Human Resources Analyst I/II (Integrated Disability Management Coordinator)

Alameda County Superior Court•Oakland, CA

5d•$90,730 - $126,693•Onsite

About The Position

The Superior Court of California, County of Alameda is hiring an HR Analyst I or HR Analyst II (Integrated Disability Management Coordinator) in the Human Resources Division. Under direction, the position performs professional work focused on Workers' Compensation Administration, ADAAA and FEHA disability coordination, and ergonomics management. The incumbent may supervise or act as a lead worker for clerical staff, assist with administration and management of personnel programs, and perform related duties as assigned. The vacancy may be filled at either the HR Analyst I or HR Analyst II level. The HR Analyst I performs a limited variety of professional personnel assignments under general supervision and established procedures; the HR Analyst II performs a wider variety of increasingly difficult professional assignments under direction. The position is assigned to the Risk Management Unit at the Rene C. Davidson Courthouse. A one-year probationary period applies. Employment is contingent upon successfully completing a fingerprint check and providing documents verifying eligibility to work in the United States.

Requirements

HR Analyst I, Option I: Associate degree from an accredited college or university in public administration, human resources, business administration, or a related field, plus the equivalent of two years of professional personnel experience in three specified areas: classification, compensation, employee relations, recruitment and selection, benefits, or training.
HR Analyst I, Option II: Bachelor's degree from an accredited college or university in public administration, human resources, business administration, or a related field, plus the equivalent of one year of professional personnel experience in three specified areas: classification, compensation, employee relations, recruitment and selection, benefits, or training.
For HR Analyst I, additional qualifying work experience may substitute for the required education year for year; 2,080 hours of qualifying experience is equivalent to 30 semester units or 45 quarter units.
HR Analyst II: Bachelor's degree from an accredited college or university in public administration, human resources, business administration, or a related field, plus the equivalent of two years of full-time professional personnel experience in three specified areas: classification, compensation, employee relations, recruitment and selection, benefits, or training.
For HR Analyst II, additional qualifying work experience may substitute for the required education year for year; 2,080 hours of qualifying experience is equivalent to 30 semester units or 45 quarter units.
Knowledge of public personnel administration, staffing, classification, compensation, selection, interviewing, job analysis, statistical and research methods, supervision, training, budget practices, salary administration, and grievance procedures.
Knowledge of local, state, and federal employment laws, Workers' Compensation, disability and leave management, unemployment insurance, and labor relations.
Ability to conduct job analyses, position audits, and research; explain personnel procedures; prepare written and oral presentations; interpret and apply labor agreements and employment laws; and use office computer applications.
Ability to collect, interpret, and evaluate narrative and statistical data; coordinate projects and programs; identify issues and recommend alternatives; draft procedures and reports; maintain confidentiality; exercise discretion; and use independent judgment.
Complete application materials and supplemental questionnaire are required; a resume does not substitute for the application.

Nice To Haves

Certified Leave Management Specialist (CLMS).
Certified Professional in Disability Management (CPDM).
Certified Professional Ergonomist (CPE).
Experience or training in ADAAA/PWFA, FEHA, Workers' Compensation, ergonomic programs, and health and safety.

Responsibilities

Coordinate the Workers' Compensation program and inform injured employees about benefits and procedures.
Counsel and train employees, managers, and supervisors on Workers' Compensation, disability management, vocational rehabilitation procedures, and applicable state and federal laws.
Report claims promptly to the third-party administrator and request and record supporting documentation from physicians, departments, and witnesses.
Interview claimants, witnesses, and supervisors; evaluate claim credibility; respond to medical-treatment authorization requests; and approve payment for treatment.
Audit and report injury-related lost work time and complete the annual OSHA Form 300 Log postings.
Monitor Workers' Compensation cases and the Return-To-Work program, collaborating with designated providers to support safe returns consistent with medical restrictions and helping develop and implement transitional duty.
Develop and conduct employee and supervisory training programs.
Recommend and coordinate policy and procedure revisions to reflect applicable OSHA and Workers' Compensation laws and regulations, and oversee compliance with internal policies and procedures.
Communicate with claimants, supervisors, and physicians to determine the condition and status of injured employees.
Schedule ergonomic meetings and, if certified, conduct in-person evaluations; coordinate and track completion of online self-assessments.
Recommend and purchase ergonomic equipment as needed, maintain the Ergonomic Program database, and track requests and equipment.
Work with employees, supervisors, and vendors to understand and coordinate ergonomic requests, and coordinate ergonomic training for staff.
Manage ADAAA/PWFA and FEHA cases and participate in the interactive process with employees, management, legal counsel, and medical providers to understand restrictions or functional limitations and reasonable accommodations.
Analyze work restrictions and functional limitations and help determine modified-duty or light-duty assignments as reasonable accommodations under ADAAA/PWFA and FEHA.
Ensure disability-management cases are documented accurately and promptly, update procedures as needed, and coordinate training for supervisors.
Assist the Risk Manager with administrative tasks, including drafting memos, creating announcements, and organizing files.
Participate in new employee orientation and perform other related duties as assigned.