Transfer--Human Resources Information Systems Analyst III

The Human Resources Information Systems Analyst III leads, plans, schedules, and oversees the work of staff performing a variety of advanced professional level duties in the implementation, maintenance, and troubleshooting of the Countywide Human Resources Information System (HRIS), a specific area of the Countywide Enterprise Resource Planning system (ERP); ensures completion of tasks in accordance with established policies and procedures; communicates policies, procedures and job expectations; and provides training to staff., * Effectively build and lead a team through all phases of complex information technology projects involving multiple cross functional staff in order to achieve departmental and/or county goals

• Lead, train, assign, schedule and review the work of technical and/or professional HRIS staff
• Conduct independent research, interpret highly technical documents, draw valid conclusions, develop technological solutions, take appropriate actions and/or make appropriate recommendations related to complex IT problems
• Work with users/customers to define, analyze and document system and user requirements and translate them into functional system design specifications
• Test and troubleshoot application problems/changes and recommend, develop or implement effective solutions for complex issues
• Translate user requirements to technical programmers and specialists; develop and make well-organized and effective oral presentations
• Communicate technical information to a wide variety of users and identify opportunities for business process and system improvements
• Perform advanced level application development duties, including programming, maintaining, troubleshooting and repairing various application structures from inception to final testing and implementation
• Gather and evaluate information in order to reason logically, draw valid conclusions, take appropriate actions and/or make appropriate recommendations
• Prepare and maintain clear and complete documentation for procedures, processes, and tables related to area of assignment
• Read, comprehend, apply and retain technical publications and documentation
• Plan, organize, prioritize and process work to ensure that deadlines are met
• Adapt quickly to changes in policies, procedures, assignments and work locations
• Communicate effectively, both verbally and in writing for technical and non-technical audiences
• Establish and maintain effective working relationships with those encountered during the course of the work; promote and maintain a team environment
• Work independently with minor supervision
• Use appropriate interpersonal style and approach to ensure team cohesiveness and cooperation
• Analyze situations accurately and adopt an effective course of action
• Effectively organize and prioritize work assignments
• Keep accurate and orderly records
• Maintain confidential information
• Apply customer service skills, including the identification of customer needs and follow up to ensure customer commitments have been met, Criminal History and Background Checks: The County may access criminal history information on candidates who have accepted a conditional offer of appointment for this class consistent with the provisions of Board of Supervisors Resolution No. 82-602, Personnel Policies, and applicable federal and state laws. The County shall not consider for employment any candidate who has been convicted of a felony or misdemeanor that relates to or impacts the candidate’s ability to perform the job duties of this class unless it is determined that mitigating circumstances exist. For purposes of accessing criminal history information, the candidate will be fingerprinted. A subsequent arrest notification may be obtained.

The County may also conduct a background check on the candidate prior to appointment to a position within this class. The background check may include personal and professional reference checks, credit history checks where authorized by Labor Code section 1024.5, Social Security Number verification, professional license/registration verification, military service information and driving history. Information obtained in the course of this background check will be considered by the appointing authority in the selection process. In obtaining such information, the County will comply with applicable consent and disclosure practices in the Fair Credit Reporting Act and the California Investigative Consumer Reporting Agencies Act.

Travel Requirement: Incumbents in this class may be required to perform occasional duties at alternative worksites. In these circumstances, the incumbent must be able to obtain reliable transportation.

Physical Requirements: Positions in this class require the incumbents to be able to:

• Distinguish between different colors
• Lift equipment that weighs up to 50 pounds

Individuals who do not meet these requirements due to disability will be reviewed on a case-by-case basis.

Working Conditions: Positions in this class require the incumbents to:

• Work weekends, holidays, and non-routine hours
• Travel occasionally

• Principles and practices of effective team building, team leadership and conflict resolution
• Advanced principles and practices of project management and work flow analysis
• Principles, methods and techniques used in testing and migration processes and techniques used in HRIS
• Advanced principles and practices of technical writing, audience analysis, document design, case development, testing and validation of requirements, and implementing HRIS
• Methods and techniques of eliciting, analyzing and documenting business requirements and processes
• Principles and practices of HR administration such as time entry, payroll, performance management, salary administration, benefits, and labor relations
• Principles and practices of troubleshooting computer software problems
• Principles, practices, and techniques of providing effective customer service
• Methods and techniques of developing and presenting technical documentation and training materials
• Principles and practices of record keeping
• Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, databases, and other specialized applications related to area of assignment
• Basic arithmetic (i.e., addition, subtraction, multiplication, division, decimals, percentages, ratios, and fractions)
• English usage, spelling, grammar, and punctuation, A Bachelor’s Degree or higher from an accredited college or university in Management Information Systems, Information Technology, Computer Science, Business Administration, Accounting, Finance, Human Resources, Industrial Organizational Psychology, Materials Management or other field closely related to the intent of the class., Three (3) years of full-time paid professional experience in the fields of business systems analysis, personnel analysis, applications development/implementation, or database administration/analysis, with a focus on Human Resource Information Systems.

Note: Full-time paid technical and/or professional experience that demonstrates the ability to perform duties above the required three years of full-time paid experience in the fields of business systems analysis, personnel programs (payroll, hiring, recruitment and selection, compensation, classification, benefits, safety, training and development, labor relations, or performance management systems), applications development/implementation, or database administration/analysis, with a focus on Human Resource Information Systems may be substituted for the required education on a year-for-year basis (2080 hours paid experience equal one year of education).

Note: The word “experience” referenced in the minimum qualifications means full-time paid experience unless the minimum qualification states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements.

1. The difference between the top salary steps (the highest pay rate within the range of pay) of your current job class and the job class that you intend to transfer into, must be less than 5%.

There are three different transfer types that you may qualify for: interdepartmental transfer, interclass transfer, and voluntary demotion. These different transfer types are defined as:

• Interdepartmental transfer - a transfer in the same class from one County department to another.
• Interclass transfer - a transfer from one job class to a different job class. In addition, the difference between the top salary steps (the highest pay rate within the range of pay) of your current job class and the job class that you intend to transfer into, must be less than 5%.
• Voluntary demotion - a transfer into a job class that pays less than 95% of your current class salary.

If you are requesting an interclass transfer or voluntary demotion, either action is a change in class. Whether the change is a transfer or a demotion depends upon the difference between the maximum salary rates of the requested and incumbent classes. Personnel Ordinance, Section 2.78.294, or the applicable labor agreement sets the criteria for determining the maximum difference allowed. Personnel Ordinance, Section 2.78.228 defines demotion.