City of Manteca
Human Resources Analyst I/II
Class Spec Code ### Established Date 07/01/2002
Occupational Group Technical and
Support Services
Association (TSS)
Revision Date
FLSA
September 2026
Non-Exempt
DEFINITION
Under general supervision (Human Resources Analyst I) to direction (Human Resources Analyst II), administers and coordinates the recruitment and selection processes for City staff which may include development and placement of appropriate advertising, scheduling, coordinating, and facilitating a wide variety of tests, scoring of such tests, and screening applications for selected recruitments; and performs related duties as assigned.
SUPERVISION RECEIVED AND EXERCISED
Receives general supervision (Human Resources Analyst I) or direction (Human Resources Analyst II) from assigned supervisory or management staff. Exercises no direct supervision over staff.
CLASS CHARACTERISTICS
Human Resources Analyst I: This is the entry-level classification in the Human Resources Analyst series. Initially under close supervision, incumbents learn and perform recruitment and selection duties for employment applicants. As experience is gained, assignments become more varied, complex, and difficult; close supervision and frequent review of work lessen as an incumbent demonstrates skill to perform the work independently. Positions at this level usually perform most of the duties required of the positions at the Human Resources Analyst II level but are not expected to function at the same skill level and usually exercise less independent discretion and judgment in matters related to work procedures and methods. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise.
Human Resources Analyst II: This is the fully qualified journey-level classification in the Human Resources Analyst series. Positions at this level are distinguished from the Human Resources Analyst I level by the performance of the full range of duties as assigned, working independently, and exercising judgment and initiative. Positions 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 the Human Resources Analyst class series are flexibly staffed; positions at the Human Resources Analyst II level are normally filled by advancement from the Human ATTACHMENT 5
Human Resources Analyst I/II
Resources Analyst I level; progression to the Human Resources Analyst II level is dependent on (i) management affirmation that the position is performing the full range of duties assigned to the classification; (ii) satisfactory work performance; (iii) the incumbent meeting the minimum qualifications for the classification including any licenses and certifications; and (iv) management approval for progression to the Human Resources Analyst II level.
REPRESENTATIVE DUTIES
Essential Duties:
Management may amend duties pursuant to the Americans with Disabilities Act (ADA) so qualified employees can perform the essential functions of the job.
Positions at the Human Resources Analyst I level may perform some of these duties and responsibilities in a learning capacity.
Administers and coordinates the recruitment and selection processes for City staff which may include: develops and places appropriate advertising; schedules, coordinates, and facilitates a wide variety of tests, scores such tests; screens applications for selected recruitments; notifies applicants as to their status and the timing of the selection process; creates and maintains eligibility lists; contacts potential raters for oral boards and coordinates scheduling of oral boards; collaborates with departments to ensure examination materials are received on a timely basis. Researches and analyzes information for classification studies including completion of reclassification study requests, compensation studies, and preparation of new or modified job descriptions.
Assists with benefits administration duties which may include: enrolls employees in the City's retirement and insurance programs, answers questions regarding benefit programs (e.g., health insurance, retirement, unemployment, disability, and workers’ compensation), processes insurance claims, and coordinates with appropriate administrators and insurance carriers to resolve issues. Assists with employee and labor relations activities; provides advice and assistance regarding employment issues; investigates employee complaints; conducts workplace investigations; assists with responding to grievances and administering disciplinary actions; coordinates management referrals to the Employee Assistance Program; assists in the collection and preparation of data used in negotiations; provides information on methodology and findings during negotiations. Provides assistance to City staff and the general public by telephone or in person regarding personnel matters including salary and benefits survey requests; interprets, explains, and applies City personnel rules, regulations, procedures, policies, and Memoranda of Understanding as appropriate; handles complaints and resolves problems; coordinates job fairs and other events.
Conducts surveys, compiles data, and performs statistical analyses on administrative, human resources, and operational problems or issues; makes recommendations to the Director of Human Resources and/or Human Resources Manager for operational Human Resources Analyst I/II
efficiencies; prepares and/or assists in the preparation of monthly, quarterly, and yearend human resources reports. Assists with administering the City's long-term disability program by reviewing and processing claims, calculating supplemental leave payments, completing required employer documentation, and monitoring payroll status to ensure compliance with City policy.
Initiates and oversees the payroll process; provides details of salary change information, new hires, terminations, and wage garnishments to payroll staff; computes wages and records data for use in payroll processing; monitors the City's payroll process related to salary increases, new hires, and terminations. Conducts orientation interviews with new employees and employees with status changes; coordinates pre-employment and other related medical examinations. Observes and complies with all City and mandated safety rules, regulations, and protocols.
Performs other duties as assigned.
QUALIFICATIONS
Positions at the Human Resources Analyst I level may exercise some of these knowledge and abilities statements in a learning capacity.
Knowledge of:
Principles and practices of recruitment and selection, equal employment opportunity, job analysis and classification, compensation analysis and administration, training and development, employer-employee relations, statistical, administrative, and organizational analysis.
Fundamental aspects of labor negotiations and the interpretation and administration of collective bargaining agreements.
Practices, procedures, laws, and regulations for assessing reasonable accommodations under the Americans with Disabilities Act (ADA). Principles and techniques of conducting studies, evaluating alternatives, making sound recommendations, and preparing and presenting effective and technical reports.
Applicable federal, state, and local laws, codes, and regulations as well as industry standards and best practices pertinent to the assigned area of responsibility. Recordkeeping principles and procedures including record destruction according to rules and regulations.
Basic math, statistics, and accounting principles and procedures. Methods and techniques of preparing technical and administrative reports and general business correspondence.
City and mandated safety rules, regulations, and protocols. Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.
The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
Human Resources Analyst I/II
Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed.
Ability to:
Conduct complex research projects on a variety of human resources topics, evaluate alternatives, make sound recommendations, and prepare effective technical staff reports.
Develop, administer, and analyze tests and/or selection devices for a variety of occupations.
Analyze, interpret, summarize, and present administrative and technical information and data in an effective manner for a variety of audiences. Review human resources documents for completeness and accuracy. Maintain confidentiality of sensitive personal information of applicants, employees, former employees, and other matters affecting employee relations. Work with frequent interruptions and a high degree of public contact by phone or in person.
Evaluate alternatives and make judgments within established policy and procedural guidelines.
Maintain a variety of filing, recordkeeping, and tracking systems. Make accurate arithmetic, financial, and statistical computations. Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed.
Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
Organize work, set priorities, meet critical deadlines, and follow-up on assignments. Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks. Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
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:
Human Resources Analyst I/II: Equivalent to the completion of a bachelor’s degree from an accredited college or university with major coursework in human resources management, business or public administration, industrial psychology, or a related field.
Experience:
Human Resources Analyst I/II
Human Resources Analyst I: One (1) year of human resources administration experience.
Human Resources Analyst II: Three (3) years of increasingly responsible human resources administration experience, or two (2) years of experience performing work comparable to a Human Resources Analyst I with the City of Manteca.
Licenses and Certifications:
Possession of a valid California Driver’s License, to be maintained throughout employment.
PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; vision to read printed materials and a computer screen; to operator a motor vehicle and visit City sites; and hearing and speech to communicate in person and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 10 pounds.
ENVIRONMENTAL CONDITIONS
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances.
Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing divisional policies and procedures.
WORKING CONDITIONS
City employees are expected to work overtime, weekends, evenings, and holidays as required to accommodate the City’s needs, in addition to responding as a Disaster Services Emergency Worker (California Government Code Section 3100-3109).