Senior Personnel Analyst (Employment, Classification, & Development)
 City of Sacramento | |
 United States, California, Sacramento | |
 Nov 22, 2024 | |
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THE POSITION THIS POSTING WILL BE OPEN UNTIL FILLED Application cut-off dates are weekly, every Monday. 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 Senior Personnel Analyst. The Employment, Classification, & Development Division oversees the areas of recruitment, classification and compensation, examination development, and training and development. Human Resources is a fast-paced department supporting the needs of the City's departments and charter offices. This position will be primarily responsible for:
IDEAL CANDIDATE STATEMENT The ideal candidate will demonstrate a comprehensive understanding of human resources practices, possess strong leadership abilities, and exhibit a deep commitment to fostering an inclusive and supportive work environment. This individual should have proven experience in guiding and implementing HR policies and procedures, experience working with advanced HRIS systems, 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. Exceptional communication skills, a keen understanding of labor laws and compliance regulations, as well as the ability to inspire, lead, and mentor a team, are essential. The ideal candidate will be adept at problem-solving, exhibit a high level of professionalism, and be dedicated to promoting a diverse and equitable work environment, fostering employee engagement, and contributing to the overall success and growth of the organization. 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. QUALIFICATIONS Knowledge of:
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. PROOF OF EDUCATION Should education be used to qualify for this position, then proof of education such as, but not limited to, university/college transcripts and degrees should be submitted with your application and will be required at the time of appointment. Unofficial documents and/or copies are acceptable. An applicant with a college degree obtained outside the United States must have education records evaluated by a credentials evaluation service. Evaluation of education records will be due at time of appointment. 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. THE SELECTION PROCEDURE Please note, the City of Sacramento's preferred method of communication with applicants is via e-mail. As such, please ensure you verify the e-mail address on your application, and check your e-mail frequently, including your spam and junk folders. All e-mail notifications can also be accessed through the governmentjobs.com applicant inbox.
2. Supplemental Questionnaire: (Pass/Fail) – In addition to the City of Sacramento employment application, all applicants must complete and submit online responses to the supplemental questionnaire to the City of Sacramento Employment Office as part of the application process;
3. Screening Committee: (Pass/Fail) - All applications received will be forwarded to the hiring department for review until the position is filled. The hiring department will select the most competitive applications for further consideration. Human Resources will only evaluate employment applications for the minimum qualifications, as stated on the job announcement, for applications selected by the hiring department.
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