Human Resources Technician 1/2

Human Resources Technician 1: $41.070-$49.920 Hourly

Human Resources Technician 2: $45.632-$55.466 Hourly This position will be filled at one level, not both. Two (2) eligibility lists will be established, pending the outcome of the recruitment.

DEFINITION

Under supervision (Human Resources Technician I) or general supervision (Human Resources Technician II) from the Human Resources/Risk Manager, provides a wide variety of confidential technical and administrative support to the District’s human resources function; researches and interprets contracts and policy documents and reviews and completes benefit enrollment transactions; assists with recruitment activities, market surveys, and coordination of training programs; assists with various risk management support activities related to workers’ compensation, property and general liability, and employee safety programs; establishes and maintains a variety of technical and confidential office records and files; may direct the work of clerical or office support staff and/or student interns; and performs related work as required.

DISTINGUISHING CHARACTERISTICS

Human Resources Technician I is the entry-level class in the Human Resources Technician series. Under supervision, within a framework of established policies and procedures, incumbents learn and perform routine technical and administrative human resources and risk management tasks. As experience and proficiency are gained, assignments become more varied and complex. Assignments are given in specific terms and are subject to review by the Human Resources/Risk Manager while in progress and upon completion, except where tasks are well defined by established standards, policies, and procedures. There is limited latitude for independent judgment.

This classification is distinguished from the Human Resources Assistant II, in that the latter is a journey-level classification that performs a full range of confidential administrative and clerical support duties of average complexity and exercises a moderate degree of judgment within established standards. This classification is further distinguished from the experienced, journey-level Human Resources Technician II class by the routine nature and limited complexity of work assignment and the level of supervision received. The Human Resources Technician I and II classifications are flexibly staffed. Upon recommendation of the immediate supervisor and approval by the department manager, incumbents in this class may advance to the Human Resources Technician II classification after a minimum of two (2) years at the first level and with demonstrated proficiency to meet the requirements of the Human Resources Technician II classification.

Human Resources Technician II is the experienced, journey-level class in the Human Resources Technician series. Under general supervision, within a framework of established policies and procedures, incumbents perform the full range of confidential technical and administrative support duties for a variety of human resources programs, which require significant knowledge of District and departmental policies, procedures, and practices, advanced clerical skills, and familiarity with federal and state laws and statutes. Assignments are given in general terms and are subject to review upon completion by the Human Resources/Risk Manager. There is significant latitude for independent judgment and action in well-defined areas of work.

This classification is distinguished from the entry-level Human Resources Technician I by the complexity of work assignments, the potential impact of error, the level of independence with which assignments are performed, and the level of supervision received. This classification is further distinguished from the Senior Human Resources Technician classification in that the latter is the advanced, journey-level, has lead responsibility, and performs the most complex and difficult technical and administrative support duties, including oversight of assigned human resources programs.

Examples of Duties

TYPICAL DUTIES

TYPICAL EXAMPLES OF DUTIES MAY INCLUDE BUT ARE NOT LIMITED TO THE FOLLOWING:

Typical Qualifications

REQUIREMENTS

Any combination of education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be the equivalent of:

Education and Experience:

Possession of a high school diploma or its equivalent; and

Human Resources Technician 1:

Three (3) years of full-time experience equivalent to that of a Human Resources Assistant II within the District.

Human Resources Technician 2:

Five (5) years of responsible administrative, secretarial, or clerical experience in a Human Resources office, which includes at least two (2) years of full-time experience equivalent to that of a Human Resources Technician I within the District.

Health Insurance: Coverage is provided through the CalPERS Health program. Under the Cafeteria Plan, employees will receive a flex dollar allowance to purchase healthcare coverage, and qualifying voluntary products.

Dental and Vision: Coverage for the employee and eligible dependents is fully paid by the District.

Retirement: California Public Employees Retirement System (CalPERS) benefit depends on whether the employee is a "new" member or "classic" member under state law.

Classic member: Employee who is a member of PERS or reciprocal agency within six months of hire at ACWD. 2.5% @ 55 with 8% employee contribution. $5000 Retired Death Benefit, 3% Annual Cost-of-Living Allowance Increase, Post-Retirement Survivor Allowance to Continue After Remarriage, Pre-Retirement Death Benefits to Continue After Remarriage of Survivor, Additional Opportunity to Elect 1959 Survivor Benefits, 1959 Survivor Benefit Level 4, Unused Sick Leave Credit, Public Service Credit for Peace Corps, AmeriCorps VISTA, or AmeriCorps Service, Military Service Credit as Public Service, Final Compensation 1 Year, Post-Retirement Survivor Allowance, Prior Service. The District picks up 2.5% of the CalPERS retirement contribution.

New member: Employees hired after 12/31/12 who were not members of PERS or a reciprocal agency within the last six months of hire at ACWD. 2% @ 62 with 7% employee contribution. Effective 7/1/23 PEPRA employee contributions will increase to 7.75%. $5000 Retired Death Benefit, 1959 Survivor Benefit Level 4, 3% Annual Cost-of-Living Allowance Increase, Additional Opportunity to Elect 1959 Survivor Benefits, Final Compensation 3 Years, Military Service Credit as Public Service, Post-Retirement Survivor Allowance, Post-Retirement Survivor Allowance to Continue After Remarriage, Pre-Retirement Death Benefits to Continue After Remarriage of Survivor, Pre-Retirement Option 2W Death Benefit, Prior Service, Public Service Credit for Peace Corps, AmeriCorps VISTA, or AmeriCorps Service, Unused Sick Leave Credit.

Social Security/Medicare: The District does not participate in Social Security, but provides a 1.45% matching Medicare contribution.

Retiree Health Benefits: Coverage is provided through the CalPERS Health program. The District's contribution for retiree coverage shall be the PEMHCA minimum contribution as determined by CalPERS on an annual basis. Please refer to the Memorandum of Understanding for various eligibility and plan details.

Employees hired on or after January 1, 2019 will receive a defined-contribution benefit into a retiree health savings account.

Life Insurance: The District provides you with Basic Life Insurance and Basic AD&D Insurance of one and one half times your annual salary to a maximum of $250,000. There is no cost to employee for this insurance.

Long Term Disability: The District provides you with Long Term Disability Income Insurance of 66 2/3% of monthly earnings with a maximum monthly benefit of $15,000.

Short Term Disability: Coverage is provided through the District for employees working more than 20 hours per week at 66 2/3% of base weekly earnings for the first 12 weeks up to a weekly benefit maximum of $2,350.

Deferred Compensation: Optional deferred income plans allowing tax sheltering of current income and payment later as supplemental retirement income. The District pays a match of up to $2,250 per year to the employee's 401(a).

Vacation: 10 days first year, increasing to 25 days after 20 years.

Holidays: 11 days per year.

Sick Leave: 12 days per year

Management Leave: 80 hours to 96 hours of Management Leave per calendar year (depending on classification).

Employee Assistance Program: Up to 6 sessions for employees and family members for professional consultation and short-term counseling for personal problems.

Tuition Reimbursement: The District will reimburse 100% of the total tuition and textbook costs incurred in taking courses outside of normal working hours related to District employment up to an annual maximum of $5,250.