Salary: $84,547.00 - $103,982.00 Annually (Based on education and experience)

Closing Deadline: 6/12/2026 at 11:59 PST

Location: Fresno, CA

Application Link: http://schooljobs.com/careers/scccd/jobs/5351905/human-resources-analyst?pagetype=jobOpportunitiesJobs

The ideal candidate for this position will be an experienced, human resources professional with a strong background in recruitment, as well as demonstrated expertise in classification and compensation analysis. They will bring a solid understanding of technology and data systems, including hands-on experience with applicant tracking software, to streamline processes and improve overall business operations and workflows. The ability to analyze data, generate insights, and produce clear, comprehensive reports, such as an annual report, is essential. The successful candidate will be detail-oriented, analytical, and committed to delivering efficient, fair, inclusive and transparent HR services that support the District’s mission, vision and values.

General Purpose
Under direction, leads and performs complex and varied technical and professional work required to administer human resources programs, including recruitment/testing and selection, employee relations, job analysis and position classification, training and development, and other special human resources programs; performs research/analysis and a wide range of functions to support the Personnel Commission; and performs related duties as assigned.

Essential Duties & Responsibilities
The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class. 

• Provides work direction to lower-level staff and monitors work for accuracy; provides instruction/ training on HR and PC work processes to staff; provides input to supervisor on employee work performance and behavior. 
• Provides professional advice and counsel to administrators, managers, employees and the public on human resources policies, procedures and the interpretation and application of Personnel Commission rules and state/federal laws applicable to human resources management.  
• Assists with the design and implementation of employee recruitment, testing and selection programs; ensures all phases of recruitment and selection comply with applicable federal, state and local laws, regulations and guidelines; assists in developing recruitment methodologies, timelines and advertisement venues; creates position-specific testing materials, reviews with subject-matter experts and hiring managers, and coordinates with contracted testing firms; recommends examination pass points; obtains and reviews test panelists and oral board participants; reviews and evaluates candidate testing results to ensure lack of adverse impact; based on exam results, creates and certifies eligibility lists and notifies applicants; makes offers of employment; assists in establishing salaries and conducting pay negotiations for candidate placement; initiates and tracks pre-employment requirements for new hires. 
• Coordinates the lateral transfer process for classified employees; for vacant positions, posts applications for internal candidates and screens applications for validity; certifies and places qualified candidates on a lateral list; notifies applicants of non-eligibility. 
• Reviews and completes Classified Personnel Action Forms for job offers and any lateral, promotional, rehire, voluntary demotion or classification changes. 
• Communicates and coordinates with hiring department managers to receive approvals for employment; gathers hiring information and makes job offers; negotiates salaries; initiates the employee onboarding process. 
• Conducts job analysis, reclassification and classification studies for new and existing classification; writes, revises and reviews class specifications; ensures up-to-date copies are posted on the Personnel Commission portion of the District website; reviews and analyzes employee working-out-of-class requests for non-bargaining unit employees; performs comparability of duties analyses; prepares findings/recommendations and writes reports. 
• Prepares a variety of recommendations, backup material and agenda items for monthly Personnel Commission meetings and for Commission approval. 
• Conducts a variety of special projects as directed by management or the Personnel Commission; works with the District Director to review and resolve disciplinary appeals. 
• Conducts salary surveys and wage studies; analyzes and reports on data/material utilized by management including market compensation and benefits data; develops recommendations on classified salary structure and class placement within the grade structure; provides District data as a participant in various external surveys.  
• Prepares and conducts a variety of presentations and training sessions. 
• Demonstrates sensitivity to and understanding of historically minoritized groups and participates in professional development activities to increase cultural competency to enhance equity-minded practices within the District.   
   

OTHER DUTIES 

• Serves on or leads committees, work groups and task forces. 
• Recommends, develops, implements and revises Personnel Commission policies, procedures and operational guidelines to improve and/or clarify processes. 
• Contributes to ensuring information on the Personnel Commission website is accurate and up to date. 
• Proctors competency and performance examinations, as needed. 
• Performs related duties as assigned.

EDUCATION AND EXPERIENCE  

Graduation from an accredited college or university with a bachelor's degree in human resources, industrial relations, public administration or a closely related field, and at least four years of progressively responsible experience in employee recruitment, testing and selection and classification and compensation, preferably in an institution of higher education; or an equivalent combination of training and experience.  

LICENSES, CERTIFICATES AND OTHER REQUIREMENTS  

A valid California driver's license and the ability to maintain insurability under the District's vehicle insurance program.   

APPLICATION SUBMISSION

To move forward in the selection process, you must complete an online application through our website at http://www.schooljobs.com/careers/scccd. Please attach to your application a copy of your degree or transcripts (including when degree was awarded) or your application may be considered incomplete. Resumes may also be uploaded but cannot be used in lieu of a completed application.

ONCE YOU HAVE SUBMITTED YOUR APPLICATION YOU WILL NOT BE ABLE TO MAKE REVISIONS TO YOUR APPLICATION MATERIALS.

When completing the application, please make sure you include ALL current and previous employment in the Work Experience section of the application and complete ALL fields, including the name and contact information for your supervisors. Experience that is included in the resume but not in the Work Experience section of the application may not be considered for the purpose of determining whether you meet the minimum qualifications.

All required documents must be submitted by the applicant. Personnel Commission staff will not upload your documents for you. The State Center Community College District does not accept letters of recommendation for classified positions. Please do not attempt to attach letters of recommendation to your application.

APPLICATION REVIEW AND ASSESSMENTS

The application review process includes an evaluation of training and experience based on given application information and answers to supplemental questionnaire. Only the most qualified applicants, who pass the minimum qualifications review, will be invited to the assessment process.

The assessment process will also include a competency assessment (45% weight) and an oral interview assessment (55% weight). Of those achieving a passing score on the competency assessment only the most qualified candidates will be invited to the oral interview assessment. Passing score is 75% out of 100% on each assessment section.

INITIAL ASSESSMENT TENTATIVELY SCHEDULED AS FOLLOWS:

COMPETENCY ASSESSMENT: JUNE 25, 2026

ORAL ASSESSMENT: JULY 8, 2026

The assessment process / assessment date is subject to change as needs dictate. All communication regarding this process will be delivered via email to the address listed on your application.

ELIGIBILITY LIST

Only the most qualified applicants who achieve a passing score on the assessment will advance to the next phase of the recruitment process. Candidates who pass all components of the assessments will be placed in rank order on a Districtwide Open-Competitive List. Using the same process, a separate Districtwide Promotional List will be established, and both Lists will be used concurrently. Unless otherwise indicated, the eligibility list will be used to fill current vacancies in this classification districtwide for at least six (6) months. The current vacancy is with the District Office.

PASSING THE ASSESSMENTS AND BEING PLACED ON THE ELIGIBILITY LIST DOES NOT GUARANTEE AN OFFER OF EMPLOYMENT.

VERIFICATIONS OF EMPLOYMENT WILL BE COLLECTED IF AN OFFER IS MADE.

ACCOMMODATIONS

Individuals with disabilities requiring reasonable accommodation in the selection process must inform the State Center Community College District Personnel Commission Department in writing no later than the filing date stated on the announcement. Those applicants needing such accommodations should document this request including an explanation as to the type and extent of accommodation needed to participate in the selection process.

SCCCD is an equal opportunity employer committed to fostering innovation and inclusivity. We respond proactively to the diverse needs of the community and welcome individuals excited to join our District’s purpose to support student success both locally and globally. United, we the faculty, classified professionals and administrators pledge to treat all applicants and employees fairly and equitably.

Employee Benefits Administrator

Recruitment #26-CI0566-01

Date Opened	4/9/2026 4:30:00 PM
Filing Deadline	4/23/2026 11:59:00 PM
Jurisdictions	City of Montgomery
Salary	$54,058.00 - $92,030.00/year
Department	Human Resources
Job Type	Open Competitive
Employment Type	Full-Time

Introduction

Compensation plans are based on a multi-step progression system. The pay range reflects the entry level and maximum salary potential in the assigned pay grade.

**A starting salary may be negotiated and will be commensurate with education, training and experience in alignment with pay administration policies and Montgomery Personnel Board Rules & Regulations**

Nature of Work

The fundamental reason this classification exists is to administer a comprehensive employee benefits program including oversight of the on-site clinic and wellness programs. Major work responsibilities include managing benefits, employee assistance matters, supplemental insurances, on-site clinic and wellness programs; and performing various administrative duties related to human resources initiatives.  Work is performed under the supervision of Director of Human Resources.

Minimum Qualifications

Must have a Bachelor’s Degree in Public or Business Administration, Human Resources, Benefits Management or a closely related degree and three (3) years of experience in the area of employee benefits, benefits management, or worker’s compensation administration.

Special Requirements

Must have a valid State of Alabama driver's license and an insurable driving record for the last three (3) years, and maintain such valid driver's license and insurable driving record while employed.

Kind of Examination

Applications are being accepted to fill one (1) vacancy and any vacancies that may occur during the life of the register. The current vacancy is with the City of Montgomery Human Resources Department. Applicants will be screened and qualified based upon education and experience as shown on the application and attached supplemental questionnaire.  For this reason, applicants are urged to fill in the application form and supplemental questionnaire completely providing detailed information concerning the kinds of jobs they have held, the dates they held them, where and exactly what their duties were.  If more than five qualified applications are received, the supplemental questionnaire will be used to rank applicants.  Tied scores will not be broken. If there are five or less qualified applicants, they will be considered equally qualified and placed on the register in alphabetical order.

Complete an online application by visiting Montgomery Personnel Board's Online Employment Center. Paper applications are no longer accepted. Completed applications will be accepted online until 5:00 p.m. on the closing date. If there is no closing date, the announcement may be closed at any time without prior notice.

Additional Information

BENEFITS: Employees are offered a competitive benefits package, which includes health, dental, and life insurance; paid annual and sick leave, paid holidays; and participation in the Retirement Systems of Alabama (RSA) Retirement program.

DRUG TEST: Employment may be conditional upon the potential employee passing a pre-employment drug test. (The drug test may require the submission of a sample of hair, finger nails, and/or urine that will verify illegal drug use).

BACKGROUND CHECK: Employment may be conditional upon the potential employee passing a background check. (Candidates will be asked to provide consent prior to the administration of background checks.) 

EQUAL EMPLOYMENT OPPORTUNITY: Discrimination against any person in recruitment, examination, appointment, training, promotion, retention, discipline, or any other aspect of personnel administration because of political or religious opinions or affiliations or because of race, national origin, or any other non merit factors is prohibited. Discrimination on the basis of age, sex, or physical disability is prohibited except where specific age, sex, or physical requirements constitute a bona fide occupational qualification necessary to proper and efficient administration.

REQUEST FOR ACCOMMODATION: Under the Americans with Disabilities Act, it is the responsibility of the applicant with a disability to request accommodation which he/she requires in order to participate in the application or examination process. The Montgomery Personnel Board reserves the right to require documentation of the need for accommodation under the ADA. In order to request accommodation in the application or testing process, contact the Personnel Director at (334) 625-2675. I9: Prior to your employment, you will be required to provide to your employer documentation of your identity and employment eligibility in order to comply with the Immigration Reform and Control Act of 1986.

UPDATE OF CONTACT INFORMATION: It is your responsibility to update your contact information (address, phone, email) so that we can contact you about jobs.  Please visit the Update Contact Information page to log in and update to your contact information at any time.

Apply at this link: Announcement: Employee Benefits Administrator - Montgomery Personnel Board

Metropolitan Water Reclamation District of Greater Chicago (MWRD)

The MWRD is an award-winning wastewater and stormwater management agency. We've been protecting Lake Michigan, the Chicago River and other local waterways from pollution for over 130 years. And for 20 years we have been leading efforts to reduce flooding throughout the Chicago region. We have contributed to technological advances that have changed how the world treats wastewater and how communities manage stormwater and flooding.

Director of Human Resources

Recruitment #26-20001010-002

Date Opened: 3/20/2026 12:00:00 AM
Close Date: 4/10/2026 11:59:00 PM
Job Type: Original Entrance
Salary: Starting Annual Salary (EX10): $294,247.20

How to Apply: Go to http://districtjobs.org to submit an application by April 10, 2026.

Duties: Under the general direction of the District’s Executive Director, manages the development, implantation and administration of human resources polices and programs that align with the District’s organizational mission and goals.

Desirable Qualifications: Master’s degree in human resources administration or closely related field. Twelve years of progressively responsible experience in human resources administration, including four years in the public sector and fours years in an upper management capacity.

Applications Process: Qualified candidates should submit the following no later than April 10, 2026:

·         Applications

·         Resume

·         Cover Letter outlining knowledge and experience in the following areas:

1. Formulating recommendations to management regarding Human Resources programs and policies
2. Overseeing all Human Resources management practices including employee recruitment and selection, compensation and benefits, labor and employee relations, training and administration
3. Developing and maintaining a Human Resources strategic plan
4. Directing the preparation and administration of a Human Resources Department budget

Process: A short list of candidates will be invited to interview.

If you have any questions please contact Patricia Vanella at 312-751-5172.

Appointments

Appointment is subject to successfully passing a physical examination, a drug test and a criminal history background investigation.

See more and apply by 11:59pm on 4/10/26.

https://www.linkedin.com/posts/melissa-regester_internship-flyer-ugcPost-7432542329732943872-GHgg?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAR_kIQBTlmUo_2DR8LAnGMxi1RjICKJdjw

HUD's Mission
The mission of the U.S. Department of Housing and Urban Development is to foster strong communities by supporting access to quality, affordable housing, expanding the housing supply, and unlocking homeownership opportunities for the American people. The Department is committed to furthering the promise of self-sufficiency in every American while promoting economic development to revitalize rural, tribal, and urban communities across the country.

This position is located at Housing and Urban Development (HUD), within the Office of the Chief Human Capital Officer, Office of Policy Planning & Training, in the Training & Employee Development Division. The incumbent will work in the Talent Development and Workforce Planning (TDWP) group. The mission of TDWP is to enrich all HUD employees and offices to ensure a capable, engaged, and mission ready workforce. TDWP delivers the mission by managing the design and delivery of employee, career, and leadership learning and development programs for HUD.

As a Personnel Research Psychologist, you will:
-Consult with and advise Program Offices on ways to improve or sustain the effectiveness of organizations and implement strategies for major organizational/operational changes to achieve desired outcomes, including how to manage expected and unexpected resistance.
-Formulates, directs, and guides research and development of surveys, assessments and other activities for Human Resources programs. This includes all activities necessary for maintaining, evaluating, assessing and improving existing testing instruments and other materials, as well as the development and evaluation of new methods and techniques for increasing the efficiency and effectiveness of human capital programs.
-Develop competency models, as well as selection and assessment tools (e.g., structured interviews, situational judgment tests) to assess competencies required for effective job performance.
-Collect qualitative and quantitative data through surveys, interviews, and/or focus groups.

Qualifications

You must meet the following requirements by the closing date of this announcement.

Specialized Experience: For the GS-13 grade level, you must have one year (52 full weeks) of specialized experience at a level of difficulty and responsibility equivalent to the GS-12 grade level in the Federal service. Specialized Experience for this position includes:

-Developing and implementing assessment tools for hiring and other human resources activities; AND
-Providing advice and consultancy to a variety of officials and management; AND
-Applying research to solve organizational challenges.

The experience may have been gained in either the public, private sector or volunteer service. One year of experience refers to full-time work; part-time work is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week on your resume.

Education

Basic Education Requirements:

Degree: Major or equivalent in psychology.

The education generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. If you are qualifying based on foreign education, you must submit proof of creditability of education as evaluated by a credentialing agency. Refer to the OPM instructions.

Apply by clicking one of these two links - please follow application instructions carefully:

If you would be a first-time federal employee and do not qualify for any special hiring authorities, apply here - USAJOBS - Job Announcement

If you are a current or displaced federal employee, or if you suspect that you may qualify for special hiring authorities, apply here - USAJOBS - Job Announcement

https://shl-hr.my.salesforce-sites.com/recruit/fRecruit__ApplyJob?vacancyNo=VN3715

A Senior Consultant at SHL spearheads the delivery of impactful customer solutions, advises on customer programs, and coaches’ consultants to grow expertise. Senior Consultants are expected to deliver solutions, services, and insights that are driven by industry’s finest practices and that positively impact on customer business objectives and partnerships. People in this role provide I-O technical guidance to internal and external stakeholders, address tough conversations and ambiguous and evolving customer needs, and drive continuous improvement related to project delivery.

What you will be doing:

• Scoping, planning, implementing, and documenting projects related to customers’ talent assessment and development needs (e.g., job assessment, validation, leadership assessment, succession planning, program implementation, adverse impact analyses, top practices).
• Proactively influencing and/or coaching on large, complex client projects or programs; ensuring overall quality for all customer deliverables for projects they are spearheading and guiding others to do the same.
• Serving as an qualified resource to customers and internal stakeholders about issues related to talent assessment, selection, and development.
• Assessing quantitative datasets and qualitative information from multiple sources and using the results to draw conclusions, make decisions, provide recommendations, and/or create meaningful business insights and added value for customers.
• Developing and assisting customer relationships, partnering with members of the Sales team to maintain existing programs and identify/scope new business opportunities.
• Maintaining up-to-date knowledge of the field including empirical research, industry trends, and competitors.
• Providing talent analytics and data insights to technical and non-technical stakeholders.
• Contributing to the ongoing definition and development of SHL’s offerings and methodologies.
• Presenting to, interacting with, and influencing senior customer stakeholders.

What we are looking for from you:

• Providing thought leadership; working with delivery and commercial teams to drive Qualifications for the role include:

• A graduate degree in Industrial-Organizational psychology or a related discipline
• 10+ years of relevant work experience in applied talent assessment, talent management, or staff selection, including program design and implementation
• Customer-facing delivery experience with design and implementation of talent assessment programs (including job analysis, criterion validation, content validation, and interviews)
• Selection system development and / or evaluation
• Knowledge in at least one statistical program (e.g., SPSS, R)
• Strong communication techniques and expertise in presenting technical results to non-technical stakeholders

 
Get in touch: 
Find out how this one-off opportunity can help you to achieve your career goals by making an application to our knowledgeable and friendly Talent Acquisition team. Choose a new path with SHL. 
 
#LifeAtSHL #CareersAtSHL #IOpsychology

https://act.clearcompany.com/careers/jobs/1133dc6f-bd62-e3fb-3ae8-7753454641c4/apply?source=3633315-JB-1018

U.S. Customs and Border Protection (Location: Washington, DC) - Announcement closes August 5, 2025

This position serves as a Senior Personnel Research Psychologist, establishing and implementing best practices in competency- based assessment, evaluation, and organizational development to support building and sustaining a mission-ready workforce within Customs and Border Protection. This position starts at a salary of $142,488.00 (GS-14, Step 1) to $185,234.00 (GS-14, Step 10).

Typical Work assignments include:

• Planning and conducting job analysis studies, the results of which serve as the foundation for a variety of human resources programs including development of tests and assessments for frontline hiring and career paths for employee development.
• Applying behavioral science theories to improve employee morale, engagement, and organizational performance and efficiency, to include developing and conducting culture and climate assessments, creating engagement tools and resources, and working with offices across CBP to identify and conduct organizational interventions.
• Applying the knowledge base and scientific methods of psychology to critical human capital issues to include talent acquisition, succession planning, retention, employee motivation, and occupational skills gaps.
• Designing and implementing surveys to support data driven decision-making around human capital issues or to enable program evaluation.
• Participating in all phases of the research process, including problem definition, planning, execution, statistical analysis and interpretation, and reporting of results. Preparing and presenting briefing materials that communicate technical information to non-technical audiences of all levels; documenting applied research study methods and results in technical reports.

For more information and to apply: https://www.usajobs.gov/job/841970300 

 https://boeing.wd1.myworkdayjobs.com/en-US/EXTERNAL_CAREERS/job/Experienced-Employee-Assessment-Specialist_JR2025459211-2

Job Title: Talent Assessment Associate (Human Resources Analyst II)

Salary: $6,908.36 - $9,310.00 Monthly

With more than 10 million residents, Los Angeles County is the most populous county in the nation!  As the largest employer in Southern California, over 116,000 employees in more than 38 Departments provide vital public services as diverse as law enforcement, property assessment, public health protection, water conservation, cultural activities and many more.

We are dedicated professionals committed to preserving the dignity and integrity of the workplace as well as protecting the rights of each employee.  The County has more than 2,300 different job descriptions, offering a lifetime of opportunities and careers! We offer one of the strongest public-sector benefits packages in the country.  Join us and discover a rich selection of health care options, robust retirement plans and the flexibility to work, relax, and rejuvenate to reach your fullest personal and professional potential.

Explore our Exceptional Benefits!

We provide one of the most robust public-sector benefits packages in the nation.  Join us and access a wide array of healthcare options, robust retirement plans, and the flexibility to work, relax, and rejuvenate in order to reach your fullest personal and professional potential.  Click here to explore our offerings.

Applications will be accepted beginning Wednesday, April 9, 2025, at 8:00 a.m. (PT) – Continuous.  We will keep accepting applications until the position is filled.  The application window may close unexpectedly once we have enough qualified candidates.

Core Duties:

As a Talent Assessment Associate (Human Resources Analyst II), you will:

• Plan, conduct, and design job analysis, assessment tool development, and validation research projects.
• Collaborate and consult with operating departments to understand assessment needs and recommend efficient and effective assessment plans to identify the best candidates for the job.
• Interview, observe, and survey subject matter experts to collect information and identify critical work behaviors and skills necessary for optimal job performance.
• Develop and validate assessment tools (e.g., structured interviews, written tests, performance tests, situational judgment tests) based on job analysis results in order to provide a fair and equitable assessment process and predict successful job performance.
• Conduct statistical analyses (e.g., t-tests, correlations, scale reliability estimates, factor analyses, regression) and apply classical and modern test theory to improve the reliability and validity of assessments, ensure fairness, and recommend passing scores.
• Collaborate with operating departments to ensure job analysis and assessment materials are in accordance with professional guidelines and legal standards.
• Build, review, and/or deliver training programs, including item-writing training, interview and assessment development training, and interviewer training.

For detailed job description and qualifications, please click HERE.

Should you have questions about this opportunity, please contact Annie Wong at AWong@hr.lacounty.gov.