Description

Only one application is needed to be considered for both levels

Join the Court as a Human Resources Analyst I/II, where your expertise in disability, leave accommodations, workers' compensation, and communications will drive smarter decisions and better support for our workforce. Apply today!

Human Resources Analyst I
Annual Salary: $74,443.46 - $94,949.66

Human Resources Analyst II
Annual Salary: $86,070.40 - $109,958.94

For more information, refer to the Human Resources Analyst I job description

For more information, refer to the Human Resources Analyst II job description

About the Position
Under general supervision, the Human Resources Analyst I/II performs complex and varied technical, professional, and confidential tasks related to human resources programs and services. This includes recruitment and selection, benefits administration, employee and labor relations, classification and compensation, data and systems analysis, and risk management. The role involves supporting HR functions, providing consulting services to Court departments, conducting research, analyzing data, and ensuring compliance with legal, regulatory, and policy requirements. The position provides complex staff assistance to management and performs related duties as assigned.

CLASS CHARACTERISTICS

Human Resources Analyst I: This is the entry-level classification in the Human Resources Analyst series. Initially under close supervision, incumbents learn and perform varied technical, professional, and confidential tasks related to human resources programs and services. As experience is gained, assignments become more varied, complex, and difficult; close supervision and frequent review of work lessen as an incumbent demonstrates skill to perform the work independently. Positions at this level usually perform most of the duties required of the positions at the Human Resources Analyst II level but are not expected to function at the same skill level and usually exercise less independent discretion and judgment in matters related to work procedures and methods. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise.

Human Resources Analyst II: This is the journey-level classification in the Human Resources Analyst series. Positions at this level are distinguished from the Human Resources Analyst I by the performance of the full range of duties as assigned, working independently, and exercising judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit.

Position in the Human Resources Analyst I/II class series are flexibly staffed; positions at the Human Resources Analyst level are normally filled by advancement from the Human Resources Analyst I level; progression to the Human Resources Analyst II is dependent on (i) management affirmation that the position is performing full range of duties as assigned to the classification; (ii) satisfactory work performance; (iii) the incumbent meeting the minimum qualification for the classification including any licenses and certifications; and (iv) management approval for progression to the Human Resources Analyst II level.

Essential Functions

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)

Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.

Positions at the Human Resources Analyst level may perform some of these duties and responsibilities in a learning capacity.

Uphold high ethical standards and professional conduct related to confidentiality, ensuring that all actions align with organizational values and legal requirements.

Develop, implement, and support HR programs and services including recruitment, benefits, employee/labor relations, classification, compensation, and risk management.

Support employees and managers on HR policies, procedures, and legal compliance.

Monitor and update HR policies in response to legislative changes.

Conduct studies, analyze data, and recommend improvements to HR programs and policies.

Maintain and analyze employee data using HRIS and other tools.

Streamline HR processes and improve efficiency.

Ensure data integrity through audits and manage HR documentation and events.

Participate in professional development and comply with safety regulations.

Design and implement training programs and workshops to address skill gaps, enhance team performance, and support career development.

Foster an inclusive and diverse work environment where every team member feels valued and included.

FUNCTIONAL AREAS AND DUTIES

Benefits & Disability Programs

Ensure benefits programs comply with federal, state, and local regulations, such as the Affordable Care Act (ACA), Consolidated Omnibus Budget Reconciliation Act (COBRA), and other relevant laws.

Conduct market research and benchmarking to ensure that the organization's benefits offerings are competitive with industry standards.

Assess the effectiveness and competitiveness of benefits programs by analyzing usage data, employee feedback, and market trends.

Monitor and manage benefits costs, including budgeting, forecasting, and identifying cost-saving opportunities.

Employee & Labor Relations

Handle employee relations issues, conflict resolution, and policy interpretation.

Participate in labor relations activities and support negotiations.

Support conflict resolution efforts and assist in addressing employee concerns or grievances.

Provides policy interpretation and guidance.

Conduct investigations into complaints and support management in disciplinary actions.

Oversee the administration of labor contracts and ensure adherence to negotiated terms and conditions.

Develop, review, and update employee relations policies and procedures to ensure they are effective and comply with legal requirements.

Recruitment

Analyze labor market trends and competitor practices to inform recruitment strategies.

Monitor and analyze key recruitment metrics, such as time-to-fill, cost-per-hire, and source effectiveness.

Design and implement recruitment strategies and selection tools.

Ensure recruitment practices comply with employment laws and regulations, including non-discrimination and equal opportunity requirements.

Classification & Compensation

Conduct and analyze salary surveys to benchmark compensation against industry standards and competitors.

Maintain job descriptions and compensation data, and recommend adjustments for equity and competitiveness.

Lead the development of job classifications and compensation structures.

Prepare reports and documentation related to compensation practices for audits, regulatory reviews, and internal analysis.

Data Analytics

Prepare reports and documentation for regulatory agencies, and internal stakeholders.

Collect, organize, and maintain data using databases and spreadsheets.

Analyze data using statistical methods and provide insights.

Create reports, visualizations, and dashboards to support decision-making.

Conduct internal audits and risk assessments to identify compliance gaps and recommend corrective actions.

Perform data cleaning, validation, and model building to forecast trends.

Assist in the creation and updating of HR policies and procedures to align with legal requirements and best practices.

Minimum Qualifications

Positions at the Human Resources Analyst I level may exercise some of these knowledge and abilities statements in a learning capacity.

Knowledge of:

Public sector HR management principles, practices, and techniques.

Recruitment, examination, and selection methods.

Labor relations, including bargaining agreement administration.

Relevant federal, state, and local laws, codes, regulations, and industry standards.

Superior Court operations, employee benefits administration, and safety protocols.

Record-keeping, document processing, and filing systems.

Effective communication and customer service techniques.

Modern business equipment and software tools.

EDUCATION AND EXPERIENCE

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:

Human Resources Analyst I/II: Graduation from an accredited four (4) year college or university with a major in human resources, or an equivalent combination of education training and experience.

Experience:

Human Resources Analyst I: Two (2 ) years experience supporting human resources programs and services.

Human Resources Analyst II: Three (3) years of increasingly responsible experience supporting human resources programs and services.

Experience in a public court is preferred. Additional human resources training/professional certification of master’s degree may be substituted for experience.

LICENSES AND CERTIFICATIONS

Valid California Driver’s License and a properly registered and insured vehicle.

Certifications or relevant training in HR (e.g., SHRM) are highly desired.

Resumes will not be accepted in lieu of the required application and supplemental application.

Selection Process

1. Human resources will review all applications to see who meets the minimum qualifications (and desirable qualifications, if listed). Only those who meet the requirements will move forward in the process.
2. Your answers to the supplemental questions may be scored and ranked. Depending on how many people apply, you may also be asked to complete an online assessment or a screening interview.
3. If you pass step 2 and meet the minimum qualifications, your name will be placed on the eligible list. From there, you may be considered for an interview. Please note that being on the eligible list does not guarantee an interview or a job offer.

All candidates will be notified via email of their status at each step of the process. Additional steps in the selection process may include an internal reference check.

Reasonable Accommodations

The Superior Court of California, County of San Bernardino, is committed to providing reasonable accommodation to applicants as required by the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA). Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process may contact the Human Resources Department at (909) 521-3700 or via email at careers@sb-court.org. individuals with hearing and/or speech impairments may also contact the recruiter for the position through the use of the California Relay Service by dialing 711.

Physical Characteristics

The physical and mental demands described in the job description are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The Superior Court of California, County of San Bernardino is an Equal Opportunity Employer - M/F/D/V.

San Bernardino Superior Court jobs

HUMAN RESOURCES DATA ANALYST I/II

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