Human Resources Analyst I/II

This Classification is scheduled to receive a 5% COLA effective July 2027. This recruitment will be limited to the first 75 applicants. The recruitment will close upon receiving 75 applications. The Butte County Department of Human Resources is seeking a Human Resources Analyst who is a detail-driven problem solver and is ready to make a meaningful impact across our organization of more than 2,300 allocated positions. In this role, you’ll ensure the accuracy of benefit data in systems such as Workday, EASE and CalPERS, educate employees through both virtual and in-person trainings, and serve as a Human Resources point of contact for CalPERS and other vendor information requests. This position will allow you to support employees during their career with Butte County as well as assist them in their retirement planning journey, meeting with them one-on-one to explain retirement benefit options and provide support into retirement. If you have strong analytical skills, have a passion for benefits administration, enjoy customer service and public speaking, and excel at researching, learning, and recommending solutions, you’ll thrive as part of our three-person benefits team. Interviews are tentatively scheduled for Friday, September 18th, Monday, September 21st, and Wednesday, September 23rd. Candidates invited to first round interviews will receive notification on Tuesday, September 15th. This recruitment is for Level I and II. The salary range for level I is $2,514.40 - $3,369.60 biweekly ($31.43 - $42.12 per hour). The salary range for level II is $2,776.80 - $3,721.60 biweekly ($34.71 - $46.52 per hour). Note: A training and experience evaluation may be utilized to determine an applicant's ranking among qualified candidates. Based upon information provided in this application including responses to supplemental questions, an applicant's education, training and experience (full-time equivalent) may be evaluated. Applicants should provide thoughtful and thorough responses to supplemental questions as they play an important role in this recruitment process. All qualifying work experience that is described or included in responses to supplemental questions MUST also be included and detailed in the "Work Experience" section of this application. "See Resume" is not an acceptable response for any supplemental question. FLSA Level I : Non-Exempt FLSA Level II/III : Exempt

DEFINITION

Under 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 EXERCISED

Receives 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 CHARACTERISTICS

Human Resources Analyst I: This is the entry-level classification in the human resources analyst series. Initially under close supervision, incumbents learn and perform routineduties 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. Human Resources Analyst III: This is the advanced journey-level classification in the Human Resources Analyst series responsible for performing the more complex work assigned to the series, providing training and guidance to new staff, and reviewing and designing procedures to increase efficiency and accuracy of processes in assigned functional area. Incumbents regularly work on tasks which are varied and complex, requiring considerable discretion and independent judgement. Positions in the classification rely on experience and judgement to perform assigned duties. Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to deliver services. Work is typically reviewed upon completion for soundness, appropriateness and conformity to policy and requirements. This class is distinguished from the Principal Human Resources Analyst in that the latter performs the most complex work assigned to the series and serves in a supervisory capacity over assigned administrative, technical, and analyst support staff. Positions in the Human Resources Analyst class series are flexibly staffed; positions at the II- and III-levels may be filled by advancement from the I-level and II-level; progression to the II- and III-levels 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.

EXAMPLES OF TYPICAL JOB FUNCTIONS

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; #J-18808-Ljbffr Butte County