Santa Barbara County
Human Resources Analyst - Workforce Planning
Santa Barbara County, Santa Barbara, California, us, 93190
Overview
The County of Santa Barbara's Human Resources Department is accepting applications to fill a full-time Workforce Planning Analyst position in Santa Barbara, California. This position is categorized as a Human Resources Management Professional within the Management Professional Series. The application deadline is open until filled. Salary: Workforce Planning Analyst I: $99,765 - $127,345 annually; Workforce Planning Analyst II: $104,767 - $133,700 annually. The Position
As a Workforce Planning Analyst, you will perform the classification and compensation function within the Fiscal and Workforce Planning Division. You will collaborate with the Senior Workforce Planning Analyst and the Division Chief, contributing to personnel decisions, career development, and fiscal/administrative operations. The role involves shaping the County’s workforce and influencing strategic planning within human resources operations. The Ideal Candidate will: Be detail-oriented with strong analytical skills (written and numerical). Be highly organized and able to follow through on assignments independently. Have excellent time management skills to manage multiple deadlines and projects. Possess a goal-oriented, innovative, solutions-driven mindset to accomplish department and countywide goals while balancing customer service and upholding the classification and compensation system. Have excellent professional communication and interpersonal skills to connect effectively with a wide variety of individuals. Understand, interpret, and apply Civil Service Rules, MOUs, and Resolutions. Responsibilities
Plan and conduct job analyses to describe duties, responsibilities, minimum qualifications, and required knowledge and abilities. Prepare or revise job classification specifications. Compile and analyze compensation data. Perform analysis, maintenance, and complex reporting of employee data. Initiate requests for reclassification, reorganization, and compensation adjustments when necessary. Participate in organization-wide classification studies and classification plan maintenance. Audit individual positions for assigned departments and recommend allocation to appropriate classes. Analyze workforce data to support recommendations to executive leadership. Recommend allocation of positions to appropriate job classifications. Provide advice and guidance to departments on ordinances, MOUs, personnel regulations, policies, and procedures. Review and approve personnel transactions. Determine the necessity of and conduct audits of positions for assigned departments. Evaluate requests for compensation adjustments above departmental authority. Perform related duties as assigned. Knowledge, Skills & Abilities
Principles and practices of public administration, organization, management, and staffing. Familiarity with local, state, and federal laws, rules, regulations, and statutes. Public finance, budgeting, and fiscal control principles and practices. Modern research techniques, including surveys and questionnaires. Office procedures, computer equipment, and software (word processing, spreadsheets, presentations, databases). English usage, spelling, punctuation, and grammar. Minimum Qualifications
Equivalent of a bachelor’s degree from an accredited four-year college or university in human resources, organization development, public or business administration, or related field; and one (1) year of experience in planning, analysis, coordination, and evaluation in human resources or one (1) year of experience as a Human Resources Generalist. Licenses & Certifications
Possession and maintenance of a valid California driver’s license and ability to meet automobile insurability requirements or provide suitable transportation. Desirable qualifications include public sector experience performing complex classification or compensation analysis and certifications such as IMPA HR Certified Professional (e.g., IPMA-CP, IPMA-SCP), SHRM Certified Professional (e.g., SHRM-CP, SHRM-SCP), or Certified Compensation Professional (e.g., CCP). Benefits & Additional Information
Knowledge of public administration, local/state/federal laws, public finance, modern research techniques, and software applications; ability to interpret complex rules, analyze systems, and communicate effectively. For the full description of the job classification and knowledge/abilities, click HERE. Application & Selection Process
Review applications to determine those meeting employment standards. Online Microsoft Excel Assessment; candidates who advance will be notified by email with instructions to complete the assessment. Supplemental Questionnaire Ranking; responses will be evaluated and scored. A minimum score of 70 on the Supplemental Questionnaire Ranking Assessment is required to be placed on the employment list. The list remains in effect for a minimum of three months. Reasonable accommodations are available for applicants with disabilities. A conditional job offer requires successful completion of a criminal background investigation, reference checks, and a twelve-month probationary period. Recruiters will correspond with applicants by email during each step in the recruitment process. Please check spam filters during the process to ensure you do not miss required deadlines. Equal Employment Opportunity
The County provides equal employment opportunities to all employees and applicants and prohibits discrimination, harassment, and retaliation. The County is committed to merit-based selection and to eliminating barriers to attracting and retaining top qualified candidates. Disaster Service Worker
All County employees are disaster service workers as required by Government Code section 3100. Application Deadline
Open until filled. Applications and job bulletins are available 24 hours a day at www.sbcountyjobs.com. Collin Graham, Senior Talent Acquisition Analyst: cgraham@countyofsb.org
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The County of Santa Barbara's Human Resources Department is accepting applications to fill a full-time Workforce Planning Analyst position in Santa Barbara, California. This position is categorized as a Human Resources Management Professional within the Management Professional Series. The application deadline is open until filled. Salary: Workforce Planning Analyst I: $99,765 - $127,345 annually; Workforce Planning Analyst II: $104,767 - $133,700 annually. The Position
As a Workforce Planning Analyst, you will perform the classification and compensation function within the Fiscal and Workforce Planning Division. You will collaborate with the Senior Workforce Planning Analyst and the Division Chief, contributing to personnel decisions, career development, and fiscal/administrative operations. The role involves shaping the County’s workforce and influencing strategic planning within human resources operations. The Ideal Candidate will: Be detail-oriented with strong analytical skills (written and numerical). Be highly organized and able to follow through on assignments independently. Have excellent time management skills to manage multiple deadlines and projects. Possess a goal-oriented, innovative, solutions-driven mindset to accomplish department and countywide goals while balancing customer service and upholding the classification and compensation system. Have excellent professional communication and interpersonal skills to connect effectively with a wide variety of individuals. Understand, interpret, and apply Civil Service Rules, MOUs, and Resolutions. Responsibilities
Plan and conduct job analyses to describe duties, responsibilities, minimum qualifications, and required knowledge and abilities. Prepare or revise job classification specifications. Compile and analyze compensation data. Perform analysis, maintenance, and complex reporting of employee data. Initiate requests for reclassification, reorganization, and compensation adjustments when necessary. Participate in organization-wide classification studies and classification plan maintenance. Audit individual positions for assigned departments and recommend allocation to appropriate classes. Analyze workforce data to support recommendations to executive leadership. Recommend allocation of positions to appropriate job classifications. Provide advice and guidance to departments on ordinances, MOUs, personnel regulations, policies, and procedures. Review and approve personnel transactions. Determine the necessity of and conduct audits of positions for assigned departments. Evaluate requests for compensation adjustments above departmental authority. Perform related duties as assigned. Knowledge, Skills & Abilities
Principles and practices of public administration, organization, management, and staffing. Familiarity with local, state, and federal laws, rules, regulations, and statutes. Public finance, budgeting, and fiscal control principles and practices. Modern research techniques, including surveys and questionnaires. Office procedures, computer equipment, and software (word processing, spreadsheets, presentations, databases). English usage, spelling, punctuation, and grammar. Minimum Qualifications
Equivalent of a bachelor’s degree from an accredited four-year college or university in human resources, organization development, public or business administration, or related field; and one (1) year of experience in planning, analysis, coordination, and evaluation in human resources or one (1) year of experience as a Human Resources Generalist. Licenses & Certifications
Possession and maintenance of a valid California driver’s license and ability to meet automobile insurability requirements or provide suitable transportation. Desirable qualifications include public sector experience performing complex classification or compensation analysis and certifications such as IMPA HR Certified Professional (e.g., IPMA-CP, IPMA-SCP), SHRM Certified Professional (e.g., SHRM-CP, SHRM-SCP), or Certified Compensation Professional (e.g., CCP). Benefits & Additional Information
Knowledge of public administration, local/state/federal laws, public finance, modern research techniques, and software applications; ability to interpret complex rules, analyze systems, and communicate effectively. For the full description of the job classification and knowledge/abilities, click HERE. Application & Selection Process
Review applications to determine those meeting employment standards. Online Microsoft Excel Assessment; candidates who advance will be notified by email with instructions to complete the assessment. Supplemental Questionnaire Ranking; responses will be evaluated and scored. A minimum score of 70 on the Supplemental Questionnaire Ranking Assessment is required to be placed on the employment list. The list remains in effect for a minimum of three months. Reasonable accommodations are available for applicants with disabilities. A conditional job offer requires successful completion of a criminal background investigation, reference checks, and a twelve-month probationary period. Recruiters will correspond with applicants by email during each step in the recruitment process. Please check spam filters during the process to ensure you do not miss required deadlines. Equal Employment Opportunity
The County provides equal employment opportunities to all employees and applicants and prohibits discrimination, harassment, and retaliation. The County is committed to merit-based selection and to eliminating barriers to attracting and retaining top qualified candidates. Disaster Service Worker
All County employees are disaster service workers as required by Government Code section 3100. Application Deadline
Open until filled. Applications and job bulletins are available 24 hours a day at www.sbcountyjobs.com. Collin Graham, Senior Talent Acquisition Analyst: cgraham@countyofsb.org
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