Human Resources Analyst/Senior Human Resources Analyst

The City of San Luis Obispo has an opening for a Human Resources Analyst! This classification is a part of the Human Resources Analyst / Senior Human Resources Analyst career series.  The level of responsibility and salary will be based on qualifications of the applicant (see Education and Experience requirements below). 

Salary Ranges
Human Resources Analyst
Biweekly: $3,198 - $3,997
Annually: $83,148 - $103,922
Senior Human Resources Analyst
Biweekly: $3,527 - $4,409
Annually: $91,702 - $114,634

The Human Resources Analyst classification consists of three specialty areas. This recruitment will establish an eligibility list for the Classification, Compensation, and Recruitment specialty area.

If you are selected for interviews, they will take place in person on Tuesday, March 18, 2025, so please hold that date.

The successful candidate for this role is a seasoned human resources professional with a robust background in managing HR activities. They should have hands-on experience in recruitment, classification, compensation, and labor relations within a public-sector environment. The candidate demonstrates a thorough understanding of employment laws and effective HR management strategies. They excel in analyzing complex issues, providing sound recommendations, and ensuring compliance with regulations. Strong project management skills are evident in their ability to plan and execute HR projects, balancing long-term goals with daily responsibilities.

This individual is also a skilled communicator and collaborator, capable of building and maintaining effective relationships with diverse stakeholders. They bring leadership and supervisory experience. They are comfortable representing the organization in various forums, delivering presentations, and leading initiatives that enhance HR processes. Their approach is characterized by proactive problem-solving, adaptability, and a commitment to fostering a positive workplace culture.

JOB SUMMARY:
Develops, implements, and administers one or more Citywide human resources activities, such as recruitment and selection; classification and compensation; performance management; workers’ compensation; disability interactive process; benefits administration; leaves of absence; organizational development; training programs; employer/employee relations activities, including the interpretation, administration and negotiation of labor agreements, and costing of proposed modifications to labor agreements; personnel records management; and externally-mandated programs and regulations. Conducts research and analysis for special projects and performs related work as assigned. Assigned to an area of specialty but may perform work in any area of specialty.

HUMAN RESOURCES ANALYST CLASS CHARACTERISTICS:
Performs entry-level to journey-level professional, analytical human resources work. May initially work closely with the Director of Human Resources, the Human Resources Manager and/or the Risk and Benefits Manager. Researches, analyzes, and makes recommendations regarding the solution of moderately complex human resources issues. This class is distinguished from other professional classes by the knowledge and emphasis on human resources functions, including the application of employment law and organizational development theories. This class is distinguished from the Senior Human Resources Analyst by the latter’s complexity and scope of work assignments and the expertise required to perform assigned duties under minimal supervision. This class is distinguished from the Human Resources Specialist by the performance of professional, analytical work, the complexity and scope of work assignments, as well as possibly supervising lower-level staff.

SENIOR HUMAN RESOURCES ANALYST CLASS CHARACTERISTICS: 
Performs advanced journey-level professional, analytical human resources work, and is capable of independently performing a wide variety of complex human resources assignments. Researches, analyzes, and makes recommendations regarding the solution of complex human resources issues. This class is distinguished from other professional classes by the knowledge and emphasis on human resources functions, including the application of employment law and organizational development theories. This class is distinguished from the Human Resources Analyst by the complexity and scope of work assignments and the expertise required to perform assigned duties under minimum supervision. This class is distinguished from Human Resources Manager and Risk and Benefits Manager in that the latter manage a wide variety of human resources programs.
SENIOR HUMAN RESOURCES ANALYST SUPERVISION RECEIVED AND EXERCISED:
This class receives general direction from the Director of Human Resources, Human Resources Manager, or Risk and Benefits Manager. Employees at this level receive only occasional instruction or assistance as new or unusual situations arise, and they are expected to be fully aware of departmental operating procedures and policies. May exercise direct, technical, and functional supervision over technical and support staff, interns, part-time staff, and other Human Resources staff.

EXAMPLES OF DUTIES AND RESPONSIBILITIES:
(Any one position may not include all of the duties listed nor do the listed examples include all tasks that may be found in positions of this class.)
 

• Confers with managers, supervisors, and employees to understand needs and problems; reviews laws, policies, procedures, and rules to determine limitations and flexibility; develops and recommends human resources management systems, programs, and procedures to effectively enhance City operations.
• Researches, analyzes, prepares, and submits recommendations to managers and supervisors concerning technical matters; provides relevant investigative, factual, and analytical information as needed. 
• Plans, organizes, and manages daily workload and long-term projects to meet target dates; develops comprehensive project management plans, specifying method, deliverables, timelines, measures of success, and staffing and resources required for accomplishing each phase; provides updates to management regarding project status; facilitates “lessons learned” meetings; incorporates suggestions to improve human resources processes. 
• Develops standard measures of performance for major human resources processes; makes recommendations on process changes based on measures.
• Oversees the implementation and monitoring of a variety of regulations; ensures compliance with laws associated with workplace discrimination, wage and hour, employee benefits, immigration, and workplace safety. 
• Develops and implements training programs related to area of specialty.
• Resolves questions regarding human resources, employment law, and related areas; confers with City staff and the public and interprets polices, precures, and regulations. 
• Assists managers and supervisors in resolving human resources performance management problems, often of a sensitive or confidential nature, by facilitating the resolution of differences, providing conflict resolution tools, and suggesting mutually acceptable solutions. 
• Represents the department in meetings, hearings, conferences, and workshops; makes presentations to a variety of audiences and groups regarding human resources activities and procedures; may serve on a variety of committees or teams related to Citywide issues.
• Assists in the orientation and training of staff and/or advisory body members in areas of specialty.
• Plans, organizes, and reviews the work of technical and support staff, interns, and part-time staff on a day-to-day basis; provides training and policy guidance and interpretation to staff; may directly supervise technical and support staff. 
• Prepares reports, graphic representations, statistical summaries, and other written materials.
• Reviews and processes personnel transactions, employment contracts, and other legal agreements for City employees. 
• Prepares and administers budget; monitors and approves expenditures.
• Participates in HR system upgrades, testing, and implementation projects.
• Prepares reports and materials for collective bargaining processes.
• Performs related duties similar to the above in scope and function as required. 

Benefits Specialty: In addition to the above, incumbents assigned to the benefits specialty will be required to perform the following duties:

• Administers and coordinates the employee benefits programs, including medical, dental, vision, disability, retirement, deferred compensation, employee assistance program, and COBRA.
• Reviews and analyzes contracts for provider’s services.
• Administers employee leave programs, including FMLA/CFRA, California Pregnancy Leave, and other leaves.
• Administers the Affordable Care Act program related to employee qualifications for federal benefits, required reporting, and employee notifications. 
• Ensures employees are informed of their benefit options.
• Instructs staff on billing procedures, deductions, leaves of absence, and related benefits programs.
• Oversees Open Enrollment programs and events.
• Coordinates the Workers’ Compensation Program, including return to work, leaves, interactive accommodation meetings, and fitness for duty.
• Promotes return to work programs by working closely with departments, employees, and third-party administrator. 
• Periodically assesses the quality of the workers’ compensation system; reviews doctors, third-party administrative services, etc., to ensure high quality. 
• Analyzes loss reports and workers’ compensation experience; recommends training and other program changes to minimize future risk.
• Coordinates and may conduct interactive accommodation meetings. 

Classification and Compensation/Recruitment Specialty: In addition to the above, incumbents assigned to the classification and compensation specialty will be required to perform the following duties:

• Administers the Classification and Compensation Plan.
• Confers with departments regarding classification and compensation requests; researches and recommends resolutions to salary and budgetary concerns; advises departments on recommendations; coordinates the processing of requests. 
• Analyzes and reviews the City classification system; audits classifications; makes recommendations on system changes; updates and maintains class specifications.
• Ensures accuracy and completeness of employee classification and compensation data; periodically audits information; produces reports from system.
• Plans and conducts comprehensive salary and benefit surveys; researches and analyzes data; prepares comprehensive reports; makes recommendations.
• Assists in costing and evaluating feasibility of salary changes and labor proposals for collective bargaining. 
• Maintains an accurate record of all positions within the organization.
• Reviews and recommends reclassification requests from employees and departments.
• Oversees recruitment and selection processes; develops, with the hiring department, recruitment strategies geared toward meeting operational needs.

Employee Relations Specialty: In addition to the above, incumbents assigned to the employee relations specialty will be required to perform the following duties:

• Monitors employee performance evaluation program to identify potential problem areas and/or career development needs.
• Responds to inquiries or complaints reported internally or from the Civil Rights Department and the Equal Employment Opportunity Commission as necessary.
• Investigates and responds to grievances.
• Plans and communicates employee training and development opportunities through the City’s Employee University.
• Develops and implements various employee training programs, including employee university, supervisory training, teambuilding, learning management systems, and other human resources related training.
• Recommends required, encouraged, and optional training opportunities for all employees; coordinates with other departments that may drive training requirements.
• Markets training and development opportunities and coordinates events that reinforce learnings.
• Coaches supervisors regarding employee performance issues; works with supervisors to draft performance improvement plans; ensures supervisors are providing constructive input to address performance issues.

KNOWLEDGE AND ABILITIES:
Knowledge of:

• Principles and practices of human resources administration.
• Principles and practices of recruitment and selection.
• Principles and practices of job analysis, classification, and compensation.
• Principles and practices of benefits administration.
• Principles of employment law and its applicability to public-sector human resources management and administration.
• Principles and practices of labor relations, employee relations, and the meet-and-confer process in the public sector.
• Computer applications related to the work.
• Statistical and financial analysis and records management principles and practices.
• Techniques for effectively representing the City in contracts with government, business, and professional organizations, bargaining groups, the public, and employees.
• Techniques for providing high-level customer service to City staff, in person and over the phone.
• Basic to advanced project management, budgeting, and supervisory principles, practices, and techniques. 
• Techniques for training staff in work procedures and evaluating staff performance. 
• Techniques for effectively facilitating and managing meetings.
• Standard office practices and procedures, including records management.

Ability to:

• Design valid and effective recruitment and selection programs to obtain qualified employees. 
• Conduct complex organizational, classification, compensation, and benefit studies. 
• Analyze technical information, evaluating alternatives and making sound independent judgments within guidelines established through law and City policies and procedures. 
• Interpret and apply complex laws, regulations, and policies. 
• Provide clear, concise, and effective counsel to other City operating departments regarding issues of human resources management, employee relations, and employment law.
• Work in a team atmosphere and participate on a variety of departmental and Citywide committees to enhance the provision of City service.
• Prepare clear, concise, and effective records, correspondence, and other written materials.
• Make effective oral presentations of complex material to diverse audiences.
• Establish and maintain effective relationships with those contacted in the course of the work.
• Act as staff liaison to advisory bodies within the City.

HUMAN RESOURCES ANALYST EDUCATION AND EXPERIENCE:
Equivalent to graduation from a four-year college or university with major course work in business or public administration, industrial relations, organizational development, psychology, public policy, or a field related to the work.
and
Two years of increasingly responsible experience in a centralized human resources system that includes experience in one or more major functional area, such as classification and compensation; recruitment and selection; benefits, workers’ compensation, leaves, and disability; employee or labor relations; or a related field. 
or 
An equivalent combination of education and experience.
Experience in a public agency is desirable.

SENIOR HUMAN RESOURCES ANALYST EDUCATION AND EXPERIENCE:
In addition to the above, two additional years of professional experience in a centralized human resources system that includes experience in one or more major functional area, such as classification and compensation; recruitment and selection; benefits, workers’ compensation, leaves, and disability; employee or labor relations; or a related field. 

THIS POSITION WILL BE REQUIRED TO COMPLETE THE FOLLOWING BEFORE A FINAL OFFER IS MADE:

• Live Scan Fingerprinting (DOJ & FBI)

Salary : $3,198 - $3,997