Senior Human Resources Analyst

Job Description:

Senior Human Resources Analyst

Description

Job Summary

ALLIANCE RESOURCE CONSULTING LLC. WILL BE CONDUCTING THE RECRUITMENT FOR TWO (2) SENIOR HR ANALYSTS AT COACHELLA VALLEY WATER DISTRICT.

PLEASE APPLY THROUGH THIS LINK: https://www.alliancerc.com/searches/current-recruitments/sr-hr-analyst-cvwd/

FOR MORE INFORMATION, PLEASE SEE ATTACHED: https://www.alliancerc.com/wp-content/uploads/CVWD-Sr-HR-Analyst-Profile-FINAL.pdf

Incumbent in one position will primarily be responsible for the full cycle recruitment process which includes but is not limited to, developing recruitment strategies, assisting in salary recommendations, and staffing according to EEO guidelines and District policies and procedures.

Incumbent in the other position will primarily be responsible for the District's employee training programs, performance management, and learning & development opportunities.

TITLE: Senior Human Resources Analyst ( 2 POSITIONS )

SRN U11: $8,448 - $11,635, Monthly, Exempt

Bargaining Unit: Non-Represented/At-Will/Confidential

DEPARTMENT: Human Resources

Division: Administration

REPORTING RELATIONSHIP:

Reports to : HR Administrator

Supervises the following positions : N/A

DEFINITION: Under immediate to general supervision, provides specialized support to the District’s Human Resources Programs (Employee and Labor Relations; Training and Development; Recruitment and Selection; Benefits and Compensation; Policy Compliance and Leaves Administration; Risk Management and Claims); performs and supports, the most highly complex professional, technical, and analytical work, to implement the District’s Human Resources programs. An incumbent may be assigned to one or several of the following program areas: employee & labor relations, training and development, recruitment & selection, benefits & compensation, policy compliance and leaves administration. This position is privy to highly confidential information relating to the decisions of District management affecting District and organizational issues, employer-employee relations, and handles information that is sensitive and confidential in nature. Performs related work as required.

Essential Functions

EXAMPLES OF TYPICAL JOB FUNCTIONS:

• Serve as a lead for professional, technical and clerical staff to support daily HR program operations of the Department.
• Evaluate assigned programs and review policies, procedures, and methods used relative to effective utilization of resources and achievement of goals; formulates, develops, recommends, and/or implements action for program improvement.
• Advise employees, managers and supervisors on established policies, procedures and guidelines.
• Prepare and present Board Action Items (BAI) within respective program area(s).
• Write correspondence and prepare reports on a variety of technical, professional and legal matters; deliver associated presentations on same.
• Assist in the preparation of the annual budget.
• Utilize computer software and/or human resources-related information systems to perform duties, and train users on same.
• Conduct special studies as assigned; prepares reports on various human resources programs; prepares recommendations for consideration to management.
• Interpret and explain human resources management provisions of laws, rules, policies, ordinances and agreements to District officials, employees, employee organizations, and the public.
• Perform daily activities in accordance with applicable human resources policies, procedures, methods and techniques.
• Perform data analysis and report preparation-incorporating determinations into recommendations. · Provide efficient and effective assistance and service to District employees and external customers. · Train staff; provide information and guidance on applicable human resources policies, procedures, methods and techniques; respond to questions and assist in reviewing work products.

When assigned to Training and Development:

• Develop and present training on HR policies and topics to employees and management.
• Collaborate with management to determine short-term and long-term training needs to build scalable, sustainable training plans and results.
• Design, develop and implement impactful curriculum with pre and post training assessments, action learning, training workshops and e- learning to meet business needs.
• Conduct research with subject matter experts and others as needed to define training content and to establish solutions to alleviate knowledge and skill gaps.
• Stay abreast of best practices in training and development, to develop methods for continuously renewing/refreshing curriculum workshops.
• Design, develop and publish annual Human Resources Development Calendar
• Coordinate, schedule and facilitate trainings and serve as subject matter expert for supervisors and managers.
• Identify, recommend, and implement innovative and cost-effective learning solutions.
• Ensure that ongoing deployments of curriculum, workshops, and training content are effective and efficient.
• Coordinate and plan contractors and vendors when external training is needed.
• Evaluate and ensure vendor performance meets or exceeds defined performance standards and adheres to overall company policies and procedures.
• Establish a registration & tracking program for employee training.
• Administer training processes and policies.

When assigned to Recruitment & Selection:

• Liaise between subject matter experts, division management and human resources staff to assist with the development of job postings, examinations, recruiting and onboarding.
• Receive and process staffing requests to fill new or existing positions; follows up with hiring authority to plan a recruitment strategy.
• Oversee recruitments; review and approve staffing requisition forms submitted to fill vacancies; review and approve recruitment literature including bulletins, advertisements, and brochures.
• Meet with hiring manager to discuss recruitment and selection needs; design and develop recruitment plan and provide technical assistance regarding recruitment and selection issues.
• Receive and review classification change and communicate results to the hiring authority; respond to staffing issues and interpret and communicate policies and procedures.
• Oversee functionality and accuracy within an automated recruitment system including web page management, applicant tracking, test question banking, and metrics.
• Develop and design recruitment literature including bulletins, advertisements, and brochures.
• Obtain raters for interviews and other test parts and instructs raters regarding procedures and standards to be applied.
• Plan and develop tests for required competencies for knowledge, skills, and abilities and establishes test standards. Schedule and proctor tests and interviews.
• Compile, calculate, and analyze numerical data and prepare tables for final hiring recommendation.
• Receive and review background check reports and conducts reference checks and makes job offers and negotiate salary.
• Conduct recruitment campaign and represent CVWD at career days, job fairs, and other events. 13. Develop inclusion strategies and outreach initiatives attracting candidates from disadvantaged and underrepresented communities.
• Research and track internal and external factors that affect recruitments including economic and workforce trends, technology, and process improvements.
• Respond to requests for information.

Please visit https://www.governmentjobs.com/careers/cvwd/classspecs for the full job description.

Minimum Qualifications

MINIMUM QUALIFICATIONS:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Education:

• Bachelor’s degree from an accredited college or university in human resources management, business administration, public administration, industrial relations, organizational psychology, or a closely related field.

Experience:

• Five (5) years of progressively professional level experience in a multi-faceted public sector human resources role within a collective bargaining unit environment.

Licenses and Certifications:

• Possession of a valid California Driver’s License, to be maintained throughout employment.
• Professional HR Certification Designation, such as PHR, SPHR, SHRM-CP, and SHRM-SCP is required or must be obtained within twelve months from the date of appointment.

Knowledge of:

• Fundamental principles and practices of public sector human resources administration, including practices methods and techniques related to one or more of the program areas of recruitment and selection, employee/labor relations, training and development, policy development and compliance, leaves administration and benefits and compensation.
• Principles, techniques and activities related to employee and labor relations serving as an employer representative in a complex collective bargaining unit environment.
• Business computer applications such as Microsoft Office Suite, HRIS, benefits administration systems and applicant tracking systems.
• Collective bargaining laws, procedures, and practices.
• Principles and practices of administering Memorandums of Understanding with employee organizations, processing grievances, and dealing with disciplinary matters.
• Procedures and requirements associated with administrative investigations.
• Principles and methods for developing performance improvement plans.
• Techniques and methods for effective training of human resources fundamentals.
• Research and statistical analysis practices.
• Principles of technical report preparation and professional business writing.
• Principles of effective presentations and public speaking.
• Pertinent local, state and federal laws, ordinances and rules.
• Principles and practices of effective customer service.
• Concepts, instructional methods, instructional aids and materials necessary for developing, implementing and evaluating employee development programs.

Ability to:

• Interpret and explain pertinent local, state, federal and District and department policies and procedures.
• Perform difficult and complex human resources work, ensuring compliance with District policies and procedures, local, state and federal laws and regulations.
• Analyze systems, administrative and management practices and identify opportunities for improvement; analyze situations quickly and objectively, apply appropriate elements of decision making and determine the proper course of action.
• Understand, interpret and apply complex laws, regulations, policies, and procedures.
• Use information systems and applicable so??ware as tools in the performance of human resources work.
• Determine effective method of research; and compile data and present in form most likely to enhance understanding.
• Collect, research, analyze, evaluate, and interpret a variety of complex statistical and narrative information and data and make sound recommendations.
• Perform accurate mathematical and statistical calculations in the preparation of reports, forms, questionnaires, and surveys.
• Develop and recommend policies and procedures related to assigned operations.
• Supervise, train, and evaluate assigned professional, technical and clerical staff.
• Communicate clearly and concisely, both orally and in writing.
• Establish and maintain effective, collaborative and respectful working relationships with those contacted in the course of work.
• Recognize, identify, and resolve conflict or problems of a sensitive or political nature.
• Function under challenging conditions and/or confrontational situations requiring instructing, persuading and motivating people.
• Exercise exemplary independent judgment and initiative, maintain a high degree of confidentiality, and maintain professional demeanor and composure in stressful or confrontational situations.
• Consistently provide exceptional quality service and work products.

The Coachella Valley Water District provides a comprehensive, balanced, and competitive benefits package ensuring employees have many options to meet their healthcare, wellness and/or retirement savings goals. Providing employees with flexibility and support for all the different stages of life. Employees may pay some portion of their benefit premium costs based on the provisions of their labor-negotiated Memorandums of Understanding (MOU's) and the level of coverage they select. Additional information regarding CVWD employee benefits is available at https://www.cvwd.org/176/Benefits .

Closing Date/Time: 5/4/2025 11:59 PM Pacific

Salary:

$8,448.00 - $11,635.00 Monthly