Human Resources / Risk Management Specialist

Salary : $58,812.00 - $78,816.00 Annually

Location : Rialto, CA

Job Type : Full-Time

Job Number : 25-905

Department : HUMAN RESOUCES RECRUITMENT

Opening Date : 12 / 10 / 2025

Closing Date : 1 / 10 / 2026 11 : 59 PM Pacific

Classification Definition

DEFINITION

To perform a wide variety of responsible technical and administrative duties in support of City human resources and risk management programs; to maintain a variety of files and employee records; to prepare various correspondence and memoranda; and to perform a variety of duties relative to assigned area of responsibility.

SUPERVISION RECEIVED AND EXERCISED

Receives lead direction from the Senior Human Resources Analyst, Human Resources Risk Manager and / or Director of Human Resources and Risk Management.

DISTINGUISHING CHARACTERISTICS

This is the entry professional level class within the Human Resources series. Employees within this class learn to perform the full range of duties, initially in one functional area, and expanding into other functions as experience is gained and skills mastered; such additional assignments are made by management consistent with department workload, structure, and availability. Positions at this level receive initial instruction, and occasional assistance as new or unusual situations arise. Work is routine, transactional, and performed within prescribed standards, policies and procedures. This class is distinguished from the Human Resources / Risk Management Analyst by the difficulty and complexity of work assignments assigned to the higher level where incumbents perform as full "generalists" with expertise in multiple functional areas of Human Resources. Positions assigned to the Analyst level are further distinguished by the responsibility for performing work involving research, analysis, policy development, and preparation of sound recommendations.

Essential Duties and Responsiblities

ESSENTIAL AND MARGINAL FUNCTION STATEMENTS Essential and other important responsibilities and duties may include, but are not limited to, the following :

Essential Functions :

• Perform technical duties in support of recruitment and selection; classification and compensation; employee benefits; organizational development and training; and risk management.
• Prepare a variety of administrative forms and notices including employment verification forms, personnel action forms, job offer letters, new hire forms, and related documents.
• Participate in recruitment and selection activities; attend job fairs; conduct recruitment planning with hiring manager; prepare job announcements with appropriate information; prepare and place advertisements; screen applications to ensure minimum qualifications are met; assist in preparing and administering written, oral, and performance exams; schedule interviews and testing; conduct reference and background checks; inform candidates of hiring status.
• Conduct and / or facilitate job offers and the on-boarding of new employees ensuring completion of all forms and steps per the prescribed checklists and internal procedure; provide new employees with hiring and benefits enrollment information; process appropriate forms and coordinate activities with payroll and related departments.
• Maintain a variety of employee, personnel and benefits files, updating as required; process employee separations ensuring completion of all forms and steps per the prescribed checklists and internal procedure.
• Provide City human resources related policies and procedures to new hires; distributes City personnel literature and manuals; provide direction on how to complete various forms including health insurance information.
• Provide assistance and excellent customer service to City employees and the general public via the telephone and walk-in visits; explain City policies and procedures.
• Assist in the administration of the City's employee benefits program; counsel and assist employees; troubleshoot employee issues and problems.
• Audit and reconcile benefits in accordance with the City's plans and negotiated provisions contained with memorandums of understanding.
• Reconcile benefit invoices from providers and vendors and processes payments.
• Determine benefit deduction amounts for employees based upon enrollment, plan selections, and established rate sheets for payroll purposes.
• Assist in providing information to employees regarding voluntary benefit plans; process enrollments and benefit deduction amounts.
• Assist in the administration of the City's deferred compensation program; answer routine questions from employees; and process enrollments and changes.
• Participate in the planning of employee benefits fairs, job fairs, employee recognition, and other events.
• Maintain financial accounts by processing department purchase requisitions and invoices.
• Participate in special projects and training as assigned.
• Conduct routine position classification studies; prepare and revise classification specifications.
• Conduct routine salary and benefit surveys.
• Coordinate with departments and third party administrator to expedite workers' compensation claims processing; monitors employee status and provides updates to departments.
• Respond to public inquiries in a courteous manner; provide information within area of assignment; resolve complaints in an efficient and timely manner.
• Attend and participate in professional group meetings; maintain awareness of new trends and developments in public sector human resources; incorporate new developments as appropriate into programs.
• Perform related duties as required.

Minimum Qualifications

QUALIFICATIONS

Knowledge of :

Ability to :

Experience and Training Guidelines

Experience :

Education :

Licenses and Certifications

This benefits overview is a summary and is not to be considered all-inclusive or applicable to all employees.

THE PROVISIONS OF THIS BULLETIN DO NOT CONSTITUTE AN EXPRESSED OR IMPLIED CONTRACT. ANY PROVISION IN THIS BULLETIN MAY BE MODIFIED OR REVOKED WITHOUT NOTICE.

RETIREMENT

The California Public Employees' Pension Reform Act (PEPRA), which took effect in January 2013, changes the way CalPERS retirement and health benefits are applied, and places compensation limits on members. The greatest impact is felt by new CalPERS members.

As defined by the PEPRA, a new member includes :

All members who don't fall into the definitions above are considered classic members. Classic members will retain the existing benefit enrollment levels for future service with the same employer.

According to the Rialto City Employees Association (RCEA) Memorandum of Understanding, in addition to the monthly salary, the City offers :

CAFETERIA PLAN The City's Contribution to the Cafeteria Plan to go towards the employee's contributions for health, vision, and dental insurance premiums will be one thousand eight hundred dollars ($1,800) per month. Employees hired on or after 11 / 14 / 2018 shall be provided one thousand eight hundred dollars ($1,800) per month, but there shall be no cash back to the employee for any amount not used. Opt out for new hire employees (on or after 11 / 14 / 2018) shall be limited to a $200 per month for not electing City medical insurance.

LIFE INSURANCE provides a $75,000 double indemnity policy for employee plus dependent coverage ($10,000 for spouse and $5,000 dependent children).

MERIT RAISES may be received in the form of salary increases seven times within or in six years with the attainment of satisfactory work performance.

BILINGUAL PAY is paid at the rate of $100 per period for employees who successfully pass the bilingual proficiency examination for Spanish.

EDUCATIONAL INCENTIVE An employee who has completed the probationary period and has attained college degrees will receive an increase to their pay as follows :

Associate's Degree : Three percent (3%) of base salary

Bachelor's Degree : Five percent (5%) of base salary

Master's Degree : Seven point five percent (7.5%) of base salary

Please note, these educational incentives are not cumulative.

TUITION REIMBURSEMENT Employees can receive up to $2,500 per fiscal year.

VACATION is earned at the biweekly rate of six (6) hours for the first through fourth years.

SICK LEAVE is accumulated at the rate of 4.62 hours per period (120 hours per year) with no maximum amount of accumulation.

SPORTS CENTER Employees, employees' spouses, retirees, and retirees' spouses shall be allowed free use of the Rialto Fitness Center during normal operating hours as long as the City has managerial control of the facility. Employees, employees' spouses, retirees, and retirees' spouses shall adhere to the same regulations regarding reservations and the use and care of the facilities as the general public.

DEFERRED COMPENSATION is available to those employees who wish to supplement their retirement income. Money may be deducted from their checks and placed in a security plan without paying taxes on the amount until it is withdrawn. Employees with 5-9 years of City service the City contributes $300 / month on the employee's behalf. Employees with 10+ years of City service the City contributes $600 / month on the employee's behalf.

EMERGENCY SERVICE : All City employees are required to perform assigned Emergency Service duties in the event of an emergency or disaster.

01

Do you have two years of Human Resources experience?

02

Do you have any experience recruiting for a Fire Department?

03

What is your highest level of education?

04

Do you have experience working with NEOGOV?

05

Do you have experience working in a Human Resources Department for a local government agency?

06

This position will require you to be on-site in the Fire Department, Tuesday - Friday 7AM-6PM in the Fire Department. Are you willing to work this schedule?

Required Question