Human Resources Analyst I​/II; Integrated Disability Management Coordinator

The Superior Court of California, County of Alameda is accepting applications for the position of
HR Analyst I/II (Integrated Disability Management Coordinator)within the Human Resources Division. Under direction, this position performs a variety of professional level work focusing on Workers' Compensation Administration, ADAAA and FEHA Disability Coordination and Ergonomics Management; may supervise or act as a lead worker for clerical staff; assists in the administration and management of the personnel programs and performs other related duties as assigned.

The Division may select a candidate to fill the current vacancy at either an HR Analyst I or HR Analyst II level.

HR Analyst I Salary: $89,835.20 - $

HR Analyst II Salary: $96,387.20 - $

The Human Resources Analyst I is the first working level in which incumbents working under general supervision perform a limited variety of professional personnel assignments following established procedures and requiring past technical experience. Some positions may stay allocated to this level depending upon assignment.

The Human Resources Analyst II is the journey-level class of the class series in which incumbents under direction perform a wide variety of professional assignments of increasing difficulty.

The position is assigned to the Risk Management Unit in the Human Resources Division at the Rene

C. Davidson Courthouse.

NOTE:

The following are examples of duties performed by employees in this classification; however, employees may perform other related duties at an equivalent level. Each individual in the classification does not necessarily perform all listed duties.

• Coordinate Workers' Compensation program, including providing information to injured employees regarding benefits and procedures; counsel/train employees, managers, and supervisors on Workers' Compensation procedures, disability management and vocational rehabilitation procedures and State and Federal laws regarding the disabled.
• Ensure timely reporting of claims to the 3rd party administrator; request and records substantiating documentation from physicians, departments and witnesses.
• Interview claimants, witnesses, and supervisors to ascertain the credibility of claims; respond to requests for authorization for medical treatment and approve payment for such treatment.
• Conduct audit and reporting of all lost work time due to the injury. Complete OSHA Form 300 Log for annual postings (on-site and electronic).
• Monitor Workers' Compensation cases and the Return-To-Work program, including collaborating with the designated providers to ensure that the employees return to work safely with proper work functions for the medical restrictions and assisting in the development and implementation of transitional duty.
• Develop and conduct employee and supervisory training programs.
• Recommend and coordinate any revisions or changes to policy and procedures as indicated by applicable OSHA and worker's compensation laws and regulations; oversee compliance with internal policies and procedures.
• Communicate with claimants, supervisors, and physicians to ascertain the condition and status of injured employees.

• Schedule meetings with employees to discuss ergonomic needs, workstation concerns, and in-person evaluation (if certified).
• Coordinate and track online self-assessment progress until completion. Recommend and purchase ergonomic equipment if needed.
• Maintain the Ergonomic Program database; track all ergonomic requests and ergonomic equipment.
• Engage with employees and their supervisors to fully understand the ergonomic request; coordinate ergonomic requests with employees, supervisors, and vendors.
• Coordinate Ergonomic training for staff.

• Manage ADAAA/PWFA and FEHA cases; actively engage in the Interactive Process with employees, management team, legal counsel and medical providers to understand any requested work restrictions/ functional limitation as reasonable accommodation due to a disability.
• Analyze work restrictions/ functional limitations and assist in determining modified duty or light duty…