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Principal Human Resource Analyst Position: The Principal Human Resource Analyst supervises professional and/or support staff assigned as part of human resource program responsibility. The role involves overall and long‑range planning, technical training, and staff performance evaluation. It includes leading more difficult projects, addressing technical and public relations aspects, and may receive direction from the Director of Human Resource Services or the Human Resource Services Manager. Incumbents plan, organize, and direct a county‑wide HR program and coordinate with other county departments. The analyst represents the department head on program matters and personally handles more complex or sensitive assignments. Responsibilities Supervises staff; plans and directs county‑wide HR operations; coordinates program elements within the Human Resource Services Department; represents the department head in program‑related matters; handles complex and sensitive assignments; manages long‑term planning and technical training; evaluates staff performance. Qualifications Minimum qualifications for the examination phase: County Service: Current employment and completion of six months continuous service following a regular appointment in the Alameda County classified service (non‑classified includes District Attorney’s Office, Hospital Authority, and the Consolidated Courts). Either I: Equivalent of two years recent full‑time experience as a Human Resources Analyst III or Departmental Personnel Officer II in the Alameda County classified service. Or II: Equivalent of seven years recent full‑time experience performing HR or analytical work, including at least one year in a lead capacity; a bachelor’s degree may substitute for four years of experience. Knowledge and Abilities (entering the examination may include but may not be limited to): Testing and assessment techniques; public relations and marketing strategies; recruitment resources; job analysis; position classification. Survey methods, including statistical application; grievance handling; disciplinary action procedures; labor relations. Alameda County HR Rules and Regulations; structure and operation of County government; basic understanding of computer applications. Statistical methods applied to personnel work; various State and Federal employment guidelines. Abilities: Oral communication – person‑to‑person and presentations before large groups. Written communication – daily correspondence and larger reports/presentations. Decision‑making – build a strong organization; adapt to change; strategic management. Analytical and problem‑solving – use vision, strategy, and innovation to address change. Planning and organization – maximize resources with vision and strategy. Management control/supervision – hiring choices, staff development, evaluations. Leadership – deciding when to lead or work as part of a group; belief in the county mission. Interpersonal sensitivity – fair treatment in all communications. Flexibility – work with change using strategy and innovation; stress tolerance. Strategic management – mission understanding, link HR to organizational outcomes. Human resources development – apply organizational development principles. Employee and labor relations – facilitation and positive relations. Risk management – consultation, negotiation, dispute resolution. Team behavior – build trust relationships. Workforce planning – knowledge of HR laws and policies. Examination components: Step 1 – review of application to verify possession of minimum requirements. Step 2 – oral interview (weighted 100% of final score) which may include situational exercises. Candidates must attain a qualifying rating on each portion. Benefits Eligible management employees receive the following benefits: Medical Plans – County contributes up to the full family premium for a selected HMO; additional premiums paid by employee. Dental Plans – PPO and DMO with coverage up to 50% of standard hours. Vision Benefit – annual eye exam covered for HMO participants. Life Insurance – Basic $25,000; Supplemental up to $1,000,000. Accidental Death & Dismemberment Insurance – policies in $25,000 increments up to $500,000. Flex Dollars – up to $2,300 annually for medical, supplemental life and/or AD&D premiums. Health Flexible Spending Account – pre‑tax contributions up to $10,000 for eligible out‑of‑pocket expenses. Dependent Care Assistance – pre‑tax contributions up to $5,000 annually for child or dependent care. Transit & Parking – pre‑tax benefit of up to $230/month for parking; transit benefit of $120/month for public transportation. Paid Holidays – 11 holidays plus floating holidays; additional management paid leave per union bargaining unit. Vacation & Sick Leave – accrual ranges from two to five weeks; sick leave accrues each pay period. Vacation Purchase Program – option to purchase additional weeks via payroll deduction. Employee Assistance Program – counseling, financial consulting, child and elder care consulting, some legal counseling. Disability and Income Replacement – short‑term and long‑term disability options. Long Term Care – voluntary care options in home, nursing home, assisted living, or adult day care. Job Related Reimbursement – up to $800 per calendar year for training, conferences, publications, tools, and membership dues. Savings Bonds – Series EE and I bonds available via payroll deduction. Retirement – defined benefit plan governed by the 1937 Act. Deferred Compensation – voluntary pre‑tax contribution up to $16,500 annually. Additional Information Veteran’s Preference – submit DD214 form on the day of the oral examination. Reasonable Accommodation – efforts to accommodate qualified individuals with disabilities per FEHA, ADA, and county regulations. Disaster Service Worker – all employees are required to assist during disasters. Background Investigation – may be conducted; convictions reviewed for job relevance. Medical Examination – required before employment; may include drug screening for safety‑sensitive positions. #J-18808-Ljbffr