Human Resources Analyst / Senior Human Resources Analyst

Orange County Water District; Fountain Valley (CA); On-site; USD 65,000 - 105,000; Full time

Job summary

Orange County Water District seeks an HR Analyst or Senior HR Analyst focused on employee benefits administration. You will join an HR team that values sound judgment, responsive service, continuous improvement, and practical solutions as you support recruitment, performance management, and training initiatives.

The Senior role emphasizes greater independent judgment and broader HR responsibilities, including handling complex employee relations and compensation inquiries, while supporting the

Qualifications

• Knowledge of HR programs including recruitment, compensation, benefits, leaves, and HRIS.
• Experience with employee orientation and training programs.
• Familiarity with federal, state, and local employment laws.

Responsibilities

• Participates in a wide variety of human resources programs including recruitment, performance management, employee relations, compensation, benefits, leaves, and HRIS.
• Administers employee benefit plans and communicates changes to employees and carriers.
• Administers leave programs and coordinates with retirement plan information as needed.
• Counsels employees on work-related issues and assists with employee relations matters.

Skills

HRIS

Benefits administration

Recruitment

Employee relations

Training & development

Performance management

Payroll systems

Education

Bachelor's degree in HR or related field

Tools

HRIS systems

Job description

Build your HR career while helping support an organization whose work matters every day. The Orange County Water District (OCWD) is looking for a talented and service-minded human resources professional to join our team as a Human Resources Analyst or Senior Human Resources Analyst focused on employee benefits administration. Join a collaborative HR team that values sound judgment, responsive service, continuous improvement, and practical solutions. Because of the breadth of our work, you will have the opportunity to see the impact of your efforts firsthand and build the experience needed to continue growing your HR career.

OCWD is an internationally recognized leader in water management and groundwater sustainability. Our employees perform work that directly supports the reliability and quality of Orange County's water supply and the communities we serve. Behind that mission is a diverse team of scientists, engineers, operators, technicians, administrative professionals, and other employees, and an HR team committed to helping them do their best work. For us, that means exposure to a broad and interesting workforce, meaningful organizational challenges, and the opportunity to contribute to an organization with a clear public-service mission.

If you're looking for an HR role where you can broaden your expertise, develop trusted relationships across an organization, and make a meaningful contribution to both employees and the organization they serve, we encourage you to apply.

Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job.

The Human Resources Analyst and Senior Human Resources Analyst are the first level and second level in a three-level classification series. Incumbents are responsible for a full scope of human resources generalist activities including but not limited to recruitment, performance management, employee relations programs, compensation, benefits administration, training, HRIS systems management, and conducting new employee orientation; and responding to questions and inquiries from employees and management staff.

The Senior Human Resources Analyst is distinguished from the Human Resources Analyst by the years of experience in the role of a generalist with the District as well as the level of independent judgment allowed. The Senior Human Resources Analyst is distinguished from the Human Resources Manager, who provides leadership to the team and will serve as the backup to the Director of Human Resources in their absence and may take on supervisory duties.

FLSA:

Human Resources Specialist: Non-Exempt

Senior Human Resources Specialist: Exempt

The following essential job functions are typical for this classification. Incumbents may not perform all of the listed job functions and/or may be required to perform additional or different job functions from those set forth below to address business needs and changing business practices. Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job. Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications not intended to reflect all duties performed within the job.

• Participates in implementing a wide variety of human resource programs, which may include employee development, performance management, employee relations, recruitment, classification, compensation, benefits, leaves, retirement, HRIS, reporting, and other special projects.
• Administers employee benefit plans; assists with insurance plan issues or problems, oversees member eligibility updates and monthly invoice preparation; communicates new and revised information to employees and carriers through various media.
• Administers various leave programs; assists employees with leave requests, required documentation, and related processes; coordinates leave administration and maintains appropriate records in accordance with applicable laws, policies, and procedures.
• Assists with the administration of employee retirement programs; provides information and assistance to employees regarding retirement benefits, eligibility, enrollment, and related processes; coordinates with retirement plan representatives as needed.
• Administers various employee assistance programs including flexible spending accounts and wellness programs; researches additional wellness education resources and programs; makes recommendations to management staff for implementation.
• Creates training materials and conducts employee training for the District’s time-entry system, HR/payroll Self Service system, and DOT Safety Sensitive Employees; assists with coordinating employee development, training, and professional development programs and activities.
• Performs recruitment activities including screening candidates, testing, and background checks; arranging interviews; interviewing for certain job classifications; onboarding; and orientation.
• Processes and coordinates employee personnel actions, including new hires, promotions, transfers, separations, and other employment or status changes; ensures related records and HRIS information are accurate and complete.
• Counsels employees on work-related issues in coordination with the Human Resources Director and assists with employee relations matters within assigned areas of responsibility.
• Collects competitive salary and benefit information; works with the Human Resources Director to interpret and prepare reports on survey data; assists with classification and compensation studies, salary surveys, and related activities.
• Maintains human resources data and records within the HRIS; processes and updates employee information, reviews data for accuracy, prepares reports, and assists with HRIS-related processes and system administration.
• Assists with the administration of the District’s performance management process, including coordinating performance evaluation activities, tracking completion, maintaining records, and providing information and support to employees and supervisors.
• Responds to employee and supervisor inquiries and provides information regarding Human Resources programs, policies, procedures, benefits, and processes within assigned areas of responsibility.
• Maintains accurate and confidential human resources records, files, and documentation in accordance with applicable policies, procedures, and record retention requirements.
• Assists with the administration and implementation of Human Resources policies, procedures, and programs and supports compliance with applicable employment laws and regulations within assigned areas of responsibility.
• Prepares a variety of reports related to human resources activities.
• Assists in the monitoring of the department budget.
• Interacts effectively with others in the workplace.
• Follows all workplace and job safety rules and policies.
• Perform other duties of a similar nature or level as required.

The following generally describes the knowledge and ability required to enter the job and/or be learned within a short period of time in order to successfully perform the assigned duties.

Knowledge of:

• Operations and activities of a comprehensive human resources program.
• Methods and techniques of classification and compensation analysis.
• Methods and techniques of recruitment and new employee training.
• Principles and practices of benefits and compensation administration.
• Principles and practices of new employee orientation programs.
• A represented (union) workforce.
• Pertinent federal, state, and local laws, codes, and regulations including, but not limited to, FLSA, ADA, ADEA, and FMLA.
• Office procedures, methods, and equipment including computers and applicable software applications such as Microsoft Office programs, human resource software programs.

Ability and Skills in:

• Performing a variety of duties supporting human resource operations including recruitment, compensation and benefits administration, and classification analysis.
• Researching issues related to assigned area of responsibility.
• Communicating information and policy/program changes to employees.
• Assisting employees with insurance plan issues or problems.
• Developing, conducting, and coordinating new employee orientation programs.
• Resolving conflict.
• Compiling data, maintaining records and files, and participating in the preparation of clear and concise reports.
• Communicating clearly and concisely, both orally and in writing.
• Establishing and maintaining effective working relationships with those contacted in the course of work.

EDUCATION AND EXPERIENCE GUIDELINES

Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Education/Training: Bachelor’s Degree with major coursework in human resources, psychology, business, public administration, or a related field. Human Resources Certification Preferred.

Experience: Minimum of three years of progressively responsible 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.

Experience: The Senior Human Resources Analyst requires a minimum of five years of progressively responsible 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.

License: Valid California Class “C” Driver’s License.

PHYSICAL DEMANDS AND WORKING ENVIRONMENT

The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Environment: Standard office setting.

Physical: Positions in this class typically require manual dexterity, grasping, talking, hearing, seeing, and repetitive motions. Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. Incumbents may be subjected to travel. Incumbents require sufficient physical ability to work in an office setting; stand or sit for prolonged periods of time; operate office equipment including use of a computer keyboard; push, pull, lift, and/or carry light amounts of weight; verbally communicate to exchange information.

Vision: See in the normal visual range with or without correction; vision sufficient to read computer screens and printed documents; and to operate assigned equipment.

Hearing: Hear in the normal audio range with or without correction.

DISASTER SERVICE WORKERS

EOE