Human Resources Analyst I/II/III - Recruiting

ABOUT THE POSITION

EXAMPLES OF ESSENTIAL DUTIES

• Human Resources Analyst I • In a training capacity, prepare job announcements and advertisements; assist in developing, administering, analyzing, and evaluating written, oral and performance tests; review job applications, rate training and experience, and interview candidates. • Investigate and analyze the duties and responsibilities of positions for job classification and compensation purposes; develop class concepts and prepare and revise class specifications. • Establish job comparability through the gathering, tabulating, and analyzing of salary data, and make preliminary recommendations; perform studies of internal class relationships for compensation purposes. • Review and make recommendations on proposed human resources transactions, including such matters as advanced step hiring; research human resources practices and regulations, and serve as an informational resource to County agencies/departments. • May prepare training materials for employee development presentations and assist in conducting training; prepare reports and correspondence; maintain records, logs, and files. Human Resources Analyst II • Prepare recruitment and selection plans and materials; develop, administer, analyze and evaluate written, oral and performance tests; review job applications, rate training and experience, and interview candidates. • Investigate and analyze the duties and responsibilities of positions for job classification and compensation purposes; develop class concepts and prepare and revise class specifications. • Establish job comparability through the gathering, tabulating and analyzing of salary data, and make preliminary recommendations; perform studies of internal class relationships for compensation purposes. • Review and make recommendations on proposed human resources transactions including such matters as advanced step hiring; confer with departmental officials on human resources practices and issues. • Assist in the development and establishment of standard human resources practices and employee benefits and services programs; conduct special studies and investigations. • May prepare training materials for employee development and assist in conducting training. • Prepare reports and correspondence; maintain records, logs and files. Human Resources Analyst III • Develop, administer, analyze, and evaluate written, oral and performance tests; perform specialized research in test development; investigate, analyze and report on the duties and responsibilities of general, unusual or specialized positions for job classification and salary purposes. • Perform the more difficult work related to the development of class specifications and allocation standards; conduct large-scale departmental or countywide classification studies. • Gather, tabulate and analyze salary data and prepare preliminary recommendations; review and make recommendations on proposed human resources transactions, including such matters as advanced step hiring. • Confer with departmental officials on human resources practices and problems; assist in the development and establishment of standard personnel practices. • Perform specialized research in public human resources administration; perform studies and make recommendations regarding staff utilization. • May prepare training materials for employee development and assist in conducting training. • Prepare reports, manuals, articles, and correspondence; maintain records, logs and files.

MINIMUM QUALIFICATIONS

• HUMAN RESOURCES ANALYST I OPTION I Education: Graduation from an accredited college or university with a bachelor's degree or equivalent education (minimum completed units equaling 120 semester/180 quarter). Technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units). Experience: At least 6 months of recruiting experience. OPTION II Experience: Four years of technical, paraprofessional or professional human resources experience that includes at least 6 months of recruiting experience. HUMAN RESOURCES ANALYST II OPTION I Education: Graduation from an accredited college or university with a bachelor's degree or equivalent education (minimum completed units equals 120 semester/180 quarter). Additional qualifying technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units). Experience: One year of professional human resources experience (at the County of Riverside Human Resources Analyst I level or above) that includes at least 6 months of recruiting experience. (Completion of graduate level courses from an accredited college or university may substitute for the required experience on the basis of 24 semester or 36 quarter units equaling one year of experience.) OPTION II Education: Graduation from an accredited college or university with a bachelor's degree or equivalent education (minimum completed units equals 120 semester/180 quarter). Additional qualifying technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units). Experience: Two years as a Human Resources Technician with the County of Riverside that includes at least 6 months of recruiting experience. (Completion of graduate level courses from an accredited college or university may substitute for the required experience on the basis of 24 semester or 36 quarter units equaling one year of experience.) HUMAN RESOURCES ANALYST III Education: Graduation from an accredited college or university with a bachelor's degree or equivalent education (minimum completed units equaling 120 semester/180 quarter). Additional qualifying technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units). Experience: Two years of professional human resources experience (at the County of Riverside Human Resources Analyst I level or above), or one year equivalent to the County of Riverside Human Resources Analyst II that includes at least 6 months of recruiting experience. (Completion of graduate level courses from an accredited college or university may substitute for up to one year of the required experience on the basis of 24 semester or 36 quarter units equaling one year of experience.) ALL OPTIONS Clerical experience does not qualify. Knowledge of: The principles and practices of public administration, organization and management; the principles and practices of public human resources administration including job classification, salary administration, recruitment and selection, examining, interviewing, and affirmative action; the development, analysis and evaluation of tests and test materials; occupations found in the public services and their job requirements; modern office methods and procedures; the application of statistical methods to human resources work; the techniques of job analysis for position classification, recruitment and selection. Ability to: Develop, administer, analyze, and evaluate tests for a variety of occupations; study and analyze jobs in a variety of occupations and make sound classification decisions; collect data, analyze it objectively, present it clearly, and prepare sound recommendations and reports; understand, interpret and apply human resources laws, rules, regulations, standards, and procedures; explain human resources procedures and adjust complaints; secure cooperation of operating officials in accepting and carrying out sound human resources management practices; keep abreast of developments in the field of public human resources administration; speak and write effectively. Other Requirements All Levels Experience : At least 6 months of recruiting experience is required for all levels. License/Certificate: Possession of a valid California Driver's License may be required. Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), or other relevant human resources related certification is desired. TESTING REQUIREMENTS Candidates may be required to successfully pass the new HR Analytical Skills assessment as part of the application process for this position. The test must be taken through the NeoGov recruiting system. Candidates who meet the position requirements will be emailed a link to take the online test. It is strongly recommended that all candidates maintain a valid email in their contact information on their NeoGov account. It is important that the instructions provided in the email are followed exactly. We expect all candidates to uphold the highest standards of integrity and to complete the exam independently, relying solely on their own knowledge and skills. Any attempt to cheat—including using web browsers, external resources, seeking assistance, or copying answers—is a breach of this standard and may result in disqualification. To ensure fairness, we reserve the right to require candidates to take or retake the exam under in-person proctored conditions. Those that have successfully passed the previous HR Analyst Written Assessment may be exempt from the new assessment.

SUPPLEMENTAL INFORMATION

APPLICATION INFORMATION

• Veteran's Preference The County has a Veterans Preference Policy applicable to new hires. To qualify, attach the required documents to your job application. Documents include a copy of your (or your spouse's) Member-4 Form DD-214 indicating dates of service. For spousal preference, and as applicable, the following documents: a copy of your marriage certificate, spouse's death certificate, a letter of spouse's disability and/or letter of service-related death (if available) from the U.S. Veteran's Administration. For privacy reasons, it is recommended that you remove your social security information from the document(s). A Human Resources Representative will review the materials and determine if you qualify for veterans' preference. For complete details and documentation requirements, please review the Veterans Preference Policy, C-3 here: https://rivcocob.org/board-policies
• Reasonable Accommodations The County of Riverside is committed to providing reasonable accommodation to applicants as required by the Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA). Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process should contact the recruiter for the position noted above. For additional information and/or to obtain the appropriate form for requesting a reasonable accommodation, please visit the Disability Access Office web page located at: https://rc-hr.com/disability

Work Location and Telework

• In-person attendance is the standard work expectation for County of Riverside assignments. Certain assignments may be eligible for a hybrid telework schedule; however, telework arrangements are subject to management approval, operational needs, and/or may be modified or discontinued at any time. Employees who telework are expected to be able to report to their assigned worksite on short notice or as operational needs require. Unless otherwise specified for a particular position, employees are expected to reside in California following appointment. Limited exceptions may apply. Applicants should contact the assigned recruiter for additional information regarding work location expectations, telework eligibility, and residency requirements.
• Proof of Education If using education to qualify or when requested by the recruiter, upload a copy of any license(s), official/unofficial transcript(s), degrees, and/or related employment documents to your NeoGov account at the time of application and before the closing date. Official or unofficial transcripts will be accepted.
• If your education was completed outside of the United States, you will need to provide a copy of your Foreign Education Equivalency evaluation from a member of the National Association of Credential Evaluation Services ( NACES ) or Association of International Credential Evaluators, Inc. ( AICE ).

Work Authorization Requirement

• Applicants must be legally authorized to work in the United States at the time of application. The County of Riverside does not participate in visa sponsorship programs, including H1-B visas, and will not provide sponsorship for any employment-based visas.
• Equal Opportunity Employer The County of Riverside is an Equal Opportunity Employer. It is the policy of the County of Riverside to provide equal employment opportunities for all qualified persons. All applicants will be considered without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, gender, gender identity, gender expression, marital status, ancestry, medical condition (cancer and genetic characteristics), genetic information, or denial of medical and family care leave, or any other non-job-related factors.
• Pre-Employment All employment offers are contingent upon successful completion of pre-employment requirements including a criminal background investigation, which involves fingerprinting. (A felony or misdemeanor conviction may disqualify the applicant from County employment). A pre-employment physical examination and background check may be required.
• Probationary Period As an Approved Local Merit System, all County of Riverside employees, except those serving "At Will," are subject to the probationary period provisions as specified in the applicable Memorandum of Understanding, County Resolution, or Salary Ordinance. Temporary and Per Diem employees serve at the pleasure of the agency/department head.
• General Information Current County of Riverside and/or current employees of the hiring department may receive priority consideration. Qualified candidates may be considered for future County vacancies.
• Job postings may close without notice based on application volume. Submit your complete application by the recruitment close date; no late applications are accepted. Ensure all relevant experience/education is reflected on your application/resume, as a failure to demonstrate position requirements may disqualify applicants. A description of job duties directly copied from the job classification or job posting will not be considered.
• Please read and follow any special application instructions on this posting. Click the ' Apply ' link located on this page to submit your application. For additional instructions on the application process, examinations, Veteran's preference, pre-employment accommodation or other employment questions, please refer to our web site, www.rc-hr.com .
• If you are experiencing technical problems, you may contact the governmentjobs.com applicant support desk Monday through Friday, 6 am to 5 pm Pacific Time at [email protected] or toll-free 1-855-524-5627.

Benefits

• BENEFIT PROGRAM: MCU MEDICAL/DENTAL INSURANCE: A Flexible Benefit Credit is provided on a monthly basis as governed by the Management Resolution or applicable bargaining unit. Vision coverage is provided through Vision Service Plan (VSP) at no cost to employee or eligible dependents. Note: Employees on assignment through the Temporary Assignment Program (TAP) receive different benefits. See the list here . MISCELLANEOUS RETIREMENT : County of Riverside has three retirement Tiers through the California Public Employees' Retirement System (CalPERS). Tier I (Classic Member – Formula 3% @ 60): Applicable to current and former County of Riverside local miscellaneous employees hired prior to 08/24/2012 and did not withdraw CalPERS contributions. The employee contribution is eight (8%) percent. Tier II (Classic Member – Formula 2% @ 60): Applicable to local miscellaneous employees 1) hired after 08/23/2012 through 12/31/2012; 2) Previously employed with another CalPERS contracting public agency or a reciprocal retirement system, with a break in service of less than six months between the separation date with the previous employer and the appointment date with the County of Riverside. The employee contribution is seven (7%) percent. Tier III (PEPRA New Member - Formula 2% @ 62): Applicable to CalPERS local miscellaneous new members hired on or after the implementation of the Public Employees' Pension Reform Act of 2013 (PEPRA) which took effect January 1, 2013. Effective July 1, 2023 employee contributions are 7.25% and will increase to 7.75% effective July 1, 2024. A new member is defined as any of the following: A new hire who enters CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any California Public Retirement System. A new hire who enters CalPERS membership for the first time on or after January 1, 2013, and who was a member with another California Public Retirement System prior to that date, but who is not subject to reciprocity upon joining CalPERS. A member who first established CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS agency after a break in service of greater than six (6) months. CalPERS refers to all members that do not fit within the definition of a new member as "classic members". Contribution rates are subject to change based on the County of Riverside annual actuarial valuation. Note: This summary is for general information purposes only. Additional questions regarding retirement formulas can be sent to [email protected] or by calling the Benefits Information Line at (951) 955-4981, Option 2. If you have prior service credit with another CalPERS agency or within agencies, please contact CalPERS at (888) 225-7377 to determine which retirement tier would be applicable to you. CalPERS is governed by the Public Employees' Retirement Law. The Retirement Law is complex and subject to change. If there's any conflict between this summary and the law, the law will prevail over this summary. DEFERRED COMPENSATION: Voluntary employee contribution with a choice between two 457 deferred compensation plan options. 401(a) MONEY PURCHASE PLAN: County contribution of $50 per pay period towards choice between two 401(a) plan providers. ANNUAL LEAVE (Bi-Weekly Accrual): 0 < 36 months = 8.92 Hours 36 to <108 months = 10.46 Hours 108 or more months = 12.00 Hours Maximum Annual Leave accumulation is 1,800 hours. Employee may receive pay in lieu of up to 80 hours per calendar year. Agency/Department Head may approve an additional 80 hours. HOLIDAYS: Normally 12 paid holidays per year. BEREAVEMENT LEAVE: 5 days (3 days are County paid; 2 days can be taken through use of accrued leave balances). BASIC LIFE INSURANCE: $50,000 of term life coverage. Premiums are paid by the County. Additional Supplemental Life plan is available for employee purchase. LONG-TERM DISABILITY (LTD): Benefit pays 66.67% of earnings to a maximum of $10,000 per month; 30-day waiting period; pays to age 65. Benefit can be coordinated with other available leave balances to provide up to 100% of pay. POST RETIREMENT MEDICAL CONTRIBUTION: A monthly contribution is made by the County towards retiree health insurance offered through the County as governed by the Management Resolution or applicable bargaining unit. OTHER: There may be other benefit provisions as specified in the applicable Memorandum of Understanding, Management Resolution, or Salary Ordinance. Please contact the recruiter listed on the job posting directly for more information.

BENEFIT PROGRAM: MCU

• MISCELLANEOUS RETIREMENT : County of Riverside has three retirement Tiers through the California Public Employees' Retirement System (CalPERS).
• Tier I (Classic Member – Formula 3% @ 60): Applicable to current and former County of Riverside local miscellaneous employees hired prior to 08/24/2012 and did not withdraw CalPERS contributions. The employee contribution is eight (8%) percent.
• Tier II (Classic Member – Formula 2% @ 60): Applicable to local miscellaneous employees 1) hired after 08/23/2012 through 12/31/2012; 2) Previously employed with another CalPERS contracting public agency or a reciprocal retirement system, with a break in service of less than six months between the separation date with the previous employer and the appointment date with the County of Riverside. The employee contribution is seven (7%) percent.
• Tier III (PEPRA New Member - Formula 2% @ 62): Applicable to CalPERS local miscellaneous new members hired on or after the implementation of the Public Employees' Pension Reform Act of 2013 (PEPRA) which took effect January 1, 2013. Effective July 1, 2023 employee contributions are 7.25% and will increase to 7.75% effective July 1, 2024.
• A new member is defined as any of the following:
• A new hire who enters CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any California Public Retirement System.
• A new hire who enters CalPERS membership for the first time on or after January 1, 2013, and who was a member with another California Public Retirement System prior to that date, but who is not subject to reciprocity upon joining CalPERS.
• A member who first established CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS agency after a break in service of greater than six (6) months.
• CalPERS refers to all members that do not fit within the definition of a new member as "classic members".
• Contribution rates are subject to change based on the County of Riverside annual actuarial valuation.

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Supplemental Questions