Human Resources Analyst I/II

Salary: $79,539.00 – $109,158.00 Annually

Location : Palm Desert, CA

Job Type: Full-Time

Job Number: 2023-2018

Department: City Manager

Division: Human Resources

Opening Date: 08/21/2023

Closing Date: 9/5/2023 11:59 PM Pacific

Definition

The City of Palm Desert is an innovative and dynamic organization dedicated to serving residents, visitors, and employees. The Human Resources Division is a key component and partner to foster and maintain the positive workplace culture that has been created. The Human Resources Analyst will join the excellent Human Resources team to be the expert in several human resources fields, including recruitments, employee benefits, new hire orientation, performance evaluations, leaves and using exit and recruitment data to recommend improvements. The Human Resources Analyst will also be assigned special projects to be proactive and respond to needs of the City. The ideal candidate will have experience in Human Resources, be willing to take on new challenges, maintain a positive attitude in difficult situations, and be an ultimate team player. Experience in public sector employee benefits and leaves are a plus, but not a requirement.

Apply today if you are interested in contributing to a dynamic work environment!

Under general supervision (I) or direction (II), performs professional analytical work in the administration of assigned human resources operations, programs, and projects, including recruitment, examination, job analysis, leave and benefit administration, worker’s compensation, classification, compensation, employee relations, labor relations, retirement, and related areas; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED

Receives supervision from the Human Resources Manager. Does not directly or indirectly supervise other professional staff but may supervise or provide work direction and training to subordinate technical or clerical employees.

Class Characteristics

Human Resources Analyst I: This is the entry-level classification in the Human Resources Analyst series. Initially under general supervision, incumbents perform the more routine professional analytical duties related to various human resources projects, programs, and functions while learning to perform the full range of assignments associated with their positions. As experience is gained, assignments become more varied, complex, and difficult. Close supervision and frequent review of work lessens as an incumbent demonstrates skill to perform independently. Positions at this level are not expected to function at the same skill level, and usually exercise less independent discretion and judgment in matters related to work procedures and methods, as compared to the 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. Incumbents are responsible for performing a wide range of human resources analytical tasks. 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 assigned projects and programs. Assignments are given within general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to deliver work products. Work is typically reviewed upon completion for soundness, appropriateness, and conformity to policy and requirements.

Positions in the Human Resources Analyst I/II class series are flexibly staffed and positions at the Human Resources Analyst II level may be filled by advancement from the Human Resources Analyst I level; progression to the Human Resources Analyst II level is subject to management approval and is dependent on the incumbent (i) performing the full range of duties assigned to the II level, and (ii) acquiring the knowledge, skill, and experience necessary to meet the minimum qualifications for the II level of the series.

Examples of Typical Job Functions

Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.

Positions at the Human Resources Analyst I level may perform some of these duties and responsibilities in a learning capacity.

• Performs professional analytical work in the administration of assigned human resources operations, programs, and projects; performs a variety of professional organizational, planning, management, operational, financial, and legislative analytical duties in support of assigned projects, programs, and activities; conducts analyses to identify alternatives and make recommendations regarding such matters as organizational structure, staffing, cost/benefit, productivity, and policy or procedure modifications; evaluates alternatives and develops conclusions.
• Implements sound recruitment, testing, and selection processes by evaluating recruitment materials and sources, developing and administering all phases of the examination process, and assisting hiring departments with the employee selection process; ensures equal employment opportunity for all candidates.
• Advises departments on methods and procedures for improving recruitment and selection processes for their vacant positions; performs job analysis for use in developing job announcements and written, oral, performance, or other selection processes.
• Provides advice and counsel to department directors, managers, supervisors, and employees in the interpretation and correct application of federal, state, and City laws, regulations, policies, MOUs, procedures, and programs; investigates, mediates, and resolves employee complaints.
• Assists with coordinating and administering the City’s employee benefits programs including those related to health, life, dental, vision, long-term disability, employee assistance, and Consolidated Omnibus Budget Reconciliation Act (COBRA) administration for active employees and retirees; acts as liaison to various third-party benefits administrators and health carriers; orients employees regarding benefit programs and insurance coverage.
• Processes and administers employee injury claims and leave requests; receives and files claims; collects information needed and determines type of claim and/or leave eligibility; coordinates with health providers for treatment, if needed; serves as a liaison with third-party administrators.
• Develops, implements, and manages various programs and projects including scope, description, and implementation plans in support of departmental operations; monitors program performance by researching and analyzing operational, fiscal, and technical data and impact to determine feasibility, resolve problems, and increase efficiency; consults with City staff, management, and outside agencies; recommends and implements modifications to systems and procedures.
• Assists in developing departmental goals, objectives, policies, procedures, work standards, and administrative control systems; conducts assessments of new and existing programs and special projects.
• Authors sections of management, operational, and staff reports; may present information to the City Council and other boards, committees, and commissions.
• Conducts a variety of analytical and operational studies, including classification and compensation projects; selects, adapts, and applies appropriate analytical, research, and statistical techniques; evaluates alternatives, makes preliminary recommendations, and assists with the implementation of procedural, administrative, and/or operational changes after approval; prepares comprehensive technical records and reports, identifies alternatives, and makes and justifies recommendations.
• Collects, organizes, and analyzes data for required reporting and auditing.
• Participates as a process expert in research, development, conversion, installation, and maintenance projects for computer applications and systems.
• Attends and participates in professional group meetings; stays abreast of new trends, technologies, and innovations in area(s) of assignment; researches emerging products and enhancements and their applicability to City needs.
• Monitors changes in federal, state, and local regulations, analyzes impact, and recommends and implements policy and procedural changes after approval.
• Serves as a liaison and represents the department and City to local businesses, the public, media, various regulatory agencies, community groups, and other agencies; interprets and explains departmental and programmatic policies and procedures; facilitates the resolution of problems and concerns.
• Participates on boards, committees, and commissions as assigned.
• Receives, investigates, and responds to difficult and sensitive problems and inquiries in a professional manner; identifies and reports findings and takes necessary corrective action.
• May plan, organize, assign, review, and evaluate the work of assigned administrative support staff; may train staff in work procedures; may recommend initial disciplinary action as appropriate.
• May oversee department fiscal administration activities including accounts receivable and payable, payroll, purchasing, and contract administration; may prepare, review, and approve invoices, check requisitions, and purchase orders; may prepares expenditure summary reports and other financial reports as requested.
• Performs other duties as assigned.

Qualifications

Some of the knowledge and ability statements below may apply to a Human Resources Analyst I in a learning capacity.

Knowledge of:

• Applicable federal, state, and local laws, regulatory codes, ordinances, and procedures relevant to assigned area of responsibility.
• Theories, principles, and practices of administration as applied to human resources operations, programs, and projects, including recruitment, examination, job analysis, leave and benefit administration, worker’s compensation, classification, compensation, employee relations, staff development, and related areas.
• Administrative principles and practices, including goal setting, program development, implementation, and evaluation, project management, budget development and administration, and contract administration.
• Organizational and management practices as applied to the analysis, evaluation, development, and implementation of programs, policies, and procedures.
• Principles and techniques of conducting analytical studies, evaluating alternatives, making sound recommendations, and preparing and presenting effective and technical reports.
• Principles and practices of employee leadership and supervision, including work planning, assignment, monitoring, and evaluation, and the training of staff in work procedures.
• Recent and on-going developments, current literature, and sources of information related to assigned programs, projects, and services.
• Record keeping principles and procedures.
• Modern office practices, methods, and computer equipment and applications related to the work.
• English usage, grammar, spelling, vocabulary, and punctuation.
• Techniques for effectively representing the City in contacts with governmental agencies, community groups, and various business, professional, educational, regulatory, and legislative organizations.
• Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.

Ability to:

• Interpret, apply, explain, and ensure compliance with applicable federal, state, and local policies, procedures, laws, and regulations.
• Develop, implement, and manage human resources programs, projects, and activities in an independent and cooperative manner, evaluate alternatives, make sound recommendations, and prepare effective technical and administrative reports.
• Assist in the development of human resources goals, objectives, policies, procedures, and work standards.
• Plan and conduct effective management, administrative, and operational studies.
• Analyze, interpret, summarize, and present administrative and technical information and data in an effective manner.
• Evaluate and develop improvements in operations, procedures, policies, or methods.
• Research, analyze, and evaluate new service delivery methods, procedures, and techniques.
• Prepare clear and concise reports, correspondence, policies, procedures, and other written materials.
• Plan, organize, schedule, assign, train, review, and evaluate the work of technical and/or clerical administrative staff.
• Make accurate arithmetic and statistical computations.
• Effectively represent the department and the City in meetings with the media, governmental agencies, community groups, and various businesses, professional, and regulatory organizations, and in meetings with individuals.
• Establish and maintain accurate databases, records, and files.
• Organize own work, set priorities, and meet critical time deadlines.
• Plan, organize, and carry out assignments from management staff with minimal direction.
• Effectively use computer systems, software, and modern business equipment to perform a variety of work tasks.
• Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
• Communicate effectively in English, both orally and in writing.
• Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Human Resources Analyst I/II: Equivalent to graduation from an accredited four-year college or university with major coursework in human resources, industrial psychology, business or public administration, or a related field.

Human Resources Analyst I: At least one year of prior human resources experience. Professional human resources analytical experience and experience in the public sector is preferred.

Human Resources Analyst II: Two (2) years of increasingly responsible human resources analytical experience equivalent to that of a Human Resources Analyst I in the City of Palm Desert.

Licenses and Certifications:

• Possession of, or ability to obtain, a valid California driver’s license by the time of appointment may be required for certain assignments.

Physical Demands

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and to visit various City and meeting sites (if required of the assignment); vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification although standing and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 10 pounds with the use of proper equipment. Reasonable accommodations will be made for individuals on a case-by-case basis.

Environmental Elements

Employees work in an office 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.

The City of Palm Desert offers a competitive benefits package to all employees. These benefits include:

• Competitive salary ()
• Medical, dental and vision coverage for employee and dependents (up to 100% paid by employer)
• 12 paid holidays annually
• 12 paid sick days annually
• Two weeks of annual paid vacation, additional vacation available for Management positions
• The City does not participate in the Social Security program, except for the mandatory 1.45% Medicare contribution.
• 2% @ 62 CalPERS retirement, 2% @ 55 for Classic Members
• IRC 125 Cafeteria Plan (flexible spending plans)
• Life insurance (equal to annual salary)
• Longterm Disability Plan
• Accidental Death & Dismemberment Coverage
• Retiree Health Savings Plan: 1% Employee Contribution, 1% Employer Match
• Voluntary Deferred Compensation Program
• Tuition Reimbursement Program
• Employee Assistance Program
• Rideshare Incentive Program
• Qualified employer for PSLF Program eligibility

01

Instructions for completing the supplemental questionnaire: Responses to the questions below will be used to determine your eligibility to advance in the recruitment process. An attached resume is not an acceptable substitution for a completed application. Please do not type “see resume” or “see application” in your responses. Incomplete responses, false statements, or omissions may result in disqualification in the selection process. By continuing in the process, you are certifying that all information provided in the application and supplemental questionnaire is true to the best of your knowledge. Select “Yes” to reflect that you have read and understand this statement.

• Yes
• No

02

What do you consider your areas of Human Resources expertise?

03

At the City of Palm Desert, we believe and cultivate a culture that all employees are leaders regardless of their position. Please describe your leadership style and share an example of when you used this style to lead a team or project.

04

As a human resources professional, who are your customers and how do you engage, respond, and meet their needs?

05

Besides Microsoft Office products, what technology do you use and how is it beneficial in your current or past role(s)?

06

APPLICANT’S ACKNOWLEDGMENT – NOTIFICATION VIA EMAIL: I understand that it is my responsibility to check my email, including junk mail or spam folders, for any communication from the City of Palm Desert. Communication will be sent via email to the email address I have provided on my application. Select “Yes” to reflect that you have read, understand, and agree to this statement.

• Yes
• No

Required Question