Human Resources Analyst I/II (Labor & Employee Relations)

City of Fremont; Fremont (CA); On-site; USD 75,000 - 110,000; Full time

Job summary

The City of Fremont is seeking a motivated Human Resources Analyst I/II to support Labor and Employee Relations within the Human Resources Department. The role emphasizes performance management, workplace investigations, employee relations and organizational development.

Ideal candidates will advise managers, conduct objective investigations, and help implement training to ensure legal compliance and strong supervisory practices across the organization.

Qualifications

• Bachelor's degree in human resources management or related field.
• Experience in public personnel administration desirable.
• Knowledge of public personnel laws and HR practices such as classification and compensation.

Responsibilities

• Advise managers on employment, promotion, classification and compensation matters.
• Conduct performance management, workplace investigations and employee relations activities.
• Develop and implement organization-wide training plans to support legal compliance and leadership development.
• Provide professional HR support to City departments with a focus on labor and employee relations.

Skills

Labor relations

Performance management

Investigation

Organizational development

Counseling

Communication skills

Education

Bachelor's degree in human resources management or related field

Tools

Microsoft Word

Excel

PowerPoint

Visio

Job description

Human Resources Analyst I/II (Labor & Employee Relations)

The City of Fremont's Human Resources Department is recruiting for a Human Resources Analyst I/II.

THE DEPARTMENT

The mission of the Human Resources Department is to support and develop our employees, so they can support the community. We achieve this through bringing stability to an ever-changing and evolving environment, while creating and maintaining equity.

THE OPPORTUNITY

The City of Fremont is seeking a motivated and experienced Human Resources Analyst I/II to join its Human Resources Department, with a primary assignment in Labor and Employee Relations. This position provides professional human resources support to City departments, with an emphasis on performance management, workplace investigations, employee relations and organizational development.

The selected candidate will serve as a trusted resource to managers and supervisors, providing guidance on sensitive personnel matters, supporting consistent application of City policies and procedures, and helping departments address workplace challenges. The position will also play an important role in developing and implementing an organization-wide training plan to support legal compliance, strengthen supervisory practices and develop future leaders.

This opportunity is well suited for an HR professional who enjoys problem solving, building collaborative relationships and navigating complex workplace matters with sound judgment, professionalism and discretion.

THE IDEAL CANDIDATE

The ideal candidate will have experience in labor and employee relations and the ability to serve as a trusted Human Resources partner to managers and supervisors. The successful candidate will demonstrate sound judgment, strong communication and interpersonal skills, and the ability to navigate sensitive and complex workplace matters with professionalism and discretion.

This position will focus on performance management, workplace investigations, employee relations, and organizational development. The ideal candidate will be skilled in advising managers, assessing workplace issues, conducting thorough and objective investigations, and developing practical solutions that promote consistent and effective HR practices. The role will also be responsible for developing an organization-wide training plan to support legal compliance and develop future leaders.

APPLICATION DEADLINE

This position will remain open until Wednesday, October 7, 2026, at 5:00 p.m. (PST) OR once 200 applications are received.

SELECTION PROCESS

The process may include a panel interview, in-basket or written exercise, professional reference checks, fingerprint check for criminal history, and other related components. Only those candidates who have the best combination of qualifications in relation to the requirements and duties of the position will continue in the selection process. Meeting the minimum qualifications does not guarantee an invitation to participate in the process.

Reasonable Accommodation

Human Resources will make reasonable efforts in the examination process to accommodate persons with disabilities. Please advise Human Resources of any special needs a minimum of 5 days in advance of the selection process by calling [phone] or emailing [e-mail].

Contact Us

For additional information, please contact Human Resources Department at: [e-mail]

The information contained herein is subject to change and does not constitute either an expressed or implied contract.

Human Resources Analyst I/II Class Specification

Human Resources Analyst is a flexibly staffed position. Level and salary range placement is dependent upon an incumbent’s experience and qualifications.

Definition

Under direction of a Human Resources Manager, performs a variety of research and detail-oriented project work and professional activities in support of human resources functions including classification and compensation plan administration, job analysis, recruitment and selection, labor relations program and related work as assigned. While this class may be flexibly staffed based on department needs, the Human Resources Analyst III class is reserved for the most significantly responsible assignments requiring complex analysis, independent judgment, and formulation of important recommendations.

Class Characteristics

Human Resources Analyst I:

• This is the entry-level class in the professional Human Resources Analyst series. Initially under close supervision, incumbents may perform the more routine classification and salary survey projects, some recruitment and selection activities, and have some exposure to routine labor relations assignments. The Human Resources Analyst I receives direct supervision from higher-level professional or management staff. Frequent contacts are made with members of the Human Resources Department management team, other Human Resources staff, mid-managers, employee organization representatives, other employees of the City of Fremont, and Human Resources staff. This class is distinguished from the Human Resources Analyst II in that incumbents in the latter class are expected to perform the full scope of journey level professional assignments under general, rather than direct, supervision.

Human Resources Analyst II:

• This is the full journey-level class in the professional Human Resources Analyst series. Employees within this class are distinguished by the performance of the full range of duties as assigned, including conducting classification and salary studies, performing job analyses, administering Citywide classification plans and programs, developing compensation recommendations and designing and administering recruitment and selection activities. The Human Resources Analyst II may participate in labor relations functions such as note taking and research and analysis of proposals presented in bargaining unit negotiations. Employees at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully knowledgeable of the applicable human resources principles and practices.

• Performs job analyses, including desk audits and organizational reviews, and develops or revises class specifications.
• Conducts classification and compensation analyses, including salary and benefit surveys, and makes appropriate recommendations.
• Counsels and advises employees, supervisors and department heads on matters related to employment, promotion, classification and compensation.
• Performs administrative support duties and assists in the interpretation and application of human resources rules, policies, legislation and MOUs.
• Prepares written reports, memos, letters, and policies.

In addition to the essential functions of all Human Resources Analysts, the Human Resources Analyst II:

• Conducts analysis of and prepares reclassification requests.
• Performs analytical research and prepares projections and assumptions.
• Oversees the day-to-day functions of all City payroll and benefit programs.
• Implements changes in operational procedures to improve efficiency/effectiveness and/or implement changes in regulations, laws and policies.
• Performs analysis and develops reports in support of labor relations, finance, and other administrative functions.
• Oversees the creation and distribution of payroll checks to employees.
• Responds to inquiries regarding compensation issues including benefits, taxes and leaves.
• Maintains confidentiality in handling benefits and payroll information and sensitive situations.
• Oversees accuracy of benefits and payroll processes performed by staff.
• Periodically reviews and revises Administrative Regulations and department policies.
• Prepares PowerPoint presentations.
• Maintains accurate City organization charts.
• Participates in labor relations negotiations as note taker and provides analysis of proposals presented in bargaining unit negotiations.

Marginal Functions

• Performs the full range of recruitment and selection duties, including development of outreach, examination and interview materials.
• Other duties as assigned.

Knowledge, Skills and Abilities

Knowledge of: Principles and practices of public personnel administration; methods and techniques related to classification, compensation and benefits analysis; applicable state and federal employment laws and regulations; principles and techniques of recruitment and selection in the public sector. Journey level classes require knowledge of Meyers-Milias-Brown Act, California Public Employees’ Retirement System, Worker's Compensation law, Family and Medical Leave Act, and Fair Labor Standards Act.

Skill in: Preparing clear, concise and complete analysis, proposals, reports and other written materials; maintaining accurate records and meeting critical deadlines; researching and analyzing complex problems, evaluating varied information and data, either in statistical or narrative form, and exercising sound judgment within established guidelines; establishing and maintaining effective working relationships, and working collaboratively with diverse individuals and groups contacted in the course of work.

Ability to: Interpret the City's personnel programs and policies to employees and department managers; interpret and analyze information; coordinate a variety of tasks and assignments; elicit the cooperation of others; use a variety of computer software programs, including Microsoft Word, Excel, PowerPoint, and Visio; work in an office environment, which may require sitting for extended periods of time; maintain physical and mental condition appropriate to the performance of assigned duties.

Incumbents must possess the physical and mental capacity to work under the conditions described in this document and to perform the duties required by their assigned position.

Education/Experience

Any combination of education and or experience that has provided the knowledge, skills and abilities necessary for satisfactory job performance would be qualifying. A typical way to obtain the required knowledge and skills would be:

• Human Resources Analyst II: Bachelors degree from an accredited college or university with major course work in human resources management, public or business administration, industrial relations, or a closely related field; and at least two (2) years of experience performing duties comparable to those of a Human Resources Analyst I. Experience related to the human resources function, which has provided the knowledge and skills outlined above, may be substituted for the college education on a year-for-year basis. Experience in a public agency setting is desirable.

Licenses/Certificates/Special Requirements

Must be willing to work such hours as are necessary to accomplish the job requirements; This classification requires the ability to travel independently within and outside of City limits. Possession of a valid California Class C driver’s license is required. Failure to maintain this license will result in discipline up to and including termination.

Physical and Environmental Demands

Rare = < 10%, Occasional = 11-33%, Frequent = 34-66%, Constant = >66%

• Sitting: Constant
• Walking: Occasional
• Standing: Rare
• Bending (neck): Frequent
• Bending (waist): Rare
• Squatting: Rare
• Climbing: Never
• Kneeling: Never
• Crawling: Never
• Jumping: Never
• Balancing: Never
• Twisting (neck): Occasional
• Twisting (waist): Rare
• Grasp - light (dominant hand): Occasional
• Grasp - light (non-dominant): Rare
• Grasp - firm (dominant hand): Rare
• Grasp - firm (non-dominant): Rare
• Fine manipulation (dominant): Frequent
• Fine manipulation (non-dominant): Frequent
• Reach - at/below shoulder: Rare
• Reach – above shoulder level: Never

Push/pull:
Up to 10 lbs. Rare
11 to 25 lbs. Never
26 to 50 lbs. Never
51 to 75 lbs. Never
76 to 100 lbs. Never
Over 100 lbs. Never

Lifting:
Up to 10 lbs. Occasional
11 to 25 lbs. Never
26 to 50 lbs. Never
51 to 75 lbs. Never
76 to 100 lbs. Never
Over 100 lbs. Never

Carrying:
Up to 10 lbs. Rare
11 to 25 lbs. Never
26 to 50 lbs. Never
51 to 75 lbs. Never
76 to 100 lbs. Never
Over 100 lbs. Never

Coordination:
Eye-hand: Required
Eye-hand-foot: Not required
Driving: Not required

Vision:
Acuity, near: Required
Acuity, far: Not required
Depth perception: Required
Accommodation: Required
Color vision: Not required
Field of vision: Required

Talking:
Face-to-face contact: Required
Verbal contact w/others: Required
Public: Required

Hearing:
Normal conversation: Required
Telephone communication: Required
Earplugs required: Not required

Work environment:
Works indoors, using computer monitor, works around others, works alone, works with others.

Class Code: Level II: 2025

FLSA: Exempt

EEOC Code: 2

Barg. Unit: UME

Probation: 12 months

Rev.: 04/11