Human Resources Analyst (Contract)

JOB DESCRIPTION The City of San Luis Obispo has an opening for a contract Human Resources Analyst.
The assignment is expected to last through June 2025.
The City of San Luis Obispo Human Resources Department is seeking a dynamic and highly skilled Human Resources Analyst for a one-year contract position (through June 2025), which includes a comprehensive benefits package.
The ideal candidate will possess expertise in utilizing the Microsoft Suite applications, including Excel, Word, SharePoint, Teams, and Project Apps.
Proficiency in these tools is crucial as the analyst will excel in project management, demonstrating the ability to create innovative tools to track and assign work for the HR team while leveraging software such as Microsoft Project.
The successful candidate will be team-oriented, thrive in a fast-paced environment, and contribute to the collaborative and dynamic culture of the organization.
With a keen eye for detail, the candidate will showcase their exceptional project management skills, ensuring the efficient and effective coordination of HR initiatives.
General experience in performance management, organization development, leaves of absence, accommodations, and policy development is highly desirable.
The ideal candidate will bring a strategic mindset to address HR challenges and contribute to the overall success of the City’s HR department.
If you are a motivated and detail-oriented professional with a proven track record in HR analytics and project management, we encourage you to apply and become a vital part of a dynamic team.
Interviews will take place on February 15, 2024.
Please hold that date in the event that you are invited to interview.
Second interviews will be held at the end of February.
A flexible hybrid schedule may be considered once proficiency in the position is sufficiently demonstrated.
The City of San Luis Obispo applies 100% service credit towards vacation accrual for completed public sector years of service.
JOB SUMMARY: Develops, implements, and administers one or more Citywide human resources activities, such as recruitment and selection; classification and compensation; performance management; workers’ compensation; disability interactive process; benefits administration; leaves of absence; organizational development; training programs; employer/employee relations activities, including the interpretation, administration and negotiation of labor agreements, and costing of proposed modifications to labor agreements; personnel records management; and externally-mandated programs and regulations.
Conducts research and analysis for special projects and performs related work as assigned.
Assigned to an area of specialty but may perform work in any area of specialty.
CLASS CHARACTERISTICS: Performs entry-level to journey-level professional, analytical human resources work.
May initially work closely with the Director of Human Resources, the Human Resources Manager and/or the Risk and Benefits Manager.
Researches, analyzes, and makes recommendations regarding the solution of moderately complex human resources issues.
This class is distinguished from other professional classes by the knowledge and emphasis on human resources functions, including the application of employment law and organizational development theories.
This class is distinguished from the Senior Human Resources Analyst by the latter’s complexity and scope of work assignments and the expertise required to perform assigned duties under minimal supervision.
This class is distinguished from the Human Resources Specialist by the performance of professional, analytical work, the complexity and scope of work assignments, as well as possibly supervising lower-level staff.
SUPERVISION SUPERVISION RECEIVED AND EXERCISED: This class receives general direction from the Director of Human Resources, Human Resources Manager, or Risk and Benefits Manager.
May exercise direct, technical, and functional supervision over technical and support staff, interns, part-time staff, and other Human Resources staff.
EXAMPLES OF DUTIES EXAMPLES OF DUTIES AND RESPONSIBILITIES: (Any one position may not include all of the duties listed nor do the listed examples include all tasks that may be found in positions of this class.
) Confers with managers, supervisors, and employees to understand needs and problems; reviews laws, policies, procedures, and rules to determine limitations and flexibility; develops and recommends human resources management systems, programs, and procedures to effectively enhance City operations.
Researches, analyzes, prepares, and submits recommendations to managers and supervisors concerning technical matters; provides relevant investigative, factual, and analytical information as needed.
Plans, organizes, and manages daily workload and long-term projects to meet target dates; develops comprehensive project management plans, specifying method, deliverables, timelines, measures of success, and staffing and resources required for accomplishing each phase; provides updates to management regarding project status; facilitates “lessons learned” meetings; incorporates suggestions to improve human resources processes.
Develops standard measures of performance for major human resources processes; makes recommendations on process changes based on measures.
Oversees the implementation and monitoring of a variety of regulations; ensures compliance with laws associated with workplace discrimination, wage and hour, employee benefits, immigration, and workplace safety.
Develops and implements training programs related to area of specialty.
Resolves questions regarding human resources, employment law, and related areas; confers with City staff and the public and interprets polices, precures, and regulations.
Assists managers and supervisors in resolving human resources performance management problems, often of a sensitive or confidential nature, by facilitating the resolution of differences, providing conflict resolution tools, and suggesting mutually acceptable solutions.
Represents the department in meetings, hearings, conferences, and workshops; makes presentations to a variety of audiences and groups regarding human resources activities and procedures; may serve on a variety of committees or teams related to Citywide issues.
Assists in the orientation and training of staff and/or advisory body members in areas of specialty.
Plans, organizes, and reviews the work of technical and support staff, interns, and part-time staff on a day-to-day basis; provides training and policy guidance and interpretation to staff; may directly supervise technical and support staff.
Prepares reports, graphic representations, statistical summaries, and other written materials.
Reviews and processes personnel transactions, employment contracts, and other legal agreements for City employees.
Prepares and administers budget; monitors and approves expenditures.
Participates in HR system upgrades, testing, and implementation projects.
Prepares reports and materials for collective bargaining processes.
Performs related duties similar to the above in scope and function as required.
Benefits Specialty: In addition to the above, incumbents assigned to the benefits specialty will be required to perform the following duties: Administers and coordinates the employee benefits programs, including medical, dental, vision, disability, retirement, deferred compensation, employee assistance program, and COBRA.
Reviews and analyzes contracts for provider’s services.
Administers employee leave programs, including FMLA/CFRA, California Pregnancy Leave, and other leaves.
Administers the Affordable Care Act program related to employee qualifications for federal benefits, required reporting, and employee notifications.
Ensures employees are informed of their benefit options.
Instructs staff on billing procedures, deductions, leaves of absence, and related benefits programs.
Oversees Open Enrollment programs and events.
Coordinates the Workers’ Compensation Program, including return to work, leaves, interactive accommodation meetings, and fitness for duty.
Promotes return to work programs by working closely with departments, employees, and third-party administrator.
Periodically assesses the quality of the workers’ compensation system; reviews doctors, third-party administrative services, etc.
, to ensure high quality.
Analyzes loss reports and workers’ compensation experience; recommends training and other program changes to minimize future risk.
Coordinates and may conduct interactive accommodation meetings.
Classification and Compensation/Recruitment Specialty: In addition to the above, incumbents assigned to the classification and compensation specialty will be required to perform the following duties: Administers the Classification and Compensation Plan.
Confers with departments regarding classification and compensation requests; researches and recommends resolutions to salary and budgetary concerns; advises departments on recommendations; coordinates the processing of requests.
Analyzes and reviews the City classification system; audits classifications; makes recommendations on system changes; updates and maintains class specifications.
Ensures accuracy and completeness of employee classification and compensation data; periodically audits information; produces reports from system.
Plans and conducts comprehensive salary and benefit surveys; researches and analyzes data; prepares comprehensive reports; makes recommendations.
Assists in costing and evaluating feasibility of salary changes and labor proposals for collective bargaining.
Maintains an accurate record of all positions within the organization.
Reviews and recommends reclassification requests from employees and departments.
Oversees recruitment and selection processes; develops, with the hiring department, recruitment strategies geared toward meeting operational needs.
Employee Relations Specialty: In addition to the above, incumbents assigned to the employee relations specialty will be required to perform the following duties: Monitors employee performance evaluation program to identify potential problem areas and/or career development needs.
Responds to inquiries or complaints reported internally or from the Civil Rights Department and the Equal Employment Opportunity Commission as necessary.
Investigates and responds to grievances.
Plans and communicates employee training and development opportunities through the City’s Employee University.
Develops and implements various employee training programs, including employee university, supervisory training, teambuilding, learning management systems, and other human resources related training.
Recommends required, encouraged, and optional training opportunities for all employees; coordinates with other departments that may drive training requirements.
Markets training and development opportunities and coordinates events that reinforce learnings.
Coaches supervisors regarding employee performance issues; works with supervisors to draft performance improvement plans; ensures supervisors are providing constructive input to address performance issues.
KNOWLEDGE AND ABILITIES: Knowledge of: Principles and practices of human resources administration.
Principles and practices of recruitment and selection.
Principles and practices of job analysis, classification, and compensation.
Principles and practices of benefits administration.
Principles of employment law and its applicability to public-sector human resources management and administration.
Principles and practices of labor relations, employee relations, and the meet-and-confer process in the public sector.
Computer applications related to the work.
Statistical and financial analysis and records management principles and practices.
Techniques for effectively representing the City in contracts with government, business, and professional organizations, bargaining groups, the public, and employees.
Techniques for providing high-level customer service to City staff, in person and over the phone.
Basic to advanced project management, budgeting, and supervisory principles, practices, and techniques.
Techniques for training staff in work procedures and evaluating staff performance.
Techniques for effectively facilitating and managing meetings.
Standard office practices and procedures, including records management.
Ability to: Design valid and effective recruitment and selection programs to obtain qualified employees.
Conduct complex organizational, classification, compensation, and benefit studies.
Analyze technical information, evaluating alternatives and making sound independent judgments within guidelines established through law and City policies and procedures.
Interpret and apply complex laws, regulations, and policies.
Provide clear, concise, and effective counsel to other City operating departments regarding issues of human resources management, employee relations, and employment law.
Work in a team atmosphere and participate on a variety of departmental and Citywide committees to enhance the provision of City service.
Prepare clear, concise, and effective records, correspondence, and other written materials.
Make effective oral presentations of complex material to diverse audiences.
Establish and maintain effective relationships with those contacted in the course of the work.
Act as staff liaison to advisory bodies within the City.
TYPICAL QUALIFICATIONS EDUCATION AND EXPERIENCE: Equivalent to graduation from a four-year college or university with major course work in business or public administration, industrial relations, organizational development, psychology, public policy, or a field related to the work.
and Two years of increasingly responsible experience in a centralized human resources system that includes experience in one or more major functional area, such as classification and compensation; recruitment and selection; benefits, workers’ compensation, leaves, and disability; employee or labor relations; or a related field.
or An equivalent combination of education and experience.
Experience in a public agency is desirable.
POSSESSION AND MAINTENANCE OF: A valid California class C driver's license and a satisfactory driving record.
THIS POSITION WILL BE REQUIRED TO COMPLETE THE FOLLOWING BEFORE A FINAL OFFER IS MADE: Live Scan Fingerprinting (DOJ & FBI) For a detailed spreadsheet of employee benefits by bargaining group, please view our Benefits Summary.
Retirement: California Public Employee's Retirement System (PERS).
The City participates only in the medicare portion of Social Security.
Health: the City has a cafeteria plan for health, dental and vision insurance and contributes towards medical insurance.
Employees may choose from several health insurance options.
There are also two dental plans to choose from.
See the Benefits Summary link to determine the contribution amount.
Life and Accidental Death and Dismemberment (AD&D) Insurance: group term life and AD&D insurance is provided for all regular employees.
The amount of coverage varies depending on the classification.
Employees may purchase additional life and AD&D insurance for themselves and their dependents.
Vacation: employees receive 12 days per year increasing to 20 days after 20 years.
Holidays: employees receive 12-13 days per year depending on the classification.
Sick Leave: employees receive 12 days per year.
Administrative Leave: is a benefit available to management employees.
The number of administrative leave hours varies depending on the classification.
Flexible Work Schedule: is available to many positions within the City organization.
Long Term Disability Insurance: is available for regular employees.
The amount of benefit and contribution by employee varies by classification.
Deferred Compensation: is available for employees to set aside a portion of their salary on a pre-tax basis to supplement retirement.
Wellness Program: offered to help employees gain knowledge, skills and motivation to improve the quality of their lives and well-being.
Employee Assistance Program: a counseling and consultation service designed to help employees and eligible family members with a wide range of personal issues.
Flexible Benefits Program: available to help employees save taxes on: (1) Pre-tax health insurance premium deductions, (2) Unreimbursed/ uncovered medical expenses, and (3) Dependent care expenses.
Tuition Reimbursement: up to $1500 annually for job-related educational costs is available to employees who have passed probation.
Trip Reduction Incentive Program (TRIP): incentives are available for employees who voluntarily participate in alternative forms of transportation to and from work.
Computer Purchase Program: interest-free loans to employees who have passed probation and who purchase computers for personal use with City approved software configuration.
Professional Association for City Employees (PACE): voluntary organization for professional development training classes, monthly membership meetings with a variety of speakers, and social functions designed to facilitate interaction with employees from all departments in a relaxed setting away from work.