Personnel Analyst; Services

THIS POSTING WILL BE OPEN UNTIL FILLED

Application cut-off dates are the second and fourth Friday of each month.

With supervisor approval, incumbents may be eligible for intermittent remote work; however, they must physically reside within the State of California with the ability to report to Sacramento-based physical worksites daily if required.

The City of Sacramento Human Resources Department, Employment Services Division is seeking a knowledgeable, analytical, and motivated human resources professional to join its team as a Personnel Analyst. This position performs professional-level analytical work involving classification and compensation studies, job analysis, workforce research, policy interpretation, examination development, and organizational analysis.

Primary responsibilities include conducting job audits and salary surveys; preparing and revising class specifications; analyzing compensation relationships and workforce data; interpreting and applying Civil Service Rules, labor agreements, policies, and employment laws; and preparing detailed reports, recommendations, correspondence, and presentations for management, departments, labor representatives, and the Sacramento Civil Service Board. The position also supports recruitment and selection activities, including coordinating recruitments, evaluating applications, developing examinations, and responding to appeals.

Additional responsibilities include advising departments on staffing and personnel matters, analyzing program effectiveness and workforce trends, collaborating with internal and external stakeholders, and providing exceptional customer service in a fast-paced environment.

The ideal candidate values diversity, equity, inclusion, and accessibility, and possesses strong professional-level analytical, research, interpretation, and report writing skills. The successful candidate will have experience independently conducting complex research and analysis related to classification and compensation, recruitment and selection processes, job analysis, examination development, workforce trends, and organizational or staffing issues. They will demonstrate the ability to interpret, apply, and explain Civil Service Rules, labor agreements, policies, procedures, and employment laws while developing clear, concise, and well-supported written recommendations, reports, correspondence, and presentations for a variety of audiences.

The ideal candidate is a critical thinker with strong judgment, attention to detail, and the ability to manage multiple priorities in a fast-paced environment while balancing the needs and interests of diverse stakeholders. Experience independently analyzing complex personnel issues, evaluating data, conducting salary and workforce studies, preparing professional reports and findings, and communicating recommendations both verbally and in writing is highly desirable.

Strong customer service, collaboration, and communication skills are essential, along with the ability to effectively support recruitment, classification, compensation, examination, and other personnel-related programs under general supervision.

The Person nel Analyst performs professional personnel work in a variety of personnel program areas including, but not limited to, recruitment, selection, classification, salary administration, benefits, training, career development, and retirement programs.

This classification is populated with multiple incumbents who apply professional knowledge and skills to various personnel programs and problems. Incumbents perform the full range of standard work procedures, operations, tasks, duties, and responsibilities with little or no immediate supervision. This classification is distinguished from the lower class of Personnel Technician in that the latter performs the more routine technical duties and tasks.

The Person nel Analyst is distinguished from the higher classification of Senior Personnel Analyst in that the latter performs the most complex work, and assists in the development and implementation of goals, objectives, policies, and priorities.

• Plans and coordinates recruitments; determines labor market and length of recruitment; prepares job bulletins and recruitment information; determines and places advertising in appropriate media; coordinates participation in career and job fairs; and reviews and evaluates applications; determines appropriate written, oral, and or performance examination programs; develops, evaluates and validates selection instruments; supervises the administration and scoring of examinations and the establishment of eligible lists.
• Conducts position classification studies; performs job audits and analyses of individual positions, classes and series of classes; prepares and revises class specifications, prepares study and implementation reports; participates in organization and…