Human Resources Analyst I/II/III - Class and Comp (Finance)

The County of Riverside seeks candidates to fill positions throughout Riverside County.

A list of eligible candidates will be established to fill current and future vacancies.

The Human Resources Department has an opening for a Human Resources Analyst I/II/III to support the Classification and Compensation (Class and Comp) team in Riverside.

This position will be tasked with a wide range of Class and Comp work including class studies, class specification development and modification, salary/market analyses, and cost projections. The Class and Comp team maintains over 1,900 job classifications and 1,300 salary plan/grade structures. They establish new classifications and salaries, while also reviewing existing classifications to determine appropriate placement within County departments. Class and Comp develops and maintains the County's class specifications and allocation standards. Class and Comp also supports the Employee and Labor Relations Division by conducting class studies resulting from grievances, and by performing market analysis for collective bargaining efforts.

Education and experience in classification and compensation, recruiting, statistics or data analysis is highly desired. A degree in Industrial-Organizational Psychology (or current enrollment in a related program) is preferred. Experience working in a public agency setting is also preferred.

The level at which the position will be filled is at the Department's discretion and is based on candidate qualifications.

At this time, the position has the opportunity to telework based on business need, however job expectations, at times may require in person interaction. Telework may change at any time and you will be expected to report to the office.

Meet the team!

The Human Resources Department strives to effectively serve and partner with our community, departments and employees by leveraging best practices and innovation to foster a thriving county.HUMAN RESOURCES ANALYST I

• Investigate and analyze the duties and responsibilities of positions for job classification and compensation purposes; develop class concepts and prepare and revise class specifications.

• Establish job comparability through the gathering, tabulating, and analyzing of salary data, and make preliminary recommendations; perform studies of internal class relationships for compensation purposes.

• Review and make recommendations on proposed human resources transactions, research human resources practices and regulations, and serve as an informational resource to County agencies/departments.

• May prepare training materials for employee development presentations and assist in conducting training; prepare reports and correspondence; maintain records, logs, and files.

HUMAN RESOURCES ANALYST II
• Investigate and analyze the duties and responsibilities of positions for job classification and compensation purposes; develop class concepts and prepare and revise class specifications.
• Establish job comparability through the gathering, tabulating and analyzing of salary data, and make preliminary recommendations; perform studies of internal class relationships for compensation purposes.
• Review and make recommendations on proposed human resources transactions; confer with departmental officials on human resources practices and issues.
• Assist in the development and establishment of standard human resources practices and employee benefits and services programs; conduct special studies and investigations.
• May prepare training materials for employee development and assist in conducting training.
• Prepare reports and correspondence; maintain records, logs and files.

HUMAN RESOURCES ANALYST III
• Develop, administer, analyze, and evaluate written, oral and performance tests; perform specialized research in test development; investigate, analyze and report on the duties and responsibilities of general, unusual or specialized positions for job classification and salary purposes.
• Perform the more difficult work related to the development of class specifications and allocation standards; conduct large-scale departmental or countywide classification studies.
• Gather, tabulate and analyze salary data and prepare preliminary recommendations; review and make recommendations on proposed human resources transactions.
• Confer with departmental officials on human resources practices and problems; assist in the development and establishment of standard personnel practices.
• Perform specialized research in public human resources administration; perform studies and make recommendations regarding staff utilization.
• May prepare training materials for employee development and assist in conducting training.
• Prepare reports, manuals, articles, and correspondence; maintain records, logs and files.HUMAN RESOURCES ANALYST I
$58,738.69 - $83,223.82 Annually

OPTION I

Education: Graduation from an accredited college or university with a bachelor's degree or equivalent education (minimum completed units equaling 120 semester/180 quarter). Technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units).

OPTION II

Experience: Four years of technical, paraprofessional or professional human resources experience.

HUMAN RESOURCES ANALYST II
$72,759.61 - $103,205.87 Annually

OPTION I
Education: Graduation from an accredited college or university with a bachelor's degree or equivalent education (minimum completed units equals 120 semester/180 quarter). Additional qualifying technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units).

Experience: One year of professional human resources experience (at the County of Riverside Human Resources Analyst I level or above) with responsibility for conducting job analysis, recruitment and selection, employment test construction, position classification, compensation analysis, employee or labor relations, organizational development, training, benefits, or other human resources functions that demonstrate acquisition of the required knowledge, skill, and abilities. (Completion of graduate level courses from an accredited college or university may substitute for the required experience on the basis of 24 semester or 36 quarter units equaling one year of experience.)

OPTION II
Education: Graduation from an accredited college or university with a bachelor's degree or equivalent education (minimum completed units equals 120 semester/180 quarter). Additional qualifying technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units).

Experience: Two years as a Human Resources Technician with the County of Riverside. (Completion of graduate level courses from an accredited college or university may substitute for the required experience on the basis of 24 semester or 36 quarter units equaling one year of experience.)

HUMAN RESOURCES ANALYST III
$85,630.79 - $121,545.54 Annually

Education: Graduation from an accredited college or university with a bachelor's degree or equivalent education (minimum completed units equaling 120 semester/180 quarter). Additional qualifying technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units).

Experience: Two years of professional human resources experience (at the County of Riverside Human Resources Analyst I level or above), or one year equivalent to the County of Riverside Human Resources Analyst II with responsibility for conducting job analysis, recruitment and selection, employment test construction, position classification, compensation analysis, employee or labor relations, organizational development, training, benefits, or other human resources functions that demonstrate acquisition of the required knowledge, skills and abilities. (Completion of graduate level courses from an accredited college or university may substitute for up to one year of the required experience on the basis of 24 semester or 36 quarter units equaling one year of experience.)

All Options
(Clerical experience does not qualify).
Knowledge of : The principles and practices of public administration, organization and management; the principles and practices of public human resources administration including job classification, salary administration, recruitment and selection, examining, interviewing, and affirmative action; the development, analysis and evaluation of tests and test materials; occupations found in the public services and their job requirements; modern office methods and procedures; the application of statistical methods to human resources work; the techniques of job analysis for position classification, recruitment and selection.

Ability to: Develop, administer, analyze, and evaluate tests for a variety of occupations; study and analyze jobs in a variety of occupations and make sound classification decisions; collect data, analyze it objectively, present it clearly, and prepare sound recommendations and reports; understand, interpret and apply human resources laws, rules, regulations, standards, and procedures; explain human resources procedures and adjust complaints; secure cooperation of operating officials in accepting and carrying out sound human resources management practices; keep abreast of developments in the field of public human resources administration; speak and write effectively.
Other Requirements
License/Certificate: Possession of a valid California Driver's License may be required.

Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), or other relevant human resources related certification is desired. TESTING REQUIREMENTS:

Candidates may be required to successfully pass the new HR Analytical Skills assessment as part of the application process for this position. The test must be taken through the NeoGov recruiting system. Candidates who meet the position requirements will be emailed a link to take the online test. It is strongly recommended that all candidates maintain a valid email in their contact information on their NeoGov account. It is important that the instructions provided in the email are followed exactly. We expect all candidates to uphold the highest standards of integrity and to complete the exam independently, relying solely on their own knowledge and skills. Any attempt to cheat-including using web browsers, external resources, seeking assistance, or copying answers-is a breach of this standard and may result in disqualification. To ensure fairness, we reserve the right to require candidates to take or retake the exam under in-person proctored conditions. Those that have successfully passed the previous HR Analyst Written Assessment may be exempt from the new assessment.
For questions regarding this recruitment Contact Vanessa Diaz Beaird at VDBEAIRD@rivco.org with any questions regarding this recruitment.