Human Resources Analyst I or II (Employee and Labor Relations Unit)

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Salary Range $89,835.20 - $109,824.00 Job Description The Superior Court of California, County of Alameda is accepting applications for the position of Human Resources Analyst I or II (Employee and Labor Relations Unit) within the Human Resources Division. Under general supervision, employees in this position routinely use applicable Memoranda of Understanding and personnel rules to answer questions from supervisors and non-supervisory staff; work with supervisors to address employee performance issues, misconduct, and other concerns; intake employee complaints; and review disciplinary notices written by managers. This work can include assisting in the creation and administration of personnel programs, supervision of clerical staff, and other related duties as assigned. The Division may select a candidate to fill the current vacancy at either a HR Analyst I or HR Analyst II level. HR Analyst I Salary: $89,835.20 - $109,824.00 Human Resources Analyst I is the first working level in which incumbents working under general supervision perform a limited variety of professional personnel assignments following established procedures and requiring past technical experience. Some positions may stay allocated to this level depending upon assignment. HR Analyst II Salary: $96,387.20 - $125,444.80 Human Resources Analyst II is the journey level class of the series in which incumbents under direction perform a wide variety of professional assignments of increasing difficulty. Example of Duties NOTE: The following are examples of duties performed by employees in this classification; however, employees may perform other related duties at an equivalent level. Each individual in the classification does not necessarily perform all listed duties. When supporting the Employee and Labor Relations Unit, examples of essential job duties include: - Serves as a human resources consultant to Court divisions by responding to inquiries from and providing support and guidance to managers, supervisors, and staff on a wide variety of human resources issues including the interpretation and application of personnel policies, procedures, and memoranda of understanding; advises supervisors on performance management and progressive discipline processes to ensure compliance with rules, policies, and procedures; and assists supervisors and employees resolve personnel/workplace problems. - Conducts and/or supports workplace investigations; conducts intake interviews of employee complaints; and participates in and supports Meet and Confer sessions and other labor-management meetings. - Assists in the development, maintenance, and administration of personnel policies, practices, and procedures; assists with updating MOUs and personnel rules; collects and analyzes data for use in formulating proposals and responding to requests for information; prepares a variety of reports, statistical analyses, and correspondence; develops and maintains a variety of tracking reports for programs and projects. - Assists with the implementation of new courtwide initiatives and projects focused on employee engagement, retention, morale, and job satisfaction. Identifies and implements (or assists with developing) positive employee relations practices, policies, and programs that lead to a more efficient and motivated workforce; assists with implementing and recommending improvements to employee relations programs, labor agreements, and employee performance management systems/activities; and conducts orientation for new employees. - Processes personnel transactions in HR information systems; assists with troubleshooting user issues; creates and updates job aids to support users' experience with HR systems; performs audits to improve business processes; creates training aids, manuals, and checklists; designs, creates, maintains, and improves forms; and assists with maintenance of division's webpages. OTHER JOB DUTIES MAY INCLUDE: 1. Plans, organizes, supervises, and conducts recruitment and selection activities; plans recruitment strategy; analyzes job duties and writes job announcements; screens applications; arranges for and participates in interview panels; administers examinations; prepares and maintains eligibility lists; makes job offers and coordinates hiring process; and maintains database for position control. 2. Provides information to employees and managers on benefits and leave policies; coordinates workers' compensation program (monitors cases, reviews and updates procedures, analyzes restrictions and assists in determining modified duty or new work assignments); oversees Americans with Disabilities Act cases and issues. 3. Identifies and coordinates training programs and career development opportunities; assesses training needs; monitors training funds; and conducts trainings. 4. Acts as member or coordinator on various Court/County committees. 5. May supervise clerical and technical staff. 6. Provides staff assistance to a variety of ongoing and sp

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