JOB
Click here to learn more about the City of Tracy and here for the job announcement.
TENTATIVE RECRUITMENT SCHEDULE
Application Deadline:
JULY 8, 2026
Oral Board:
JULY 22, 2026
Selection Interview:
JULY 30, 2026
WHO WE ARE LOOKING FOR
The ideal candidate for the City of Tracy’s Human Resources Analyst position is an experienced, well-rounded HR generalist who brings strong skills in a wide range of human resources functions while embodying the Human Resources Department core values. We
promote honesty, integrity, and trust by communicating transparently, honoring commitments, and handling sensitive information with professionalism. We
focus on customers by delivering exceptional service to employees, applicants, and hiring managers—listening carefully, responding promptly, and striving to exceed expectations.
Compassion guides our approach. We listen, acknowledge, and support employees with empathy, recognizing that HR interactions often occur during important moments in an employee’s life. We
celebrate teamwork by collaborating effectively with colleagues, valuing diverse perspectives, and contributing to a positive, supportive HR environment. The ideal candidate also
embraces change and innovation, bringing curiosity, adaptability, and a willingness to improve processes.
In recruitment, this candidate manages the full hiring process with accuracy and efficiency—drafting job announcements, screening applicants, coordinating testing and interviews, and ensuring a smooth onboarding experience. They use HRIS and applicant-tracking tools effectively to maintain accurate records and support data-driven decision-making. Beyond recruitment, this candidate supports a wide range of human resources functions, including employee relations, classification and compensation, policy interpretation, compliance, and organizational development. They assist departments with navigating HR policies, help resolve workplace concerns with professionalism and discretion, and contribute to process improvements that strengthen HR operations. Their customer-service mindset ensures employees and supervisors feel supported, informed, and guided through each step of their HR needs.
Above all, this candidate reflects the City of Tracy’s Human Resources values through their integrity, service mindset, and commitment to supporting a workplace where employees feel informed, respected, and valued.
DEFINITIONUnder general supervision or general direction, performs complex and varied technical, professional, and confidential work required to administer human resources programs, including recruitment, job analysis and classification, compensation, training and development, employee and labor relations, and risk management; performs research and analysis; provides consulting services to City departments related to all aspects of human resources programs and activities; performs related work as required.
SUPERVISION RECEIVED AND EXERCISEDReceives general supervision (Human Resources Analyst I) or general direction (Human Resources Analyst II) from assigned supervisory or management staff. Exercises technical and function direction over and provides training to lower-level staff. Exercises supervision over assigned staff.
CLASS CHARACTERISTICSHuman Resources Analyst I: This is the entry-level classification in the Human Resources Analyst series. Initially under close supervision, incumbents with basic experience learn City systems, operations, practices, and procedures. As experience is gained, assignments become more varied and are performed with greater independence. Assignments may vary with the skill and training of the incumbent. Positions at this level usually perform most of the duties required of the positions at the II-level, but are not expected to function at the same skill level and usually exercise less independent discretion and judgment in matters related to work procedures and methods.
Human Resources Analyst II: This is the journey-level classification in the Human Resources Analyst series. Positions at this level are distinguished from the I-level by the performance of the full range of duties as assigned, working independently, and exercising judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit. Work is normally reviewed upon completion and for overall results. Positions in the Human Resources Analyst class series are flexibly staffed and positions at the II-level are normally filled by advancement from the I-level after gaining the knowledge, skill, and experience which meet the qualifications for and after demonstrating the ability to perform the work of the higher-level class. EXAMPLE OF DUTIES
EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
-
Coordinates and implements recruitment processes for City departments; confers with departments to ascertain departmental needs; coordinates and/or produces recruitment flyers and position announcements; screens resumes and applications; identifies qualified applicants.
-
Organizes and administers oral and written examinations and results, including compiling test scores, preparing eligibility lists and candidate information, coordinating and/or conducting interviews, assisting departments in extending job offers, and coordinating follow-up pre-employment testing; monitors the hiring process and/or testing processes to assure adherence to applicable human resources policies.
-
Collects and compiles human resources data; prepares or assists in the preparation of monthly, quarterly, and year-end human resources, legal, summary, and technical reports, as directed.
-
Conducts salary studies; researches salary and benefit information for use in the collective bargaining process, budget preparation, and cost analysis.
-
Assists employees and management with the interpretation and correct application of City policies, procedures, and programs; provides advice and assistance regarding employment issues; investigates employee complaints.
-
Coordinates the City’s training activities, including identifying training needs, arranging for training presenters, working with trainers to ensure the City’s needs and expectations are addressed, securing training sites, developing memos, flyers, emails, and voicemails, and providing visual aides and other materials as necessary; maintains training logs and records of completion.
-
Participates in labor contract negotiation processes with assigned bargaining units.
-
Conducts personnel and workplace investigations; assists in responding to grievances and administering disciplinary actions; coordinates management referrals to the Employee Assistance Program.
-
Plans, organizes, assigns, trains, reviews and evaluates the activities of technical and administrative support staff; conducts performance evaluations; implements discipline procedures as required; maintains discipline and high standards necessary for the efficient and professional operation of the assignment.
-
Makes recommendations for the development and revision of human resources documents, procedures, and forms; assists in the development of policies, regulations, and procedures.
-
Conducts special research assignments, gathers data, and prepares reports for consideration by management or special committees.
-
Consults with supervisors regarding personnel related issues, needs, and services; counsels employees on human resources programs, policies, and processes; explains program provisions, procedures, and eligibility requirements; and assists employees with forms and human resources documents.
-
Conducts surveys and compiles data on administrative, human resources, and operational problems or issues.
-
Provides information to City staff, other organizations, and the public, requiring the use of judgment and the interpretation of complex policies, rules, procedures, and ordinances.
-
Performs other duties as assigned.
When assigned to risk management:
-
Administers risk management programs and activities; coordinates general liability claims; investigates incidents, maintains incident case files, and responds to requests for claim documentation.
-
Collects information on incidents and develops incident reports; assesses potential loss exposure and recommends solutions and/or training to mitigate exposure.
-
Oversees Workers’ Compensation claims; provides recommendations on actions, potential outcome, settlements, and litigation.
-
Serves as a point of contact for the Risk Management Authority; responds to deadlines and provides data on risk-related issues such as insurance, property, fleet, employees, and Workers’ Compensation.
-
Analyze a variety or reports and data to identify trends or areas of exposure and recommends solutions for prevention.
SUPPLEMENTAL INFORMATION
PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer, and to operate a motor vehicle to visit various city departments and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. Standing in and walking between work areas is frequently required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification frequently bend, stoop, kneel, and reach to perform assigned duties, as well as push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 25 pounds with the use of proper equipment.
ENVIRONMENTAL CONDITIONS
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.
DISASTER SERVICE WORKER
All City of Tracy employees are, by State and Federal law, Disaster Service Workers. The roles and responsibilities for Disaster Service Workers are authorized by the California Emergency Services Act and are defined in the California Labor Code. In the event of a declaration of emergency, any employee of the City may be assigned to perform activities which promote the protection of public health and safety or the preservation of lives and property. Such assignments may require service at locations, times, and under conditions that are significantly different than the normal work assignments and may continue into the recovery phase of the emergency. If a “Local Emergency” is declared during the employee’s shift, employees will be expected to remain at work to respond to the emergency needs of the community. If a “Local Emergency” is declared outside of the employee’s shift, employees must make every effort to contact their direct supervisor or department head to obtain reporting instructions as Disaster Service Workers.
GENERAL INFORMATION
All applications and supplemental questionnaires will be reviewed for minimum qualifications. A fully completed application is required; a résumé does not replace the information required on the employment application, including work history. Applications listing “see résumé,” lacking clear employment information, or providing insufficient detail to evaluate minimum qualifications will not be considered. Missing information cannot be assumed.
For some recruitments, a limited number of the most highly qualified applicants will be invited to participate in the examination process, which may include an oral panel interview, written exercise, practical skills demonstration, or a combination of these components.
An employment list will be established for candidates who pass the examination process. Current and future vacancies may be filled from this list. The list will remain active for at least one year, with the possibility of extension in six-month increments. When vacancies occur, eligible candidates may be contacted by the hiring department for additional interviews. The City has the ability to declare a list invalid if no qualified candidates are selected from the employment list, if this occurs candidates will be notified.
All notices and correspondence will be sent via email only. No paper notices will be mailed. It is the applicant’s responsibility to ensure their email address is accurate and capable of receiving messages. Emails will come from NEOGOV.COM, which may be filtered into spam/junk folders depending on your email provider.
PRE-EMPLOYMENT REQUIREMENTS
Prior to hire, candidates must successfully complete a pre-employment process, which may include a reference check, DOJ/FBI fingerprinting, credit check, physical examination, and drug test.
RECRUITMENT ACCOMMODATIONS
Accommodations may be made for disabilities and religious convictions. Applicants requiring testing accommodations must submit the Request for Reasonable Accommodations Form to the Human Resources Analyst by phone or email prior to the test date.
DISCLAIMER
The City of Tracy is an equal opportunity employer. Equal employment opportunity applies to all aspects of personnel policy and practice, including recruitment, hiring, development, advancement, and treatment of employees, to the extent permitted by law. The City of Tracy reserves the right to revise the examination plan described in this flyer at any time to better meet organizational needs.
