LOS ANGELES COUNTY OFFICE OF EDUCATION

HUMAN RESOURCES ANALYST

DEFINITION

Under general supervision, performs a full range of analytical duties in the areas of classification, job analysis, compensation, recruitment, assessment and selection, employee development, and other human resources related projects and assignments.

DISTINGUISHING CHARACTERISTICS

This classification is distinguished from the higher-level classification of Senior Human Resources Analyst in that it performs highly technical classification, compensation, selection, employee development, and other related human resources work by managing projects and working with stakeholders throughout the organization, whereas the Senior Human Resources Analyst supervises a team of individuals engaged in the aforementioned work. The Human Resource Analyst II classification is assigned to relatively more complex or sensitive classification or selection projects in comparison to the Human Resources Analyst classification, carries out special research and evaluation tasks, and provides guidance to staff members in technical and procedural matters. The Human Resources Analyst is the journey-level classification in the series which independently performs the most technical human resources work. Human Resources Aide is the entry-level classification, performing human resources analytical and technical functions in the areas of recruitment, selection, classification, compensation, labor relations, benefits, training, performance management, workforce analysis and planning.  Furthermore, classifications in the Human Resources Analyst series are distinguished from other analytical classifications in that their primary focus is on technical human resources management subject matter rather than administrative, fiscal, and facilities content.

SUPERVISION RECEIVED AND EXERCISED

Supervision is provided by Senior Human Resources Analyst or higher-level administrator. This position gives work direction and guidance to technical and clerical staff.

EXAMPLES OF DUTIES – The classification specification provides a summary of the typical job duties performed, along with the general nature and level of work performed by employees in this classification. Duties may include, but are not limited to, the following:

• Designs and plans recruitments and associated examinations that result in ranked eligibility lists to be used in the selection of candidates for classified jobs

• Develops and validates selection tools such as training and experience evaluations, multiple-choice examinations, performance assessments, structured interviews, and other examination materials by consulting with subject matter experts and researching the classification
• Plans and develops a recruitment strategy including targeted outreach and the design of media for recruiting applicants by consulting stakeholders and researching the intended market
• Directs and oversees the administration and scoring of selection examinations
• Conducts statistical analyses of examination and demographic data to support examination development, pass point setting, and equitable hiring practices
• Conducts classification studies and position studies, and writes reports to establish new job classifications, revise existing classifications, and reclassify positions
• Aligns classifications in occupational hierarchies, conducts compensation studies, and writes recommendation reports regarding individual classifications or the relationships between classifications in the salary structure
• Consults clients within the organization regarding classification, compensation, recruitment, and other personnel matters
• Responds to examination and classification inquiries, appeals, and protests, and collaborates with higher-level staff to demonstrate the validity, integrity, and fairness of studies and examination processes to job candidates, LACOE employees, and the Personnel Commission
• Assists in the preparation of rules and procedures, and interprets laws, rules, and policies to respond to inquiries and ensure compliance
• May recommend and develop procedures and/or policy guides
• May participate in providing professional development opportunities for employees by assessing needs, developing content, and delivering training programs
• May represent LACOE at career days, job fairs, and other recruitment functions
• May lead or participate in special projects related to organizational development or business process improvements within the division or across the organization
• Performs related duties as assigned

JOB REQUIREMENTS

Knowledge: 

• Merit System provisions of the California Education Code
• Federal and state laws, regulations, guidelines pertaining to human resources management procedures such as the Uniform Guidelines on Employee Selection Procedures, Equal Rights Act, American with Disabilities Act, Equal Pay Act, California Fair Employment and Housing Act and related case law
• Current principles and practices utilized in the development and validation of employee selection procedures, classification, compensation, and job analysis
• Basic psychometrics and statistical analysis
• Qualitative data gathering techniques including structured interviewing, focus groups, and survey research
• Microsoft Word, Excel, PowerPoint, Access, and other applicable programs
• Statistical and spreadsheet software applications
• Computerized applicant tracking systems
• Web based human resources management computer applications

Core Competencies:

• Analyzing & Interpreting Data – Drawing meaning and conclusions from quantitative and/or qualitative data
• Critical Thinking – Analytically and logically evaluating information, propositions, and claims
• Fact Finding – Obtaining facts and data pertaining to an issue or question
• Learning Agility – Seeking learning opportunities and applying the lessons to one's work
• Professional & Technical Expertise – Applying technical subject matter to the job
• Using Technology – Working with electronic hardware and software applications
• Attention to Detail – Focusing on the details of work content, work steps, and final work products
• Handling Stress – Maintaining emotional stability and self-control under pressure, challenge, or adversity
• Oral Communication – Engaging effectively in dialogue
• Writing – Communicating effectively in writing
• Customer Focus – Attending to the needs and expectation of customers
• Professional Impact – Presenting self as a positive representative of the organization
• Group Facilitation – Enabling constructive and productive group interaction
• Teamwork – Collaborating with others to achieve shared goals
• Project Management – Planning and tracking projects to ensure they are on-time, on-budget, and achieve their objectives
• Cultural Proficiency – Modeling communications and interactions that respect and include all individuals and their languages, abilities, religions and cultures

PHYSICAL DEMANDS AND WORK ENVIRONMENT

This summary provides examples of the typical physical demands and work environment of this classification.

Physical Demands:

Work is sedentary.

• Remains in a stationary position to perform desk work
• Lifts items such as binders and documents weighing less than 10 pounds without assistance
• Carries items such as binders and documents weighing less than 10 pounds without assistance
• Uses hands, wrists, and fingers repetitively to type and operate office equipment
• Rotates the head right or left from a neutral position to review work materials
• Exchanges information with co-workers and customers regarding work-related matters
• Uses near visual acuity at 20 inches or less to operate desktop or laptop computer
• Moves short distances between buildings and sites

Work Environment:

The work environment involves everyday risks and discomforts that require normal safety precautions.

• Works primarily in an indoor, climate-control environment

MINIMUM QUALIFICATIONS

Experience: Two years of human resources experience in conducting classification and compensation studies, recruitments, and/or assessment and selection procedures.  

Education: A bachelor’s degree in human resources, public or business administration, psychology, mathematics, statistics, behavioral science, research methodology, or other fields closely related to the job requirements of this classification from an institution of higher learning recognized by the Council of Higher Education Accreditation. Foreign degrees and credit units require translation and equivalency established by an agency recognized by the Commission on Teacher Credentialing.

Equivalency Provision: Six months of experience in the classification of Human Resources Aide or Human Resources Intern with the Los Angeles County Office of Education may substitute for one year of the required experience. A master’s degree or equivalent college units in industrial-organizational psychology, human resources, public or business administration, psychology, mathematics, statistics, behavioral science, research methodology, or other fields closely related to the job requirements of this classification from an institution of higher learning recognized by the Council for Higher Education Accreditation, may substitute for one year of the required experience. Foreign degrees and credit units require translation and equivalency established by an agency recognized by the Commission on Teacher Credentialing.

Additional Requirements/Information: A valid California driver’s license and the availability of private transportation or the ability to provide transportation between jobs sites is required.

CLASSIFICATION APPROVED BY PERSONNEL COMMISSION

November 8, 1978

Revised December 6, 1985

Revised January 18, 1996

Revised December 18, 2008

Revised: February 16, 2012

Revised: November 20, 2014

Revised: December 17, 2015

Revised:  April 21, 2016

Revised: November 21, 2019

Revised: June 17, 2021