Human Resources Analyst I/II

This Classification is scheduled to receive a 5% COLA effective July 2027.

This recruitment will be limited to the first 75 applicants. The recruitment will close upon receiving 75 applications.

The Butte County Department of Human Resources is seeking a Human Resources Analyst who is a detail-driven problem solver and is ready to make a meaningful impact across our organization of more than 2,300 allocated positions. In this role, you’ll ensure the accuracy of benefit data in systems such as Workday, EASE and CalPERS, educate employees through both virtual and in-person trainings, and serve as a Human Resources point of contact for CalPERS and other vendor information requests. 

This position will allow you to support employees during their career with Butte County as well as assist them in their retirement planning journey, meeting with them one-on-one to explain retirement benefit options and provide support into retirement. If you have strong analytical skills, have a passion for benefits administration, enjoy customer service and public speaking, and excel at researching, learning, and recommending solutions, you’ll thrive as part of our three-person benefits team. 

This recruitment is for Level I and II.

The salary range for level I is $2,514.40 - $3,369.60 biweekly ($31.43 - $42.12 per hour). 

The salary range for level II is $2,776.80 - $3,721.60 biweekly ($34.71 - $46.52 per hour). 

Note: A training and experience evaluation may be utilized to determine an applicant's ranking among qualified candidates. Based upon information provided in this application including responses to supplemental questions, an applicant's education, training and experience (full-time equivalent) may be evaluated. Applicants should provide thoughtful and thorough responses to supplemental questions as they play an important role in this recruitment process.  All qualifying work experience that is described or included in responses to supplemental questions MUST also be included and detailed in the "Work Experience" section of this application. "See Resume" is not an acceptable response for any supplemental question.  

FLSA Level I : Non-Exempt

FLSA Level II/III : Exempt

DEFINITION

Under general supervision or direction, performs varied professional work required to administer human resources programs, including recruitment and selection, job analysis and classification, compensation, benefits administration, training and development, equal opportunity and affirmative action compliance, employee relations, and labor relations; provides consulting services to County departments related to assigned human resources programs and activities; and performs related duties as assigned. 

SUPERVISION RECEIVED AND EXERCISED

Receives general supervision (Human Resources Analyst I) or direction (Human Resources Analyst II) from assigned supervisory or management personnel. Exercises no direct supervision over staff. 

CLASS CHARACTERISTICS

Human Resources Analyst I: This is the entry-level classification in the human resources analyst series. Initially under close supervision, incumbents learn and perform routine duties related to administering human resources programs while learning County policies and procedures and specific techniques and regulations. As experience is gained, close supervision and frequent review of work lessen as an incumbent demonstrates skill to perform the work independently. Positions at this level are usually assigned to a specific function within human resources and exercise less independent discretion and judgment in matters related to work procedures and methods as compared to a Human Resources Analyst II. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise.

Human Resources Analyst II: This is the journey-level classification in the human resources analyst series. Positions at this level are distinguished from the I-level by the performance of the full range of duties as assigned, working independently, and exercising judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit. Positions at this level specialize in supporting specific human resources function(s) and develop a deeper knowledge base of assigned function(s). This class is distinguished from the Senior Human Resources Analyst in that the latter performs the more complex work assigned to the series, serves as an advisor for county departments on human resources issues and functions, and provides technical and functional direction over lower-level staff.

Human Resources Analyst III:  This is the advanced journey-level classification in the Human Resources Analyst series responsible for performing the more complex work assigned to the series, providing training and guidance to new staff, and reviewing and designing procedures to increase efficiency and accuracy of processes in assigned functional area.  Incumbents regularly work on tasks which are varied and complex, requiring considerable discretion and independent judgement.  Positions in the classification rely on experience and judgement to perform assigned duties.  Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to deliver services.   Work is typically reviewed upon completion for soundness, appropriateness and conformity to policy and requirements. 

This class is distinguished from the Principal Human Resources Analyst in that the latter performs the most complex work assigned to the series and serves in a supervisory capacity over assigned administrative, technical, and analyst support staff.
Positions in the Human Resources Analyst class series are flexibly staffed; positions at the II- and III-levels may be filled by advancement from the I-level and II-level; progression to the II- and III-levels is dependent on (i) management affirmation that the position is performing the full range of duties assigned to the classification; (ii) satisfactory work performance; (iii) the incumbent meeting the minimum qualifications for the classification including any licenses and certifications; and (iv) management approval for progression to the II-level. 

EXAMPLES OF TYPICAL JOB FUNCTIONS

Typical functions may include any of the following tasks, knowledge, abilities, and other characteristics. The list that follows is not intended as a comprehensive list; it is intended to provide a representative summary of the major duties and responsibilities. Incumbent(s) may not be required to perform all duties listed, and may be required to perform additional, position-specific tasks.

• Coordinates and implements recruitment processes for County departments; receives and reviews requisitions; researches past recruitments and confers with departments to ascertain departmental needs; coordinates and/or prepares and posts recruitment bulletins and job announcements; screens resumes and applications and identifies and recommends qualified applicants.
• Prepares, schedules, and proctors interviews and examinations, including content development and compiling test scores, preparing eligibility lists and candidate information, coordinating and/or conducting interviews, coordinating follow-up pre-employment procedures, and maintaining documentation; communicates with and provides updates to departments and applicants.
• Administers the County’s multi-tiered benefits and retirement programs; reviews and updates benefit administration processes and implements revised processes after approval.
• Researches and analyzes benefit plan changes and monitors eligibility and restrictions of plan participation; processes enrollments and withdrawals; monitors, audits, calculates, updates, and balances benefit deductions, payments, and reimbursements for active employees and retirees; prepares and maintains various reports, forms, statements, and correspondence.
• Receives, reviews, reconciles, and processes vendor billing statements; researches and identifies discrepancies; makes recommendations for adjustments; processes requests for payment and transfer of funds; monitors and reconciles payments received.
• Communicates and works with employees, retirees, insurance providers, and third-party administrators to respond to and resolve coverage and claim issues.
• Conducts County-wide benefits open enrollment; prepares, reviews, and updates open enrollment benefit materials and literature.
• Monitors and ensures adherence of assigned human resources programs and processes with federal, state, and local laws, County policies and procedures, memorandum of understanding (MOU) and employee agreement provisions, and applicable plan documents; provides guidance on interpretation and compliance.
• Reviews, audits, and reconciles reports from various internal and external sources; researches, collects, analyzes, summarizes, and interprets data; prepares and presents reports, correspondence, memoranda, and other documents.
• Assists in conducing desk audits and classification studies by gathering and analyzing job data, recommending proper classification, and documenting findings and results; assists in conducing compensation and benefits studies, recommends adjustments, and calculates implementation costs.
• Assists in labor relations activities including negotiations and contract interpretation.
• Assists in investigating employee complaints and works with departments regarding disciplinary issues; recommends corrective action.
• Organizes and maintains accurate and detailed databases, files, and records related to the County's payroll, benefits, and human resources programs; audits and reconciles transactions and data; verifies accuracy of information, researches discrepancies, and records information; coordinates and ensures compliance with established records retention schedules.
• Conducts analytical and operational studies and special projects; evaluates alternatives and makes recommendations; discusses, consults with, and advises staff and management on recommendations; assists with the implementation of policy, procedural, administrative, and/or operational changes after approval.
• Attends meetings, conferences, workshops, and training sessions, and reviews publications to remain current on principles, practices, technologies, regulations, and new developments in the field of human resources.
• Performs related duties as assigned.

Knowledge of:

• Principles, practices, and techniques of public agency human resources administration, including recruitment and selection, job analysis and classification, compensation, benefits administration, training and development, equal opportunity and affirmative action compliance, employee relations, and labor relations.
• Applicable federal, state, and local laws, regulatory codes, ordinances, and procedures relevant to assigned area of responsibility.
• Principles and techniques of conducting analytical studies, evaluating alternatives, making sound recommendations, and preparing and presenting effective and technical reports.
• Basic and advanced mathematic and statistical techniques.
• Principles and procedures of record-keeping and preparation of reports and correspondence.
• Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and County staff.
• The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
• Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers, databases, and software programs relevant to work performed.

Ability To:

• Administer and coordinate assigned human resources function(s). 
• Learn and understand the organization and operation of the County and functional responsibilities of County departments.
• Understand, interpret, and apply all pertinent laws, regulations, codes, and ordinances and County policies and procedures relevant to work performed.
• Plan and conduct effective analytical and operational studies and special projects.
• Research, analyze, interpret, draw conclusions, summarize, and present information and data in an effective manner.
• Prepare clear and concise reports, correspondence, policies, procedures, and other written materials.
• Make accurate arithmetic and statistical computations.
• Maintain confidentiality of sensitive personal information of employees, former employees, retirees, and other matters affecting County human resources programs. 
• Establish and maintain a variety of filing, record-keeping, and tracking systems.
• Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.
• Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
• Effectively use computer systems, software applications relevant to work performed and modern business equipment to perform a variety of work tasks.
• Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
• Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Equivalent to a Bachelor’s degree from an accredited college or university with major coursework in human resources management, social sciences, business or public administration, or a related field; and

Human Resources Analyst I: One (1) year of experience in human resources or a related field.

Human Resources Analyst II: Two (2) years of increasingly responsible professional human resources administration experience at a level equivalent to Human Resources Analyst I.

Human Resources Analyst III: Four (4) years of increasingly responsible professional human resources administration experience.

Certifications and Licenses:

• A position assigned to this class may require possession of a valid California Driver's License.

PHYSICAL DEMANDS

• Mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various County sites; primarily a sedentary office classification although standing in work areas and walking between work areas may be required; occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information; ability to lift, carry, push, and pull materials and objects up to 20 pounds.
• Vision to read printed materials and a computer screen. 
• Hearing and speech to communicate in person and over the telephone. 
• Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. 

WORKING CONDITIONS

• Office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. 
• Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.  

EQUIPMENT AND TOOLS UTILIZED

• Equipment utilized includes a motor vehicle, personal computer, fax machine, and standard office equipment.

Disaster Service Worker

All Butte County employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the County requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker related training as assigned, and to return to work as ordered in the event of an emergency.