Job Details

AT-WILL HUMAN RESOURCES OPPORTUNITY

FLSA STATUS: Exempt

TENTATIVE INTERVIEW DATE: TBD

The City of Stockton is currently seeking a Human Resources Analyst II to fill one (1) vacancy with our Employee Relations/Labor division. The incumbent will provide guidance to management and department officials on complex employee and labor relations issues in accordance with City policies, directives, procedures, regulations, and Memoranda of Understanding (MOUs). The position also requires participation in the meet-and-confer process and labor contract negotiations, including serving as a resource during collective bargaining, interpreting contract language, and supporting the development of effective bargaining strategies.

The ideal candidate will also have experience in conducting administrative disciplinary investigations, maintain calmness in tense situations, possess excellent customer‑service skills, build and maintain collaborative relationships, and have strong analytical skills. Other duties include but are not limited to handling complex employee and labor relations issues, participating at the negotiations table, preparing written responses to union grievances, and representing the City when interacting with labor organizations. This is an At‑Will (Unclassified/Unrepresented/MW) position. Only those applicants who best fit the needs of the City will be referred to the hiring department. Applicants who fail to fully complete the on‑line application/supplemental questionnaire will be rejected.

Prior to appointment, eligible candidates will be required to submit to and successfully pass a background investigation, which will include fingerprinting.

Applications will be accepted until the final filing period listed or until sufficient applications to make a selection have been received.

Under general direction, performs a variety of professional activities of various levels of complexity in support of a centralized human resources system, including recruitment, selection, job analysis, classification, compensation, equal employment, training, safety, payroll, employee/labor relations, benefits, retirement, or other designated functions; performs related work as assigned. Human Resources Analyst II is the journey level of the series, fully competent to perform wide variety of professional duties. While primary assignments may be concentrated in one or more specialized HR areas, incumbents are expected to perform work in any of the defined areas as workload and training needs dictate. This class is distinguished from Senior Analyst which may provide lead direction and support staff in a specific area and perform the most complex activities.

All Levels

• Design and implement recruitment programs to obtain qualified candidates; prepare job announcements, advertisements, and other recruitment materials.
• Coordinate, design, and administer job‑related selection procedures, including, but not limited to, application reviews, written and performance tests, oral examinations, and assessment centers; screen applications for qualifications; provide for the establishment of employment lists.
• Conduct organizational studies, audit new or modified analysis documentation, and perform complex research. Collect compensation and benefit data and prepare analyses and reports to include staff reports for City Council; provide classification, compensation, benefits, retirement, and other information to other agencies.
• Develop, prepare, and maintain databases, spreadsheets, and reports for file management for area of specialty.
• Assist in the implementation and monitoring of compliance policies and programs; draft complex directives, memos, correspondence.
• Develop and implement various employee training programs; provide and develop technical training to City staff in area of specialty.
• Collect information and serve as backup during negotiations with employee organizations and/or for grievance proceedings; review and recommend changes to existing labor agreements; draft contract labor proposals and Memorandums of Understanding (MOU) language.
• Conduct grievance and discipline investigations; make recommendations on level of discipline and provide related technical support.
• Assist management with the preparation for and handling of various types of hearings.
• Receive, review, verify and process payroll records, documentation and related records; audit all payroll data for completeness, accuracy, and conformance with policies and procedures.
• Review and maintain timecard submissions; audit timecard records; review and reconcile calculated payroll figures including salaries, benefits, taxes, and garnishments; finalise payroll journal entries.
• Audit time‑keeping records for compliance with established standards and overtime rules; integrate various leave payments.
• Assure compliance with City, State, and Federal requirements; prepare quarterly, annual and tax reporting statements, process retirement plan contributions; analyse employee pay, deductions, and benefits to determine the correct amount to report to state and federal agencies.
• Provide guidance to department officials on human resources issues.
• Answer a variety of payroll and benefits‑related questions from City employees; research and resolve payroll issues; explain City payroll policies and procedures.
• Audit, reconcile, research, and prepare various types of information for area of specialty.
• Research and resolve complex issues related to all leave entitlements.
• Confere with and interpret MOUs, policies, procedures, and regulations to City staff and the public.
• Conduct varied analytical studies; prepare reports, correspondence, and a variety of written materials.
• Monitor developments in the human resources field, evaluate their impact on City activities, and recommend policy and procedural improvements.
• Interpret retirement laws and policies.

Knowledge of

• Principles, practices, and techniques of public human resources administration;
• Recruitment and testing, selection, and job analysis techniques;
• General practices and procedures related to processing claims;
• Basic statistical concepts and methods; financial record keeping, bookkeeping, and basic accounting principles;
• Principles and practices of payroll preparation, processing, reporting, and maintenance;
• Basic principles of employee development and training;
• Classification and compensation, benefits analysis and administration techniques;
• Applicable state and federal laws; regulations and requirements related to entitled leaves and benefit programs;
• Basic equal employment principles and practices;
• Basic labor relations principles and practices in a collective bargaining environment, conflict resolution and negotiation techniques; standard office practices and procedures, including basic business usage of personal computers, databases, spreadsheet and word processing;
• Methods of auditing, reconciling records and budgeting principles; and
• Basic supervisory principles and practices.

Skill in

• Designing effective recruitment programs to obtain qualified candidates;
• Developing valid and effective selection procedures;
• Conducting classification, organizational, and compensation studies;
• Technical and analytical report writing;
• Calculating payroll and paid time off deductions; review and reconcile calculated payroll data computations including salaries, benefits, taxes, and garnishments; finalise payroll journal entries;
• Organising and prioritizing work; meeting critical deadlines; following up assignments;
• Evaluating alternatives and making sound independent judgment calls within established guidelines;
• Analyzing complex technical information; evaluating alternatives, and make sound, independent judgment within established guidelines;
• Interpreting and applying laws, regulations, and policies;
• Communicating clearly and concisely, verbal & writing;
• Preparing and maintaining accurate records and files;
• Establishing and maintaining effective working relationships with N that
• OPERATING ??? ...;?? ;
• Operating standard office equipment

Education/Experience

• Human Resources Analyst I: Possession of a Bachelor's degree from an accredited four‑year college or university with major coursework in business or public administration, industrial relations, or a related field.
• Human Resources Analyst II: Possession …
• Senior ...

Qualifying Substitution Patterns

Additional years of experience in a comparable position within or outside of the City of Stockton could allow the substitutionof ... (content preserved)

Additional Notes

• Experience MUST be directly related to the role's responsibilities.
• Relevant education and professional experience will be evaluated at a case‑by‑case basis.
• Candidates must demonstrate equivalent competencies and skills through a combination of their documented education and or work history.

Physical/Mental Abilities

• Mobility- Constant sitting for long periods of time; occasional walking, bending, stooping, kneeling, reaching, pushing and pulling.
• Lifting- Occasional lifting of 10 pounds or less.
• Vision- Constant use of overall visual capabilities; frequent need to use color perception, hand‑eye coordination, reading and/or close‑up work.
• Dexterity- Frequent holding and grasping and typing repetitive motion u ...
• Hearing/Talking- Constant hearing and talking …
• Special Requirements- May require occasional weekend or even‑ing work.
• Emotional Psychological …
• Environmental Conditions …
• Working Conditions …

This class specification should not be interpreted as all inclusive. It is primarily updated ...

Any essential function or requirement ... relevant ...