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To manage, supervise, and coordinate recruitment activities and/or to coordinate classification process; conduct and respond to salary surveys; organize and monitor catastrophic leave and paraprofessional programs; and manage the Substitute Employment Management System and/or to manage, supervise, and coordinate personnel and employee records activities. This position also provides assistance to higher level management staff in a variety of areas including employee relations, affirmative action, compensation, and staff development.
Human Resources Analyst job description
Stay abreast of new trends and innovations in the field of Human Resources.
Respond to requests for information.
Must demonstrate attendance sufficient to complete the duties of the position as required.
Perform related duties similar to the above in scope and impact as required.
Work with all levels of Department staff to direct, assist, and explain personnel policies and procedures as related to employee records.
Human Resources Analyst continued
ESSENTIAL FUNCTION STATEMENTS (cont.)
EMPLOYEE RECORDS (cont.):
Address day-to-day questions/issues of Department staff related to application of personnel policies and procedures. Insure proper processing and maintenance of certificated and classified personnel records.
Oversee, coordinate and review work plans; meet with staff to identify and resolve problems; assign work activities and projects; and monitor work flow.
Act as a major resource regarding credentialing issues. Process and submit for public notice annual Declaration of Need and Statement of Need for Emergency Substitute Permits.
Audit and maintain various HR reports for record-keeping credibility.
Maintain Department-specific code tables for Bi-Tech HRIS system. Act as a liaison/resource for Bi-Tech HR issues.
Review worker’s compensation report distributed by Risk Management and monthly leave of absence report for necessary HR action.
Coordinate classification/reclassification process; conduct audits for management positions; analyze and evaluate data; develop job specifications; and make recommendations for salary ranges for positions.
Conduct salary surveys; tabulate data, and make recommendations.
Policies, procedures, and methods related to the recruitment process and selection techniques.
Pertinent federal, state, and local laws, codes and regulations pertaining to as affirmative action, reasonable accommodation for applicants/employees with disabilities, etc.
Principles of supervision, training and performance evaluation.
Plan, organize, and direct a comprehensive recruiting program.
Establish and maintain effective working relationships with various constituencies.
Manage and coordinate the work of technical and clerical personnel.
Select, supervise, train and evaluate staff.
Interpret and explain personnel policies and procedures.
Prepare clear and concise reports.
Communicate clearly and concisely, both orally and in writing in English.
Maintain effective audio-visual discrimination and perception needed for making observations; communicating with others; reading and writing; and operating assigned equipment.
Experience and Training Guidelines
Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:
Four years of responsible human resources management or related experience.
Equivalent to a Bachelors degree from an accredited college or university with major course work in human resources, business, public administration or related field; or any combination of factors likely to produce the desired knowledge and skills.
Coordinate the catastrophic leave and paraprofessional programs; distribute and collect data; research and provide recommendations; and assist with policy and procedures.
Coordinate CBEDS distribution and collection with other divisions.
Manage Substitute Employee Management System procedures/activities: generate correspondence, oversee reasonable assurance notification.
Monitor and follow-up on Long-Term Substitute Assignments.
Coordinate monthly activity for second phase of New Employee Orientation to Department.
Conduct management recruitments, develop job announcements, identify recruitment and selection resources, determine mandatory qualifications, and identify available applicants.
Review job announcements supplemental forms, and interview questions to ensure compliance with OCDE, Equal employment Opportunity, and Affirmative Action policies, guidelines, and regulations.
Coordinate and be responsible for the Department’s testing and recruitment programs.
Manage and participate in the recruitment, interviewing, testing, selection, and placement of all employees hired by OCDE.