Senior Employee And Labor Relations Analyst

Office of Human Resources

Annual Salary Range: $97,336 - $129,781

FLSA Exempt / Non-Union Represented

This position allows for up to four days of remote work per week.

About the Office

The Office of Human Resources supports the employee life cycle, including recruitment and retention, benefits administration, training and development, performance management, and Employee and Labor Relations. The office also supports employees with leaves requests, workers compensation, ergonomics accommodations, and changes to benefit elections.

The Ideal Candidate

The State Bar of California's Office of Human Resources seeks an experienced Senior Human Resources Analyst for its Employee and Labor Relations team. The role is responsible for complex analytical work that impacts the strategy and direction of the State Bar's Employee and Labor Relations, disability and leaves management, workers' compensation, general personnel administration, and special projects. The position exercises independent judgment in providing advice to operating departments; participates in complex contract negotiations, contract administration, and informal and formal grievance proceedings; conducts workplace investigations and drafts detailed investigative reports and corrective actions; monitors, tracks, and analyzes disability and leaves management processes; providing training; and, performs other Employee and Labor Relations duties as required.

Definition

Under general direction, the Senior Human Resources Analyst is responsible for the administration of one or more human resource functions. The human resource functions include: Training and Development, Recruitment; Employee Benefit Administration; Classification, Wage and Salary Administration; Leave of Absence, Accommodation and Ergonomic Administration; and support for other human resource functions.

Distinguishing Characteristics

The Senior Human Resources Analyst is the lead/advanced journey-level class in the professional Human Resources series. The Senior Human Resources Analyst reports to the Director of Human Resources and assists in the formulation, determination, and effectuation of management policies in the administration and effectuation of Employee and Labor Relations, and is responsible for maintaining confidentiality concerning such matters.

The Senior Human Resources Analyst exercises a higher degree of independent judgement and performs more complex work than the Human Resources Analyst. Both may exercise lead direction over lower professional and technical classifications when assigned.

Examples of Essential Duties

Duties may include, but are not limited to the following:

• Assumes primary responsibility for the management, operation, design, and implementation of Human Resource programs and strategies in the areas assigned consistent with State Bar goals and objectives.
• Assumes operational responsibility for internal and external procedures, programs, and/or activities within the assigned areas.
• Gathers and reviews data in the assigned areas, coordinates with relevant managers, and prepares evaluations, analysis, reports, and recommendations as required.
• Maintains relationships with outside entities, individuals and vendors including producing advertisements for recruiting, communications on benefits, and other communications.
• Coordinates with vendors, reviews vendor data, and develops reports and recommendations.
• Reviews internal candidates' qualifications and arranges interviews with hiring managers, screens interview candidates, coordinates interviews, completes reference checks for job candidates, and extends job offers to successful applicants verbally and in writing.
• Develops and presents employee orientation and training programs related to the assigned areas.
• Conducts research, analyzes data and information, and makes appropriate reports on Human Resource programs in the assigned areas.
• Ensures that employment functions, policies, and procedures comply with state and federal regulations and assists with filing appropriate reports to government agencies.
• Administers requests for temporary agency employees, including the negotiation of billing rates, develops and conducts new employee orientation, and ensures that necessary forms and benefit information are accurate and complete.
• Administers COBRA, CalPERS, health benefits, the 457 Plan, worker's compensation, and other benefit programs which include employee notification, record logs, and coordination with payroll concerning employee status.
• Communicates with employees to ensure thorough understanding of benefits, consulting with individuals about coverage for medical procedures and following guidelines for legal compliance.
• Acts as the liaison between the insurance carriers/brokers or other people providing the benefits, and the employees.
• Administers leave of absence, accommodation, and ergonomic programs and reviews, including assisting with interpretation, compliance and communication of applicable state and federal laws, employee status reviews, and ensuring proper employee status notification to Payroll.
• Develops or updates job descriptions by performing classification analysis and research.
• Develops specific training and professional development plan for State Bar employees to include the identification and prioritization of staff needs for organization.
• Responsible for working with individual employees in support of their identified State Bar career goals.
• Maintains classification and salary data to reflect labor market trends.
• Assists with salary analysis, compensation surveys, and payroll administration.
• Administers wage, salary, and payroll standards.
• Assists in the selecting, reviewing, training, evaluating and directing the work of subordinate staff.
• Assists in the formulation, determination and effectuation of management policies in the administration of Employee and Labor Relations, and is responsible for maintaining confidentiality concerning such matters.
• Performs other duties and responsibilities as assigned.

Employment Standards

Knowledge of:

• Advanced principles of California and Federal Labor and Employment Laws.
• Advanced principles of personnel selection, administration, and supervision.
• Advanced principles of office and business management techniques.
• Advanced methods of analyzing and synthesizing policies, programs, projects, and procedures of the State Bar.
• Advanced principles of problem identification, analysis, and evaluation.
• Principles of human resource information and database recordkeeping.
• Thorough working knowledge of the State Bar Offices and their functions.
• Principles of business math for completing non-technical calculations such as addition, subtraction, multiplication, and division.
• Principles of computer information systems, including personal computer applications, spreadsheet programs and word processing.
• Principles of interpersonal, written, and oral communication skills including presentation and listening skills.
• Principles of project management.
• Principles of organizational behavior and effective conflict resolution.

Ability to:

• Interpret and apply the policies and practices of a department.
• Communicate clearly and concisely, both orally and in writing.
• Work under pressure and address conflict effectively.
• Review and analyze complex written data.
• Operate modern office equipment including computer hardware, software, and internet and web-based applications.
• Compile data and prepare narrative and statistical reports.
• Appropriately respond to requests and inquiries from the general public, State Bar members, or other departments.
• Establish and maintain effective interpersonal relationships at all organizational levels as well as with the public.
• Maintain strict confidentiality of information.
• May speak publicly to large groups of people.
• May plan, schedule, make work assignments, set priorities, train, evaluate, select and discipline subordinates.

Minimum Qualifications

Education:

• Bachelor's degree in a field that develops skills related to essential duties, or equivalent academic achievement.

Experience:

• Minimum of three (3) years of progressively responsible human resources experience in the assigned area or closely related area; or three (3) years of human resource experience with one (1) year supervisorial experience.

Applicants who meet the Minimum Qualifications will be required to successfully complete the State Bar's selection process for this classification.

License, Certificate, Registration Requirements

• None required. 

We are a diverse, equitable, and inclusive workplace where all of our employees and prospective employees experience fairness, dignity, and respect.