Principal Human Resources Analyst

at  Southern California Association of Governments

GENERAL SUMMARY

The purpose of this classification is to supervise a team within an assigned business unit and develop, implement, and oversee a variety of human resource programs that enhance the employee experience, while ensuring compliance with all applicable employment laws and regulations; analyze programs and policies for effectiveness; develop communication plans for related procedures and protocols; and provide advice and counsel to SCAG employees.

MINIMUM QUALIFICATIONS

• Any combination of training, education, and experience that would provide the required skills, knowledge, and abilities is qualifying. A typical way to obtain the required qualifications would be with 7 years’ experience in human resources and a bachelor’s degree in a relevant field.

KNOWLEDGE OF:

• Principles, practices, and techniques of human resources administration, including recruitment and selection, learning and development, classification, compensation, and/or benefits administration
• Project management principles and concepts
• Applicable employment laws including federal, state, and local
• CalPERS and other benefits
• Principles and practices of employee supervision

SKILL IN:

• Interpreting and applying personnel rules
• Critical thinking and analysis
• Organization and time management
• Written and oral communications
• Collaboration
• Customer service
• Coaching and developing employees

ESSENTIAL DUTIES & RESPONSIBILITIES

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by employees in this job. Employees may be requested to perform job-related tasks other than those specifically presented in this description.

• Leads development and execution of strategic human resources initiatives and projects, and develops priorities, goals, and metrics for success
• Supervises the work of assigned personnel, including assigning and reviewing work, providing coaching and guidance, and conducting performance evaluations
• Collaborates with key stakeholders and functional teams to operationalize HR strategy and implements workplace practices, processes, and policies
• Identify, assess, and analyze current human resource programs and recommends improvements based on future organizational needs
• Develops project plans, project deliverables, budgets, and schedules; reviews the work of project consultants/contractors/vendors and ensures projects progress on schedule, within the approved budget, and at a consistently high level of quality
• Performs reasonably related duties within the scope of the classification as assigned

SUPERVISORY RESPONSIBILITIES

• Classification is considered a full supervisory position with the ability to supervise and monitor performance for employees including providing input on hiring/disciplinary actions, coaching and developing staff, completing performance evaluations, identifying work objectives/ effectiveness, and realigning work as needed. Classification is able to serve as a project manager for consultants and has responsibility for assigned consultant contracts.

This section describes the accountability and participation if any, as it relates to the fiscal accountability, level of risk, and impact of financial/budgetary errors within department or assigned area(s) of responsibility.

• Moderate fiscal responsibility.
• Classification has moderate fiscal responsibility. Responsibilities may include: (1) developing, monitoring, and managing budget expenditures for a business unit, cross-functional work program, or set of portfolio projects, typically within an assigned division; (2) analyzing data to develop recommendations for departmental budget allocations; (3) overseeing inventory purchasing and tracking budgeted spending. Risk at this level is moderate. Errors may not be immediately identifiable and require effort to resolve or mitigate consequences, resulting in loss of one’s own and other’s time and likely to have a short-term impact on future goals and operations

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions.

• This position is relative free from unpleasant environmental conditions or hazards and is generally sedentary. Incumbents may be required to exert up to 10 pounds of force occasionally, a negligible amount of force frequently, and/or constantly having to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met