DEFINITION
Under the general direction of the Human Resources Director, the Human Resources Specialist performs complex and responsible technical human resources functions independently with minimal supervision. This specialist supports the Human Resources division by administering key programs including workers' compensation, recruitment, benefits administration, and labor law compliance. The position functions as an essential staff assistant, providing expertise and coordination for specialized HR activities without direct supervisory or policy formulation authority. The Human Resources Specialist also provides support during labor negotiations, including analyzing Memoranda of Understanding (MOUs), to assist in negotiation strategies and ensure district compliance. The Human Resources Specialist may represent the Human Resources Director as needed, acting as a proxy or official representative to support district leadership continuity and organizational flexibility.
SUPERVISION RECEIVED AND EXERCISED
Receives direction from the Human Resources Director. Exercises no direct supervision over staff.
CLASS CHARACTERISTICS
This journey-level classification is responsible for performing complex work in the field of human resources. Positions in the classification rely on experience and judgment to perform assigned duties, exercise judgment and initiative in their assigned tasks, 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.
EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
- Coordinate workers' compensation claims processing and administration, including coordination with third-party administrators.
- Analyze trends in work-related injuries to identify opportunities for risk reduction and process improvements.
- Administer recruitment processes, analyze recruitment efforts, and research new recruitment opportunities to enhance staffing effectiveness.
- Manage employee benefits programs, including researching, recommending, and implementing new offerings such as flexible spending accounts and 529 college savings plans.
- Participate in the development and implementation of human resources policies related to recruitment, benefits, and employee relations.
- Coordinate employee benefits enrollments and changes and assist with open enrollment processes.
- Serve as a liaison between management and employees to ensure compliance with labor laws including ADA and EEO, maintaining accurate and confidential personnel records.
- Respond to employee inquiries and verification requests regarding benefits and HR policies.
- May provide training or coaching to employees and new hires regarding HR programs and policies.
- Review and assist in recommending improvements to Human Resources policies and procedures based on analytical findings.
- Assist in directing special projects related to human resources functions to ensure strategic goals are met.
- Provide support during labor negotiations and collective bargaining processes, including analyzing labor agreements and Memoranda of Understanding to inform negotiation strategies and ensure district compliance.
- May represent the Human Resources Director in meetings or functions and exercise limited operational command on Human Resources analytical matters during the Director’s absence.
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:
Possession of an Associate's degree from an accredited college or university with significant coursework in Human Resources, Business Administration, Public Administration, or related fields, and three years of increasingly responsible experience in human resources or a related field; OR
Five years of increasingly responsible experience in human resources or related field with emphasis on workers' compensation administration, recruitment, or HR reporting functions.
Experience working in a California public agency is preferred. Additional professional certifications such as the Society for Human Resource Management Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) are highly desirable.
