Human Resources Analyst

Under general direction, performs complex, confidential, and technical human resources work in support of District-wide programs including recruitment and selection, job analysis and classification, compensation, payroll administration, employee benefits, HRIS administration, training coordination, and employee and labor relations. Provides professional consultation to management and staff; conducts research, analysis, and reporting; ensures compliance with applicable laws and District policies; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED

Receives general direction from the Director of Administrative Services. This position exercises no direct supervision over staff.

FLSA CLASSIFICATION AND EMPLOYMENT STATUS

This position is classified as Non-Exempt under the Fair Labor Standards Act (FLSA) and is designated as At‑Will employment.

CLASS CHARACTERISTICS

This journey-level classification performs the full range of professional human resources duties with minimal supervision. Employees exercise independent judgment and initiative in interpreting policies, resolving routine HR issues, applying human resources best practices, and serve as a technical resource to District staff. Work requires a high level of confidentiality, accuracy, and discretion. Example of Duties The duties listed below are intended as illustrative only. The omission of specific duties does not exclude them from the position if the work is similar, related, or a logical assignment to this classification. The District 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 duties of the job. Administers full-cycle recruitments including applicant screenings, interviews, and hiring activities. Prepares and updates job descriptions; conducts job analyses as needed. Manages onboarding, new employee orientation, background checks, and employment verifications. Processes payroll accurately and timely; audits timekeeping data, wage changes, deductions, and leave balances. Maintains HRIS and related systems including payroll platforms and CalPERS health, retirement, and payroll reporting; audits data for accuracy; resolves discrepancies and prepares required submissions. Supports year-end payroll processes and compliance reporting. Administers employee and retiree benefit programs including health, dental, vision, life, disability, COBRA, qualifying life events, and leave of absence benefits; performs all related enrollment, reporting, and reconciliation duties; assists employees and retirees with benefit questions and enrollment. Communicates and coordinates with third‑party benefits administrators, brokers, and insurance carriers to resolve issues, ensure accurate reporting, and support benefit program administration. Coordinates open enrollment; updates benefit documentation and system records. Provides guidance on District policies, procedures, and employment practices. Leads the intake and investigation of workplace complaints and prepares related documentation in coordination with the Director of Administrative Services. Monitors and maintains compliance with employment laws, safety regulations, I‑9 and recordkeeping requirements, and required training. Conducts classification and compensation analysis, including salary and benefit surveys, and prepares related recommendations. Drafts revisions to personnel policies, procedures, and rules. Coordinates and tracks timely completion of employee performance evaluations. Prepares Personnel Action Forms and maintains personnel files. Assists with workers’ compensation and unemployment claims, reporting, and documentation. Coordinates safety incident reports and supports risk management activities. Conducts research and prepares summaries, reports, and recommendations. Maintains confidential HR records and documentation. Performs other duties as assigned. Typical Qualifications Knowledge of Principles and practices of public‑sector human resources administration, including recruitment, selection, classification, compensation, benefits, payroll, labor relations, and performance management. HRIS and payroll systems (e.g., NeoGov, Paychex, or similar) including CalPERS health and retirement reporting systems. Federal and state employment laws including FLSA, CFRA, ADA, EEO, COBRA, CalPERS guidelines, and workers’ compensation regulations. Methods of research, data collection, and report development. Recordkeeping and personnel file maintenance requirements. Techniques for providing effective and professional service to employees, applicants, and the public. English language usage, grammar, and writing standards. Standard office technology and software. Ability to Perform complex and confidential professional HR work with accuracy and discretion. Interpret and apply laws, regulations, contracts, policies, and procedures. Process payroll accurately and maintain employee data across systems. Conduct investigations and prepare clear, objective documentation. Analyze problems, evaluate alternatives, and make sound recommendations. Maintain confidentiality of sensitive information. Effectively organize and prioritize workload to meet deadlines and operational needs. Communicate clearly and professionally, both orally and in writing. Establish and maintain effective working relationships internally and externally. Education and Experience Any combination of education, training, and experience that would likely provide the required knowledge, skills, and abilities will be considered. A typical way to obtain the required qualifications are: Education: Bachelor’s degree in Human Resources, Business Administration, Public Administration, or a related field. Experience: Three (3) years of increasingly responsible human resources experience, preferably in a public agency environment. Experience with payroll administration and HRIS systems is highly desirable. Licenses and Certifications Possession of a valid California Class C driver’s license is required and must be maintained throughout employment. Employees will be enrolled in the California Department of Motor Vehicles (DMV) Government Employer Pull Notice Program which confirms possession of a valid driver’s license and reflects driving records during the course of employment. Employees must also be insurable with the District’s insurance carrier. Supplemental Information

PHYSICAL DEMANDS

Must possess the ability to: Demonstrate minimum single-eye corrected vision with measurable depth perception. Demonstrate minimum single-ear aided hearing. Primarily perform sedentary work in an office setting although standing in and walking between work areas may be required. Constantly Use finger dexterity to operate standard office equipment and electronic devices. Sit for extended periods and use repetitive hand movements in daily duties. Communicate verbally in person, over the phone, and in group settings. Frequently Bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Lift, carry, push, and pull materials and equipment weighing up to 25 pounds. Operate a motor vehicle. Occasionally Move materials or objects weighing up to 40 pounds with proper equipment and/or staff assistance. Definitions of Frequency Constantly – Activity or condition exists 67 % or more of the time Frequently – Activity or condition exists from 34 % to 66 % of the time Occasionally – Activity or condition exists up to 33 % of the time

MENTAL DEMANDS

Employees are required to use written and oral communication skills; read and interpret data and documents; analyze and solve problems; observe and interpret situations; learn and apply new skills; perform detailed work; manage multiple concurrent tasks and frequent interruptions; meet established deadlines; and interact effectively with staff, the public, and others encountered in the course of work.

ENVIRONMENTAL CONDITIONS

Employees primarily work in an office environment. Office work involves moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset or uncooperative staff, members of the public and/or private representatives while interpreting and enforcing District programs, policies, and regulations. POST-OFFER BACKGROUND CHECK, DRUG SCREENING, AND PHYSICAL EXAMINATION Qualifying candidates must successfully complete a background check. Additionally, a licensed medical professional must certify that the candidate is physically capable of performing the essential duties of the position. As part of the District’s commitment to maintaining a drug‑free workplace, candidates must also successfully complete a post‑offer drug screening in compliance with applicable laws. The post‑offer drug screening and physical examination will be conducted by a medical professional and/or laboratory designated by the District. The District will cover the costs associated with these requirements.

EQUAL EMPLOYMENT OPPORTUNITY

The San Gabriel Valley Mosquito & Vector Control District is an equal employment opportunity employer. The District does not discriminate on the basis of race, religion, color, sex, gender, gender identity, sexual orientation, age, national origin, disability, medical condition, genetic information, veteran status, or any other protected category under federal, state, or local law.

E-VERIFY

The San Gabriel Valley Mosquito and Vector Control District participates in E‑Verify and will provide the federal government with an employee’s Form I‑9 information to confirm that they are authorized to work in the United States. For additional information regarding E‑Verify, please visit

DISCLAIMER

The San Gabriel Valley Mosquito and Vector District reserves the right to modify, delete, augment, or supplement the duties, qualifications, and requirements stated in this classification at its sole and absolute discretion. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position. #J-18808-Ljbffr International Public Management Association for Human Resources