Human Resources Analyst I or II (Employee and Labor Relations Unit)

The Superior Court of California, County of Alameda, located in Oakland (onsite), is seeking a Human Resources Analyst I or II to support employee relations, investigations, MOUs and personnel rules, and to help develop personnel programs under general supervision. The role involves partnering with court divisions to interpret policies, guide managers and staff on HR matters, and contribute to workforce initiatives that promote engagement and compliance.

As an HR consultant within the Employee and Labor Relations Unit, you will handle investigations, policy administration, data analysis, and recruitment activities, while helping to implement courtwide initiatives and maintain HR systems and processes.

Responsibilities

• Serve as a human resources consultant to Court divisions by responding to inquiries and providing guidance to managers, supervisors, and staff on HR issues including interpretation and application of personnel policies, procedures, and MOUs; advise on performance management and progressive discipline to ensure compliance.
• Conduct and/or support workplace investigations; conduct intake interviews of employee complaints; participate in Meet and Confer sessions and other labor-management meetings.
• Assist in development, maintenance, and administration of personnel policies, practices, and procedures; help update MOUs and personnel rules; collect and analyze data for proposals and information requests; prepare reports, analyses, and correspondence; develop and maintain tracking reports for programs and projects.
• Assist with implementing courtwide initiatives focused on employee engagement, retention, morale, and job satisfaction; identify and promote positive employee relations practices, policies, and programs that enhance efficiency and motivation; support improvements to employee relations programs, labor agreements, and performance management systems; assist with related orientation activities as appropriate.
• Process personnel transactions in HR information systems; assist with troubleshooting; create and update job aids; perform audits to improve processes; create training aids, manuals, and checklists; design and maintain forms; assist with maintenance of division webpages.
• Plan, organize, and conduct recruitment and selection activities; develop recruitment strategy; analyze job duties and craft announcements; screen applications; participate in interview panels; administer examinations; maintain eligibility lists; extend job offers and coordinate the hiring process; maintain the position control database.
• Provide information to employees and managers on benefits and leave policies; coordinate workers’ compensation program; monitor cases, review procedures, and assist in determining modified duties or new work assignments; oversee Americans with Disabilities Act cases.
• Identify and coordinate training programs and career development opportunities; assess training needs; monitor training funds; and conduct trainings.
• Serve as a member or coordinator on various Court/County committees.
• May supervise clerical and technical staff.
• Provide staff assistance to ongoing and special projects.
• Performs other related duties as assigned.

Requirements

• Option I Education: An associate degree from an accredited college or university in public administration, human resources, business administration, or a related field. AND Experience: The equivalent of two years of professional personnel experience in three of the following areas: classification, compensation, employee relations, recruitment and selection, benefits, or training, or any combination that provides the required knowledge and abilities.
• Option II Education: A bachelor’s degree from an accredited college or university in public administration, human resources, business administration, or a related field. AND Experience: The equivalent of one year of professional personnel experience in three of the following areas: classification, compensation, employee relations, recruitment and selection, benefits, or training, or any combination of training and experience that provides the desired knowledge and abilities.

Ideal candidate

• Experience counseling supervisors on employee performance problems, drafting or reviewing disciplinary notices and performance evaluations, and/or conducting workplace investigations into misconduct allegations.
• Strong communication skills, capable of conveying complex, technical information clearly in writing and verbally to diverse audiences.
• Proven consultation abilities, offering guidance to stakeholders with integrity and professional tact to deliver solutions and address needs.

Hiring process

• An initial screening of all application materials, including a completed application and supplemental questionnaire. A resume does not substitute for the application; incomplete submissions will be disqualified.
• Review of the completed application and supplemental questionnaire to identify the best-qualified candidates for the oral panel interview process.
• An oral interview weighted as 100 percent of the candidate's final score; the interview may include situational exercises.