Sign In
 [New User? Sign Up]
Mobile Version

Senior Personnel Analyst (Benefits)

City of Sacramento


Location:
Sacramento, California 95814
Date:
11/22/2017
2017-11-222017-12-22
Job Type:
Employee
Job Status:
Full Time
Categories:
  • Benefits
  • Administrative
  • HR Generalist
City of Sacramento
  •  
  • Save Ad
  • Email Friend
  • Print
  • Research Salary

Job Details

The Benefits Division of the Human Resources Department is seeking a professional level Senior Personnel Analyst. This position will assist the division manager with the administration of the City's health and welfare benefit programs.

POSITION DESCRIPTION

Under general direction, the Senior Personnel Analyst performs advanced journey level professional personnel work in the development, implementation, and administration of the City's personnel programs including, but not limited to: recruitment, selection, classification, salary administration, benefits administration, training, career development, retirement, organizational development, and inclusion programs. The Senior Personnel Analyst consults with and advises management on a variety of complex matters.

DISTINGUISHING CHARACTERISTICS

This classification is populated with multiple incumbents who apply professional personnel and organizational knowledge and skills to varied and complex personnel issues, projects, and problems. Employees perform the most difficult, advanced-level type of duties assigned to classes within this series, including providing direct supervision over assigned personnel, and completing complex professional analytical work in support of internal and external customers. Incumbents possess detailed knowledge of unit operations, assignments, standards, procedures, and requirements sufficient to independently complete assigned duties and responsibilities; assign and review the work of others for accuracy, completeness, and compliance to established standards; and to coordinate assignments with other units. This classification is distinguished from the lower class of Personnel Analyst in the degree of responsibility and complexity of the work performed. This class is distinguished from the Human Resources Manager in that the latter manages one or more divisions and/or programs.

SUPERVISION RECEIVED AND EXERCISED

General direction is provided by management staff.

Exercises direct supervision over lower level professional, technical, and clerical staff. 

ESSENTIAL DUTIES AND RESPONSIBILITIES

The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.

  • Plans, prioritizes, and reviews the work of professional, technical, and clerical staff assigned to support daily operations of the department.
  • Develops schedules and methods to accomplish assignments ensuring work is completed in a timely and efficient manner.
  • Provides direct supervision over professional, technical and clerical staff including assigning, directing, training and evaluating subordinate staff; performs evaluations and recommends discipline.
  • Assists in the development and implementation of goals, objectives, policies, and priorities; evaluates programs and projects and recommends and implements policy and procedure changes to improve effectiveness; plans and reviews the work of professional, technical, and clerical employees in a variety of personnel programs.
  • Plans and coordinates recruitments; determines labor market and length of recruitment; prepares job bulletins and recruitment information; determines and places advertising in appropriate media; coordinates participation in career and job fairs; and reviews and evaluates applications; determines appropriate written, oral, and or performance examination programs; develops, evaluates and validates selection instruments; supervises the administration and scoring of examinations and the establishment of eligible lists.
  • Conducts position classification studies; performs job audits and analyses of individual positions, classes, and series of classes; participates in organizational and staffing studies of City departments; prepares and revises class specifications; prepares study and implementation reports; conducts salary and employee fringe benefit surveys, analyzes data, and recommends adjustments and internal relationships.
  • Participates in the administration of the City retirement and other benefit programs; evaluates program effectiveness and vendor effectiveness; assists in resolving difficult or sensitive problems and serves as intermediary for employees and vendors/providers.
  • Participates in workplace diversity, equal opportunity employment, and inclusion activities; coordinates committees; gathers and compiles statistical information; evaluates effectiveness of programs; recommends and implements program changes; evaluates training needs through surveys, focus groups and other evaluative tools, develops curriculum, selects instructors, markets program; conducts training sessions and workshops; evaluates training feedback and implements changes or enhancements.
  • Participates in meet and confer process as a resource person; works with departments on personnel problems, staffing needs, interpretation of personnel policies and procedures; develops and maintains relationships with agencies, vendors, consultants, and recruitment sources.
  • Provides exceptional customer service to those contacted in the course of work.
  • Other related duties may also be performed; not all duties listed are necessarily performed by each individual holding this classification.


NON- ESSENTIAL DUTIES

  • Perform related duties as required.


Requirements

QUALIFICATIONS

 

Knowledge of:

  • Advanced principles and practices of personnel administration.
  • Principles, methods, and procedures utilized in recruitment and selection, position classification, organization structure, salary administration, benefit administration, training programs, and retirement programs.
  • Test construction, analysis, and evaluation; methodology for determining reliability and validity of written, oral, and performance tests; interviewing practices, screening and examining techniques.
  • Socio-economic, language, and cultural barriers affecting minorities, women, and disadvantaged segments of the community.
  • Methods for developing and evaluating special employment programs.
  • Principles and practices of administering contracts with employee organizations, processing grievances, and dealing with disciplinary matters.
  • Principles of supervision.
  • Applicable Federal and State laws and regulations.
  • Statistical concepts and methods.
  • Principles of effective organization, administration, and management.
  • Technical and analytical report writing.
  • Special needs of diverse populations.
  • Community resources.
  • Computers and computer applications.

Skill in:

  • Use of computers and computer applications and software.

Ability to:

  • Perform difficult and complex human resources work, ensuring compliance with City policies and procedures, local, state and federal laws and regulations. On a continuous basis, know and understand all aspects of the job.
  • Analyze systems, administrative and management practices and identify opportunities for improvement; analyze situations quickly and objectively, apply appropriate elements of decision-making and determine the proper course of action.
  • Value customers and co-workers through provision of excellent customer service.
  • Consistently apply concepts, laws, methods, techniques, approaches, and other guidelines of professional work in the human resources field.
  • Use initiative and good judgment.
  • Meet deadlines.
  • Plan and review the work of professional, technical and clerical staff.
  • Communicate clearly and concisely, verbally and in writing.
  • Collect, compile, analyze, and interpret information and data.
  • Prioritize and complete professional personnel work in assigned area.
  • Interpret and explain City personnel programs and policies to employees and the public.
  • Effectively promote programs for diversity in the workplace.
  • Secure cooperation of operating officials in accepting and carrying out sound human resources management practices.
  • Train and provide project direction and supervision to other professional, technical and clerical staff.
  • Function under challenging conditions and/or confrontational situations requiring instructing, persuading and motivating people.
  • Obtain and maintain eligibility to handle confidential materials, including medical, financial, and personnel records.


EXPERIENCE AND EDUCATION

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

Experience:

Three years of professional-level human resources management experience in the areas of recruitment/selection, classification and compensation, career development, and/or benefit and retirement programs. Experience in a public-sector agency is preferred.

-AND-

Education/Training:

Possession of a Bachelor's degree from an accredited college or university with major coursework in business or public administration, human resources, or closely related field.

Substitution:

A Master's degree may substitute for one of the three years of experience.

Additional qualifying professional-level experience may substitute for the required education on a year-for-year basis.

SPECIAL QUALIFICATIONS


License or Certificate:

Possession of, or ability to obtain, an appropriate, valid California driver's license.

PHYSICAL DEMANDS AND WORKING ENVIRONMENT

The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Environment: Standard office setting; some travel from site to site.

Physical: Sufficient physical ability to work in an office setting and operate office equipment.

Vision: See in the normal visual range with or without correction; vision sufficient to read computer screens and printed documents.

Hearing: Hear in the normal audio range with or without correction.

Powered ByLogo

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy and stability of its content for a particular purpose. Disclaimer