NOTE: New employees will be placed at the first step which is $76,068 per year, second step $79,908 per year or third step at $83,952 per year (depending upon experience). Based on current salary placement guidelines, all step increases for which an employee becomes eligible shall take place on July 1st of each fiscal year. These increases will occur, on annual basis, until the maximum step of $92,664 per year is reached on the salary schedule.

THIS JOB WILL FOCUS ON EMPLOYEE BENEFTIS.

First Interview: 1/3/25
Final Interview: 1/8/25

We are seeking people who recognize the critical role community colleges play in social justice, who have ability in this space, enthusiasm for this work, ideas and vision to improve our approaches, and a commitment to achieving equitable academic success for the 50,000+ students attending our five beautiful colleges and centers. Our social justice work calls for employees who have a sense of social responsibility, interest in our community and world in which we live.

The intention of social justice work is to strengthen humanity by understanding that every person deserves the benefits of fully participating in our society and institutions.

Academic researchers have illustrated that crucial social justice principles are a compilation of equality, equity, diversity, inclusion, engagement, environmental sustainability and human rights. These complex principles are challenging to operationalize in higher education; yet we are steadfast in our diligence to forge ahead to advance this vital mission.

Community colleges are uniquely positioned to lead higher education in the work of social justice. Many of our students come from historically underserved and underrepresented backgrounds, students of color, students with recent immigrant histories, students from cycles of low income if not poverty, students from indigenous communities, and students from first-generation families.

The idea of promoting social mobility through education is unconditionally and uncompromisingly embraced by community colleges. This is an exciting role, and it comes with a heavy responsibility. Simply put, we need to create environments where our students achieve greater academic success, so much so that we close our persistent equity/opportunity gaps.

If you are committed to social and racial justice and if you are interested in joining a community dedicated to solving these inequities through education, please apply.

Monday – Friday
7:00am – 3:30pm

Under direction, provides a variety of confidential, administrative, professional level work for human resources services and programs in an assigned area, which may include recruitment and selection, employee and labor relations and negotiations, equal employment opportunity and HRIS, benefits, workers’ compensation, and classification and compensation.

The Human Resources Generalist is a paraprofessional position. Assignments may be in any functional area and require a broad knowledge of human resources principles and practices.

· Interprets, explains, and presents human resources issues, policies, and procedures to employees, management, outside agencies, and the public; assists in the development and improvement of human resources programs, policies and procedures, employee professional development, employee safety and training related activities.
· Prepares various reports, charts, memos, correspondence, etc.; analyzes various types of information, salary survey results, etc.; generates various reports, statistical data; creates and maintains human resources office records and files, including confidential personnel files and records, purges files in accordance with the District’s records retention policy.
· Assists in developing reports, responses, or resolutions for Governing Board, Chancellor, Cabinet, and District management; responds to formal or informal surveys regarding salaries, benefits, classifications, etc.
· Monitors and audits accuracy of transactions in HRIS computer programs to ensure proper interface with benefits and payroll functions; enters or modifies data, writes queries and develops reports from HRIS.
· Conducts research and works on special projects as assigned; effectively handles multiple assignments; works in a fast-pace environment with frequent interruptions; maintains confidentiality; works with a variety of diverse groups in a tactful and effective manner;
· Coordinates and monitors the recruitment and selection program; assists with the development of job descriptions, provides support in all phases of recruitment and selection processes including inputting, tracking, screening applications for minimum qualifications, scheduling of interviews, act as the Equal Employment Opportunity Representative on recruitment and selection committees, participates in assessment centers and conducting skills testing; confers with managers and supervisors on related matters.
· Conducts or coordinates a variety of processes related to employment including reference and driver’s license checks, psychological testing, pre-employment medical exams, fingerprinting and background investigations, making recommendations to the hiring authority based on the findings.
· Provides support for collective bargaining negotiation activities, performs research related to salary and benefits analyses, and proposals as part of the collective bargaining process, participates in strategy sessions as needed.
· Assists in planning, developing, implementing District’s benefit program operations including health, life, dental, disability, retirement, COBRA, unemployment insurance, employee assistance, flexible spending accounts, deferred compensation, retirement, open enrollment.
· Assists in coordinating, processing claims, and acting as liaison with workers’ compensation program and carrier.
· Assists in processing of short-term/long-term disability claims, modified work programs, tracking employee leaves including Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA), processing reasonable accommodations requests.
· Assists in performing job audits, reclassification request analyses of individual positions, classes, and series of classes, prepares and revises class specifications; conducts compensation studies, analyzes data and makes recommendations.

EDUCATION:
Equivalent to completion of an AA/AS degree from an accredited college with major course work in human resources management, business administration, public administration, labor relations or a related field. Two years of technical work in the administration of recruitment, classification and compensation, benefits, labor and employee relations, or workers’ compensation functions may be substituted for one year of college.

EXPERIENCE:
Equivalent to at least two years of increasingly responsible professional level experience in human resources functions.

Fundamental principles and practices of public human resources administration; current relevant federal and state laws and regulations related to human resources; techniques and methods for recruiting and testing in the public sector; basic workers’ compensation law and procedural requirements as they relate to claims processing and management; fringe benefit program administration and requirements, methods and techniques in conducting research and analyzing data; business letter writing and report preparation; principles and procedures of record keeping; modern office procedures, methods, and equipment including computers, human resources information systems and applicable software applications; statistical methods as applied to human resources activities.

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Perform a variety of professional, technical, confidential and analytical human resources functions with minimal guidance and supervision; communicate effectively orally and in writing to gather information, explain policies or procedures and to persuade others to accept or adopt recommendations; interact tactfully and effective with others; exercise independent judgment, discretion, initiative; maintain confidentiality of sensitive information and comply with legal requirements; operate a computer using word processing, applicant tracking and spreadsheet software applications; learn and implement new technology; oversee a variety of activities related to human resources functions; interpret and apply a variety of human resource rules, laws, and policies with good judgment; take responsibility and exercise good judgment in recognizing scope of authority.

In accordance with the Human Resources Procedure 3050.05, all foreign degrees and credits used to meet the minimum qualifications must be evaluated by an approved National Association of Credential Evaluation Services (NACES) agency www.naces.org prior to the implementation of the equivalency process. You must upload your evaluation with your application when you apply for this position to be considered. We cannot accept foreign degree evaluations after the closing date. The candidate bears all responsibility and costs associated with obtaining the evaluation.

Insurance: The District offers health, vision, dental and life insurance for monthly classified employees and managers/supervisors and their eligible dependents. Monthly classified employees and managers/supervisors covered by another health medical plan may waive District coverage and receive a monthly cash stipend.

Retirement: Most employees are members of the PERS (Public Employees Retirement System). Faculty employees and Academic Managers are members of the STRS (State Teachers Retirement System). Police Service employers are members of Safety Public Employees Retirement System.

Deferred Compensation: The District offers two optional deferred compensation plans. Eligible employees have a choice of the 457, 403b plans and a selection of savings and investment options.

Leave Allowance: The District offers monthly eligible classified employees and managers/supervisors a generous vacation and sick leave benefits as well as 20 paid holidays annually (which can vary based on length of winter break).

Additional Benefits: The District also offers monthly eligible classified employees and managers/supervisors educational reimbursements, employee assistance programs, a travel assistance plan, longevity compensation, retiree benefits, employee discounts on health memberships and a comprehensive wellness program.


Newly hired employees may notify the respective union (Local 1 or United Faculty) if they opt to join and/or authorize payment to the union. If the newly hired employee authorizes payment to the union then the following fees apply: Local 1 has a one-time initiation fee of $45.00 and monthly contribution of 1% of gross pay +$1. United Faculty has an agency fee of .55% of gross pay plus $2.50. (All confidential, supervisory and management positions are exempt from union membership)

For further information regarding benefits eligibility and details please refer to the following documents available on the 4CD website:

Classified Employees Local 1 Contract (Article 20-Benefits):
https://www.4cd.edu/hr/localonecontract/2019-2022%20Local%201%20Contract.pdf


Managers/Supervisors/Confidential Personnel Manual (Section 8-Insurance Benefits):
https://www.4cd.edu/gb/policies-procedures/manuals/MSC_08.pdf

All job offers of employment are conditional upon the applicant’s satisfactory results of the Post Offer Pre-Placement Evaluation Program. This involves a physical strength test to demonstrate a minimum level of strength to perform the essential duties of the job. There is no charge for this service. Please do not make an appointment for testing until you have received notification from the Human Resources Department after a job offer is extended. The positions we currently evaluate are: Building Maintenance Worker, Custodian I and II, Lead Custodian, Cook, Food Services Assistant, Food Services Supervisor, Food Services Supply Clerk, Food Services Coordinator, Grounds Worker/ Gardener I and II, Senior/ Lead Grounds Worker/Gardener, Lead Maintenance Mechanic, Senior Equipment Maintenance Worker. If you are not hired in a listed classification, you may disregard this notification.

In conformance with the Americans with Disabilities Act, requests for reasonable accommodations may be made to slever@4cd.edu. For administrative purposes, requests must be made at the time of application.

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It is the District’s policy to ensure that all qualified applicants for employment and employees have full and equal access to employment opportunity, and are not subjected to discrimination in any program or activity of the District on the basis of ethnic group identity, race, color, ancestry, religion, marital status, sex, national origin, gender, gender identity, gender expression, age, sexual orientation, physical or mental disability, medical condition, genetic information, veteran status, parental status, citizenship or because an individual is perceived to have one or more of these characteristics or based on association with a person or group with one or more of these actual or perceived characteristics.