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Fremont

    Human Resources Analyst I/II - Fremont, United States - City of Fremont

    City of Fremont
    City of Fremont Fremont, United States

    3 weeks ago

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    Description
    The City of Fremont's Human Resources Department is recruiting for

    Human Resources Analyst I/II (Payroll/HRIS).

    VIEW OUR RECRUITMENT BROCHURE

    THE DEPARTMENT
    The mission of the

    Human Resources Department

    is to support and develop our employees, so they can support the community. We achieve this through bringing stability to an ever-changing and evolving environment, while creating and maintaining equity.

    THE OPPORTUNITY
    The City of Fremont is looking for a skilled Analyst to support

    Payroll and HRIS functions . This position will

    extract and analyze

    payroll data; complete

    reconciliations and audits ; and act as a

    technical payroll and HRIS Analyst

    to identify, troubleshoot, and resolve HRIS system and reporting issues.

    The

    ideal candidate

    for this opportunity possesses the following:
    Public sector payroll experience.
    Certified Payroll Professional (CPP) designation and/or Fundamental Payroll Certification (FPC).
    Experience using robust Human Resources systems: PeopleSoft and CalPERS.

    Knowledge of the principles and practices of human resources, including human resources work experience in a public sector agency performing payroll and/or benefits administrative responsibilities.

    Knowledge of applicable state and federal payroll and related tax regulations, legislation and guidelines.
    Ability to balance assigned HRIS projects in partnership with the Information Technology Services Department.
    Ability to manage multiple tasks and meet deadlines in a high volume, fast-paced work environment.

    First Review of Applications
    The first review of applications is

    April 10

    , 2024, at 12:00 p.m. (PST)

    .

    This recruitment may close without notice after this date so interested applicants are encouraged to apply immediately. A resume and supplemental questionnaire (part of the online application) must be submitted with the completed City application.

    To be considered for this outstanding employment opportunity, please complete an application online by clicking "Apply" just above this box.


    SELECTION PROCESS

    The process may include a panel interview, in-basket or written exercise, professional reference checks, fingerprint check for criminal history, and other related components.

    Only those candidates who have the best combination of qualifications in relation to the requirements and duties of the position will continue in the selection process.

    Meeting the minimum qualifications does not guarantee an invitation to participate in the process.

    If you are interested in employment in this job classification, you should apply to ensure you are considered for future opportunities that may utilize the candidates from this recruitment.

    Reasonable Accommodation

    Human Resources will make reasonable efforts in the examination process to accommodate persons with disabilities. Please advise Human Resources of any special needs a minimum of 5 days in advance of the selection process by calling or emailing

    .
    Contact Us
    For additional information, please contact Human Resources Department at:

    The information contained herein is subject to change and does not constitute either an expressed or implied contract.
    ________________________________________________________________________________

    Human Resources Analyst I/II Class Specification
    Human Resources Analyst is a flexibly staffed position. Level and salary range placement is dependent upon an incumbent's experience and qualifications.
    Definition

    Under direction of a Human Resources Manager, performs a variety of research and detail-oriented project work and professional activities in support of human resources functions including classification and compensation plan administration, job analysis, recruitment and selection, labor relations program and related work as assigned.


    While this class may be flexibly staffed based on department needs, the Human Resources Analyst III class is reserved for the most significantly responsible assignments requiring complex analysis, independent judgment, and formulation of important recommendations.

    Class Characteristics


    Human Resources Analyst I:
    This is the entry-level class in the professional Human Resources Analyst series.


    Initially under close supervision, incumbents may perform the more routine classification and salary survey projects, some recruitment and selection activities, and have some exposure to routine labor relations assignments.

    The Human Resources Analyst I receives direct supervision from higher-level professional or management staff.


    Frequent contacts are made with members of the Human Resources Department management team, other Human Resources staff, mid-managers, employee organization representatives, other employees of the City of Fremont, and Human Resources staff.

    This class is distinguished from the Human Resources Analyst II in that incumbents in the latter class are expected to perform the full scope of journey level professional assignments under general, rather than direct, supervision.


    Human Resources Analyst II:
    This is the full journey-level class in the professional Human Resources Analyst series.


    Employees within this class are distinguished by the performance of the full range of duties as assigned, including conducting classification and salary studies, performing job analyses, administering Citywide classification plans and programs, developing compensation recommendations and designing and administering recruitment and selection activities.

    The Human Resources Analyst II may participate in labor relations functions such as note taking and research and analysis of proposals presented in bargaining unit negotiations.


    Employees at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully knowledgeable of the applicable human resources principles and practices.

    Payroll


    Performs analytical support to assist with the interpretation and application of human resources rules, policies, legislation and MOUs with the City's nine bargaining groups.

    Extracts and analyzes payroll data from HRIS for payroll processing, data analytics and reporting purposes to ensure accuracy and compliance with policies, procedures and regulatory requirements.

    Completes payroll, benefit/retirement plan reconciliations, analysis and internal audits.

    Performs analytical support to assist with the interpretation and application of human resources rules, policies, legislation, and MOUs with the City's nine bargaining groups.

    Utilizes Human Resources systems and adheres to processes (payroll, leave of absence, workers' compensation) while ensuring compliance with all federal/state laws and regulations.

    Ensures that benefits, leaves of absences and workers' compensation processes are accurately administered within the HRIS system.
    Responds to internal and external payroll and policy related inquiries.
    Identifies opportunities for process improvements.
    Stays informed about changes in tax and HR laws that apply to the payroll process.
    Prepares and reconciles quarterly payroll tax filings as required by federal and state law.
    Reconciles and audits employees' W-2 statements prior to distribution.
    Provides back-up support to other HR department team members, as needed.
    Completes special projects, as needed.
    Data Analysis/Reporting

    Generates ad-hoc and standard reports from the HRIS for payroll, HR and internal/external customers.
    Partners with City departments to produce required reports and documentation.
    Develops and maintains queries and reports to support payroll process and requests from users.
    HRIS System Enhancements and Upgrades

    Participates in the implementation of system enhancements, upgrades and integrations.
    Tests new features and functionalities in the HRIS related to payroll processing.
    Performs technical payroll and HRIS analytical support to identify, troubleshoot, resolve system and reporting issues.
    Knowledge, Skills and Abilities

    Knowledge of:

    Principles and practices of public personnel administration; methods and techniques related to classification, compensation and benefits analysis; applicable state and federal employment laws and regulations; principles and techniques of recruitment and selection in the public sector.

    Journey level classes require knowledge of Meyers-Milias-Brown Act, California Public Employees' Retirement System, Worker's Compensation law, Family and Medical Leave Act, and Fair Labor Standards Act.


    Skill in:

    Preparing clear, concise and complete analysis, proposals, reports and other written materials; maintaining accurate records and meeting critical deadlines; researching and analyzing complex problems, evaluating varied information and data, either in statistical or narrative form, and exercising sound judgment within established guidelines; establishing and maintaining effective working relationships, and working collaboratively with diverse individuals and groups contacted in the course of work.


    Ability to:

    Interpret the City's personnel programs and policies to employees and department managers; interpret and analyze information; coordinate a variety of tasks and assignments; elicit the cooperation of others; use a variety of computer software programs, including Microsoft Word, Excel, PowerPoint, and Visio; work in an office environment, which may require sitting for extended periods of time; maintain physical and mental condition appropriate to the performance of assigned duties.

    Incumbents must possess the physical and mental capacity to work under the conditions described in this document and to perform the duties required by their assigned position.

    Education/Experience

    Any combination of education and or experience that has provided the knowledge, skills and abilities necessary for satisfactory job performance would be qualifying.

    A typical way to obtain the required knowledge and skills would be:


    Human Resources Analyst I:


    Bachelors degree from an accredited college or university with major course work in human resources management, public or business administration, industrial relations, or a closely related field; OR two (2) years of experience in the field of human resources.

    Experience in a public agency setting is desirable.

    Human Resources Analyst II:


    Bachelors degree from an accredited college or university with major course work in human resources management, public or business administration, industrial relations, or a closely related field; and at least two (2) years of experience performing duties comparable to those of a Human Resources Analyst I.


    Experience related to the human resources function, which has provided the knowledge and skills outlined above, may be substituted for the college education on a year-for-year basis.

    Experience in a public agency setting is desirable.
    Licenses/Certificates/Special Requirements

    Must be willing to work such hours as are necessary to accomplish the job requirements; This classification requires the ability to travel independently within and outside of City limits.

    Possession of a valid California Class C driver's license is required.

    Failure to maintain this license will result in discipline up to and including termination.

    Desirable Qualifications:
    Public sector payroll experience.
    Certified Payroll Professional (CPP) designation and/or Fundamental Payroll Certification (FPC).
    Experience using robust Human Resources systems: PeopleSoft and CalPERS.

    Knowledge of the principles and practices of human resources, including human resources work experience in a public sector agency performing payroll and/or benefits administrative responsibilities.

    Knowledge of applicable state and federal payroll and related tax regulations, legislation and guidelines.
    Ability to balance assigned HRIS projects in partnership with the Information Technology Services Department.
    Ability to manage multiple tasks and meet deadlines in a high volume, fast-paced work environment.
    Physical and Environmental Demands
    Rare =

    66%

    Sitting:
    Constant

    Walking:
    Occasional

    Standing:
    Rare

    Bending (neck):

    Frequent

    Bending (waist):

    Rare

    Squatting:
    Rare

    Climbing:
    Never

    Kneeling:
    Never

    Crawling:
    Never

    Jumping:
    Never

    Balancing:
    Never

    Twisting (neck):

    Occasional

    Twisting (waist):

    Rare
    Grasp - light (dominant hand):

    Occasional

    Grasp - light (non-dominant):

    Rare
    Grasp - firm (dominant hand):

    Rare

    Grasp - firm (non-dominant):

    Rare

    Fine manipulation (dominant):

    Frequent

    Fine manipulation (non-dominant):

    Frequent

    Reach - at/below shoulder:

    Rare

    Reach – above shoulder level:
    Never

    Push/pull:
    Up to 10 lbs.

    Rare
    11 to 25 lbs.

    Never
    26 to 50 lbs.

    Never
    51 to 75 lbs.

    Never
    76 to 100 lbs.

    Never
    Over 100 lbs.

    Never

    Lifting:
    Up to 10 lbs.

    Occasional
    11 to 25 lbs.

    Never
    26 to 50 lbs.

    Never
    51 to 75 lbs.

    Never
    76 to 100 lbs.

    Never
    Over 100 lbs.

    Never

    Carrying:
    Up to 10 lbs.

    Rare
    11 to 25 lbs.

    Never
    26 to 50 lbs.

    Never
    51 to 75 lbs.

    Never
    76 to 100 lbs.

    Never
    Over 100 lbs.

    Never

    Coordination:
    Eye-hand:

    Required

    Eye-hand-foot:

    Not required

    Driving:
    Not required


    Vision:

    Acuity, near:
    Required

    Acuity, far:
    Not required

    Depth perception:
    Required

    Accommodation:
    Required

    Color vision:
    Not required

    Field of vision:
    Required

    Talking:
    Face-to-face contact:

    Required

    Verbal contact w/others:
    Required

    Public:
    Required

    Hearing:

    Normal conversation:
    Required

    Telephone communication:
    Required

    Earplugs required:
    Not required

    Work environment:
    Works indoors, using computer monitor, works around others, works alone, works with others.

    Class Code:
    Level II: 2025


    FLSA:
    Exempt

    EEOC Code:

    2
    Barg.


    Unit:

    UME
    Probation:

    12 months

    Rev:

    04/11
    #J-18808-Ljbffr
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