Senior Human Resources Analyst -Classification & Compensation

Orange County Fire Authority; California (MO); On-site; USD 95,000 - 125,000; Full time

Job summary

The Orange County Fire Authority (OCFA) seeks a highly analytical, technically adept HR professional to join the Human Resources Department. The Senior Human Resources Analyst will lead classification and compensation initiatives, conduct job analysis, desk audits, and salary surveys, and advise management on workforce and compensation matters in a government setting.

Ideal candidate will have broad HR experience, including employee relations, benefits, and compliance, with the ability to

Qualifications

• Experience across HR functional areas: employee relations, training and development, performance management, HR compliance, benefits, compensation, and Workers' Compensation in government (fire/police) settings.

Responsibilities

• Plan, schedule, assign, review and participate in work of HR staff performing complex professional, technical, and confidential duties.
• Lead classification and compensation initiatives: job analysis, desk audits, organizational reviews, salary administration, and development/maintenance of class specs and compensation plans.
• Provide guidance on regulatory and policy requirements; support labor negotiations with compensation research and analysis; oversee benefits, leave programs, and position control as needed.

Skills

Communication skills

Conflict resolution

Analytical thinking

Stakeholder management

Education

Bachelor's degree in HR / business / public administration

Job description

THE POSITION

The Orange County Fire Authority (OCFA) is seeking a highly analytical, technically adept, and politically astute, accomplished human resources professional to join the Human Resources Department. Applicant must have the ability to communicate effectively orally and in writing, deal with conflict, think critically, and interact with a variety of stakeholders on matters of a sensitive and confidential nature.

The ideal candidate will possess strong work experience in multiple human resources functional areas including employee relations, training and development, performance management, HR compliance, benefits, compensation, and Workers' Compensation in a government setting with fire and/or police services.

The Senior Human Resources Analyst assigned to the Employee Benefits and Classification & Compensation Division of Human Resources and serves as a subject matter expert in the development and administration of programs that support the Authority's workforce and organizational structure. This position leads classification and compensation initiatives, including job analysis, classification studies, desk audits, organizational reviews, compensation surveys, salary administration, and the development and maintenance of class specifications and compensation plans. The incumbent evaluates positions and organizational structures to ensure appropriate classification and internal equity, supports labor negotiations through compensation research and analysis, and provides recommendations on workforce and compensation-related matters. In addition, the incumbent may oversee other functions within the division such as employee benefits, leave programs and position control, while also providing guidance on complex regulatory and policy requirements while delivering responsive service to employees, supervisors, and executive leadership.

Schedule of Events

• Last Day to Apply - Monday, September 14, 2026 at 11:59pm
• Panel Interview - Week of October 19, 2026
• Selection Interview – Week of November 2, 2026
• Complete Onboarding (reference checks, pre-employment physical, criminal records check) – by December 7, 2026
• Assignment Begins: Monday, January 11, 2027

The dates listed above are subject to change based on organizational needs.

DEFINITION

Under general direction, plans, schedules, assigns, reviews, and participates in the work of human resources staff performing difficult and complex professional, technical, and confidential work required to administer human resources programs including recruitment and selection, employee benefits administration, job analysis and classification, compensation administration, employee and labor relations, and general human resources administration; performs research and analysis on complex human-resources related matters; provides expert consultation to Authority management related to human resources programs and activities; provides complex staff assistance to management staff in areas of expertise; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED

Receives general direction from the Human Resources Manager. Exercises direct or general supervision over professional, technical, and/or administrative staff.

CLASS CHARACTERISTICS

This is the full supervisory-level class in the Human Resources Analyst series. Incumbents are responsible for planning, organizing, supervising, reviewing, and evaluating the work of professional, technical, and administrative support staff, and performing the most complex analysis in the administration of human resources programs. Performance of the work requires the use of considerable independence, initiative, and discretion within established guidelines. This class is distinguished from the Human Resources Manager by the latter’s responsibility for managing overall program administration, evaluation, and budget administration.

To review the essential functions of this position, please use the link below.
Senior Human Resources Analyst

Education and Experience

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Education: Equivalent to a bachelor’s degree in human resources management, business or public administration, industrial psychology, or a related field.

Experience: Minimum of three (3) years of increasingly responsible professional human resources administration experience comparable to a Human Resources Analyst II with Orange County Fire Authority.

HIGHLY DESIRABLE QUALIFICATIONS

• Government human resources experience. Examples of government experience include cities, counties, public education institutions, special districts/authorities, Tribal, and state and federal government
• At least one (1) year of experience in developing and maintaining job classifications/class specifications, position management, compensation plan administration, salary surveys and market analysis, internal equity analysis, reclassification and classification studies, labor relations support, pay administration, and policy development and compliance.
• Professional certification in human resources or public sector human resources administration, including SHRM-SCP, SHRM-CP, SPHR, PHR, PSHRA-SCP, PSHRA-CP, or CCP.

Licenses and Certifications

• Possession of a valid California Class C Driver License is required at time of appointment.

This classification is subject to enrollment in the California DMV Pull Notice Program, which periodically provides Risk Management with the incumbent's Driver License record and status.

KNOWLEDGE, SKILLS, AND ABILITIES

To review the knowledge, skills, and abilities of this position, please use the link below.
Senior Human Resources Analyst

Selection Procedure Defined

The definition of selection procedure shall mean a test or series of tests used to measure applicant's ability to perform the duties of a class or position, to rank applicants on an Eligible List, and to appoint Eligibles to vacant positions. Note: Eligibles who are not selected for hire are retained on the Eligible List for future consideration until the expiration or abolishment of the Eligible List.

Initial Selection Review

Human Resources reviews all initial application materials to identify qualified applicants. Applicants meeting minimum qualifications will be invited to the first phase of the recruitment process. The OCFA reserves the right to refer only the better qualified applicants if the number of applicants is high. If the number of applicants is high, the review process may include a secondary screening (by a panel of job knowledge experts) of the applications and/or supplemental questionnaires in which the better qualified applicants are referred to the next phase of the recruitment process. Because recruitment processes vary, applicants are advised to thoroughly review the job announcement before submitting their online application materials.

Testing

Testing for this position or any other position may include, but is not limited to the following: written exam, practical exam, panel interview, physical ability test, assessment center, oral presentation, project assignment, etc. If a revision is made to a testing component during a recruitment process, the assigned recruiter will notify by email all affected applicants.

American’s With Disabilities Act (ADA) Accommodations

In accordance with the Americans with Disabilities Act, anyone who needs an ADA accommodation for the purposes of employment testing should contact Duke Steppe, Human Resources Manager at [e-mail] no later than 72 hours prior to the need for an accommodation.

Recruitment and Selection Process and Requirements

All recruitment and selection processes and requirements will be held in accordance with the OCFA's Merit and Selection Rules, which are available for review at www.ocfa.org.

Eligible List

Placement on the Eligible List will be established based on successful completion of all recruitment process components. The Eligible List will remain in effect for a period of one (1) year from the date of establishment or until all names on the list are exhausted. The Eligible List may be extended or abolished at the discretion of the Assistant Chief of Human Resources / Human Resources Director.

Withdrawing from the Recruitment Process

If an applicant chooses to withdraw from this recruitment process, he/she is required to submit an email notification to Duke Steppe, Human Resources Manager at [e-mail] requesting a withdrawal from the process. The email to the recruiter must include the applicant's current phone number.

Questions

All questions regarding this position should be directed to Duke Steppe, Human Resources Manager at [e-mail].

Note

The provisions of this publication do not constitute an express or implied contract. Any provision in this publication may be modified or revoked without notice.

Equal Opportunity Employer

The Orange County Fire Authority is an Equal Employment Opportunity Employer.