Human Resources Analyst II - Recruitment Division (County Promotional)

San Bernardino County•San Bernardino, CA

10d•Onsite

About The Position

The Human Resources Department is recruiting for a Human Resources Analyst II (HRA II) in our Recruitment Division who will be responsible for the development, management, and evaluation of human resources services and programs. The HRA II may assign and review the work of subordinate Human Resources Analysts I and other support staff, assist in the selection, training, supervision, and development of staff, and provide direction and support in planning, coordinating, and reviewing work assignments. In addition, HRA IIs interpret division policies and procedures and apply such interpretations when responding to the most complex and sensitive requests or issues. The position may also be responsible for highly complex and confidential assignments, special projects, and the development and implementation of new initiatives designed to enhance recruitment services, improve operational processes, and support departmental and Countywide workforce priorities. HRA IIs may oversee or lead teams of analysts and support staff involved in the recruitment, examination, and selection of applicants through a merit-based process. Positions within the Recruitment Division may serve as working supervisors or lead workers responsible for recruitment, classification, and other specialized programs and assignments. The HRA II may also partner with departmental leadership and other stakeholders on high-priority or sensitive recruitment matters, process improvements, and emerging initiatives requiring a high degree of independent judgment, discretion, and analytical expertise.

Requirements

Eighteen (18) months of journey-level professional experience equivalent to a Human Resources Analyst I or higher gained within a human resources department, which must have included primary responsibility for conducting comprehensive job analysis in the following areas: recruitment, selection, test development, test validation, and item analysis; or, conducting classification studies, which included classification of positions, compensation and market analysis to establish appropriate and equitable salaries, establishing new career ladders; conducting organizational studies, and implementing reorganizations to meet business/operational needs.
A Bachelor's degree in Business or Public Administration, Behavioral Science, Human Resources Management, Organizational Psychology, or a closely related field.

Nice To Haves

Substantial professional level human resources experience in the areas of recruitment and selection within a public agency and/or merit system environment.
Strong problem-solving skills.
Strong customer service focus.
Exceptional verbal and written communication skills.
Excellent planning and organizing skills with the ability to handle and prioritize multiple assignments and/or projects.
Ability to work effectively with others, both internally and externally, at various levels in the organization.

Responsibilities

Develop, manage, and evaluate human resources services and programs.
Assign and review the work of subordinate Human Resources Analysts I and other support staff.
Assist in the selection, training, supervision, and development of staff.
Provide direction and support in planning, coordinating, and reviewing work assignments.
Interpret division policies and procedures and apply such interpretations when responding to the most complex and sensitive requests or issues.
Handle highly complex and confidential assignments, special projects, and the development and implementation of new initiatives designed to enhance recruitment services, improve operational processes, and support departmental and Countywide workforce priorities.
Oversee or lead teams of analysts and support staff involved in the recruitment, examination, and selection of applicants through a merit-based process.
Serve as working supervisors or lead workers responsible for recruitment, classification, and other specialized programs and assignments.
Partner with departmental leadership and other stakeholders on high-priority or sensitive recruitment matters, process improvements, and emerging initiatives requiring a high degree of independent judgment, discretion, and analytical expertise.