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Human Resources Analyst, Supervising

Salary: N/A

DEFINITION: Under direction, supervises professional and paraprofessional staff engaged in recruitment and testing, classification and compensation, and related areas of human resources management; acts for the Deputy Human Resources Director during periods of absence and as directed; and performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS: This single-position classification is the supervisory level in the Human Resources Analyst series. It is distinguished from the Human Resources Analyst, Senior by its responsibility for supervising professional and paraprofessional staff, developing and implementing internal policies and procedures, and coordinating all recruiting, testing, classification, and compensation services, whereas incumbents at the Senior level may act as leadworkers on specific projects. The supervisor is further distinguished from the Deputy Human Resources Director by its primary responsibility for day-to-day supervision of staff, whereas the Deputy Director is responsible for long-range planning, attainment of divisional performance measures, and developing Countywide human resources policies and initiatives.

EXAMPLES OF DUTIES:

1. Supervises professional and paraprofessional staff engaged in planning and conducting recruitments, developing examinations, performing classification and compensation studies, and performing other work related to public human resources management; provides technical guidance to professional staff on the most difficult or controversial projects or issues; conducts or assists staff with complex, high-profile, or politically sensitive recruitments, examinations, or classification/compensation studies; reviews work of staff for consistency with established professional and legal standards; resolves disagreements between staff and Human Resources Department customers that staff has not been able to resolve satisfactorily.
2. Participates in the selection of professional and paraprofessional staff; provides training to staff in such areas as: recruitment planning, exam development, Civil Service Rules, County human resources policies, and federal and state employment law; assigns work; identifies areas for employee development and provides or ensures needed training; establishes standards and evaluates performance; recommends a variety of human resources actions, such as merit increases, disciplinary actions, and promotions.
3. Develops policies and procedures to ensure consistency in such areas as: rule interpretation, and administration of exams, human resources policies, and contracts; analyzes new legislation, case law, and related materials to determine impact on division operations, develops new or revised policies and procedures as appropriate, and ensures that staff is informed of changes.
4. Acts as an internal consultant to County departments on human resources management issues; identifies Countywide human resources issues and develops plans for addressing those issues.

EMPLOYMENT STANDARDS:

1. Possession of a bachelor's degree in business or public administration, behavioral or social sciences, or a closely related field and five years of progressively responsible professional human resources experience, preferably in the public sector, including two years in a lead capacity; or,
2. two years of experience performing duties equivalent to Human Resources Analyst, Senior or Human Resources Officer, Departmental with Santa Barbara County; or,
3. a combination of training, education, and experience that is equivalent to one of the employment standards listed above and that provides the required knowledge and abilities.

Additional Qualifications: Possession of a valid California Class C Driver's License may be required. Independent travel is required.

Knowledge of: principles and practices of supervision, performance management, training, and organizational development; principles and practices of human resources administration, including job analysis, recruitment and selection, classification and compensation, and affirmative action; federal and state laws pertaining to equal employment opportunity and affirmative action; professional human resources policies and practices; test development, including types of exams, validation methods, item construction, and related issues such as adverse impact; organizational structure of and services provided by government; English grammar and usage; basic statistics.

Ability to: organize, assign, prioritize, delegate, and coordinate work of self and others; balance competing priorities; work independently; gather, organize, and analyze data, draw conclusions, and make recommendations; learn, interpret, and apply County procedures and rules related to human resources management; use a personal computer and standard business software; learn and use general and specialized computer applications; prepare a variety of written documents, such as correspondence, policies, and performance evaluations; explain rules, policies, procedures, and technical concepts; communicate information in verbal and written form to a variety of people; establish and maintain working relationships with colleagues, subordinate staff, representatives of other departments, organizations, and agencies, and members of the public; represent the department with tact and diplomacy; resolve conflict; employ creativity in resolving problems; exercise objectivity and independent judgment; maintain confidentiality of information.

Desirable Qualification: Knowledge of public sector human resources management policies and practices.
 



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