Senior Human Resources Analyst

Senior HR Analyst position with the Ventura County Community College District, onsite in Camarillo, CA.

Responsibilities

• Supervise, hire, train, and evaluate professional level HR staff involved in recruitment, selection, classification, and compensation functions.
• Perform classification and organization studies for new and existing positions across classified and academic systems; propose changes to the classification plan; create, revise, and maintain classification specifications; prepare recommendations for new classes and reclassifications; present findings to the Personnel Commission and/or Governing Board.
• Conduct job analyses to identify the knowledge, skills, abilities, or competencies to be measured in content valid examinations; design testing methods for required competencies; consult with subject matter experts in test development and evaluation.
• Plan, develop, review, and approve valid examination materials, content, and procedures; coordinate and participate in the administration and rating of performance tests, work sample tests, interviews, and other selection methods; set pass points; investigate and respond to examination appeals.
• Coordinate salary studies; collect and analyze salary data; make recommendations and presentations for appropriate placement of classifications on salary schedules; prepare and present related reports.
• Evaluate proposed and current state and federal legislation; analyze and interpret policies, rules, and procedures; draft reports recommending new Personnel Commission rules and rule amendments.
• Prepare items for Board and Personnel Commission action, including establishment, abolition, and revision of classifications; establishment and abolition of new positions; and salary range recommendations.
• Develop and review position announcements and web postings to ensure accuracy and target recruitment sources; screen employment applications and monitor certifications as necessary.
• Recommend and approve subject matter experts to serve as screening panel members; provide guidance and respond to questions regarding examination and interview procedures and rating criteria.
• Apply and explain state and federal employment laws, guidelines, and regulations, Personnel Commission rules, Board policies, and operating procedures.
• Review and confirm qualifications and selection processes of temporary employees, student workers, etc.; review, analyze, and confirm requests for equivalency as necessary.
• Serve as department liaison with college selection committees; act as screening committee facilitator as required.
• Collaborate professionally with faculty, staff, students, and stakeholders from diverse academic, socioeconomic, cultural, disability, gender identity, and ethnic communities.
• Demonstrate cultural humility, sensitivity, and equity mindedness in working with diverse communities; model inclusive behaviors; strive for equity in assignment-related outcomes.
• Perform related duties as assigned.

Salary and Placement

• Salary range begins at the first step; advanced step placement may be granted based on related education and experience.
• Current employees promoted into the new range will be placed on a salary step that provides a minimum increase comparable to a one-step rise.

Examination and Selection Process

• This examination is open to the public and current District employees seeking a promotional opportunity; please submit materials by the posted deadline to be considered.
• The process may include: A) Training and Experience Evaluation (qualifying, pass/fail); B) Technical Interview (weighted 100% of final score).

Training and Experience (T&E) Evaluation

• A T&E assesses training and experience beyond the minimum requirements as reflected in the application materials; answer every supplemental question thoroughly, as responses will be scored and determine eligibility for the technical interview.

Technical Interview Date Range and Location

• Date range: Monday, July 27, 2026 – Friday, July 31, 2026.
• Location: The technical interview will likely be conducted remotely via Zoom; participants should have a computer with a camera, microphone, speakers, and reliable internet access.

Submission of Application

• Applicants must meet minimum qualifications by the filing deadline and attach copies of documents demonstrating qualification (e.g., unofficial transcripts, foreign transcript evaluation, and/or required licenses or certifications).
• Once submitted, you will not be able to revise your application.
• If multiple versions are submitted, only the most recent will be considered.
• When completing the application, include all current and previous employment in the Work Experience section and provide supervisor contact information; duration is calculated on a 40-hour work week basis; part-time work is prorated accordingly.

Eligibility List

• Eligibility is determined by combining the final examination score with applicable seniority and veteran credits; candidates are ranked by total score.
• Certification will be issued from the top three ranks of the eligibility list.
• The list remains in effect for up to one year from the date of the technical interview to fill vacancies.

Probationary Period

• Initial appointments from eligibility lists are probationary for six months (or 130 days of paid service), whichever is longer, with certain exceptions.
• Classified management, police, and designated executive classifications have a probationary period of one year of paid service from initial appointment or promotion.

Accommodations

• Individuals with disabilities needing reasonable accommodations in the selection process must notify the District’s Human Resources Department in writing by the filing date.
• Submit accommodation requests via email to [email protected], including the type and extent of accommodation needed.

Degree Information

• If a degree or coursework is used to meet minimum qualifications, an official transcript will be required upon hire.
• Foreign degrees: if the issuing institution is not CHEA or US DoE recognized, a foreign transcript evaluation is required if used to meet minimum qualifications; include the evaluation with your application materials and may be required upon hire.
• Official copies of foreign transcript evaluations may be required upon hire.