JOB DESCRIPTION - Human Resources Analyst

Position: HR Analyst

Wage: $ 24.72

Reports to: CEO

FLSA Status: Non-Exempt

Location: Visalia, CA

Department: Administration

Language: English

Summary: The Human Resources Analyst is an advocate for agency employees and responsible for performing HR-related duties on a professional level. This position implements and directs the routine functions of Human Resources. The ideal candidate will be experienced in HR best practices and CA Employment Laws. This position will work closely with finance and administrative staff and will have access to outside HR consultation.

Primary Responsibilities:

Talent Acquisition

• Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, collaborates with departmental managers to understand skills and competencies required for openings, and update job descriptions.
• Monitors Job Descriptions, platforms for applications and collaborates with managers to review candidates.
• Works with employee management team to ensure smooth and compliant on-boarding and off-boarding processes for all employees
• Leads employee orientation efforts to create employee engagement and understanding of policies and procedures.
• Reviews and assigns mandatory and best practice trainings.

Performance Management and Engagement

• Assists with employee recognition, including years of service or other employee engagement.
• Creates learning and development programs, initiatives, and trainings that provide internal development opportunities for employees.
• Provides support to all employees by responding to questions related to pay, benefits, policies, and other employment matters.
• Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute tasks in delicate circumstances such as providing reasonable accommodations, mediation, investigating allegations of wrongdoing, disciplinary meetings, and terminations.
• Handles difficult staffing issues, including grievance and discrimination policies, resolving disputes, and administering employee relations counseling, performance improvement plans, and exit interviews.
• In tandem with the executive team, creates and implements employee evaluation and goal setting forms and procedures.

Compensation and Benefits

• Lead Administrator for Human Resources software including payroll, retirement, benefits.
• Works directly with the finance department for benefits, payroll, audit purposes etc. Analyzes trends in compensation and benefits and manages benefit and retirement updates, renewals and audits including Workers’ Compensation, Payroll, 401(k).
• Performs benefits administration, including change reporting, insurance renewals, and communicating benefits information to employees.
• Oversee leave of absence process in compliance with company policies and state and federal guidelines.
• Creates Employee Action Notices (EAN) and Memos for new employees and current employees with changes to sites, positions, and pay in a timely manner, updating Paycor with changes before next pay period.

Policy and Procedures

• Administers various human resource plans and procedures for all organization personnel. Assists in the development and implementation of personnel policies and procedures; prepares and maintains the employee handbook and the policies and procedures manual.
• Reviews policies, procedures, and agency manuals annually to ensure compliance with mandated guidelines and/or best practices.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Act as a member of the agency leadership team, and attends management meetings, agency events, and Board meetings as needed. 
• Participate in overall agency strategic planning and decision-making when requested by the Executive Team and/or Board. 
• Works with Facilities Manager to ensure that all safety protocols and written procedures are up to date and implemented.

Legal Compliance

• Thorough knowledge of employment-related laws and regulations.
• Will act as the official Custodian of Records for the agency; responsible for security, storage, and dissemination of records in compliance with federal and state regulations and agency policy, including personnel records and other confidential documents. 
• Maintains compliance with federal, state, and local employment and benefits laws and regulations, including all federal and state reporting (EEO-1, California Pay Data Report, EDD, Multiple Worksite forms and other mandatory surveys etc.) and recommended best practices.
• Represent the organization at employee-related hearings and investigations, including Unemployment Hearings.

Other Responsibilities: 

• Regular and predictable on-site attendance.
• Must demonstrate compassion, especially when staff or clients are experiencing complex issues or in crisis. 
• Must demonstrate cultural competence, to understand and value staff and clients’ unique values and perspectives.
• Prepare required quarterly and annual reports as needed.
• Safely perform all tasks to avoid injury to self and others.
• Adherence to policies related to HIPAA, confidentiality, information sharing, and appropriate use of the agency-client database.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate, meeting deadlines in a timely manner.
• Ability to act with integrity, professionalism, and confidentiality.
• Performs other duties and assumes other responsibilities as assigned by the supervisor or Executive Team.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field required. A minimum of three years of human resource experience preferred. SHRM-CP or SHRM-SCP highly desired.

• Excellent verbal and written communication skills and interpersonal, negotiation, and conflict resolution skills. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization’s systems.

• California Driver’s License, availability of automobile for business use, and at least minimum auto liability insurance as required by law.

• Must receive clearance from the Department of Justice Criminal Record Offender Information database. Must be at least 21 years of age.

Work Environment & Physical Requirements

• Work is performed in office, visitation center, and/or community-based settings.
• Position requires sitting, standing, and walking for extended periods.
• Must be able to lift, push, and pull up to 25 pounds on occasion.
• May require bending, reaching, and repetitive motions (typing, writing, handling visitation materials).
• Requires ability to respond quickly and physically if intervention is necessary to ensure child safety.
• May involve exposure to emotionally charged or stressful situations.
• Regular use of computer, phone, and other standard office equipment.
• Occasional evenings or weekends may be required to accommodate visitation schedules.

Family Services is an Equal Employment Opportunity Agency:

The conditions described above must be met by an employee to successfully perform the job’s essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions.

DISCLAIMER: The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and requirements, which may change from time to time based on business needs. When appropriate, reasonable accommodations that do not create an undue hardship to the agency may be made to enable individuals with disabilities to perform the essential functions of the job.