EXAMPLE OF DUTIES:
- Research, compile, and summarize data to support human resources programs/functions such as affirmative action, employee relations, labor relations, collective bargaining, classification/compensation, determinations of employee seniority, discipline, and other areas of human resources; perform standard analyses as directed.
- Obtain and review necessary forms from employees; monitor and follow up to obtain documentation to ensure timely processing or to meet legal/procedural requirements; review and audit employee files to ensure proper disposition and processing; purge files according to County policy and applicable labor agreements.
- Complete forms and enter data into a variety of human resources related systems and databases; review data to ensure completeness and accuracy according to applicable rules and policies; identify and correct data or proposes corrective actions; determine what is appropriate to enter into the HRIS to achieve desired results; research records to calculate and verify seniority and other employment status issues.
- Respond to questions from managers, supervisors, employees, and applicants regarding collective bargaining agreements, grievance procedures, personnel rules or benefits; explain policies and procedures regarding recruitments, benefits, promotion, demotion, transfer, pay administration, examinations, recruitment, employee status, and other human resources related information; refer questions requiring more in-depth contract or policy interpretation to senior human resources staff.
- Gather information relative to collective bargaining preparation or grievance responses, including analyzing information and preparing summaries or draft reports.
- Assist in drafting job announcements, recruitment and examination plans, supplemental application questions and special application procedures; screen applications for minimum qualifications; assist with grading applications and scoring examinations; verify reference and background information.
- Perform other duties as assigned.
LEVEL AND TYPE OF WORK AND/OR SUPERVISION:
Human Resources Technician (NR)
- Journey Level
- Paraprofessional
- Perform the full range of duties, working independently, applying well developed subject knowledge, and exercising judgment and initiative.
- Receive occasional instruction or assistance as new or unusual situations arise.
- Fully aware of the operating procedures and policies within the work unit.
- Work is reviewed based on compliance, appropriateness, and effectiveness in meeting goals and deadlines.
- Receive general supervision from a manager or assigned staff.
- May exercise functional and technical supervision over staff.
- This classification meets the standards for supervisory or confidential exemption as defined by Oregon's Public Employees Collective Bargaining Act (PECBA) or under the terms of Article 3 of the AFSCME Local 88 Collective Bargaining Agreement.
MINIMUM QUALIFICATIONS GUIDELINES:
Any combination of experience and training that would likely provide the required knowledge, skills, and abilities is qualifying. Requirements are determined at the time of recruitment based on responsibilities of the individual position and business needs of the department.
Human Resources Technician (NR)
Training and experience for journey level, paraprofessional classifications are typically equivalent to an associate's degree and one (1) to four (4) years of experience that demonstrates the ability to perform the duties of the position. (Equivalency 3-6 years of qualifying training and/or experience).
Depending upon assignment, candidates may be required to pass a criminal background check, have a valid driver license, and /or additional training, licenses, or certificates.