Human Resources Analyst I/II/III

Examples of Duties

Duties may include, but are not limited to the following:

• Responsible for major projects including classification and salary audits, salary surveys, non-contract meet and confer salary surveys, special studies and reports.
  
  
• Serves as a contact for department staff to provide direction, recommendations and interpretation/application of County policies.
  
  
• Dispute resolutions, contract compliance, department personnel and management interventions and liaison on satellite Human Resources operations. May act as neutral observer in departmental appeal meetings.
  
  
• Administers the County drug and alcohol testing program for safety-sensitive employees.
  
  
• Research legislation, case law, and other labor relation activities.
  
  
• Develop and update Merced County Rules & Regulations and Operations Directives to comply with Federal and State laws.
  
  
• Design and conduct management and non-management employee training for County.
  
  
• Participate in employer-employee relations activities.
  
  
• Counsels employees on personnel questions or problems.
  
• Assists in the recruitment and selection process and evaluate application forms.
  
  
• Administers DOJ live scan process for pre-employment/promotional candidates in compliance with State laws.
  
  
• Develops new job specifications and determines salary placement. Updates and modifies existing specifications as necessary.
  
  
• Administers staffing modifications at the direction of the Board in compliance with County policy.
  
  
• Develops and reviews materials in compliance with EEO, Affirmative Action, ADA, FLSA, FMLA, FEHA and other County, State and Federal policies.
  
  
• Conducts interactive meetings with injured employees in compliance with applicable laws, may initiate fitness for duty examinations, and provide guidance/direction to departments.
  
  
• Assist Counsel in preparation of employment related hearings/lawsuits. May be called as a witness in employment hearings.
  
  
• Assist in development of departmental responses for DFEH/EEOC complaints.
  
  
• Prepares Board agenda items and other county documents related to departmental functions.
  
  

HR Analysts assigned to benefits will also:

• Organizes evaluate and maintain County employee life insurance, health insurance and disability benefit plans, Workers Compensation and Deferred Compensation programs.
  
  
• Analyze new legislation, plan experience data, plan costs, trends and utilization statistics and makes recommendations regarding plan modifications for enhanced benefits, cost containment and effective administration.
  
  
• Negotiate and monitor agreements and contracts with plan care and review providers.
  
  
• Provide information for and participates in meetings with employee and retiree associations and their attorneys regarding health and/or disability plan activities.
  
  
• Make presentations to employees, retirees and outside groups.
  
  
• Recommend resolutions or resolve sensitive and complex issues and concerns related to agenda items.

Minimum Qualifications

Experience:

Level I - None required.

Level II - Two (2) years of responsible professional public human resources/personnel administration or health plan administration experience

Level III - Three (3) years of progressively responsible professional public human resources/personnel administration or health plan administration experience which includes the analysis of sensitive and complex administrative matters and the development and implementation of recommendations.

OR

Two (2) years successful performance as a Human Resources Analyst II in Merced County.

Education:

Level I - Equivalent to graduation from a four-year college or university in public, business, personnel or health administration, or political science or a related field. (Progressively responsible para-professional or professional personnel experience may substitute for education on a year-for-year basis).

Level II & III - Equivalent to graduation from a four (4) year college or university in public, business, personnel or health administration, political science, or a closely related field. A Master's Degree in Human Resources Management, or Public or Business Administration with course work in labor relations, classification management, and compensation administration may be substituted for two (2) years of the required experience. (Additional directly related experience may substitute for the required education on a year-for-year basis).

License:
All Levels

Possess a valid California driver's license at time of appointment and maintain.

Essential Functions

Essential Functions:

• Provides professional human resources/personnel services and counsel in areas of recruitment, classification, compensation, labor relations, and organizational development to management.
  
  
• Analyze the effect of new laws or administrative regulations on human resources programs.
  
  
• Recommend resolutions to sensitive and complex issues as designated.
  
  
• Designs and conducts employee training modules and orientation programs as designated.
  
  
• Investigate and dispose grievances, research legislation, and perform labor relations' activities.
  
  
• Advises departments on classification and compensation requests and issues as assigned.
  
  
• Plan and conduct recruitment activities and provide analysis of staffing requirements.
  
  
• Develop recruitment sources and disseminates recruitment information.
  
  
• Remain abreast of new trends, developments and innovations in the field of human resources.
  
  
• Conduct classification, task analyses, and job restructuring studies and conduct audits.
  
  
• Participates in negotiations with employee and retiree associations, plan carriers and contract consultants for health and disability plans.
  
  
• Analyze data, interpret policies, procedures and regulations; develop appropriate conclusions.
  
  
• Meet deadlines under stressful and sometimes adversarial conditions, complete multiple projects with conflicting deadlines.
  
  
• Resolve conflicts and respond appropriately to complaints.
  
  
• Maintain confidential information in accordance with legal standards and County regulations.
  
  
• Represent the County; make presentations.
  
  
• Operate a personal computer and other office equipment.
  
  
• Establish, implement and achieve goals and objectives.
  
  
• Frequent use of depth perception, peripheral vision and color perception.
  
  
• Frequently lift, carry, reach, push, pull, twist and manipulate large and small objects.
  
  
• Frequent use of hand-eye coordination; normal dexterity, frequent holding and grasping.
  
  
• Frequent use of data entry device including repetitive hand and arm motion.
  
  
• Occasionally lift and carry up to 40 pounds.
  
  
• Repetitive motion, sitting for long periods, walking.
  
  
• Frequent decision making, concentration, and public contact.
  
  
• Some assignments may require working weekends, nights, and/or occasional overtime.
  
  

Knowledge of:

• Principles and practices of public personnel administration, life, medical, dental and visions health plans (self-insured and insured), claims administration, utilization review and provider practices.
  
  
• Job analysis, job evaluation and classification practices.
  
  
• Methods of public relations, recruitment, and examining.
  
  
• EEO and Affirmative Action guidelines.
  
  
• Public sector employer/employee relations, activities and practices.
  
  
• Interviewing theory and practices.
  
  
• Current trends in personnel administration and literature in the field.
  
  
• Human resources information systems.
  
  
• Research and statistical methodology.
  
  
• Spreadsheet and data base software applications.
  
  
• Federal and State laws relating to health plan and disability income administration, principles and practices of effective supervision and personnel management, employment law and employer-employee relations.
  
  
• Conflict resolution and contract negotiation skills.
  
  
• California employment law and employer-employee relation statutes.
  
  
• Regular attendance is an essential function.
  
  

Ability to:

• Interpret and apply rules and regulations.
  
  
• Collect data and utilize it in making clear and concise reports.
  
  
• Conduct classification and salary audits and develop classification specifications.
  
  
• Provide human resources/personnel services to department management.
  
  
• Establish and maintain effective working relationships with department officials, employees, employee organization representatives and the public.
  
  
• Train and direct professional and/or technical staff.
  
  
• Conduct effective meetings and hearings.
  
  
• Prepare written and oral financial and statistical recommendations, reports and presentations.

HOLIDAYS & LEAVES
MANAGEMENT LEAVE

May receive, depending upon classification, 96 hours per Fiscal Year (prorated for the time remaining in the fiscal year).

VACATION

10 days the first 5 years of continuous employment (limited to a maximum of 160 hours), 15 days in the second 5 years of continuous employment (limited to a maximum of 240 hours), and 20 days after 10 years of continuous employment (limited to a maximum of 320 hours). Optional annual sell back of a portion of accumulated vacation leave hours (maximum - 40 hours).

SICK LEAVE

0.0625 hours sick leave for each paid regularly scheduled work hour. 16 days (130 hours per year) with unlimited accumulation. Optional annual buy back of a portion of accumulated sick leave hours upon meeting certain criteria.

HOLIDAYS

Twelve paid holidays annually plus two optional holidays.

BEREAVEMENT LEAVE

Five (5) regularly scheduled consecutive workdays.

INSURANCE
HEALTHINSURANCE
Medical Insurance - Merced County offers multiple Medical Plans and contributes towards employee and dependent premiums. Medical plan availability varies based on bargaining units.

• Anthem 500 EPO
• Anthem 1500 EPO
• Anthem HDHP (High Deductible Medical Plan) with Health Savings Account (HSA)
• Anthem HDHP (High Deductible Medical Plan) without Health Savings Account (HSA)

Dental Insurance-Delta Dental

• County pays 100% of the premium for employees and 50% for dependent(s )

Vision Insurance- VSP

• County pays 100% of the premium for employees and 50% for dependent(s)

DISABILITY INSURANCE

Management Disability Insurance -Unit 20 Unrepresented Management Levels A-E - 100% premium paid by employer

LIFE INSURANCE

County-paid Life and Accidental Death & Dismemberment Insurance

• Unit 20 Unrepresented Management:
• Level A & B $85,000
• Level C $55,000
• Level D & E $35,000

Voluntary Term and Whole Life Insurance are available - premium paid by employee

RETIREMENT
DEFERRED COMPENSATION

The County offers a 457 Deferred Compensation Plan. Employees choose their investment funds and can make pretax contributions to the plan up to the maximum allowable.

MERCED COUNTY EMPLOYEE RETIREMENT ASSOCIATION

The retirement plan is a defined benefit plan administered pursuant to the County Employees Retirement Law of 1937 and other provisions of the California Government Code. MCERA members also pay into Social Security.The applicable benefit formula is dependent upon your hire date with an MCERA employer; yourpension amount will be determined by your age, years of service and final compensation amount.

EMPLOYEE PROGRAMS
EMPLOYEEASSISTANCE PROGRAM (EAP)

Anthem EAP services provide up to five face-to-face counseling sessions per incident and provides a toll-free "800" hotline available 24/7 for emergencies and crisis intervention. EAP services include counseling services, legal services, financial services and work-life resource services.

EMPLOYEE TICKETS, COUPONS, and DISCOUNTS

The County of Merced has partnered with Employee Savings Tickets to provide discounted coupons and tickets for all county employees to attractions throughout the state and out-of-state. The discounts and coupons are available for shopping, movies, sporting events, theme parks, zoos and aquariums and much more.

THIS BULLETIN IS NOT A CONTRACT AND DOES NOT CREATE CONTRACTUAL OR LEGAL RIGHTS ON BEHALF OF ANY EMPLOYEE. THIS BULLETIN IS SUBJECT OF BEING SUPPLEMENTED, MODIFIED, WITHDRAWN OR OTHERWISE CHANGED PENDING LABOR AGREEMENTS AND/OR AT THE DISCRETION OF THE COUNTY EXECUTIVE OFFICER OR AS THE BOARD OF SUPERVISORS DEEM NECESSARY.

For answers to specific questions regarding employee benefits, please call Human Resources at 209.385.7682.

Closing Date/Time: Continuous

• 

• Merced County

• 209-385-7682

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