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The role supports core HR areas including employee and labor relations, classification and compensation, benefits and leave administration, recruitment, and policy development. Responsibilities extend to implementing strategic initiatives, improving operational effectiveness, and advancing workforce planning and succession. 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It also supports strategic initiatives, workforce planning, and succession efforts.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"What additional duties apply when assigned to Recruitment & Selection?",{"text":117,"@type":113},"The position leads executive-level recruitments, designs legally compliant recruitment strategies, builds selection tools with validated testing processes, coaches interview panels, and creates recruitment metrics to guide talent acquisition.",{"name":119,"@type":110,"acceptedAnswer":120},"What are the minimum qualifications and education requirements?",{"text":121,"@type":113},"Candidates must have a Bachelor’s degree in qualifying fields and four years of progressively responsible HR experience, including at least two years performing advanced work in core HR disciplines such as recruitment, classification and compensation, labor relations, or benefits administration.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},158937,1788009710,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":46,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":24,"language":139,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":67,"update_tm":129,"read_time":143,"preview_page_count":4},962075114101,"https://ap-avatar.wpscdn.com/avatar/e000253a75eb197efd?x-image-process=image/resize,m_fixed,w_180,h_180&k=1780044092746381165","| DEPARTMENT: | Human Resources | REPORTS TO: | Director of Human Resources |\n| --- | --- | --- | --- |\n| TITLE CODE: | 8045MR | DATE: | 10/23/2025 |\n| POSITION CODE: | R2607563 | ADMINISTRATIVE REVISION: |  |\n\nJob Summary  \nUnder the general direction of the Human Resources Director, the Senior Human Resources Staff Analyst plays a pivotal leadership role within the department. This position assists in leading the day-to-day functions of the Human Resources team, may support or provide guidance to HR Analysts, and serves as a team leader within the department. Responsibilities include assisting with key HR functions such as employee and labor relations, classification and compensation, benefits and leave administration, recruitment, and policy development. The Senior HR Staff Analyst is instrumental in implementing strategic initiatives, improving operational effectiveness, and supporting workforce planning and succession efforts. This position also leads cross-functional HR projects and serves as a subject matter expert in employment law, HR best practices, and agency policy.  \nDistinguishing Characteristics  \nThis is the advanced professional level in the HR Staff Analyst series. Incumbents in this class are expected to demonstrate a high degree of independence, technical knowledge, and leadership in their area(s) of responsibility. The Senior HR Staff Analyst assumes ownership of complex and high-stakes HR projects and frequently partners with executives, department heads, and legal counsel on matters of agency-wide significance.  \nPerformance Attributes  \nWhen assigned to Recruitment & Selection, responsibilities may include but are not limited to:  \n􀂾 Leads high-profile and executive-level recruitments in collaboration with hiring managers and leadership.  \n􀂾 Designs and implements competitive, equitable, and legally compliant recruitment strategies.  \n􀂾 Develops complex selection tools; ensures validation and defensibility of testing and screening processes.  \n􀂾 Coaches hiring panels on effective and inclusive interview techniques; serves as a recruitment strategist.  \n􀂾 Creates and analyzes recruitment metrics to inform talent acquisition strategy.  \nWhen assigned to Classification and Compensation, responsibilities may include but are not limited to:  \n􀂾 Oversees classification and compensation studies across multiple departments or for enterprise-wide initiatives.  \n􀂾 Conducts complex organizational analyses to assess structure, staffing, and alignment with agency goals.  \n􀂾 Recommends and implements classification changes, salary structure adjustments, and  reorganization plans.   \n􀂾 Represents OCERS in market analysis discussions; negotiates and defends recommendations at executive or Board level.  \nWhen assigned to Employee and Labor Relations, responsibilities may include but are not limited to:  \n􀂾 Serves as lead on employee relations matters, including investigations, disciplinary actions, and conflict resolution.  \n􀂾 Advises leadership on sensitive personnel decisions; ensures compliance with employment law and agency policies.  \n􀂾 Conducts thorough workplace investigations and drafts detailed findings and recommendations.  \n􀂾 Participates in labor negotiations; drafts MOUs and ensures post-agreement implementation.  \n􀂾 Leads training on performance management, conduct standards, and grievance handling.  \nWhen assigned to Benefits and Disability Programs, responsibilities may include but are not limited to:  \n􀂾 Manages the administration and modernization of employee benefits and leave programs.  \n􀂾 Leads complex disability, ADA, and return-to-work cases; ensures consistent application of legal requirements.  \n􀂾 Advises departments on evolving laws related to benefits, leave, and accommodations.  \n􀂾 Identifies and implements process improvements and automation tools to enhance service delivery.  \nWhen overseeing Payroll and Personnel Transactions, responsibilities may include but are not limited to:  \n􀂾 Overse","cbCaiqtCIWv5YlKx","https://ap.wps.com/l/cbCaiqtCIWv5YlKx","pdf",249203,"English","# Job Summary\n## Distinguishing Characteristics\n## Performance Attributes\n### Recruitment & Selection\n### Classification and Compensation\n### Employee and Labor Relations\n### Benefits and Disability Programs\n### Payroll and Personnel Transactions\n# Minimum Qualifications\n## Education and/or Experience\n## Education/Experience Substitution\n# Special Notes, Licenses or Requirements\n# Knowledge/Skills/Abilities","[{\"question\":\"What are the core responsibilities of the Senior Human Resources Staff Analyst?\",\"answer\":\"The role assists with key HR functions including employee and labor relations, classification and compensation, benefits and leave administration, recruitment, and policy development. It also supports strategic initiatives, workforce planning, and succession efforts.\"},{\"question\":\"What additional duties apply when assigned to Recruitment \\u0026 Selection?\",\"answer\":\"The position leads executive-level recruitments, designs legally compliant recruitment strategies, builds selection tools with validated testing processes, coaches interview panels, and creates recruitment metrics to guide talent acquisition.\"},{\"question\":\"What are the minimum qualifications and education requirements?\",\"answer\":\"Candidates must have a Bachelor’s degree in qualifying fields and four years of progressively responsible HR experience, including at least two years performing advanced work in core HR disciplines such as recruitment, classification and compensation, labor relations, or benefits administration.\"}]","Senior Human Resources Staff Analyst - Job Description | PDF",13]