ORANGE COUNTY FIRE AUTHORITY Human Resources Department 1 Fire Authority Road Irvine, CA 92602 www.ocfa.org Invites Applications For The Position Of: HUMAN RESOURCES ANALYST I/II SALARY $33.28 - $51.58 Hourly $5,768.53 - $8,940.53 Monthly $69,222.40 - $107,286.40 Annually OPENING DATE: 01/25/18 CLOSING DATE: Continuous THE POSITION An Equal Opportunity Employer Join one of Orange County's largest and most exciting public safety agencies! With 72 fire stations, the Orange County Fire Authority (OCFA) is a regional fire service agency that serves 23 cities in Orange County and all unincorporated areas of the County. Through exceptional skill, teamwork, and strong community partnerships, we enhance public safety and meet the evolving needs of our communities through education, prevention, and emergency response. About the Position... Human Resources is currently searching for a self-motivated Human Resources Analyst I/II to join their dynamic team. The current assignment is in the Benefits Section. The ideal candidate is a true team player, demonstrates a high level of professionalism, provides exceptional customer service to both internal and external customers, possesses excellent communication and problem-solving skills, and has the ability to triage and adjust priorities at a moment's notice. The desirable candidate will demonstrate initiative, attention to detail, high quality results, and creativity. At OCFA, you can have a rewarding career with challenging and meaningful work, while making a positive contribution to our critical mission. Distinguishing Characteristics... The Human Resources Analyst I is the third level in a seven level human resources series. This is the entry-level class in the Human Resources Analyst series and is responsible for performing entry-level professional activities. The Human Resources Analyst II is the fourth level in a seven level human resources series. This is the full journey level class in the Human Resources Analyst series and is
responsible for performing journey level professional activities. The Human Resources Analyst II is distinguished from the Human Resources Analyst I, by a higher degree of independence and the performance of a greater breadth and depth of tasks and duties assigned to the classification. Salary Information* Human Resources Analyst I: $33.28 - $44.85 per hour / $69,222.40 - $93,288.00 annually Human Resources Analyst II: $38.27 - $51.58 per hour / $79,601.60 - $107,286.40 annually *Depending on qualifications, candidates may be hired at either level (I or II). Tentative Schedule 1st Application Review - Monday, February 12, 2018 Written Examination - Thursday, March 1, 2018 Panel Interview - Wednesday, March 14 - Thursday, March 15, 2018 Selection Interview - Monday, March 26, 2018 Please note, all dates listed above are subject to change depending on organizational needs. ESSENTIAL FUNCTIONS The current assignment for the Human Resources Analyst I/II is in the Benefits Section of Human Resources. Essential functions include, but are not limited to, the following: Coordinating and administering employee benefit programs; Implementing human resources administrative operations including enrollments, data collection, and contract renewals; Coordinating benefit plan open enrollments by participating in benefit fairs, preparing informational materials, and ensuring enrollment procedures are followed; Resolving employee questions and problems regarding benefits through research and explanation of benefit policies and procedures. Assisting employees in completing enrollment and other forms as required; Educating and informing employees about benefits, including health, dental, vision, long term disability, life insurance, retirement plans, workers' compensation, leave policies, and other federal and state mandated programs; Coordinating and administering employee leave programs, including leave under the Family Medical Leave Act (FMLA), California Family Rights Act (CFRA, Pregnancy Disability Leave (PDL); ensuring consistency of application, review, approval, and monitoring of leave; Assisting with the collaborative interactive process meetings in accordance with the American with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA) to determine reasonable accommodations required for performing essential job duties; Preparing budget-related documents and spreadsheets, staff reports and other Boardrelated materials for review; Assisting with drafting policies and procedures and implementation as directed; and Performing other duties of a similar nature or level. Please click on the following links to review the comprehensive class specification for each position, including all essential functions, knowledge and skills required, physical requirements, and working conditions: MINIMUM QUALIFICATIONS Human Resources Analyst I Human Resources Analyst II
Education and Experience (Position requirements at entry) Human Resources Analyst I: Bachelor's Degree in Business Administration or a related field, and one (1) year of professional and/or technical level human resources experience OR Associate of Arts Degree in Business Administration or a related field, and three (3) years of professional and/or technical level human resources experience OR An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. Human Resources Analyst II: Bachelor's Degree in Business Administration or a related field, and three (3) years of professional and/or technical level human resources experience OR Associate of Arts Degree in Business Administration or a related field, and five (5) years of professional and/or technical level human resources experience OR An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. Licenses and Certifications Possession of a valid California Class C Driver License (or equivalent) is required at time of appointment. This classification is subject to enrollment in the California DMV Pull Notice Program, which periodically provides Risk Management with the incumbent's driver license record and status. Other desired qualifications include continuing education and/or training in human resources, such as completion of any of the following: Human Resources Management Certificate International Public Management Association - Certified Professional (IPMA-CP) International Public Management Association - Senior Certified Professional (IPMA- SCP) Society for Human Resources Management - Certified Professional (SHRM-CP) Society for Human Resources Management - Senior Certified Professional (SHRM- SCP) HR Certification Institute, Professional in Human Resources (PHR) HR Certification Institute, Senior Professional in Human Resources (SPHR) Other related certificates/training SUPPLEMENTAL INFORMATION Application Instructions To be considered for this position, please submit an online employment application and supplemental questionnaire. The first application review will be on Monday, February 12, 2018 so please consider applying early. Resumes will not be accepted in lieu of a completed application and supplemental questionnaire. Online resumes and other unsolicited
materials may be attached, but will not be considered in lieu of the required online application, unless otherwise specified in the job announcement. The OCFA reserves the right to limit the number of online applications when necessary. Applicants are responsible for maintaining/updating their contact information through the online application system. Please consider applying early if you are new to the GovernmentJobs.com application system to ensure timely and successful navigation. If you have questions regarding the position, please contact Human Resources Manager Tamaryn Boston at (714) 573-6018. For technical assistance with the application system, please contact GovernmentJobs.com Toll-Free Applicant Support at (855) 524-5627. Recruitment / Selection Process and Requirements All recruitment/selection process and requirements will be held in accordance with the OCFA's Selection Rules, which are available for inspection in the Human Resources office. Selection Procedure Defined The definition of selection procedure shall mean a test or serious of tests used to measure applicant's ability to perform the duties of a class or position, to rank applicants on an Eligible List, and to appoint "Eligibles" to vacant positions. Note: "Eligibles" who are not selected for hire are retained on the Eligible List for future consideration until the expiration or abolishment of the Eligible List. Selection Procedures All applications will be evaluated in relation to the criteria outlined in this job announcement. The selection process may consist of an appraisal interview, writing exercise, and/or other appropriate screening device. Initial Selection Review Human Resources reviews all initial application materials to identify qualified applicants. Applicants meeting minimum qualifications will be invited to the first phase of the recruitment process. The OCFA reserves the right to refer only the better qualified applicants if the number of applicants is high. If the number of applicants is high, the review process may include a secondary screening (by a panel of job knowledge experts) of the applications and/or supplemental questionnaires in which the better qualified applicants are referred to the next phase of the recruitment process. Because recruitment processes vary, applicants are advised to thoroughly review the job announcement before submitting their online application materials. Testing Testing for this position or any other position may include, but is not limited to the following: written exam, practical exam, panel interview, assessment center, oral presentation, project assignment, etc. If a revision is made to a testing component during a recruitment process, the assigned recruiter will notify by email all affected applicants. Americans with Disabilities Act (ADA) Accommodation In accordance with the Americans with Disabilities Act (ADA), anyone who needs an ADA accommodation for the purposes of employment testing should contact the assigned recruiter upon opening of a recruitment. Eligible
The definition of Eligible shall mean a person whose name appears on an Eligible List. Eligible List The definition of Eligible List shall mean a list, in order of score or Score Group, of applicants who have qualified for appointment. Note: The duration of an Eligible List is one year, unless otherwise specified in the job announcement. Score Group The definition of a Score Group shall mean a group of scores that is considered to indicate an essentially equivalent level of competence that the person scored. Equivalency may be determined by various job-related numerical or statistical measures. All applicants in a Score Group are considered equally qualified for a particular classification. However, some applicants may be more or less qualified for individual positions allocated to the subject class. Note: All applicants will be notified by email of their Score Group standings. Applicants will not be notified of their numerical scores at any step of the selection procedure, unless specified in the job announcement. Certification of Eligibles The definition of certification shall mean the submission by the Human Resources Division of names of Eligibles to a hiring authority in accordance with the Selection Rules. The hiring authority may make an appointment only from such a list of Eligibles, or as otherwise provided in the Selection Rules. Withdrawing from Recruitment Process Whenever an applicant chooses to withdraw from a recruitment process, he/she is required to submit an email notification to the assigned recruiter requesting a withdrawal from the process. The email to the recruiter must include the applicant's current phone number. Pre-Hire Requirements Before an employee is hired, he/she must successfully complete pre-employment requirements including, but not limited to: fingerprinting and background check, reference check, DMV check, licensure/certification check, Oath of allegiance to the United States of America and the State of California, and proof of eligibility to work in the United States in accordance with Immigration and Reform Control Act of 1986. All job offers are contingent upon the successful completion of a pre-employment medical exam including a drug screen through the OCFA's designated physician. Equal Opportunity Employer The Orange County Fire Authority is an Equal Employment Opportunity Employer. Note The provisions of this publication do not constitute an express or implied contract. Any provision in this publication may be modified or revoked without notice. APPLICATIONS MAY BE OBTAINED AND FILED ONLINE AT: http://www.ocfa.org EXAM #2018-02-TB HUMAN RESOURCES ANALYST I/II TB Human Resources Analyst I/II Supplemental Questionnaire
* 1. The Orange County Fire Authority uses e-mail to notify applicants of important information relating to the status and processing of applications. We do so as part of our ongoing efforts to increase efficiency, conserve resources, and minimize delays and costs. Therefore, as an applicant, please ensure that the e-mail address you provide is current, secure, and readily accessible to you. We recommend that you do not share e-mail addresses with other individuals who may inadvertently delete important communications sent to you. Spam or other filters should be adjusted to accept e-mails from ocfa.org and governmentjobs.com. Please read each e-mail notice carefully and in a timely manner. Follow further instructions, if any. Please acknowledge that I have read, understand, and agree to the above. Yes No * 2. Are you a current Orange County Fire Authority employee? Yes No * 3. Please indicate your highest level of education: High School Diploma / GED Associate's Degree (or equivalent to 60+ units) Bachelor's Degree (or equivalent to 120+ units) Master's Degree * 4. Please indicate your years of professional and/or technical human resources experience: No experience Less than 1 year One year or more, but less than two years Two years or more, but less than three years Three years or more, but less than four years Four years or more, but less than five years Over 5 years * 5. Please indicate your years of benefits administration experience: No experience Less than 1 year One year or more, but less than two years Two years or more, but less than three years Three years or more, but less than four years Four years or more, but less than five years Over 5 years * 6. Please indicate your years of public sector human resources experience (Including local, state or federal government, educational institutions, special districts, etc.): No experience Less than 1 year One year or more, but less than two years Two years or more, but less than three years Three years or more, but less than four years Four years or more, but less than five years Over 5 years * 7. Do you possess a California Class C driver license (or equivalent out-of-state)? Yes No
* 8. Do you possess any of the following certifications (check all that apply): HR Management Certificate International Public Management Association - Certified Professional (IPMA-CP) International Public Management Association - Senior Certified Professional (IPMA-SCP) Society for Human Resources Management - Certified Professional (SHRM-CP) Society for Human Resources Management - Senior Certified Professional (SHRM-SCP) HR Certification Institute - Professional in Human Resources (PHR) HR Certification Institute - Senior Professional in Human Resources (SPHR) Other (Please describe in #10) None * 9. Please describe your benefits administration experience including, but not limited to: leave administration; public pension or other retirement systems; health insurance (medical, dental, vision); flexible spending accounts; and other ancillary benefit programs (such as Short Term Disability, Long Term Disability, Life and Accidental Death & Dismemberment). * 10. Please describe how your professional and/or educational background make you uniquely qualified for this position. * Required Question