Staff Analyst - Public Health Foundation Enterprises, In

Salary Range: $6,806.73 – $9,820.80 Monthly

SUMMARY

Researches, analyzes, and makes recommendations regarding the use and deployment of resources and the implementation and refinement of operations and programs having department-wide impact within the Department of Health Services. In addition, research, and analyze County Code Rules and regulations to ensure standardization, consistency and uniformity of DHS Human Resources policies and procedures.

ESSENTIAL FUNCTIONS

• Analyze and interpret applicable County Code regulations and Civil Service guidelines to provide direction to staff and consultation and assistance to hiring managers to resolve human resources problems related to human resources policies and procedures and Civil Service rules relating to the units under their supervision.
• Provide recommendations to management related to process improvements in the areas of onboarding, certification list, item control, termination, bonus, and background verification.
• Attends meetings and conducts presentations to executive management related to compliance with applicable standards, policies, procedures, and regulations associated with onboarding, certification list, item control, termination, bonus, and background verification units.
• Confers with administrators and with representatives of other jurisdictions and agencies to discuss new and ongoing programs and to exchange information.

• Participates in the implementation of recommended procedures in line with department goals and objectives and ensures that recommended changes in department programs and resolutions to operational problems increase the efficiency and effectiveness of deliverable services.
• Acts as a team leader of other analysts, as needed.
• Performs special assignments and projects, as directed.    

NON-ESSENTIAL FUNCTIONS

• Give trainings and presentations to employees regarding onboarding, certification list, item control, termination, bonus, and background verification units.

JOB QUALIFICATIONS

• Experience with processing onboarding, certification list, item control, termination, bonus, and background verification units.

Education/Experience

• Four years of experience in a staff capacity analyzing and making recommendations for the solution of problems of organization, program, procedure, budget or personnel.

Certificates/Licenses/Clearances

• A valid California Class C Driver License or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions.
• Successful clearance through Los Angeles County’s Live Scan process. 

Other Skills, Knowledge, and Abilities

• Excellent written and verbal communication

PHYSICAL DEMANDS

Stand: Occasionally

Walk: Occasionally

Sit: Frequently

Handling / Fingering: Occasionally

Reach Outward: Occasionally

Reach Above Shoulder: Occasionally

Climb, Crawl, Kneel, Bend: Occasionally

Lift / Carry: Occasionally - Up to 25 lbs

Push/Pull: Occasionally - Up to 25 lbs

See: Constantly

Taste/ Smell: Not Applicable

Not Applicable = Not required for essential functions

Occasionally = (0 - 2 hrs/day)

Frequently = (2 - 5 hrs/day)

Constantly = (5+ hrs/day)

WORK ENVIRONMENT

General Office Setting, Indoors Temperature Controlled

EEOC STATEMENT

It is the policy of Heluna Health to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information, or any other protected characteristic under applicable law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)