Human Resources Analyst I/II (Integrated Disability Management Coordinator)

Salary Range

90,729.60 - 110,926.40

Job Description

The Superior Court of California, County of Alameda is accepting applications for the position of HR Analyst I/II (Integrated Disability Management Coordinator) within the Human Resources Division. Under direction, this position performs a variety of professional level work focusing on Workers' Compensation Administration, ADAAA and FEHA Disability Coordination and Ergonomics Management ; may supervise or act as a lead worker for clerical staff; assists in the administration and management of the personnel programs and performs other related duties as assigned.

The Division may select a candidate to fill the current vacancy at either an HR Analyst I or HR Analyst II level.

HR Analyst I Salary: $90,729.60 - $110,926.40

HR Analyst II Salary: $97,344.00 - $126,692.80

The Human Resources Analyst I is the first working level in which incumbents working under general supervision perform a limited variety of professional personnel assignments following established procedures and requiring past technical experience. Some positions may stay allocated to this level depending upon assignment.

The Human Resources Analyst II is the journey-level class of the class series in which incumbents under direction perform a wide variety of professional assignments of increasing difficulty.

The position is assigned to the Risk Management Unit in the Human Resources Division at the Rene C. Davidson Courthouse.

Example of Duties

NOTE: The following are examples of duties performed by employees in this classification; however, employees may perform other related duties at an equivalent level. Each individual in the classification does not necessarily perform all listed duties.

• Workers' Compensation Administration:
• •Coordinate Workers' Compensation program, including providing information to injured employees regarding benefits and procedures; counsel/train employees, managers, and supervisors on Workers' Compensation procedures, disability management and vocational rehabilitation procedures and State and Federal laws regarding the disabled.
• •Ensure timely reporting of claims to the 3rd party administrator; request and records substantiating documentation from physicians, departments and witnesses.
• •Interview claimants, witnesses, and supervisors to ascertain the credibility of claims; respond to requests for authorization for medical treatment and approve payment for such treatment.
• •Conduct audit and reporting of all lost work time due to the injury. Complete OSHA Form 300 Log for annual postings (on-site and electronic).
• •Monitor Workers' Compensation cases and the Return-To-Work program, including collaborating with the designated providers to ensure that the employees return to work safely with proper work functions for the medical restrictions and assisting in the development and implementation of transitional duty.
• •Develop and conduct employee and supervisory training programs.
• •Recommend and coordinate any revisions or changes to policy and procedures as indicated by applicable OSHA and worker's compensation laws and regulations; oversee compliance with internal policies and procedures.
• •Communicate with claimants, supervisors, and physicians to ascertain the condition and status of injured employees.

• Ergonomic Program:
• •Schedule meetings with employees to discuss ergonomic needs, workstation concerns, and in-person evaluation (if certified).
• •Coordinate and track online self-assessment progress until completion. Recommend and purchase ergonomic equipment if needed.
• •Maintain the Ergonomic Program database; track all ergonomic requests and ergonomic equipment.
• •Engage with employees and their supervisors to fully understand the ergonomic request; coordinate ergonomic requests with employees, supervisors, and vendors.
• •Coordinate Ergonomic training for staff.

• ADAAA/PWFA and FEHA Disability Management:
• •Manage ADAAA/PWFA and FEHA cases; actively engage in the Interactive Process with employees, management team, legal counsel and medical providers to understand any requested work restrictions/ functional limitation as reasonable accommodation due to a disability.
• •Analyze work restrictions/ functional limitations and assist in determining modified duty or light duty assignments as reasonable accommodation under ADAAA/PWFA and FEHA.
• •Ensure all cases are managed and documented in a timely and accurate manner.
• •Review and update procedures as needed.
• •Coordinate ADAAA/PWFA and FEHA training for supervisors.

• General Administration:
• •Assist the Risk Manager in the Risk unit with a variety of administrative tasks, including drafting memos, creating announcements and ensuring all files are properly organized.
• •Participate in the new employee orientation process.
• •Perform other related duties as assigned.

Minimum Qualifications

HRA I - MINIMUM QUALIFICATIONS:

Option I

Education: Possession of an associate degree from an accredited college or university in public administration, human resources, business administration, or related field.

AND

Experience: The equivalent to two years of professional personnel experience in three of the following areas: classification, compensation, employee relations, recruitment and selection, benefits, or training or any combination of training and experience that provides the desired knowledge and abilities.

OR

Option II

Education: Possession of a bachelor’s degree from an accredited college or university in public administration, human resources, business administration, or related field.

AND

Experience: The equivalent of one year of professional personnel experience in three of the following areas: classification, compensation, employee relations, recruitment and selection, benefits, or training or any combination of training and experience that provides the desired knowledge and abilities.

• Substitution:
• Additional qualifying work experience as described above may substitute for the required education on a year-for-year basis. One year (2080 hours) of additional qualifying experience will be considered equivalent to 30 semester units/45 quarter units.

HRA II - MINIMUM QUALIFICATIONS:

Education:

Possession of a Bachelor's degree from an accredited college or university in public administration, human resources, business administration or related field.

AND

Experience:

The equivalent to two years of full-time professional personnel experience in three of the following areas: classification, compensation, employee relations, recruitment and selection, benefits or training.

Substitution:

Additional qualifying work experience as described above may substitute for the required education on a year-for-year basis. One year (2080 hours) of additional qualifying experience will be considered equivalent to 30 semester units/45 quarter units.

Desirable Qualifications:

• •Certified Leave Management Specialist (CLMS)
• •Certified Professional in Disability Management (CPDM)
• •Certified Professional Ergonomist (CPE)
• •Experience/Training in ADAAA/PWFA, FEHA, Workers Compensation, Ergonomic Program, and Health & Safety

Knowledge of basic principles, functions and practices of public personnel administration, including organization staffing, classification, compensation and selection; methods and techniques of interviewing; basic job analysis methods and techniques; statistical and research methods; supervision principles and practices; principles, functions and practices of public personnel

administration; local, State and Federal laws pertaining to employment law, workers' compensation, disability and leave of absence management, State unemployment insurance and labor relations; principles, methods and techniques of position classification, compensation, selection procedure development, interviewing and training; budget techniques and practices; salary administration; and grievance procedures.

Ability to perform job analysis, position audits and other research; inter