Human Resources Analyst I/II (Benefits)
City of FremontDescription
- The City of Fremont's Human Resources Department is recruiting for a Human Resources Analyst I/II (Benefits).THE DEPARTMENT
The mission of the Human Resources Department is to support and develop our employees, so they can support the community. We achieve this through bringing stability to an ever-changing and evolving environment, while creating and maintaining equity.
THE OPPORTUNITY
The City is seeking a highly motivated Human Resources Analyst I/II to join our dynamic team. The current opportunity is responsible for providing analytical support with the employee benefits programs for the City of Fremont’s workforce, while ensuring compliance with laws and regulations and enhancing the overall employee experience. The Human Resources Analyst plays a key role in assessing benefits needs, conducting research/data analysis, supporting open enrollment initiatives, preparing reports and making recommendations that will result in process improvement. This position offers an opportunity to make a meaningful impact on our workforce while growing a career in a supportive environment.
The ideal candidate for this opportunity possesses the following:- Proficiency in HRIS (e.g., PeopleSoft), CalPERS and other systems used for administering employee benefits programs.
- Knowledge and understanding of benefits administration, including program design, implementation, and management.
- Knowledge of employee benefits compliance requirements (HIPAA, COBRA, ACA).
- Familiarity with leave administration processes (FMLA/CFRA, ADA).
- Ability to collaborate effectively with cross-functional teams, providers and City departments to manage benefits initiatives and HRIS (PeopleSoft) projects.
- Flexibility to adapt to changing priorities and thrive in a fast-paced environment.
- Awareness of emerging trends and best practices in employee benefits and human resources administration.
The deadline to apply for this recruitment is Friday, October 10, 2025, at 5:00 p.m. (PST). A resume and supplemental questionnaire (part of the online application) must be submitted with the completed City application. The successful candidate may be offered the Human Resources Analyst I or Human Resources Analyst II depending on qualifications.
To be considered for this outstanding employment opportunity, please complete an application online by clicking "Apply" above.
Note: Applicants who apply to this position may also be considered for future Human Resources Analyst opportunities that may become available. Other Human Resources Analyst assignments include recruitment, classification/compensation, labor and employee relations.
SELECTION PROCESS
The process may include a panel interview, in-basket or written exercise, professional reference checks, fingerprint check for criminal history, and other related components. Only those candidates who have the best combination of qualifications in relation to the requirements and duties of the position will continue in the selection process. Meeting the minimum qualifications does not guarantee an invitation to participate in the process. If you are interested in employment in this job classification, you should apply to ensure you are considered for future opportunities that may utilize the candidates from this recruitment.
Reasonable Accommodation
Human Resources will make reasonable efforts in the examination process to accommodate persons with disabilities. Please advise Human Resources of any special needs a minimum of 5 days in advance of the selection process by calling (510) 494-4660 or emailing humanresources@fremont.gov.
Contact Us
For additional information, please contact Human Resources Department at: humanresources@fremont.gov
The information contained herein is subject to change and does not constitute either an expressed or implied contract.
__________________________________________________________Human Resources Analyst I/II Class SpecificationHuman Resources Analyst is a flexibly staffed position. Level and salary range placement is dependent upon an incumbent’s experience and qualifications.
Definition
Under direction of a Human Resources Manager, performs a variety of research and detail-oriented project work and professional activities in support of human resources functions including classification and compensation plan administration, job analysis, recruitment and selection, labor relations program and related work as assigned. While this class may be flexibly staffed based on department needs, the Human Resources Analyst III class is reserved for the most significantly responsible assignments requiring complex analysis, independent judgment, and formulation of important recommendations.
Class Characteristics
Human Resources Analyst I: This is the entry-level class in the professional Human Resources Analyst series. Initially under close supervision, incumbents may perform the more routine classification and salary survey projects, some recruitment and selection activities, and have some exposure to routine labor relations assignments. The Human Resources Analyst I receives direct supervision from higher-level professional or management staff. Frequent contacts are made with members of the Human Resources Department management team, other Human Resources staff, mid-managers, employee organization representatives, other employees of the City of Fremont, and Human Resources staff. This class is distinguished from the Human Resources Analyst II in that incumbents in the latter class are expected to perform the full scope of journey level professional assignments under general, rather than direct, supervision.
Human Resources Analyst II: This is the full journey-level class in the professional Human Resources Analyst series. Employees within this class are distinguished by the performance of the full range of duties as assigned, including conducting classification and salary studies, performing job analyses, administering Citywide classification plans and programs, developing compensation recommendations and designing and administering recruitment and selection activities. The Human Resources Analyst II may participate in labor relations functions such as note taking and research and analysis of proposals presented in bargaining unit negotiations. Employees at this level receive only occasional instruction or assistance as new or unusual situations arise, and are fully knowledgeable of the applicable human resources principles and practices. Essential Functions
• Performs job analyses, including desk audits and organizational reviews, and develops or revises class specifications.
• Conducts classification and compensation analyses, including salary and benefit surveys, and makes appropriate recommendations.
• Counsels and advises employees, supervisors and department heads on matters related to employment, promotion, classification and compensation.
• Performs administrative support duties and assists in the interpretation and application of human resources rules, policies, legislation and MOUs.
• Prepares written reports, memos, letters, and policies.In addition to the essential functions of all Human Resources Analysts, the Human Resources Analyst II:
• Conducts analysis of and prepares reclassification requests.
• Performs analytical research and prepares projections and assumptions.
• Oversees the day-to-day functions of all City payroll and benefit programs.
• Implements changes in operational procedures to improve efficiency/effectiveness and/or implement changes in regulations, laws and policies.
• Performs analysis and develops reports in support of labor relations, finance, and other administrative functions.
• Oversees the creation and distribution of payroll checks to employees.
• Responds to inquiries regarding compensation issues including benefits, taxes and leaves.
• Maintains confidentiality in handling benefits and payroll information and sensitive situations.
• Oversees accuracy of benefits and payroll processes performed by staff.
• Periodically reviews and revises Administrative Regulations and department policies.
• Prepares PowerPoint presentations.
• Maintains accurate City organization charts.
• Participates in labor relations negotiations as note taker and provides analysis of proposals presented in bargaining unit negotiations.
Marginal Functions• Performs the full range of recruitment and selection duties, including development of outreach, examination and interview materials.
• Other duties as assigned.Minimum Qualifications
Knowledge, Skills and Abilities
Knowledge of: Principles and practices of public personnel administration; methods and techniques related to classification, compensation and benefits analysis; applicable state and federal employment laws and regulations; principles and techniques of recruitment and selection in the public sector. Journey level classes require knowledge of Meyers-Milias-Brown Act, California Public Employees’ Retirement System, Worker's Compensation law, Family and Medical Leave Act, and Fair Labor Standards Act.
Skill in: Preparing clear, concise and complete analysis, proposals, reports and other written materials; maintaining accurate records and meeting critical deadlines; researching and analyzing complex problems, evaluating varied information and data, either in statistical or narrative form, and exercising sound judgment within established guidelines; establishing and maintaining effective working relationships, and working collaboratively with diverse individuals and groups contacted in the course of work.
Ability to: Interpret the City's personnel programs and policies to employees and department managers; interpret and analyze information; coordinate a variety of tasks and assignments; elicit the cooperation of others; use a variety of computer software programs, including Microsoft Word, Excel, PowerPoint, and Visio; work in an office environment, which may require sitting for extended periods of time; maintain physical and mental condition appropriate to the performance of assigned duties.Incumbents must possess the physical and mental capacity to work under the conditions described in this document and to perform the duties required by their assigned position.
Education/ExperienceAny combination of education and or experience that has provided the knowledge, skills and abilities necessary for satisfactory job performance would be qualifying. A typical way to obtain the required knowledge and skills would be:
Human Resources Analyst II: Bachelors degree from an accredited college or university with major course work in human resources management, public or business administration, industrial relations, or a closely related field; and at least two (2) years of experience performing duties comparable to those of a Human Resources Analyst I. Experience related to the human resources function, which has provided the knowledge and skills outlined above, may be substituted for the college education on a year-for-year basis. Experience in a public agency setting is desirable.
Licenses/Certificates/Special RequirementsMust be willing to work such hours as are necessary to accomplish the job requirements; This classification requires the ability to travel independently within and outside of City limits. Possession of a valid California Class C driver’s license is required. Failure to maintain this license will result in discipline up to and including termination.
Physical and Environmental Demands
Rare = < 10%, Occasional = 11-33%, Frequent = 34-66%, Constant = >66%
Sitting: Constant
Walking: Occasional
Standing: Rare
Bending (neck): Frequent
Bending (waist): Rare
Squatting: Rare
Climbing: Never
Kneeling: Never
Crawling: Never
Jumping: Never
Balancing: Never
Twisting (neck): Occasional
Twisting (waist): Rare
Grasp - light (dominant hand): Occasional
Grasp - light (non-dominant): Rare
Grasp - firm (dominant hand): Rare
Grasp - firm (non-dominant): Rare
Fine manipulation (dominant): Frequent
Fine manipulation (non-dominant): Frequent
Reach - at/below shoulder: Rare
Reach – above shoulder level: NeverPush/pull:
Up to 10 lbs. Rare
11 to 25 lbs. Never
26 to 50 lbs. Never
51 to 75 lbs. Never
76 to 100 lbs. Never
Over 100 lbs. NeverLifting:
Up to 10 lbs. Occasional
11 to 25 lbs. Never
26 to 50 lbs. Never
51 to 75 lbs. Never
76 to 100 lbs. Never
Over 100 lbs. NeverCarrying:
Up to 10 lbs. Rare
11 to 25 lbs. Never
26 to 50 lbs. Never
51 to 75 lbs. Never
76 to 100 lbs. Never
Over 100 lbs. NeverCoordination:
Eye-hand: Required
Eye-hand-foot: Not required
Driving: Not required
Vision:
Acuity, near: Required
Acuity, far: Not required
Depth perception: Required
Accommodation: Required
Color vision: Not required
Field of vision: RequiredTalking:
Face-to-face contact: Required
Verbal contact w/others: Required
Public: RequiredHearing:
Normal conversation: Required
Telephone communication: Required
Earplugs required: Not requiredWork environment:
Works indoors, using computer monitor, works around others, works alone, works with others.Class Code: Level II: 2025
FLSA: Exempt
EEOC Code: 2
Barg. Unit: UME
Probation: 12 months
Rev.: 04/11