Human Resources Analyst I/II (Temporary)

The Bay Area Air District (District) is a regional government agency, committed to achieving clean air to protect the public's health and the environment. The District accomplishes this goal through regulation of industrial facilities and various outreach and incentive programs designed to encourage clean air choices.

The District's jurisdiction encompasses all of seven counties - Alameda, Contra Costa, Marin, San Francisco, San Mateo, Santa Clara and Napa, and portions of two others - southwestern Solano and southern Sonoma.

About the Position(s):
The District is recruiting for the position of Human Resources Analyst I/II (Temporary) in the Human Resources Office. There is one (1) vacancy. This Human Resources Analyst is a confidential, non-represented position.

Under direction, performs a variety of professional and analytical human resources work related to recruitment and selection; performs related work as assigned.

The Human Resources Analysts will primarily plan, develop, and administer the full cycle recruitment/selection process and activities and provide analytical support with position classification/compensation to support divisions' hiring/ staffing needs. The incumbents will identify and implement best practices for hard-to-fill positions, utilize recruitment marketing sources to attract and increase candidate pools. Continuous improvement methods will be implemented to increase efficiencies that will result in reducing the time to hire.

DISTINGUISHING CHARACTERISTICS
Human Resources Analyst I is the entry-to-journey level class of this series. Initially under direct supervision, incumbents perform a wide range of routine to difficult professional human resources duties within limited program areas. As experience and proficiency are gained, duties become progressively more diversified and difficult, until they are performed under general supervision at the journey level. This class may be alternately staffed at the Human Resources Analyst II level and incumbents may progress to the higher level after gaining experience and demonstrating proficiency sufficient to meet the qualifications for the higher level.

Human Resources Analyst II is the journey-to-senior level class in this series, fully competent to perform a full range of difficult assignments in a majority of the human resources program areas requiring a higher degree of working knowledge, ability, and initiative. As incumbents master a broader scope of responsibilities they are expected to take assignments and projects that have a higher consequence of error from beginning to end with minimal day-to-day supervision while exercising significant initiative, independent judgment and decision-making.

Develops and recommends recruitment, outreach and selection strategies and procedures that comport with merit-based principles and public personnel practices. Consults with hiring managers to determine their hiring needs and manage the full cycle recruiting process.

Provides consultation to employees and management staff on HR policies, Memorandum of Understanding, Administrative Code, and other HR related matters.

Assists in the administration, interpretation and development of personnel and administrative programs, policies, procedures and legislative regulations. Researches and analyzes programs, policies, legislation, and procedures of the District and provides analysis and recommendations.

Coordinates and performs special projects and analysis on an as needed basis.

Utilizes and maintains the District's Human Resources Information System and database.

Drafts human resources related Board/Committee agenda items; develops and prepares supporting documentation and presentation materials.

Represents the Human Resources Office and the District in meetings, conferences, workshops, trainings and other forums.

Assists in the formulation of policy, goals and objectives, and the annual budget for the Human Resources Office.

May provide day-to-day lead direction to paraprofessional and clerical staff and review their work on special projects as assigned

Education and Experience:
A typical way to obtain the knowledge and skill is:

Human Resources Analyst I: Equivalent to graduation from a four year college or university with major coursework in human resources, public or business administration, or a closely related field.

Human Resources Analyst II: In addition to the above, two years of experience performing professional and analytical human resources work in employee relations and at least two (2) of the following human resources programs: classification and compensation, recruitment and selection, employee benefits, employee training and organizational development, workers' compensation and safety, and equal employment opportunities.

Experience performing these functions in a public agency setting is desirable.

Directly related experience may substitute for education on a year for year basis.

How to Apply
Interested individuals must submit a completed official BAAQMD application along with a chronological resume and the answers to the Supplemental Questionnaire by no later than 5 p.m. on March 06, 2025. Applications are accepted online. Please visit our website at www.baaqmd.gov/jobs to apply.

Resumes encouraged but not required, but not in lieu of the required application materials. Postmarks, faxes, and E-mailed applications will not be accepted.

Supplemental Questions Instructions
Individuals who apply for this position must respond to each of the required supplemental questions. Applications must be received by the Human Resources Office no later than the time and date specified in this vacancy announcement. The responses to the supplemental application questions will be used in accordance with the procedures indicated under the Selection Criteria section.

Please limit your responses to one page per question. Do not combine your responses or reference your application, resume, or any other requested documentation that you have included with your application packet to answer a question. This information will be evaluated as is and may be used to determine those applicants with the most directly related experience, education, and training to continue in the selection process. It is very important to provide a concise, clear, legible, complete response to each question.

Selection Criteria
Selection may be based upon a competitive examination consisting of a written exercise, interview, or combination of the two. Depending on the number of qualified applicants, an application screening and/or panel interview may be used to determine the most qualified applicants.

The District may hire from this recruitment process to fill future vacancies occurring within the next 18 months.

Persons with disabilities who may require reasonable accommodations during the application and/or selection process should notify the Human Resources Office at (415) 749-4980.