Personnel Analyst Classification & Development

Overview

Pay $73,521.04 - $96,465.97 / year

Employment type

Full-Time

• Req#: 3859105

THIS POSTING WILL BE OPEN UNTIL FILLED

With supervisor approval, incumbents may be eligible for intermittent remote work; however, they must physically reside within the State of California with the ability to report to Sacramento-based physical worksites daily if required.

THE IDEAL CANDIDATE

The City of Sacramento's Human Resources Department – Employment, Classification & Development Division, is seeking a knowledgeable and motivated human resources professional to join their team as a Personnel Analyst. Human Resources is a fast-paced department supporting the needs of the City's departments and charter offices. The ideal candidate values diversity, equity, and inclusion, and has a strong understanding and innovative ideas for addressing the complexities involved in classification, compensation, recruitment, and/or exam development, as well as experience managing multiple customer inquiries, balancing stakeholders with varying needs and interests, and communicating effectively across the organization.

This position will be primarily responsible for:

• Conducting City-wide recruitments from start to finish.
• Performing classification and compensation studies.
• Performing job analysis and developing recruitment examinations.
• Responding to appeals in writing and verbally to the Civil Service Board.
• Interpreting and applying policies, civil service rules, and labor agreements.

Under general supervision, the Personnel Analyst performs professional personnel work in a variety of personnel program areas including, but not limited to, recruitment, selection, classification, salary administration, benefits, training, career development, and retirement programs.

DISTINGUISHING CHARACTERISTICS

This classification is populated with multiple incumbents who apply professional knowledge and skills to various personnel programs and problems. Incumbents perform the full range of standard work procedures, operations, tasks, duties, and responsibilities with little or no immediate supervision. This classification is distinguished from the lower class of Personnel Technician in that the latter performs the more routine technical duties and tasks.

The Person nel Analyst is distinguished from the higher classification of Senior Personnel Analyst in that the latter performs the most complex work, and assists in the development and implementation of goals, objectives, policies, and priorities.

SUPERVISION RECEIVED AND EXERCISED

General supervision is provided by higher-level professional personnel staff. Responsibilities may include the technical or functional supervision of lower level professional positions and technical level personnel.

• 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; prepares and revises class specifications, prepares study and implementation reports; participates in organization and staffing studies of City departments; 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.
• Participates in evaluating training needs, develops curriculum, selects instructors, markets program; conducts training sessions and workshops; evaluates training feedback and suggests changes or enhancements.
• Works with departments on personnel problems, staffing needs, and the interpretation of personnel policies and procedures; provides career counseling to individuals and groups.
• Establishes liaisons with community, business, industry, and agencies as appropriate.
• 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.

Knowledge of:

• Fundamental principles and practices of personnel administration.
• Principles, methods, and procedures utilized in…