Senior Human Resources Analyst -Classification & Compensation

Senior Human Resources Analyst -Classification & Compensation

Salary

$114,753.60 - $153,795.20 Annually

Location

Headquarters - 1 Fire Authority Road, Irvine, CA 92602, CA

Job Type

FULL-TIME

Job Number

2026-78-DS

Department

HUMAN RESOURCES

Opening Date

08/31/2026

Closing Date

9/14/2026 11:59 PM Pacific

• Description
• Benefits
• Questions

DESCRIPTION

THE POSITION

The Orange County Fire Authority (OCFA) is seeking a highly analytical, technically adept, and politically astute, accomplished human resources professional to join the Human Resources Department. Applicant must have the ability to communicate effectively orally and in writing, deal with conflict, think critically, and interact with a variety of stakeholders on matters of a sensitive and confidential nature.

The ideal candidate will possess strong work experience in multiple human resources functional areas including employee relations, training and development, performance management, HR compliance, benefits, compensation, and Workers Compensation in a government setting with fire and/or police services.

The Senior Human Resources Analyst assigned to the Employee Benefits and Classification & Compensation Division of Human Resources and serves as a subject matter expert in the development and administration of programs that support the Authoritys workforce and organizational structure. This position leads classification and compensation initiatives, including job analysis, classification studies, desk audits, organizational reviews, compensation surveys, salary administration, and the development and maintenance of class specifications and compensation plans. The incumbent evaluates positions and organizational structures to ensure appropriate classification and internal equity, supports labor negotiations through compensation research and analysis, and provides recommendations on workforce and compensation-related matters. In addition, the incumbent may oversee other functions within the division such as employee benefits, leave programs and position control, while also providing guidance on complex regulatory and policy requirements while delivering responsive service to employees, supervisors, and executive leadership.

Schedule of Events:

• Last Day to Apply - Monday, September 14, 2026 at 11:59pm
• Panel Interview - Week of October 19, 2026
• Selection Interview - Week of November 2, 2026
• Complete Onboarding (reference checks, pre-employment physical, criminal records check) - by December 7, 2026
• Assignment Begins: Monday, January 11, 2027

The dates listed above are subject to change based on organizational needs.

DEFINITION

Under general direction, plans, schedules, assigns, reviews, and participates in the work of human resources staff performing difficult and complex professional, technical, and confidential work required to administer human resources programs including recruitment and selection, employee benefits administration, job analysis and classification, compensation administration, employee and labor relations, and general human resources administration; performs research and analysis on complex human-resources related matters; provides expert consultation to Authority management related to human resources programs and activities; provides complex staff assistance to management staff in areas of expertise; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED

Receives general direction from the Human Resources Manager. Exercises direct or general supervision over professional, technical, and/or administrative staff.

CLASS CHARACTERISTICS

This is the full supervisory-level class in the Human Resources Analyst series. Incumbents are responsible for planning, organizing, supervising, reviewing, and evaluating the work of professional, technical, and administrative support staff, and performing the most complex analysis in the administration of human resources programs. Performance of the work requires the use of considerable independence, initiative, and discretion within established guidelines. This class is distinguished from the Human Resources Manager by the latter's responsibility for managing overall program administration, evaluation, and budget administration.

ESSENTIAL FUNCTIONS

To review the essential functions of this position, please use the link below.

Senior Human Resources Analyst

MINIMUM QUALIFICATIONS

Education and Experience

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Education: Equivalent to a bachelor's degree in human resources management, business or public administration, industrial psychology, or a related field.

Experience: Minimum of three (3) years of increasingly responsible professional human resources administration experience comparable to a Human Resources Analyst II with Orange County Fire Authority.

HIGHLY DESIRABLE QUALIFICATIONS:

• Government human resources experience. Examples of government experience include cities, counties, public education institutions, special districts/authorities, Tribal, and state and federal government
• At least one (1) year of experience in developing and maintaining job classifications/class specifications, position management, compensation plan administration, salary surveys and market analysis, internal equity analysis, reclassification and classification studies, labor relations support, pay administration, and policy development and compliance.
• Professional certification in human resources or public sector human resources administration, including SHRM-SCP, SHRM-CP, SPHR, PHR, PSHRA-SCP, PSHRA-CP, or CCP.

Licenses and Certifications

• Possession of a valid California Class C Driver License is required at time of appointment.

This classification is subject to enrollment in the California DMV Pull Notice Program, which periodically provides Risk Management with the incumbents Driver License record and status.

KNOWLEDGE, SKILLS, AND ABILITIES

To review the knowledge, skills, and abilities of this position, please use the link below.

Senior Human Resources Analyst

SUPPLEMENTAL INFORMATION

Selection Procedure Defined

The definition of selection procedure shall mean a test or series of tests used to measure applicants ability to perform the duties of a class or position, to rank applicants on an Eligible List, and to appoint Eligibles to vacant positions. Note: Eligibles who are not selected for hire are retained on the Eligible List for future consideration until the expiration or abolishment of the Eligible List.

Initial Selection Review

Human Resources reviews all initial application materials to identify qualified applicants. Applicants meeting minimum qualifications will be invited to the first phase of the recruitment process. The OCFA reserves the right to refer only the better qualified applicants if the number of applicants is high. If the number of applicants is high, the review process may include a secondary screening (by a panel of job knowledge experts) of the applications and/or supplemental questionnaires in which the better qualified applicants are referred to the next phase of the recruitment process. Because recruitment processes vary, applicants are advised to thoroughly review the job announcement before submitting their online application materials.

Testing

Testing for this position or any other position may include, but is not limited to the following: written exam, practical exam, panel interview, physical ability test, assessment center, oral presentation, project assignment, etc. If a revision is made to a testing component during a recruitment process, the assigned recruiter will notify by email all affected applicants.

American's With Disabilities Act (ADA) Accommodations

In accordance with the Americans with Disabilities Act, anyone who needs an ADA accommodation for the purposes of employment testing should contact Duke Steppe, Human Resources Manager at dukesteppe@ocfa.org no later than 72 hours prior to the need for an accommodation.

Recruitment and Selection Process and Requirements

All recruitment and selection processes and requirements will be held in accordance with the OCFAs Merit and Selection Rules, which are available for review at www.ocfa.org.

Eligible List

Placement on the Eligible List will be established based on successful completion of all recruitment process components. The Eligible List will remain in effect for a period of one (1) year from the date of establishment or until all names on the list are exhausted. The Eligible List may be extended or abolished at the discretion of the Assistant Chief of Human Resources / Human Resources Director.

Withdrawing from the Recruitment Process

If an applicant chooses to withdraw from this recruitment process, he/she is required to submit an email notification to Duke Steppe, Human Resources Manager at dukesteppe@ocfa.org requesting a withdrawal from the process. The email to the recruiter must include the applicants current phone number.

Questions

All questions regarding this position should be directed to Duke Steppe, Human Resources Manager at dukesteppe@ocfa.org.

Note

The provisions of this publication do not constitute an express or implied contract. Any provision in this publication may be modified or revoked without notice.

Equal Opportunity Employer

The Orange County Fire Authority is an Equal Employment Opportunity Employer.

Orange County Fire Authority Management Association (OCFAMA) Representation

This classification is represented by the OCFAMA. Please contact OCFAMA President for information about joining OCFAMA.

Annual Merit Review Program

Administrative Managers are eligible for performance salary increases from 2.75% to 5.5% annually based on their work performance and until they reach the top of their salary range. Please note, new managers and newly promoted managers must be assigned to their position prior to March 1 during the annual performance rating period (August 1 through July 31) to be eligible for their initial merit review. Administrative Managers who are at the maximum of their salary range at the time they receive their annual performance evaluation will receive a $500 contribution to their 401(a) deferred compensation account if they received a rating of at least "standard."

Medical Benefit

Administrative Managers have a choice of medical plans under the CalPERS Health Benefits Program, and receive a monthly cash allotment to be applied toward health care coverage and other benefits. In addition to purchasing health care coverage, at their option, Administrative Managers may receive any or all remaining funds in cash or defer such funds to other benefits. The enrollment period for a new employee is sixty (60) days from the date of employment. The effective date of coverage will begin on the first day of the month following submission of the CalPERS Health Benefit Plan Enrollment Form.

In 2026, the monthly cash allotment is $2,768.96 per month, paid over 24 pay periods.

Please visit CalPERS for more information regarding the various plans offered under the CalPERS Health Benefits Program, as well as the current premium rates.

Dental, Orthodontia, and Vision Care

Dental, orthodontia, and vision insurance are provided, at no cost to the employee, for the employee and dependents. Coverage begins on the first of the month following date of hire or promotion.

Longevity Pay

Administrative Managers will receive longevity pay as a percentage of base salary as follows:

• 1.50% at the beginning of the pay period that includes the commencement of their 5th year in any OCFAMA position.
• 3.0% at the beginning of the pay period that includes the commencement of their 10th year in any OCFAMA position.

Optional Benefit Plan (OBP)

An annual allocation of $2,065 (pro-rated for mid-year hire/promotion date) will be provided to Administrative Managers to cover health care costs and other select benefits including:

• Accidental death and dismemberment insurance
• Medical Flexible Spending Account
• Cash prorated each pay period or lump sum of cash at year end

OBP begins on the 1st day of the month following a 28-day waiting period.

Retirement

All regular OCFA employees are members of the Orange County Employees Retirement System (OCERS) - a defined benefit retirement program. Employees are enrolled in one of the following retirement formulas based on date of hire.

Legacy General Members: Employees hired on or after December 1, 2012, who establish reciprocity with OCERS are enrolled in the 2.0% at age 55 retirement formula (Plan N). Employees pays their maximum employee contribution based on age of entry into OCERS (or reciprocal retirement system), including any increases to the maximum employee contribution as calculated by OCERS. Please visit OCERS to view compensation and benefit limits. https://www.ocers.org/post/compensation-and-benefit-limits

New General Members (PEPRA): Employees hired on or after January 1, 2013, without reciprocity are enrolled in the 2.5% at age 67 retirement formula (Plan U). Employees contribute 50% of the normal retirement cost toward the employees retirement contribution but no higher than their maximum employee contribution (based on age of entry into OCERS). Please visit OCERS to view compensation and benefit limits. https://www.ocers.org/post/compensation-and-benefit-limits

For more information about OCERS retirement, please visit OCERS, or view the Retirement Plan HERE.

Life and Accidental Death and Dismemberment (AD&D) Insurance

A life and AD&D policy is provided to Administrative Managers at no cost. Administrative Managers may purchase additional employee paid life, dependent life, and accidental death and dismemberment insurance.

Short-Term and Long-Term Disability Insurance

Short-term and long-term disability insurance coverage are provided to Administrative Managers at no cost.

Deferred Compensation:

Employees may participate in the Authority's 457(b) Deferred Compensation plan on a voluntary basis. This plan is 100% employee funded.

Retiree Medical Savings Plan

Employees participate in an employer sponsored retirement Healthcare Reimbursement Arrangement (HRA) with a contribution of 4.0% of base salary.

Social Security

OCFA employees are not covered under the provisions of Federal Social Security (OASDI); therefore, they are not required to contribute 6.2% of salary towards Social Security.

Medicare

Employees contribute 1.45% to Medicare. Employees whose wages exceed $200,000 in a calendar year shall contribute an additional 0.9%.

Bilingual Pay

If qualified, bilingual pay is $0.30 per hour up to a maximum of forty (40) hours per FLSA workweek. Pre-designated languages include: Spanish, Vietnamese, Korean, Chinese/Mandarin/Cantonese, and American Sign Language. Other languages may qualify on a case-by-case basis.

Tuition Reimbursement

Administrative Managers are eligible for up to $2,000 per fiscal year in accordance with the program guidelines. Employees are also eligible to be reimbursed for job-related licenses and certifications (including the costs necessary to obtain and/or maintain the license or certification).

Vacation

Administrative Manager accruals begins on your first day of employment. Approximate annual accruals are:

• Upon employment and up to 3 years, approximately 120 hours per year
• After 3 years, but less than 10 years, approximately 160 hours per year
• After 10 years, approximately 200 hours per year

Holidays

Administrative Managers observe 13 holidays within the calendar year:

• New Years Day
• Martin Luther King Jr.s Birthday
• Lincolns Birthday
• Presidents Day
• Memorial Day
• Independence Day
• Labor Day
• Indigenous Peoples' Day
• Veterans Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve
• Christmas Day

Sick Leave

Sick leave is accumulated from year-to-year and accrues as follows:

• Upon employment and up to 3 years, approximately 72 hours per year
• After 3 years, approximately 96 hours per year

At retirement, employees receive a payoff of their sick leave based on their years of full-time continuous service.

Paid Annual Leave (PAL)

After completion of new probation, an employee will be eligible to take up to forty (40) hours of paid time off each year, in addition to their accrued time. PAL is awarded on January 1 of the subsequent year and every year thereafter. PAL cannot be cashed out and must be used within the calendar year it is earned.

Annual Physical Examination

Administrative Managers are provided a voluntary annual physical examination by an Authority-designated physician at no cost.

Flexible Spending Accounts (FSAs)

The OCFA offers regular, limited-term, and probationary employees both a Medical and Dependent Care Flexible Spending Accounts (FSAs), which allow you to contribute pre-tax dollars into an account that can be used throughout the year on qualified medical or dependent care expenses. Participants pay fewer taxes and take home more money.

Behavioral Health and Wellness

OCFA offers a variety of behavioral health and wellness services to our employees and their dependents, including access to the OCFA Peer Support Team Members, OCFA Chaplains, and the Counseling Team International (TCTI). TCTI provides behavioral health and wellness services to public safety agency employees and their eligible family members with confidential professional assistance. Support services include, but are not limited to, the following types of situations: marital and family problems, stress/burnout, anger management, separation/divorce, child/adolescent issues, depression, and critical incident/trauma. TCTI also offers life care resource assistance for child care, adoption, elderly and senior care, and financial information.

Pet Discount Program

OCFA has partnered with United Pet Care to offer a pet healthcare program. This program helps employees reduce the cost of escalating veterinary bills at an affordable rate. All pets are eligible regardless of their age or medical condition.

Benevolent Association

Employees have the option to join OCFA's Benevolent Association which was created to "Take Care of Their Own". Included in your $8.00 per pay period cost is $10,000 Member Death Benefit, $4,000 Dependent Death Benefit, $32,500 Annual Scholarships for Members and Dependents., Hardship Grants/Loans, Annual Picnic for Members, Holiday Ball, Retiree Tribute. In addition, Discount Offers- Recreation/Amusement Parks, fitness 19 & 24-Hour Fit. gym membership. Discount Movie Tickets, Angel Baseball Games with Tailgate Party, etc.). In addition, membership allows access to very good supplemental insurances of many type, including Long Term Disability, Long Term Care, Various AFLAC (ICU, Cancer, Accident Inj., CSFA membership, Living Trusts & more.) The Family Auxiliary and KIDS Fund (provides monetary assistance only to kids of members), both operate under the Benevolent Assoc. Visit the OCFA Benevolent Association Website for more information or you can watch OCFA Benevolent Association Overview.

Revised 07/2026

This benefit summary is intended to provide an easy way for current and prospective employees to access fringe benefit information, including voluntary options. This summary is intended to be accurate, but it is not an official plan document, and has no legal or binding effect as an expressed or implied contract, or otherwise, and does not alter or amend any provision of the Memoranda of Understanding, Personnel and Salary Resolution, retirement contract, insurance policy contract, or any other official document of the Orange County Fire Authority, including Standard Operating Procedures and General Orders. All insurance benefits described in the summary are subject to the terms and limitations of the Orange County Fire Authoritys insurance contracts with individual insurance providers. Should you have any questions pertaining to information in this summary, please contact Human Resources Department at (714) 573-6800.

01

The Orange County Fire Authority uses e-mail to notify applicants of important information relating to the status and processing of applications. We do so as part of our ongoing efforts to increase efficiency, conserve resources, and minimize delays and costs. Therefore, as an applicant, please ensure that the e-mail address you provide is current, secure, and readily accessible to you. We recommend that you do not share e-mail addresses with other individuals who may inadvertently delete important communications sent to you. Spam or other filters should be adjusted to accept e-mails from ocfa.org and governmentjobs.com. Please read each e-mail notice carefully and in a timely manner. Follow further instructions, if any.

• Yes
• No

02

Please indicate the highest level of education you have completed.

• Some college coursework or less completed
• Associate Degree
• Bachelors Degree
• Masters Degree
• Doctorate

03

If you possess an Associate Degree or higher, please indicate your area of study. If you do not possess an Associate Degree or higher, please indicate "NA."

04

From the list below, please select the professional certification(s) in human resources or public sector human resources administration you possess.

• SHRM-SCP
• SHRM-CP
• SPHR
• PHR
• PSHRA-SCP
• PSHRA-CP
• CCP
• I do not possess any of the professional certification(s) in human resources or public sector human resources administration listed above.

05

Please indicate the years of all professional and/or technical level human resources experience you possess. Please note that all experience must be detailed in the work experience section of your electronic application.

• No experience
• Less than 3 years of experience
• More than 3 years but less than four (4) years of experience
• More than 4 years but less than five (5) years of experience
• More than 5 years but less than six (6) years of experience
• More than 6 years but less than seven (7) years of experience
• More than 7 years of experience

06

Briefly describe your classification and compensation experience. If you do not possess classification and compensation experience, please indicate "NA." Please note that all experience must be detailed in the work experience section of your electronic application.

07

From the list below, please select the type of government agency you have been employed as a human resource professional. If you do not possess government experience, please select "NA". Please note that all experience must be detailed in the work experience section of your electronic application.

• City
• County
• Public Education
• Special District/Authority
• Tribal
• State
• Federal
• Other
• NA

08

From the list below, please select the functional area(s) of professional human resources that you possess at least one year of experience in. If you do not possess professional human resources experience, please select "NA." Please note that all experience must be detailed in the work experience section of your electronic application.

• Performance Management
• Workplace Investigations
• Reasonable Accommodations (ADA)
• Recruitment
• Benefits
• Classification and Compensation
• Workers Compensation
• Other
• NA

09

Describe your experience conducting classification and compensation studies. Include your role in job analysis, desk audits, classification reviews, compensation surveys, and the development or revision of class specifications.

10

Provide an example of a complex classification or reclassification project you completed. What factors did you evaluate, what recommendation did you make, and what was the outcome?

11

Provide an example of a complex classification or reclassification project you completed. What factors did you evaluate, what recommendation did you make, and what was the outcome?

12

Describe your experience administering employee leave programs, including FMLA, CFRA, PDL, military leave, workers compensation leave, or other protected leave programs. Include the types of cases you have managed and your level of responsibility.

13

Describe your experience administering employee benefits programs. Include your experience with medical, dental, vision, life insurance, retirement, deferred compensation, COBRA, retiree benefits, open enrollment, and vendor coordination.

Required Question

Employer Orange County Fire Authority

Address 1 Fire Authority Road

Irvine, California, 92602

Phone (714) 573-6800

Website http://www.ocfa.org