Human Resources Analyst (Confidential), Senior

Description

The City of Livermore is accepting applications for Senior Human Resources Analyst.
Click here for the job announcement.

DEFINITION

Under limited direction, performs professional activities and detail-oriented project work in support of human resources functions including classification and compensation plan administration, job analysis, recruitment and selection, employee and labor relations programs, divisional policy and program development and related work as assigned.

DISTINGUISHING CHARACTERISTICS

The Senior Human Resources Analyst is the advanced journey level classification in the professional Human Resources Analyst series. Incumbents are responsible for a wide range of the most complex human resources activities. The position has responsibility for analyzing, organizing, and presenting data required by the Administrative Services Director or Human Resources Manager to effectively administer the City's human resources programs. The effective performance of the duties and responsibilities of this position requires the ability to work independently with minimal supervision, exercise sound judgment in analyzing complex problems, and formulate important recommendations with far-reaching consequences.

SUPERVISION RECEIVED

General supervision is provided by the Human Resources Manager.

SUPERVISION EXERCISED

May supervise paraprofessional and support staff members.

Examples of Important and Essential Functions

• Oversees the day-to-day functions of assigned human resources programs.
• Performs the full range of management recruitment and selection activities, including development of outreach, examination and interview materials.
• Conducts advanced classification and compensation studies, including salary and benefit surveys, and makes appropriate recommendations.
• Collects, analyzes data, advises and assists in the preparation of necessary documents pertinent to grievance or disciplinary issues.
• Assists department heads with the preparation for and handling of due process hearings.
• Consults with and provides advice to departments regarding the resolution of disputes, grievances, and other difficulties involving labor relations.
• May participate in labor relations negotiations to draft City proposals and provide analysis of proposals presented by bargaining units.
• Prepares or assists with preparation for bargaining unit labor negotiations including development and analysis of total compensation salary survey for presentation to labor groups.
• Drafts or assists with preparation of resolutions, memoranda of understanding, side letters with unions, investigative reports, correspondence and related documents.
• Conducts Americans with Disabilities Act (ADA) interactive process meetings for non-industrial disabled employees.
• Implements changes in operational procedures to improve efficiency/effectiveness and/or implement changes in regulations, laws and policies.
• Periodically reviews and revises Administrative Regulations and department policies.
• Conducts advanced and complicated analysis on a variety of issues, draws conclusions and makes recommendations on preferred courses of actions.
• Performs complex research and analysis regarding ADA, CFRA, FMLA, FLSA and other statutes or regulations covering employees.
• Assists with preparation of manuals and other guidebooks to be used in employee relations program activities.
• Counsels and advises employees, supervisors and management staff on matters related to employment, promotion, classification and compensation.
• Performs administrative support duties and assists in the interpretation and application of human resources rules, policies, legislation and MOUs.
• Represents the City in meetings with employees and employee organization representatives regarding salaries, benefits, working conditions, resolution of disputes, etc.
• Develops and makes presentations and provides outreach to other departments within the City regarding Human Resources issues.
• Prepares Requests for Proposals for program vendors as needed.
• Prepares written reports, memos, letters, and policies.
• Other duties as assigned.

Job Related and Essential Qualifications

Advanced Knowledge of : Principles and practices of public personnel administration; methods and techniques related to classification, compensation and benefits analysis; applicable state and federal employment laws and regulations; principles and techniques of recruitment and selection in the public sector; requires knowledge of Meyers Milias Brown Act, California Public Employees' Retirement System, Worker's Compensation law, Family and Medical Leave Act, California Family Rights Act, Americans with Disabilities Act and Fair Labor Standards Act.

Skill in : Preparing clear, concise and complete analysis, proposals, reports and other written materials; maintaining accurate records and meeting critical deadlines; researching and analyzing complex problems, evaluating varied information and data, either in statistical or narrative form, and exercising sound judgment within established guidelines; establishing and maintaining effective working relationships, and working collaboratively with diverse individuals and groups contacted in the course of work.

Ability to : Interpret the City's personnel programs and policies to employees and department managers; interpret and analyze information; coordinate a variety of tasks and assignments; elicit the cooperation of others; use a variety of computer software programs, including Superion, NEOGOV, Microsoft Word, Excel and PowerPoint.

Experience, Education, and Training Guidelines:

Any combination of experience, education, and training that would provide the best-qualified candidates. A typical way to obtain the knowledge, skills, and abilities would be:

Education : Bachelor's degree from an accredited college or university with major course work in human resources management, public or business administration, industrial relations, or a closely related field.

Experience : Four (4) years of experience performing duties comparable to those of a Human Resources Analyst II. Experience in a public agency setting and a Master's degree is desirable.

License: Possession of a valid California Class C driver's license is required.

Other Requirements : Incumbents must possess the physical and mental capacity to work under the conditions described in this document and to perform the duties required by their assigned position; must be willing to work such hours as are necessary to accomplish the job requirements; ability to work in an office environment, which may require sitting for extended periods of time is necessary.

Special Requirements : Independent travel within and outside of City limits may be necessary.

FLSA
Exempt
Bargaining Unit
Unrepresented - Management Confidential

CITY OF LIVERMORE
BENEFITS SUMMARY
Livermore Management Group

Please click here for a copy of the current Memorandum of Understanding (MOU) for the Livermore Management Group. The information contained here is a summary of benefits. For a more detailed summary of benefits for all employee groups, click here . Any errors or omissions do not constitute either an expressed or implied contract. Updated 1/2024

MOU TERM
07/01/2021 - 06/30/2025

SCHEDULED INCREASES
7/5/2021 2.5%
7/4/2022 4%
7/3/2023 3.0%
7/1/2024 2.5%

CAFETERIA PLAN (MEDICAL/DENTAL/VISION)
$1,950/month towards medical, dental, vision, additional & supplemental life insurance; unused balance paid in cash.

BASIC LIFE INSURANCE& ACCIDENTAL DEATH & DISMEMBERMENT INSURANCE (AD & D)
$150,000 EE coverage, ER paid
$1,000 dependent coverage, ER paid
EE option to purchase $25,000 additional life insurance& supplemental life to $500,000.

LONG TERM DISABILITY (LTD)
60% of base monthly earnings to $6,000/month max. (180 day waiting period)
ER paid

PERS
New City of Livermore EEs are enrolled in the 2% at 60 formula or 2% at 62 formula, depending on eligibility, as per AB 340.

Classic PERS Misc Member - 2% at 60

• Member Rate = 7% EE paid
• Employer Rate = 34.43%ER paid (includes unfunded liability; FY23/24)
• 36 consecutive months Final Comp
• Sick Leave Credit
• 4th Level 59 Survivor Ben.
• Military Service Credit

New PERS Misc Member - 2% at 62

• Member Rate = 7.5% EE paid
• Employer Rate = 34.43%ER paid (includes unfunded liability; FY23/24)
• 36 consecutive months Final Comp
• Sick Leave Credit
• 4th Level 59 Survivor Ben.
• Military Service Credit

MEDICARE (Hired after 3/31/86)
EE paid 1.45%
ER paid 1.45%

RETIREMENT HEALTH SAVINGS (RHS)
City contribution of 4% of base pay into RHS account.

VACATION ACCRUALYears of ServiceTotal Accrual Per Year
180.6 hrs
2-5120.12 hrs
6-10135.98 hrs
11-15160.94 hrs
16-19180.18 hrs
20+192.4 hrs
Maximum accrual: 375 hours

HOLIDAYS
12 observed holidays

SICK LEAVE ACCRUAL
96.2 hours/year

SICK LEAVE USAGE:

• FAMILY SICK LEAVE : For immediate Family Illness- ½ Annual Sick Leave Accrual. Additional time upon approval of City Manager.
• PARENTAL LEAVE : 4 regularly scheduled workdays for non-birthing parentwho becomes a parent by adoption, foster care placement, or birth of a child.
• BEREAVEMENT/ FUNERAL LEAVE (non-immediate family) : 3 regularly scheduled workdays forsister-in-law and brother-in-law.

BEREAVEMENT LEAVE
3 regularly scheduled workdays max for immediate family.

ADMINISTRATIVE LEAVE
80 hours per year.

PREGNANCY LEAVE & FMLA/CFRA
EE may use accrued leaves in compliance with City Rules & Regs
Benefit provided as per regulations: Federal Family and Medical Leave Act, California Family Rights Act, and California Pregnancy Disability Act

DEFERRED COMPENSATION
ER contributes $185/per pay period, with required EE contribution of $75/per pay period

2024 Maximum :
Normal = $23,000
Age 50+ = $7,500
Catchup Limits = $46,000

SECTION 125 PLAN
No ER contribution
2024 Maximum
Dependent Care*: Up to $5,000/year -- *See IRS Pub #503
Unreimbursed Medical: Up to $3,200/year

• Pre-tax Health Care Premiums
• FSA's for Dependent Care
• Unreimbursed Medical Expenses
• Other options offered by plan administrator

UNIFORM ALLOWANCE
Police Facility and Equipment Manager: $600/year (equivalent to $23.07 per pay period)

SAFETY SHOE ALLOWANCE
Following are eligible for up to $200 reimbursement per fiscal year: Assistant City Engineer, Building Official, City Engineer, Construction Inspection Manager, Inspection & Neighborhood Preservation Manager; Public Works Supervisor, Senior Civil Engineer, and Water Resources Operations Manager

SUPERVISORY DIFFERENTIAL PAY
Minimum of 10% above base salary of non-mgmt subordinate, 7.5% above mgmt subordinate

ACTING PAY
If work minimum of 5 consecutive calendar days, paid @ lowest step of higher class with at least a 5% differential. If assignment > 12 months, optional increment of up to 7% or max of the range, whichever is less.

SPECIAL PROJECT PAY
If work minimum of 30 calendar days, 5%-7% differential. If full supervisory, additional % to reflect 2.5% over highest compensated subordinate. If assignment > 12 months, optional increase of up to 7%

BILINGUAL PAY
$50/pay period
Must be certified by Department Head, approved by City Manager, and used on the job.

CELL PHONE ALLOWANCE
If approved, $40/month or$90/month.

AUTO ALLOWANCE
$250/month for Building Official, City Engineer, Housing & Human Services Manager, and Planning Manager

TUITION REIMBURSEMENT
75% reimbursement fortuition & books
For undergraduate studies, $4,000 FY max; $16,000 lifetime max
For graduate studies, $5,000 FY max; $10,000 lifetime max

LICENSES & CERTIFICATIONS
100% reimbursement for required licenses and certifications

EMPLOYEE ASSISTANCE PROGRAM
Three (3) sessions per incident per family member. Unlimited telephonic consultations.

PAY PERIODS
26 pay periods per year

ER = Employer
EE = Employee
FT = Full-Time
PT = Part-Time

Closing Date/Time: 10/23/2024 5:00 PM Pacific

• 

• City of LIvermore

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