee benefits.
• Conducts classification studies involving analysis of position; writes class specifications; conducts surveys; presents recommendations to managers, employee organizations and affected employees.
• Assists the Human Resources Director in researching, planning, developing and implementing new programs and services through strategic planning.
• Assists in the administration of the Court’s salary program and processes transactions accurately related to employee’s compensation.
• Conducts compensation analysis studies; evaluates salaries and benefits provided to comparable classes in the relevant labor market; recommends changes in salaries and/or benefits and provides analysis regarding impact on related classifications.
• Interprets and applies personnel policies, rules, regulations and provisions of labor agreements.
• Provides consultation to division representatives on personnel, employee relations and equal employment issues.
• Conducts new hire orientations and various trainings as assigned.
• Assists in preparing and processing personnel transactions and maintaining records for safety and workers’ compensation and assists with processing of State Disability Insurance/Paid Family Leave and workers’ compensation claims.
• Operates and maintains the personnel records system.
• Audits vendor statements for payment of benefits.
• Interprets and applies employment related laws, statutes and rules including but not limited to the Family Medical Leave Act, California Family Rights Act, Pregnancy Disability Leave, Americans with Disabilities Act (ADA), ADA Amendments Act and the Fair Employment and Housing Act.
• Responds to employee and management inquiries into various human resource programs, policies, procedures, rules and laws.
• Reviews, interprets and applies CalPERS employer and member account regulations. Assists with eligibility, enrollment and reporting within myCalPERS.
• As needed, processes bi-weekly payroll in automated payroll system; audits and records entries and adjustments for timesheets, wages and deductions; reviews payroll register and reports for accuracy; and processes payroll liabilities.
• Maintains effective and positive working relationships with employees, management and other encountered in the performance of duties.
• Maintains exceptional attendance and punctuality.
• Provides back-up support to other Human Resources Division staff.
• Performs other duties as assigned.

JUDGMENT AND RESPONSIBILITY
Incumbents work under limited supervision and direction to perform most duties within established policies, procedures, standards and legislation. Incumbents must maintain confidentiality and must use sound judgment in performing assigned duties. The work requires the analysis and evaluation of problems with available alternative solutions and may involve the occasional development of new techniques and procedures. Incumbents have a crucial role in ensuring the objectives and goals under the purview of the Human Resources Division are met. Erroneous decisions or failure to achieve objectives may result in serious delays and/or considerable expenditure of resources, strained employer-employee relations as well as litigation against the Court.Knowledge Of:

• Principles and practices of public sector human resources personnel administration.
• Functional responsibilities of a human resources division/department.
• Principles, procedures, practices, and terminology used in payroll and general accounting.
• Organizational principles and relationships.
• Job analysis principles, practices and techniques.
• Recruitment and selection techniques and practices.
• Principles, practices and methods of position classification and salary analysis.
• Appeal and grievance processing practices
• Scope of bargaining and practices governing employer/employee relations.
• Employment laws and regulations in the public sector environment.
• Principles and practices of public sector benefit program administration
• Performance appraisal, training needs assessment, organizational development design and behavior modification.
• Principles and practices of risk management, safety, workers compensation and liability.

Ability To:

• Provide assistance to management and employees on a variety of human resource and payroll-related matters.
• Train and assist department staff.
• Develop and implement effective recruitment plans and valid selection processes.
• Write class specifications.
• Develop written, oral and performance examinations.
• Conduct staffing and organizational analysis.
• Prepare and present clear and concise reports, correspondence, recommendations.
• Conduct salary analysis and make sound compensation recommendations.
• Read and accurately interpret rules, regulations and legislation/laws.
• Provide consultation to managers on personnel issues.
• Understand program objectives in relation to Court goals and procedures.
• Communicate effectively both verbally and in writing with all Court staff, outside agencies, vendors, and judicial officers.
• Work independently under limited direction.
• Collect and analyze information and make sound recommendations and decisions.
• Set priorities and complete projects in a timely manner.
• Effectively utilize computer and software including e-mail, word processing and spreadsheet software applications such as Microsoft Outlook, Word and Excel.
• Work under pressure and deal with emotional/ and/or confrontational situations.

Qualifications
Minimum Qualifications:

A Bachelor’s Degree or successful completion of 24 upper division credits from an accredited college or university in human resources, business or public administration, finance, or a closely related field to the intent of the job;

AND

Two (2) years of experience in the substantial human resources practice including leaves (FMLA/CFRA/ADA), employee/labor relations, and/or recruitment and selection, preferably in a public sector environment.

Note: Additional qualifying experience may substitute for education on a year-for-year basis. A certificate from a recognized human resources professional association may substitute for 24-upper division credits providing the program courses and requirements are equivalent.

Desirable Qualifications

• Working knowledge of NEOGOV & ADP Workforce Now

Supplemental Information
Physical Requirements:
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Occasional lifting and moving of objects weighting up to 25 pounds;
• Ability to sit, stand, and/or walk for long periods of time;
• Ability to move from one place to another place within a facility;
• Periodically required travel to other locations;
• Some reaching for items above and below desk level;
• Talk and hear;
• Use hands to finger, handle, feel or operate objects, tools or controls;
• Perform repetitive movements of hands or wrists;
• Specific vision abilities required for this job include close vision and the ability to adjust focus; and
• The incumbent may be required to work additional hours.

Working Conditions:
Job duties are generally performed in an indoor office setting with environmental controls. Assigned work is performed in a standard court setting with open cubicles and/or offices. Assigned incumbents are expected to work inside buildings, alone, or closely with others. Routine noises and noise levels occur within the work environment. This classification may be required to travel and/or work at other Placer Superior Court locations, and to travel to attend professional meetings and/or events.

Normal Court business hours: 8:00 a.m. to 5:00 p.m., Monday through Friday. This position may require long hours and some weekend work. Alternate work shifts may occur.

This document is intended to describe the general nature and level of work performed by the incumbent assigned to this job classification. It is not intended to provide an exhaustive list of all duties and responsibilities of the incumbent, nor is it intended to limit the authority of the supervisor or manager to assign or direct the activities of the employee.

Note: Reasonable accommodation may be available to a qualified individual with disability that will enable him/her to perform the essential functions of the Human Resources Analyst classification. If reasonable accommodation is required to participate in the recruitment process or to perform any of the functions and related tasks assigned or which may be assigned, please contact Human Resources Division.

The Placer County Superior Court values its employees and offers the following benefits:

• Vacation Leave: Accruals start at ten (10) days per year (accrual rate and vacation caps are based on years of service.)
• Sick Leave: Twelve (12) days per year.
• Holidays: Fourteen paid holidays per year. If the Court conducts an All-Staff Training Day on the Cesar Chavez holiday, employees receive thirteen (13) paid holidays and one (1) floating holiday.
• Affordable Medical Benefits: The Court offers two (2) Blue Shield PPO medical plans, one (1) Blue Shield EPO medical plan and one (1) Kaiser medical plan. The Court pays 100% of the premium for one Blue Shield PPO plan and the Kaiser plan, regardless of coverage level.
• Dental Insurance: The Court pays 100% of premium for employee and dependents.
• Vision Insurance: The Court pays 100% of premium for employee and dependents.
• CalPERS Retirement: Classic = 2% @ 55; PEPRA = 2% @ 62. Specific benefit formula will be determined per California Public Employees Retirement System regulations. Employees pay 100% employee contribution and the Court pays 100% of employer contribution.
• Life and AD&D Insurance: $50,000 of life insurance and accident insurance is paid by the Court. Voluntary plans are also available, for employees to purchase additional coverage for themselves and their dependents.
• Social Security and Medicare: The Court and the employee both contribute 7.65% of wages toward Social Security and Medicare.
• State Disability and Paid Family Leave Insurances: Partial wage-replacement insurance plans are funded through employee payroll deductions.
• Employee Assistance Program: The Court pays 100% of premium for employee and dependents.
• CalPERS 457 Deferred Compensation Plans: Employer contribution each pay period + both traditional and Roth plans are available for voluntary employee contributions.
• Long-term Disability Plan (Voluntary)
• Flexible Spending Accounts: Pre-tax benefits for qualifying medical and/or dependent expenses. (Voluntary)
• Online Privacy Protection (Voluntary & paid by employer)
• Free Parking (onsite parking in designated areas)
• Flexible Work Schedules (available dependent upon classification)
• Public Service Loan Forgiveness (PSLF): Court employment qualifies for PSLF Program.

01

Certification Statement: By completing the following questionnaire, I hereby attest that all information I have provided is true and complete to the best of my knowledge. I acknowledge that Human Resources staff may contact my employers to verify the information that I have provided. I understand that any misrepresentations, falsifications, or omissions of material facts may subject me to actions including removal from this examination and dismissal during any period of Superior Court employment. Do you agree with this certification statement?

• Yes
• No

02

How many years of professional human resources experience do you have?

03

Describe your professional experience performing recruitment and selection activities (include number of years).

04

Describe your professional experience working with protected leaves of absence (include number of years).

05

Describe your professional experience performing benefits administration activities (include number of years).

06

Describe your professional experience related to classification and compensation (include number of years).

07

Describe your professional experience working with unions and represented employees (include number of years).

Required Question