Absence and Accommodations Analyst

Provides professional analytical support and consulting services to business units involved in the planning, development, implementation and administration of human resources processes, programs and initiatives; performs technical personnel staff assignments in one or more of the following areas: Talent Management; Compensation, Classification & Performance; Benefits & Disability Management; Employee Relations; and Strategic Planning Performance & Analytics. Ensures that assigned human resources and workforce program results support SMUD's strategic objectives and comply with applicable SMUD, federal, state and local laws, rules, regulations and Memorandums of Understanding (MOU) requirements.

This classification is comprised of two levels: "E" is the entry, "J" is the journey. This is the journey level and is distinguished from the entry by the assignment of the full range of duties. Incumbents work independently on relevant work and projects of minor to moderate complexity; receive only occasional instruction or assistance as new, unusual or unique situations arise; and are fully aware of the operating procedures and policies within the work unit.

• Talent Management: Provides SMUD management with prospective job candidates who meet SMUD's standards for competence, experience, diversity, knowledge, and skill; establishes employment, recruiting and hiring plans by evaluating SMUD jobs for compliance with federal regulations and SMUD policies; develops hiring materials, including written, oral and performance examinations, supplemental applications and rating guides; assesses candidate qualifications; identifies credible candidates; and maintains all relevant documentation and records.
• Compensation, Classification & Performance: Provides SMUD with well-defined jobs and positions in compliance with all applicable SMUD standards as well as federal and state laws and regulations; performs job and position classification studies by collecting, assessing and interpreting job/position information; performs job audits; develops job/position classifications and descriptions; allocates positions to job classifications; prepares classification reports and confers with management, supervisors, labor relations unit, and employees; ensures competitive, credible, cost-effective, readily understandable, legally appropriate, and administratively efficient compensation programs for all levels of SMUD employees; develops and implements standard and specialized compensation programs by developing and conducting custom compensation surveys; evaluates and interprets market survey data; generates summary statistics; conducts job evaluations; recommends job or employee pay level modifications. Administers SMUD's Performance Management Program (PMP), supports management and employees through the various PMP processes; and assists in enhancing and developing methods/tools of evaluating and developing staff.
• Benefits & Disability Management: Provides administrative support of health plans, pension plan, deferred compensation plans, EAP, and employee convenience options; administers childcare center contract, childcare tuition assistance and wellness center contract. Supports the interactive process for short- and long-term reasonable accommodations, ensuring accurate and timely case management through all phases of the interactive process in accordance with state and federal law, as well as company policies; and manages cases related to work and non-work-related injury or illness.
• Employee Relations: Provides professional support and consulting services in the development, coordination, implementation, and administration of labor and employee relations policies, procedures, and programs; provides ongoing employee relations services to SMUD departments; keeps management abreast of changes in related laws, regulations and local/SMUD MOUs; conducts fact-finding investigations; investigates potential harassment, discrimination and/or retaliation claims; guides disciplinary processes; and recommends solutions to employee relations issues.
• Strategic Planning Performance & Analytics: Performs research, benchmarking and data analysis; provides recommendations for strategic planning and goal setting; and maintains employees personnel data.
• Performs other related duties as needed to include working outside of typical business hours when necessary.

• High school diploma or equivalent.

• At least three (3+) years of progressively responsible relevant work experience functioning as a Human Resources Analyst in one or more of the following areas: Job/Position Classification, Compensation, Benefits, Disability Management, Recruitment, Selection, Employee Relations.

Methods and techniques to interpret and apply federal, state and local laws, codes, regulations, ordinances, and standards relating to human resources activities; fundamentals and practices of human resources methods, policies, procedures, processes and programs; fundamentals, procedures and practices related to job evaluation, position and job analysis; fundamentals of recruitment and selection; systems and concepts related to test development and validation methods; procedures and practices related to workers compensation claims management and processing; fundamentals and practices for contract management; safety policies, practices and procedures; standard operating practices and procedures for modern office equipment including a computer and applicable software; English grammar, punctuation and vocabulary standards.

Develop strategies associated with human resources processes; assess, interpret and document human resources standards, policies, procedures, processes, and programs; understand and interpret laws, regulations, MOUs and other agreements; apply and implement job classification, job evaluation, investigation, recruitment, selection, and performance evaluation system functions; assess and classify jobs/positions according to professionally accepted methods and standards; identify and assess training needs; apply job evaluation methods to identify appropriate salary levels for jobs/positions; evaluate, understand and explain employee programs; serve as a partner and consultant to management; schedule and prioritize own work assignments to meet expected timeframes; serve as reference person for other employees; utilize a personal computer and/or computer terminal, systems and software relevant to the job; communicate effectively orally and in writing internally/externally; establish and maintain effective working relationships internally/externally.

• Three (3) or more years of experience as a liasion to workers' compensation third party claims administrator (TPA)
• Three (3) or more years of experience in administration of disability management, including FMLA, CFRA, & PDL programs.
• Three (3) or more years of experience facilitating the interactive process for ADA & FEHA accommodations.
• Excellent written and verbal communication skills, with the ability to convey confidential & complex information clearly and effectively to diverse audiences, including employees, leadership, and external vendors.
• Foundational knowledge of California workers' compensation claims.
• Experience with vendor management and data reporting.
• Ability to interpret, create & analyze policies and procedures.
• Understanding employee benefits programs and disability insurance programs.
• Self-Insured Administrator certification.
• Certification in Human Resource function(s), i.e., CCP, IPMA-CS, SHRM, CPS or equivalent.