Senior Personnel Analyst

THE POSITION

THIS POSTING WILL BE OPEN UNTIL FILLED

Application cut-off dates are the first and third Monday of each month

With supervisor approval, incumbents may be eligible for intermittent remote work; however, they must physically reside within the Sacramento region or have the ability to regularly report to a City of Sacramento physical worksite with little notice.

The City of Sacramento Human Resources Department, Employment Services Division is seeking a knowledgeable, analytical, and motivated human resources professional to join our team as a Senior Personnel Analyst. This position serves as the supervisory-level classification within the Personnel Analyst series and is responsible for providing technical leadership, oversight, training, and support to lower-level personnel staff. The incumbent plans, assigns, reviews, and evaluates work; assists with staff development; provides guidance on complex personnel matters; and helps ensure the consistent application of Civil Service Rules, labor agreements, policies, procedures, and employment laws.

This position performs advanced professional-level analytical work involving classification and compensation studies, job analysis, workforce research, policy interpretation, examination development, organizational analysis, and strategic workforce planning. Primary responsibilities include conducting complex job audits and salary surveys; preparing and revising class specifications; analyzing compensation relationships and workforce data; interpreting and applying Civil Service Rules, labor agreements, policies, and employment laws; and preparing detailed reports, recommendations, correspondence, and presentations for executive management, departments, labor representatives, and the Sacramento Civil Service Board. The position is regularly assigned the division’s more complex and sensitive projects and serves as a subject matter expert in multiple personnel program areas.

The Senior Personnel Analyst serves as a strategic business partner to assigned departments, providing consultation and guidance on a wide range of employment-related issues, including staffing strategies, recruitment and retention challenges, classification and compensation matters, organizational changes, workforce planning, and policy interpretation. The incumbent is expected to independently navigate and resolve complex personnel issues, identify practical solutions, balance competing stakeholder interests, and provide sound recommendations to management. Additional responsibilities include overseeing and supporting recruitment and selection activities; coordinating recruitments; evaluating applications; developing examinations; responding to appeals; analyzing program effectiveness and workforce trends; leading special projects and process improvement initiatives; collaborating with internal and external stakeholders; and delivering exceptional customer service in a fast-paced and dynamic environment.

IDEAL CANDIDATE STATEMENT

The ideal candidate values diversity, equity, inclusion, and accessibility and possesses exceptional analytical, research, problem-solving, and communication skills. They will have experience independently conducting complex research and analysis related to classification and compensation, recruitment and selection processes, job analysis, examination development, organizational structure, workforce planning, and other human resources programs. The successful candidate will demonstrate the ability to interpret, apply, and explain Civil Service Rules, labor agreements, policies, procedures, and employment laws while developing clear, concise, and well-supported recommendations, reports, correspondence, presentations, and policy guidance for executive leadership, departments, labor representatives, and governing bodies. 

The ideal candidate is a strategic thinker who exercises sound judgment, demonstrates strong attention to detail, and effectively balances multiple priorities in a fast-paced environment. They will have experience independently managing complex and sensitive personnel issues, conducting salary and workforce studies, evaluating organizational and staffing needs, and providing consultative support to management on a wide range of employment-related matters. The successful candidate will be comfortable navigating competing stakeholder interests, identifying practical solutions to complex challenges, and making recommendations that support organizational goals while maintaining compliance with applicable laws, rules, and policies.

As the supervisory-level classification within the Personnel Analyst series, the ideal candidate will possess demonstrated leadership skills and experience providing technical guidance, training, mentoring, and oversight to professional and technical staff. They will have a proven ability to lead projects, coordinate work activities, establish priorities, and foster a collaborative and customer-focused work environment. Strong interpersonal and communication skills are essential, along with the ability to build effective working relationships, serve as a trusted advisor to assigned departments, and deliver high-quality human resources services in the areas of recruitment, classification and compensation, examinations, workforce planning, and organizational development.

POSITION DESCRIPTION

Under general direction, the Senior Personnel Analyst performs advanced journey level professional personnel work in the development, implementation, and administration of the City's personnel programs including, but not limited to:, recruitment, selection, classification, salary administration, benefits administration, training, career development, retirement, organizational development, and inclusion programs. The Senior Personnel Analyst;  consults with and advises management on a variety of complex matters.

DISTINGUISHING CHARACTERISTICS

This classification is populated with multiple incumbents who apply professional personnel and organizational knowledge and skills to varied and complex personnel issues, projects, and problems. Employees perform the most difficult, advanced-level type of duties assigned to classes within this series, including providing direct supervision over assigned personnel, and completing complex professional analytical work in support of internal and external customers. Incumbents possess detailed knowledge of unit operations, assignments, standards, procedures, and requirements sufficient to independently complete assigned duties and responsibilities; assign and review the work of others for accuracy, completeness, and compliance to established standards; and to coordinate assignments with other units. This classification is distinguished from the lower class of Personnel Analyst in the degree of responsibility and complexity of the work performed. This class is distinguished from the Human Resources Manager in that the latter manages one or more divisions and/or programs.

SUPERVISION RECEIVED AND EXERCISED

General direction is provided by management staff.

Exercises direct supervision over lower level professional, technical, and clerical staff.

ESSENTIAL DUTIES AND RESPONSIBILITIES

The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.

Plans, prioritizes, and reviews the work of professional, technical, and clerical staff assigned to support daily operations of the department.

Develops schedules and methods to accomplish assignments ensuring work is completed in a timely and efficient manner.

Provides direct supervision over professional, technical and clerical staff including assigning, directing, training and evaluating subordinate staff; performs evaluations and recommends discipline.

Assists in the development and implementation of goals, objectives, policies, and priorities; evaluates programs and projects and recommends and implements policy and procedure changes to improve effectiveness; plans and reviews the work of professional, technical, and clerical employees in a variety of personnel programs.

Plans and coordinates recruitments; determines labor market and length of recruitment; prepares job bulletins and recruitment information; determines and places advertising in appropriate media; coordinates participation in career and job fairs; and reviews and evaluates applications; determines appropriate written, oral, and or performance examination programs; develops, evaluates and validates selection instruments; supervises the administration and scoring of examinations and the establishment of eligible lists.

Conducts position classification studies; performs job audits and analyses of individual positions, classes, and series of classes; participates in organizational and staffing studies of City departments; prepares and revises class specifications; prepares study and implementation reports; conducts salary and employee fringe benefit surveys, analyzes data, and recommends adjustments and internal relationships.

Participates in the administration of the City retirement and other benefit programs; evaluates program effectiveness and vendor effectiveness; assists in resolving difficult or sensitive problems and serves as intermediary for employees and vendors/providers.

Participates in workplace diversity, equal opportunity employment, and inclusion activities; coordinates committees; gathers and compiles statistical information; evaluates effectiveness of programs; recommends and implements program changes; evaluates training needs through surveys, focus groups and other evaluative tools, develops curriculum, selects instructors, markets program; conducts training sessions and workshops; evaluates training feedback and implements changes or enhancements.

Participates in meet and confer process as a resource person; works with departments on personnel problems, staffing needs, interpretation of personnel policies and procedures; develops and maintains relationships with agencies, vendors, consultants, and recruitment sources.

Provides exceptional customer service to those contacted in the course of work.

Other related duties may also be performed; not all duties listed are necessarily performed by each individual holding this classification.

NON- ESSENTIAL DUTIES

Perform related duties as required.

THE SELECTION PROCEDURE

Please note, the City of Sacramento's preferred method of communication with applicants is via e-mail. As such, please ensure you verify the e-mail address on your application, and check your e-mail frequently, including your spam and junk folders. All e-mail notifications can also be accessed through the governmentjobs.com applicant inbox.

1. Application: (Pass/Fail) – All applicants must complete and submit online a City of Sacramento employment application for further consideration by the next posted cut-off date;

• Employment applications must be submitted online; paper applications will not be accepted.
• Employment applications will be considered incomplete and will be disqualified:
  • If applicants do not list current and past job-related experience in the duties area of the "Work Experience" section. Note: Qualifying experience is based on full-time experience (40 hours per week). Qualifying experience is calculated to the full-time equivalent (pro-rated if less than 40 hours/week).
  • If "see resume" is noted in the "Work Experience" section; a resume will not substitute for the information required in the "Work Experience" section.
• Position/job titles will not be considered in determining eligibility for meeting the minimum qualifications for this position. 
• Proof of education such as, but not limited to, university/college transcripts and degrees should be submitted online with your application. Proof of education will be required at time of appointment. 

 2. Supplemental Questionnaire: (Pass/Fail) – In addition to the City of Sacramento employment application, all applicants must complete and submit online responses to the supplemental questionnaire to the City of Sacramento Employment Office as part of the application process;

• Responses to the supplemental questionnaire must be submitted online; paper questionnaire will not be accepted.
• Incomplete supplemental questionnaire will not pass the review process; omitted information cannot be considered or assumed.
• A resume will not substitute for the information required in the supplemental questionnaire.
• Possession of the minimum qualifications is not necessarily a guarantee for further advancement in the selection process.

 3. Screening Committee: (Pass/Fail) - All applications received will be forwarded to the hiring department for review until the position is filled. The hiring department will select the most competitive applications for further consideration. Human Resources will only evaluate employment applications for the minimum qualifications, as stated on the job announcement, for applications selected by the hiring department.
 
 4. Interview Process: Human Resources will forward applications to the hiring department. Those determined to be the most qualified candidates will be invited to participate in an interview process.
 
 5. Conditional Hire: Upon receipt of a conditional offer, the selected candidate must complete and pass Live Scan/fingerprinting. If applicable, candidates may also need to pass a pre-employment medical exam, controlled substance and/or alcohol test, and possess any required licensure or certification prior to receiving a start date from the Department. Failure to meet these prerequisites will be grounds for withdrawal of your conditional offer of employment.
 
 QUESTIONS:
 For questions concerning this job announcement and the application process:

• Please visit  for a comprehensive, step-by-step guide to the application process.
• For technical support between 6 AM - 5 PM PT, contact Live Application Support at.
• Visit the City of Sacramento Human Resources Department website at 
• Send an email to ; or
• Call the Human Resources Department at

Qualifications

QUALIFICATIONS:

Knowledge of: Advanced principles and practices of personnel administration. Principles, methods, and procedures utilized in recruitment and selection, position classification, organization structure, salary administration, benefit administration, training programs, and retirement programs. Test construction, analysis, and evaluation; methodology for determining reliability and validity of written, oral, and performance tests; interviewing practices, screening and examining techniques. Socio-economic, language, and cultural barriers affecting minorities, women, and disadvantaged segments of the community. Methods for developing and evaluating special employment programs. Principles and practices of administering contracts with employee organizations, processing grievances, and dealing with disciplinary matters. Principles of supervision. Applicable Federal and State laws and regulations. Statistical concepts and methods. Principles of effective organization, administration, and management. Technical and analytical report writing. Special needs of diverse populations. Community resources. Computers and computer applications. Skill in: Use of computers and computer applications and software. Ability to: Perform difficult and complex human resources work, ensuring compliance with City policies and procedures, local, state and federal laws and regulations. On a continuous basis, know and understand all aspects of the job. Analyze systems, administrative and management practices and identify opportunities for improvement; analyze situations quickly and objectively, apply appropriate elements of decision-making and determine the proper course of action. Value customers and co-workers through provision of excellent customer service. Consistently apply concepts, laws, methods, techniques, approaches, and other guidelines of professional work in the human resources field. Use initiative and good judgment. Meet deadlines. Plan and review the work of professional, technical and clerical staff. Communicate clearly and concisely, verbally and in writing. Collect, compile, analyze, and interpret information and data. Prioritize and complete professional personnel work in assigned area. Interpret and explain City personnel programs and policies to employees and the public. Effectively promote programs for diversity in the workplace. Secure cooperation of operating officials in accepting and carrying out sound human resources management practices. Train and provide project direction and supervision to other professional, technical and clerical staff. Function under challenging conditions and/or confrontational situations requiring instructing, persuading and motivating people. Obtain and maintain eligibility to handle confidential materials, including medical, financial, and personnel records. EXPERIENCE AND EDUCATION Any combination of education and experience that would provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be: Experience: Three years of professional-level human resources management experience in the areas of recruitment/selection, classification and compensation, career development, and/or benefit and retirement programs. Experience in a public-sector agency is preferred. -AND- Education/Training : Possession of a Bachelor's degree from an accredited college or university with major coursework in business or public administration, human resources, or closely related field. Substitution: A Master's degree may substitute for one of the three years of experience. Additional qualifying professional-level experience may substitute for the required education on a year-for-year basis. PROOF OF EDUCATION:

• Should education be used to qualify for this position, then proof of education such as, but not limited to, university/college transcripts and degrees should be submitted with your application and will be required at the time of appointment . Unofficial documents and/or copies are acceptable
• An applicant with a college degree obtained outside the United States must have education records evaluated by a credential's evaluation service
• Evaluation of education records will be due at time of appointment
• PHYSICAL DEMANDS AND WORKING ENVIRONMENT
• The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions
• Environment: Standard office setting
• some travel from site to site
• Physical: Sufficient physical ability to work in an office setting and operate office equipment
• Vision: See in the normal visual range with or without correction
• vision sufficient to read computer screens and printed documents
• Hearing: Hear in the normal audio range with or without correction

Work for Warriors is a no-cost employment program of the California Military Department for Service Members, Veterans, and military family members. The Veteran Staffing Consultant for The City of Sacramento is Tracey Huerta.

See job description

California

No