Human Resources Analyst I, II, III - Pool Recruitment - County of Riverside

ABOUT THE POSITION

The County of Riverside's Human Resources (HR) Department is accepting applications to create an eligibility list for the classifications of Human Resources Analyst (HRA) I/II/III . The established eligibility list may be utilized to fill current and future vacancies within all divisions of Human Resources for up to six months or until the list has been exhausted.

The HRA I/II/III performs professional human resources work in a variety of program areas including: recruitment and selection; employee relations, labor relations, classification and compensation, disability access and leave management, benefits, retirement, employee services, learning and organizational development and special programs.

The selection process will begin with an employment application package screening, with the best qualified candidates being invited to participate further in the written assessment process. Those who successfully pass the writing exam will be placed on the eligibility list for these classifications.

The level at which the position will be filled is at the Department's discretion and is based on candidate qualifications.

Placement on an eligible list does not guarantee an interview.

An advanced degree, professional certification or a demonstrable commitment to continuous professional development, although not a requirement, will receive favorable consideration.

Internal Riverside County Human Resources employees interested in lateral movement are encouraged to apply.

Accepting Applicationsbeginning Monday December 5th, 2022, until Sunday December 18th, at 11:59pm 2022.

Meet the team!

The Human Resources Department strives to effectively serve and partner with our community, departments and employees by leveraging best practices and innovation to foster a thriving county.

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

$21.30 - $30.38 Hourly

$3,691.98 - $5,265.23 Monthly

$44,303.79 - $63,182.70 Annually

Education: Graduation from an accredited college or university with a Bachelor's degree in human resources management, behavioral or social sciences, industrial relations, organizational studies, public or business administration, or a closely related field. ( Current County of Riverside employees who are within one year of completing their Bachelor's degree and who have a current educational plan on record with the Human Resources Department Educational Support Program at the time of application may be eligible to compete for the Human Resources Analyst I classification. )
Experience: Conducting recruitments.

Human Resources AnalystII
$26.38 - $37.67 Hourly

$4,573.23 - $6,529.43 Monthly

$54,878.72 - $78,353.18 Annually

Education: Graduation from an accredited college or university with a Bachelor's degree in human resources management, behavioral or social sciences, industrial relations, organizational studies, public or business administration, or a closely related field.

AND

Experience: One year of professional human resources experience (at the County of Riverside Human Resources Analyst I level or above) with responsibility for conducting job analysis, recruitment and selection, employment test construction, position classification, compensation analysis, employee or labor relations, organizational development, training, benefits, the interactive process/leave management, or other human resources functions that demonstrate acquisition of the required knowledge, skill, and abilities.

OR

Two years of experience as a Human Resources Technician with the County of Riverside. (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 AnalystIII

$31.05 - $44.36 Hourly

$5,382.05 - $7,689.78 Monthly

$64,584.62 - $92,277.33 Annually

Education: Graduation from an accredited college or university with a Bachelor's degree in human resources management, behavioral or social sciences, industrial relations, organizational studies, public or business administration, or a closely related field.

AND

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 with responsibility for conducting job analysis, recruitment and selection, employment test construction, position classification, compensation analysis, employee or labor relations, organizational development, training, benefits, the interactive process/leave management or other human resources functions that demonstrate acquisition of the required knowledge, skills and abilities.

All Levels

Knowledge of: The basic principles of public administration, organization, and management; basic research methods and elements of report writing; basic statistical methods and their uses.

Ability to: Learn the principles and practices of public human resources administration and implement them in the work setting; gather and analyze data; reason logically, draw valid conclusions, and make appropriate recommendations; speak and write effectively; read and learn to interpret and apply human resources laws, rules, regulations, standards, and procedures; establish and maintain effective working relationships with others and gain their respect and confidence.

Other Requirements

License/Certificate: Possession of a valid California Driver's.

Testing Information
All competitive candidates will be required to successfully pass a writing assessment prior to being certified for an interview.

SUPPLEMENTAL INFORMATION

Backgrounds and Assessment Unit: responsible for NeoGov administration in Onboard, review and analysis of conviction history, comply with adverse action laws, background point of contact for vendor administration and costs, and reporting and statistics on pre-employment.

Recruitment and Selection: responsible for full cycle recruitment including preparing recruitment plans and job announcements, screening candidates, and calculating and extending job offers. This also includes recruiting and hiring temporary employees for all county departments through the Temporary Assignment Program (TAP) and the Medical Assignment Program (MAP), which specializes in recruiting and hiring for Per Diem job classifications and medical-related temporary assignments.

Employee Relations: responsible for overseeing disciplinary matters; provide direct guidance on employee discipline, including allegations of harassment, discrimination, workplace violence, fitness for duty, and Title VII/Equal Employment Opportunity complaints.

Labor Relations: responsible for the development and interpretation of Memorandums of Understanding (MOUs) language as well as collective bargaining and contract negotiation.

Classification and Compensation: responsible for class studies, class specification development and modification, salary/market analyses, cost projections and test development.

Disability Access and Leave Management:responsible for the management interactive process as required by the Americans with Disabilities Act (ADA) and Fair Employment Housing Act (FEHA); as well as administrations of Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and Pregnancy Disability Leave (PDL).

Benefits:responsible for the administration of County benefit plans: medical, dental, vision, life, disability, and flexible spending accounts as well as vendor management.

Retirement: responsible for processing documents related to retirement plans such as California Public Employees' Retirement System (CalPERS) pension plan and deferred compensation plans.

Employee Services: responsible for the centralized administration and maintenance of all Riverside County personnel and benefit related transactions.

Learning and Organizational Development: responsible for the administration of the employee retention program, In-person Learning Opportunities, Recruitment Programs, Organizational Development and Consulting Services, Career/Educational Coaching Services, Educational Support Program (ESP), Internship, College Relations and Community Events, Onboarding, Online Learning, eLearning Development Services, Professional Certifications, and Administration of Riverside County Learning Management System.

Veterans' Preference

The County has a Veterans Preference Policy. Upload a copy of your (or your spouse's) Member-4 Form DD-214 (or NGB-22) indicating dates of service, and a copy of your spouse's letter of disability (if applicable) with your application. 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. See the policy here (Download PDF reader) ( Download PDF reader ).

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: http://dao.rc-hr.com/ .

Degree Verification:

Prior to the closing date, upload a copy of any license(s), official/unofficial transcript(s), degrees, and/or related employment documents to your NeoGov account. 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 ).

What's Next?

This recruitment is open to all applicants.

Applicants who are current County of Riverside employees and/or current employees of the Riverside Human Resources Department may be considered before other applicants depending on the volume of applications received.

Application Period

BASED ON THE NUMBER OF APPLICATIONS RECEIVED, THIS POSTING MAY CLOSE WITHOUT NOTICE.

Applications received prior to the closing date will be considered based on the information submitted. Changes or alterations cannot be accepted. No late applications will be permitted.

Include relevant work experience details on the resume.

Applicants who fail to provide information demonstrating they possess the position requirements may not be considered further in the application process. A description of job duties directly copied from the job classification or job posting will not be considered.

GENERAL INFORMATION

For specific questions regarding this position, contact Angela Tavaglione at atavaglione@rivco.org .

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 support@governmentjobs.com or toll-free 1-855-524-5627.

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. As of July 1, 2020, the employee contribution is 7.25% and subject to change annually.
  

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 retirement@rivco.org 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>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.