WHO WE ARE: 
Mt. San Jacinto Community College District is committed to achieving parity in academic outcomes by removing institutional barriers and creating an inclusive and culturally affirming learning environment. As outlined in the District’s Student Equity Pledge, https://www.msjc.edu/equitypledge/documents/MSJC_Equity_Pledge.pdf  “our purpose is to celebrate diversity, instill hope, and empower our students to transform their lives and those around them by challenging our perceptions and biases through self-reflection and constant inquiry to identify and eliminate equity gaps.” We provide students with a rich and dynamic learning experience that embraces differences — emphasizing collaboration and engaging students in and out of the classroom, encouraging them to realize their goals, and to become global citizens, and socially responsible leaders. When you join our team at Mt. San Jacinto Community College District, you can expect to be part of an inclusive, innovative, and equity-focused community that approaches educational justice as a means for economic and social transformation and mobility demanding the broad collaboration among faculty, classified professional staff, administration, students and community partners.

THE COLLEGE AND THE DISTRICT: 
Mt. San Jacinto Community College enrolls approximately 27,000 students each academic year and has a highly diverse student population that reflects the communities it serves. Designated as a Hispanic-Serving Institution (HSI), Mt. San Jacinto Community College administers an array of student affinity programs specifically focused on supporting our diverse, multicultural, and multi-racial communities. Detailed information about the student population, including data related to student success, can be found on Mt. San Jacinto College’s Office of Institutional Effectiveness, Planning, and Research website.
 
WHO WE WANT: 
We value the ability to serve students from a broad range of cultural heritages, socioeconomic backgrounds, genders, abilities and orientations. Therefore, we prioritize applicants who demonstrate they understand the benefits diversity brings to a professional educational community. The successful candidate will be an equity-minded individual committed to collaborating with faculty, classified professional staff, administration, students and community partners who are also committed to closing equity gaps. The Mt. San Jacinto Community District seeks employees who value mentorship and working in a collegial, collaborative environment, guided by a commitment to helping all students achieve their educational goals. 

We have an exciting opportunity for a Human Resources Analyst located at our campus in Temecula, CA. Under direction of the Vice President of Human Resources, using considerable journey-level skills, the Human Resources Analyst performs a variety of highly complex and responsible professional, technical and administrative functions including recruitment, selection, classification, compensation, labor relations, and diversity/equal opportunity training in support of the District's human resource management program.  

The incumbent will perform classification and compensation analysis; plan and conduct recruitments; monitor selection committees; maintain human resources information systems (HRIS); develop working solutions, communicate ideas/recommendations, write reports and keep records.

SALARY SCHEDULE:  Level 27
SALARY SCHEDULES
OCCUPATIONAL GROUP:  Confidential

The duties listed below are intended as illustrations of the various types of work that may be performed.  The omission of specific statements of duties does not exclude them from the position if the work is similar, related or logical assignment to this class. 

• Perform routine to moderately complex technical assignments in support of academic and/or classified human resources recruitment and selection programs; analyze transcripts and/or applications for minimum qualifications and check state requirements; request and verify work experience for vocational disciplines; process department hiring requests; assist administrators and supervisors with hiring eligible candidates; route equivalency petitions for applicants who do not meet the educational minimum requirements;  place recommended equivalencies on the board agenda for board approval; administer and score employment tests; record and track test results; notify applicants of test results; conduct reference and background checks on final applicants; prepare correspondence and notify job applicants of employment considerations; notify department and hiring committee when recruitment process has been completed and successful candidate has been approved for hire
• Process new classified and academic employees for hire; verify I-9 status; provide information and distribute forms and packets to employees on District employment, compensation and benefits programs, policies and practices; prepare probationary faculty contracts; prepare administrator contracts; provide fingerprint and TB test information to new employees and ensure all required documentation is received prior to employment
• Conduct classification studies and job analysis; develop new classification standards and/or job descriptions; review classification standards and/or job descriptions for proper salary level placement; complete classification and compensation surveys from other colleges, government or public entities such as California School Employees Association, Employment Development Department, etc.
• Place new employees and employees receiving promotions on the appropriate salary range and step of the District's salary schedule; audit transcripts to determine salary placement for faculty and administrators; provide employees with information about the professional development process; collect, monitor and process requests for professional development; compile requests and provide assistance to the salary advancement process; update District salary schedules according to collective bargaining agreements and enter salary increases for affected employees; process annual step increases
• Create, update and maintain confidential employee personnel files and records; enter and update personnel transaction information into the District's Human Resources Information System (HRIS); process name/address changes; monitor probationary and/or annual employee evaluations and notify managers/supervisors when evaluations are due; record completed evaluations in District's HRIS system
• Answer questions and interpret District human resources policies and procedures, collective bargaining agreements and rules and regulations to management, staff and the public in assigned areas of responsibility; prepare and distribute a variety of human resources-related correspondence and documents for management and employees
• Perform research projects; compile data and draft reports and recommendations; generate and compile statistical reports; provide technical assistance to the Vice President of Human Resources Officer for labor negotiations
• Assist the diversity officer by monitoring selection processes, providing relevant information and special reports; track yearly recruitment activities; conduct special studies and provide statistics for EEO reports/analysis

• Principles and practices of human resources management; methods and practices of personnel administration
• Federal, state and local laws and regulations
• Research techniques and statistics in human resources matters; classification and compensation analysis, recruitment, selection
• Human resources information systems; and records management
• Standard business software, including word processing, spreadsheet, presentation and database software
• Principles and practices of sound business communication

• Working effectively as a team member
• Meeting schedules and timelines
• Communicating effectively both orally and in writing
• Maintaining documentation and records
• Handling multiple assignments simultaneously and set priorities based on customer needs

• Perform routine to moderately complex business process analysis and reach sound, logical conclusions regarding user needs and business requirements
• Assist with writing job descriptions minimum qualifications, desired qualifications, and classification specifications
• Organize, set priorities and exercise sound independent judgment within areas of assigned responsibility; interpret, apply, explain and reach sound decisions in accordance with District and department policies, procedures and labor agreements
• Communicate clearly and effectively and convey understanding to diverse audiences of technical and functional personnel, orally and in writing
• Make effective use of query tools to design difficult to complex reports
• Prepare clear, concise and comprehensive specifications, reports, studies, documentation and other written materials
• Establish and maintain effective working relationships with managers, power and other users, consultants and others encountered in the course of work, including those from a diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds of community college students, faculty and staff

MINIMUM QUALIFICATIONS

1. A Bachelor's degree (attach transcripts); AND
2. Two (2) years of professional experience in general HR responsibilities including talent recruitment and acquisition practices, onboarding and offboarding employees, performance management, compliance with State and Federal regulations, familiarity with HRIS systems, benefit administration and basic payroll functions; AND
3. Demonstrated sensitivity to and understanding of the diverse academic, socioeconomic, culture, gender identity, sexual orientation, and ethnic backgrounds of community college students, faculty, and staff

***Before scanning attachments, remove/redact sensitive, confidential information such as date of birth, social security number, and photograph***   

SUBSTITUTIONS

Substitutions for meeting the minimum qualifications for the education requirement are allowed, as follows:

1. Associate Degree AND
2. Four (4) years of professional experience relating to talent recruitment and acquisition practices, onboarding and offboarding employees, performance management, compliance with State and Federal regulations, and/or benefit administration

DESIRED QUALIFICATIONS 

1. Six (6) years of professional experience in a human resources environment 
2. A Master's degree in human resources management, personnel administration, business administration, organizational leadership or related area
3. Experience with:
   1. planning and conducting recruitments
   2. research and analysis
   3. classification and compensation analysis
   4. providing quality customer service in a busy environment 

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 to perform the essential job functions.

• Environment:  Work is performed primarily in a standard office setting with travel from site to site.  The incumbent must be able to work in a fast paced office environment with background noise and a high stress level.

• Physical:  Primary function requires sufficient physical ability and mobility to work in an office setting and travel from site to site; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach and twist; to lift carry, push, and/or pull light to moderate amounts of weight up to 20 pounds; to operate office equipment requiring repetitive hand movements and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information.

• Vision:  See in the normal visual range with or without correction; vision sufficient to read computer screens and printed documents; and to operate assigned equipment.

• Hearing:  Hear in the normal audio range with or without correction.

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