Personnel Analyst I/II

City of Vallejo; Vallejo (CA); On-site; USD 72,000 - 92,000; Full time

Job summary

City of Vallejo is seeking experienced public sector HR professionals for a generalist role across HR functions including recruitment, benefits administration, employee relations, and training. The position may be filled at Personnel Analyst I or II level depending on qualifications, with II highly desired.

The department emphasizes practical HR expertise, process improvement, and collaboration to support city operations.

Qualifications

• Some professional human resources management experience is preferable.
• Bachelor's degree in personnel management, public or business administration, or a related field.
• Knowledge of recruitment, testing and selection processes; wage and salary/benefit administration; federal/state/local regulations.

Responsibilities

• Participate in operations and activities of the HR Department; assist in reports and improvements.
• Collect, analyze data and provide management level analysis on HR issues.
• Coordinate and participate in recruitments for City positions; perform job analysis and establish selection criteria.
• Develop outreach and recruitment plans including advertisements and exam announcements.
• Assist in administering pre-employment exams and maintaining eligibility lists.
• Interpret HR policies and respond to information requests from employees and management.
• Assist in labor/employee relations, contracts, grievances, and Civil Service appeals.
• Maintain classification system and audits; assist in job specifications and audits.
• Support Training and Organization Development programs; assist in policy development.

Skills

Public HR experience

Recruitment & selection

Benefits administration

Labor relations

Job evaluation & compensation

Training & organizational development

Education

Bachelor's degree in personnel management / public or business administration

Tools

Applicant tracking system

Job description

THE POSITION

This recruitment is being conducted to find experienced public sector HR professionals interested in opportunities to perform meaningful work in all functional areas of human resources (generalist). Ideal candidates will have strong public sector HR experience, with a positive and realistic mindset, a good work ethic, ready and excited to help accomplish big things!

The list established by this recruitment may be used to fill future full‑time, part‑time, limited term, and temporary vacancies for up to one year. The department may choose to fill this vacancy at the I or II level, depending on the qualifications of the candidate pool, although filling it at the II level is highly desired.

THE DEPARTMENT

The City of Vallejo's Human Resources Department is a full-service human resources department, providing services from recruitment and selection, benefits administration, classification and compensation, employee and labor relations, in addition to administration and training. Ideal candidates will have strong experience in one or more of these functions.

THE CITY OF VALLEJO

The City of Vallejo is located in Solano County and has a population of approximately 123,000 residents. Vallejo is a rapidly changing, highly diverse community located midway between the cities of San Francisco and Sacramento. It is a friendly, active waterfront community that attracts innovative, hardworking people and takes great pride in its 148-year history and maritime heritage. Residents of Vallejo are situated to take advantage of the best of what the area has to offer. Golf, museums, performing arts, boutique shopping, brewpubs and a wide selection of restaurants are all available in Vallejo. Residents and visitors alike enjoy Vallejo’s delightful historical downtown area, weekly downtown farmer’s market, and beautifully restored Victorian homes and business facades. Vallejo is also home to Six Flags Discovery Kingdom, one of America’s only combination wildlife, oceanarium and theme parks.

DEFINITION

To perform a variety of professional, technical, and analytical work involved in the implementation of the City’s Human Resources Department programs including recruitment and selection, benefits administration, employee and labor relations, classification and compensation, and training and organization development.

DISTINGUISHING CHARACTERISTICS

Personnel Analyst I

This is the entry level class in the Personnel Analyst series. This class is distinguished from the Personnel Analyst II by the performance of the more routine tasks and duties assigned to positions within the series including not being expected to perform with the same independence of direction and judgment on matters related to established procedures and guidelines as are positions allocated to the journey level. Since this class is typically used as a training class, employees may have only limited or no directly related work experience.

Personnel Analyst II

This is the full journey level class within the Personnel Analyst series. Employees within this class are distinguished from the Personnel Analyst I by the performance of the full range of duties as assigned including the most technical and analytical projects. Employees at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully aware of the operating procedures and policies of the work unit. Positions in this class are flexibly staffed and are normally filled by advancement from the I level, or when filled from the outside, have prior experience.

SUPERVISION RECEIVED AND EXERCISED

• Receives direction from the Human Resources Director or designee.

Important responsibilities and duties may include, but are not limited to, the following:

• Participate in the operations and activities of the Human Resources Department; assist in recommending improvements and modifications; prepare various reports on operations and activities.
• Participate in a variety of studies; collect, monitor and analyze data; provide management level analysis of issues and actions relative to Human Resources Department responsibility; assist in providing recommendations for improving the operational efficiency of the Human Resources Department.
• Assist in the implementation of procedures for the City’s employment program; coordinate and participate in planning and conducting recruitments for all levels of City positions; perform job analysis, establish selection criteria, and select examination methods.
• Develop the outreach and recruitment plans including the advertisements, exam announcements, and correspondence for employee selection.
• Participate in organizing and administering the examination and selection process; review and evaluate applicant selection; prepare and maintain eligibility lists; manage the applicant tracking system.
• Participate in administering pre‑employment exams.
• Interpret human resources policies and procedures; respond to requests for information and assistance from employees, management, outside agencies and the public.
• Coordinate the labor/employee relations program; manage and coordinate the parties, contracts and procedures necessary to ensure the administration and implementation of contract provisions, laws, regulations, rules and related matters.
• Assist the Chief Negotiator during the negotiation, mediation, and arbitration process; assist the Human Resources Director in contract grievances, disciplinary meetings and Civil Service appeals.
• Consult and train line department personnel regarding labor and employee relations issues and procedures including discipline, civil service process, skelly hearings and appeals.
• Participate in composing, distributing, receiving and analyzing salary and benefits surveys; complete various reports.
• Participate in the maintenance of the classification system; assist in implementing procedures to ensure compliance with applicable laws and regulations; conduct job classification audits and prepare or revise job specifications and audit recommendations as assigned.
• Manage the Training and Organization Development Program; plan, organize, conduct and evaluate training programs and services; perform organizational problem solving or analysis of organizational needs; develop strategy and policy for the program.
• Assist in benefits administration, leave management, CalPERS medical and retirement, medical retirements, industrial disability retirements, ADA interactive process, and employee transactions.
• Assist in the administration of the City’s affirmative action policy.
• Maintain compliance with pertinent Federal, State and local laws, regulations and ordinances.
• Participate in budget administration; develop, manage, and administer program budgets; prepare analysis and justification.
• Participate in developing and maintaining a variety of complex data files; troubleshoot system problems.
• Attend and participate in a variety of professional groups and committees.
• May technically and functionally supervise the work of various clerical, technical or professional staff.
• Perform related duties and responsibilities as required.

Personnel Analyst I

Knowledge of:

• Modern principles and practices of human resources administration.
• Basic principles for job evaluation and analysis.

Ability to:

• Learn techniques of recruiting, testing, and selecting applicants for employment.
• Learn wage and salary/benefit administration principles and practices.
• Learn pertinent Federal, State and local laws, codes and regulations.
• Gather, organize and analyze statistical data.
• Participate in developing operational reports and recommendations.
• Communicate clearly and concisely, both orally and in writing.
• Establish and maintain effective working relationships with those contacted in the course of work.

Experience and Training Guidelines

A typical way to obtain the knowledge and abilities would be:

Experience: Some professional human resources management experience is preferable.

Training: Equivalent to a Bachelors degree from an accredited college or university with major course work in personnel management, public or business administration, or a related field.

Personnel Analyst II

Knowledge of:

• Modern principles and practices of human resources administration.
• Basic principles for job evaluation and analysis.
• Techniques of recruiting, testing, and selecting applicants for employment.
• Wage and salary/benefit administration principles and practices.
• Principles for job evaluation and analysis.
• Pertinent Federal, State and local laws, codes and regulations.

Ability to:

• Learn techniques of recruiting, testing, and selecting applicants for employment.
• Learn wage and salary/benefit administration principles and practices.
• Learn pertinent Federal, State and local laws, codes and regulations.
• Gather, organize and analyze statistical data.
• Participate in developing operational reports and recommendations.li>Communicate clearly and concisely, both orally and in writing.
• Establish and maintain effective working relationships with those contacted in the course of work.
• Participate in developing operational reports and recommendations.
• Interpret and apply City policies, procedures, rules and regulations.
• Effectively administer assigned programmatic responsibilities.

Experience and Training Guidelines

A typical way to obtain the knowledge and abilities would be:

Experience: Two years of professional human resources experience preferably in a public organization.

Training: Possession of a bachelor's degree from an accredited college or university with major course work in personnel management, public or business administration, or a related field.

PRIOR TO HIRE

The selected candidate will be required to: 1) Submit to reference checks 2) Submit to and successfully pass a pre‑employment background check, including fingerprint check. 3) Provide proof of legal right to work in the United States.

Working Conditions

Work is performed in a typical office environment. (1) Mobility: frequent use of keyboard; frequent sitting for long period of time; occasional bending or squatting. (2) Lifting: Frequently up to 10 pounds; occasionally up to 25 pounds. (3) Vision: constant use of overall vision; frequent reading and close‑up work; occasional color and depth vision. (4) Dexterity: frequent repetitive motion; frequent writing; frequent grasping, holding, and reaching. (5) Hearing/Talking: frequent hearing and talking, in person and on the phone. (6) Emotional/Psychological: frequent decision‑making and concentration; frequent public and/or coworker contact; occasional working alone. (7) Environmental: frequent exposure to noise.

REASONABLE ACCOMMODATIONS

The City of Vallejo is committed to providing reasonable accommodation to applicants as required by the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA). Qualified individuals with disabilities who need a reasonable accommodation during the application, assessment or selection process may contact the Human Resources Department to request an accommodation. Please contact April Adams at [phone] or send an email to [e-mail] no later than October 12, 2026 at 5:00 P.M.

Disaster Service Workers

All City of Vallejo ("City") employees are designated Disaster Service Workers ("DSW") by state law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all DSW‑related training as assigned and to return to work as ordered in the event of an emergency.

Equal Opportunity Employer (EOE)

The City of Vallejo is an Equal Opportunity Employer. It is the policy of the City of Vallejo to provide equal employment opportunity for all qualified persons. All applicants will be considered without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, gender, gender identity, gender expression, marital status, ancestry, medical condition (cancer and genetic characteristics), genetic information, or denial of medical and family care leave, or any other non‑job‑related factors.