Associate Personnel Analyst chez Hacienda La Puente Unified School District, CA

About the Department

WE ARE ONLY ACCEPTING ONLINE APPLICATIONS. You may apply online by clicking the "Apply" button on this page.  If you need assistance applying online, please contact us at (626) 933-3920.  

THE POSITION   
Under direction of the Personnel Director or Human Resources Analyst, as assigned, assists in performing professional-level personnel duties in planning, developing, administering and analyzing examinations for the selection of classified employees, and assists in participating in classification, compensation and training activities for the District.

CURRENT OPENING: One 12 month/40 hours per week position.  Salary placement will be on Range 40 of the CSEA Salary Schedule "B." Initial salary placement for new employees is customarily at step 1 ($6,669.14 per month) of this salary range.

APPLICANT FILING INFORMATION: This recruitment is open to the public. An eligibility list will be established to fill vacancies for full time, part time, evening, summer, and substitute positions throughout the duration of the eligibility list. Eligibility lists typically last for one year. Vacant positions are filled from the top three ranks. Pursuant to PC Rule 6.2.10, the eligibility list established for this recruitment may be used for another related classification at the same or lower salary.

NOTE: Answers to the supplemental questions and proof of your highest obtained education must be submitted with your application. If applicable, please also submit transcripts verifying one year of graduate-level coursework in Industrial/Organizational Psychology, Human Resources, Public Administration, or a related field with your application. You may upload the documents to your online application (in the “Attachments” section) or fax them to Maria Murillo at (626) 333-7416.

Position Duties

Learns and applies policies, regulations, procedures, and techniques of human resources administration in performing the tasks listed below:

• Designs and conducts job analyses for the purposes of position classification, salary evaluation, test construction and validation, recommendation of entrance requirements, and/or determination of necessary staff development programs.
• Designs, constructs and conducts or assists in constructing and conducting surveys to gather compensation, classification, training, entrance requirements, rules, employee selection, or other human resources data.
• Designs and implements recruitment strategies to obtain highly qualified candidates.
• Works with subject matter experts to develop and recommends examination plans, and develops tests (e.g. written tests, performance tests, and interviews, etc.).
• Compiles, calculates, and analyzes numerical data to provide recommendations for pass points and other employment decisions.
• Composes or assists in composing a variety of technical written materials including rules,  procedures, class descriptions, classification and salary reports, recruitment materials, employment examinations, correspondence, job market trend reports, meeting minutes, agendas, and other specialized reports.
• Operates personal computer related software programs such as: Applicant Tracking System, Microsoft Word, Microsoft Excel, Microsoft Outlook, Microsoft Access, Windows, Internet, and related testing software.
• Screens applications to determine whether applicants meet the minimum qualifications of a classification.
• Attends Personnel Commission meetings, conferences and workshops, as directed, to maintain current knowledge of human resources trends and practices.
• Analyzes laws, rules, reports, publications, and court cases for information relating to human resources.
• Maintains and controls the secure handling of all examination files, interview tapes, and other exam records.

OTHER RELATED DUTIES

• May represent the District at career days, job fairs, and other recruitment functions.
• May administer tests, brief interview panels, and give work direction to those proctoring tests.
• May assist in designing and delivering staff development programs including development of course objectives, curriculum, and class materials.
• May select qualified panelists for oral panels.
• May fill in for higher-level or lower-level personnel during short term absences.
• May recommend and develop procedures and/or Personnel Commission policy guides.
• May assist Director in investigating appeals of examinations, disqualifications, and other selection actions.
• Performs other related duties as required.

DISTINGUISHING CHARACTERISTICS AMONG RELATED CLASSES
Associate Personnel Analyst performs professional-level, technical human resources work that is limited in scope and complexity, and subject to closer supervision and review, than work performed by a Human Resources Analyst. An Associate Personnel Analyst applies general human resources knowledge to a variety of duties and responsibilities which should develop into the qualification required to become a Human Resources Analyst.

Human Resources Analyst performs complex professional-level, technical human resources work. Assists the Personnel Director in planning and evaluating the work of the department staff. Trains and/or assists the Personnel Director in training Personnel Commission staff on job analysis, examination construction, and interview procedures.

PHYSICAL DEMANDS
Employees in this classification stand, walk, sit, use fingers repetitively, use wrists or hands repetitively in a twisting motion or while applying pressure, use both hands simultaneously, have rapid mental/muscular coordination, speak clearly, hear normal conversation, see small details, drive a vehicle, use a computer and a telephone. 

 

WORK ENVIRONMENT
Employees in this classification work inside, with a high volume of work and tight deadlines, and continuously changing priorities and interruptions.

Minimum Qualifications

Education:
Graduation from a recognized college or university, preferably with a degree in Human Resources, Psychology, Public Administration, Behavioral Sciences, Law, or related field.

Experience:
Six months of professional-level experience that includes the development, research, or analysis of personnel selection procedures or psychological testing methods. One year of graduate level course work in Industrial/Organizational Psychology, Human Resources, Public Administration, or related field may be substituted for the required experience.

Special:

• Possession of a valid California Class C Driver license.
• Evidence of adequate insurance for a motor vehicle which meets or exceeds the California legal liability insurance requirement and continue to maintain insurability.
• Use of an automobile.

Other Qualifications

Knowledge of:

• A variety of job analysis methodologies.
• Basic principles and terminology of employment selection, position classification, salary administration, and staff development.
• Research methods, techniques, and sources of information regarding human resources administration.
• Advanced statistical procedures required to calculate means, standard deviations, and reliability estimates.
• Laws, rules, regulations involved in test creation and validation, recruitment, compensation and classification.
• Basic principles of merit that relate to human resources.
• Principles of equal employment opportunity.
• Computer applications including word processing, spreadsheet, and SPSS.
• Basic data-processing principles and procedures.

Ability to:

• Prioritize tasks with respect to importance and deadlines.
• Adjust priorities and adapt well to changes in assignment and priorities.
• Interpret and apply personnel laws, codes, rules and regulations appropriately.
• Use critical judgment in the evaluation of data and the development of plans, test materials, reports, and other materials.
• Logically grasp and think through issues and problems.
• Generate a range of alternative solutions and courses of action with benefits, costs, and risks associated with each.
• Use new technology and find ways to apply technology to tasks to increase speed, quality, or create new capabilities.
• Use correct vocabulary, grammar, sentence structure, spelling and punctuation when constructing written correspondence, reports, or other Personnel Commission documentation.
• Show interest in and understanding of the needs, expectations, and circumstances of internal and external customers.
• Establish rapport and maintain positive working relationships.
• Speak clearly and communicate effectively on a one-to-one basis for the purpose of obtaining information.
• Formally deliver oral presentations to audiences of various size and type.
• Exercise tact and judgment in meeting and dealing with sensitive, complex and confidential personnel issues and in explaining procedures to candidates, employees, and others.
• Come up with novel, resourceful, or imaginative approaches to problems or opportunities.
• Take responsibility for developing oneself and his/her career.
• Understand the concerns of protected groups and the disadvantaged and relate technical activities to those concerns in an equal opportunity program of selection and promotion based on merit.

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