Sr. Human Resources Analyst - Learning & Organizational Development

Sr. Human Resources Analyst - Learning & Organizational Development

Salary

$112,778.77 - $159,740.22 Annually

Location

Riverside

Job Type

Regular

Remote Employment

Flexible/Hybrid

Job Number

26-74774-02

Department

Human Resources

Division

HR - Learning & Orgdev

Opening Date

11/09/2026

Closing Date

11/16/2026 11:59 PM Pacific

• Description
• Benefits
• Questions

For questions regarding this position, please contact the Recruiter listed in the Supplemental Information section.

ABOUT THE POSITION

The Human Resources (HR) Department has an opening for a Senior Human Resources Analyst to support the Learning and Organizational Development Division in Riverside.

The Senior HR Analyst will report to the Principal Human Resources Analyst and will assist in leading Learning and Organizational Development (L&OD) Division's programs and staff.

Key responsibilities for the Senior HR Analyst position include, but are not limited to the following:

• Organizational Development Consulting and Coaching: Partner with County departments to assess organizational and workforce needs and provide consultation and coaching related to leadership effectiveness, team development, succession planning, workforce planning, and strategic organizational goals.
• Leadership and Employee Development: Coach and support supervisors, managers, and other leaders in strengthening leadership capabilities, developing employees, improving team effectiveness, navigating organizational change, and building internal talent pipelines.
• RivCoWAY Leadership Academies and Live Learning: Lead the planning, development, coordination, delivery, and continuous improvement of the County's leadership academies and standalone learning programs, ensuring alignment with RivCoWAY principles, operational excellence, and the County's desired culture change. Translate these principles into practical leadership behaviors, learning experiences, and workplace applications.
• Organizational Culture and Change Support: Serve as a key L&OD team member in supporting the County's transition toward the RivCoWAY model. Coach and consult with departments and leaders to reinforce principle based leadership, strengthen desired workplace behaviors, and integrate continuous improvement into daily operations and decision-making.
• Lean and Continuous Improvement Consulting: Assist departments in identifying opportunities for process improvement and implementing appropriate Lean tools and methodologies. Help leaders and teams connect process improvement efforts to RivCoWAY principles and behaviors so improvements are supported by effective systems, employee engagement, and sustainable changes in how work is performed. Shingo training, certification, or experience applying the Shingo Model would be beneficial.
• Strategic Workforce Support: Help departments identify current and future workforce needs, strengthen succession planning practices, develop employee capabilities, and implement strategies that support organizational effectiveness, leadership continuity, and the County's strategic priorities.
• Assessment-Based Development: Utilize tools such as MBTI, Gallup CliftonStrengths, and emotional intelligence assessments, as appropriate, to support self-awareness, leadership development, team effectiveness, and individual and organizational growth.
• Learning Management System Administration: Oversee the administration, maintenance, reporting, and continuous improvement of the LMS, including course coordination, learning content management, training records, user support, and process improvements.
• Program and Project Management: Coordinate complex learning, leadership development, and organizational improvement initiatives; manage project timelines and deliverables; collaborate with stakeholders; and evaluate program effectiveness to identify opportunities for improvement.
• Staff Leadership and Development: Provide direction, technical guidance, mentoring, and developmental support to HR Analysts and HR Technicians, as assigned, to strengthen staff capabilities, promote accountability, and support consistent and effective program execution.

The ideal candidate will bring experience in learning and organizational development, leadership coaching, strategic planning, workforce planning, succession planning, and organizational effectiveness. Training or certifications in the Shingo principles, Lean methodologies, continuous improvement, and/or Learning Management Systems (LMS) is highly desired. Certifications in Myers-Briggs Type Indicator (MBTI), Gallup Clifton Strengths, and emotional intelligence (EQ or other related certification) would also support leadership development, team effectiveness, and individual and organizational growth. The position will also provide oversight, technical guidance, mentoring, and developmental support to HR Analysts and HR Technicians, strengthening team capabilities and ensuring consistent, high-quality program delivery. A bachelor's degree or above in Organizational Development, Organizational Leadership, Industrial-Organizational Psychology, Organizational Behavior, Human Resource Management, Leadership Studies, or Organizational Change Management is highly desired.

At this time, the position has the opportunity to telework on a hybrid basis. Telework privileges are based on business need, however job expectations, at times may require in person interaction. Telework may change at any time and you will be expected to report to the office.

Meet the team!

The Human Resources Department strives to effectively serve and partner with our community, departments and employees by leveraging best practices and innovation to foster a thriving county.

EXAMPLES OF ESSENTIAL DUTIES

• Develop, analyze, evaluate, and construct job-relevant written, oral, performance, and other specialized tests; conduct specialized research in test development and validation including item analysis.
• Confer with County officials, department heads and representatives, and supervising staff regarding human resources practices, procedures and policies for a specialized area.
• Confer with employees, applicants, other agencies, and the public relative to human resources functions and procedures.
• Assist in the training and supervision of other analysts in the performance of specialized professional level technical human resources functions.
• Conduct special studies and prepare reports relative to a variety of human resources program activities.
• May serve in a staff capacity for a variety of formal and informal committees; prepare reports, correspondence, and statistical materials.

MINIMUM QUALIFICATIONS

Education: Graduation from an accredited college or university with a bachelors degree or equivalent education (minimum completed units equaling 120 semester/180 quarter). Additional qualifying technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units).

Experience: Three years of professional human resources experience, at least two years of which are at the journey level equivalent to the County of Riverside Human Resources Analyst III, with responsibility for conducting job analysis, needs assessment, employee relations, organizational development, training, or other human resources functions that demonstrate acquisition of the required knowledge, skills, and abilities for this role. (Completion of graduate level courses from an accredited college or university may substitute for up to one year of the required non-journey experience on the basis of 24 semester or 36 quarter units equaling one year of experience.)

Knowledge of: Principles and practices of public administration and management; principles and practices of position classification, salary administration, recruitment and selection, test development and validation, employee relations, and benefits administration techniques; modern office methods and procedures; the application of statistical methods to human resources work.

Ability to: Understand, interpret, apply, and explain human resources laws, rules, regulations, standards, and procedures; analyze and make improvements in policies and procedures relating to human resources activities; analyze data and prepare clear and concise reports and recommendations; train and provide work direction to other analysts and support staff; secure cooperation of operating officials in accepting and effecting sound human resources management practices; exercise independent judgment and initiative; plan and coordinate major projects; understand and apply abstract concepts and principles; learn new skills, concepts and techniques in public human resources administration; keep abreast of developments in the field of public human resources administration; speak and write effectively.

Other Requirements:

License/Certificate: Possession of a valid California Drivers License is required. This position involves travel to various locations throughout the county to attend off-site meetings, facilitate workshops, and coordinate courses.

Testing Requirements:

Candidates may be required to successfully pass the new HR Analytical Skills assessment as part of the application process for this position. The test must be taken through the NeoGov recruiting system. Candidates who meet the position requirements will be emailed a link to take the online test. It is strongly recommended that all candidates maintain a valid email in their contact information on their NeoGov account. It is important that the instructions provided in the email are followed exactly. We expect all candidates to uphold the highest standards of integrity and to complete the exam independently, relying solely on their own knowledge and skills. Any attempt to cheat-including using web browsers, external resources, seeking assistance, or copying answers-is a breach of this standard and may result in disqualification. To ensure fairness, we reserve the right to require candidates to take or retake the exam under in-person proctored conditions. Those that have successfully passed the previous HR Analyst Written Assessment may be exempt from the new assessment.

SUPPLEMENTAL INFORMATION

Application Status

How to confirm your application was received or check on the status of your application, log-in to www.GovernmentJobs.com, click on your name in the upper right corner, and click on "Applications & Status."

Sign Up for Job Alerts

Go to www.RC-HR.com, click on "Careers," click on "County Job Openings," and click on "Subscribe to Job Alerts" icon.

General Information

If you have any questions regarding this posting, please contact Vanessa Diaz Beaird at vdbeaird@rivco.org or (951) 955-9112. Please allow 1-2 business days for a response to general inquiries.

____

APPLICATION INFORMATION

Veterans Preference

The County has a Veterans Preference Policy applicable to new hires. To qualify, attach the required documents to your job application. Documents include a copy of your (or your spouses) Member-4 Form DD-214 indicating dates of service. For spousal preference, and as applicable, the following documents: a copy of your marriage certificate, spouses death certificate, a letter of spouses disability and/or letter of service-related death (if available) from the U.S. Veterans Administration. For privacy reasons, it is recommended that you remove your social security information from the document(s). A Human Resources Representative will review the materials and determine if you qualify for veterans preference. For complete details and documentation requirements, please review the Veterans Preference Policy, C-3 here: https://rivcocob.org/board-policies

Reasonable Accommodations

The County of Riverside is committed to providing reasonable accommodation to applicants as required by the Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA). Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process should contact the recruiter for the position noted above. For additional information and/or to obtain the appropriate form for requesting a reasonable accommodation, please visit the Disability Access Office web page located at: https://rc-hr.com/disability

Schedule, Overtime, Standby/On-Call, and Travel Obligations

The County of Riverside offers a variety of alternative work schedules, dependent upon department operations and needs. Certain assignments may involve overtime, standby/on-call shifts, and/or travel; however, scheduling, shift assignments, overtime work, standby/on-call duty, and travel obligations are subject to management approval, operational needs, and/or may be modified or discontinued at any time. Applicants should contact the assigned recruiter for additional information regarding the schedule, overtime and standby/on-call expectations, and travel obligations.

Proof of Education

If using education to qualify or when requested by the recruiter, upload a copy of any license(s), official/unofficial transcript(s), degrees, and/or related employment documents to your NeoGov account at the time of application and before the closing date. Official or unofficial transcripts will be accepted.

If your education was completed outside of the United States, you will need to provide a copy of your Foreign Education Equivalency evaluation from a member of the National Association of Credential Evaluation Services (NACES) or Association of International Credential Evaluators, Inc. (AICE).

Work Authorization Requirement

Applicants must be legally authorized to work in the United States at the time of application. The County of Riverside does not participate in visa sponsorship programs, including H1-B visas, and will not provide sponsorship for any employment-based visas.

Equal Opportunity Employer

The County of Riverside is an Equal Opportunity Employer. It is the policy of the County of Riverside to provide equal employment opportunities for all qualified persons. All applicants will be considered without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, gender, gender identity, gender expression, marital status, ancestry, medical condition (cancer and genetic characteristics), genetic information, or denial of medical and family care leave, or any other non-job-related factors.

Pre-Employment

All employment offers are contingent upon successful completion of pre-employment requirements including a criminal background investigation, which involves fingerprinting. (A felony or misdemeanor conviction may disqualify the applicant from County employment). A pre-employment physical examination and background check may be required.

Probationary Period

As an Approved Local Merit System, all County of Riverside employees, except those serving "At Will," are subject to the probationary period provisions as specified in the applicable Memorandum of Understanding, County Resolution, or Salary Ordinance. Temporary and Per Diem employees serve at the pleasure of the agency/department head.

General Information

Current County of Riverside and/or current employees of the hiring department may receive priority consideration. Qualified candidates may be considered for future County vacancies.

Job postings may close without notice based on application volume. Submit your complete application by the recruitment close date; no late applications are accepted. Ensure all relevant experience/education is reflected on your application/resume, as a failure to demonstrate position requirements may disqualify applicants. A description of job duties directly copied from the job classification or job posting will not be considered.

Please read and follow any special application instructions on this posting. Click the Apply link located on this page to submit your application. For additional instructions on the application process, examinations, Veterans preference, pre-employment accommodation or other employment questions, please refer to our web site, www.rc-hr.com.

If you are experiencing technical problems, you may contact the governmentjobs.com applicant support desk Monday through Friday, 6 am to 5 pm Pacific Time at support@governmentjobs.com or toll-free 1-855-524-5627.

BENEFIT PROGRAM: MCU

MEDICAL/DENTAL INSURANCE: A Flexible Benefit Credit is provided on a monthly basis as governed by the Management Resolution or applicable bargaining unit. Vision coverage is provided through Vision Service Plan (VSP) at no cost to employee or eligible dependents.

Note: Employees on assignment through the Temporary Assignment Program (TAP) receive different benefits. See the list here.

MISCELLANEOUS RETIREMENT: County of Riverside has three retirement Tiers through the California Public Employees Retirement System (CalPERS).

• Tier I (Classic Member - Formula 3% @ 60): Applicable to current and former County of Riverside local miscellaneous employees hired prior to 08/24/2012 and did not withdraw CalPERS contributions. The employee contribution is eight (8%) percent.
• Tier II (Classic Member - Formula 2% @ 60): Applicable to local miscellaneous employees 1) hired after 08/23/2012 through 12/31/2012; 2) Previously employed with another CalPERS contracting public agency or a reciprocal retirement system, with a break in service of less than six months between the separation date with the previous employer and the appointment date with the County of Riverside. The employee contribution is seven (7%) percent.
• Tier III (PEPRA New Member - Formula 2% @ 62): Applicable to CalPERS local miscellaneous new members hired on or after the implementation of the Public Employees Pension Reform Act of 2013 (PEPRA) which took effect January 1, 2013. Effective July 1, 2023 employee contributions are 7.25% and will increase to 7.75% effective July 1, 2024.

A new member is defined as any of the following:

• A new hire who enters CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any California Public Retirement System.
• A new hire who enters CalPERS membership for the first time on or after January 1, 2013, and who was a member with another California Public Retirement System prior to that date, but who is not subject to reciprocity upon joining CalPERS.
• A member who first established CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS agency after a break in service of greater than six (6) months.

CalPERS refers to all members that do not fit within the definition of a new member as "classic members".

Contribution rates are subject to change based on the County of Riverside annual actuarial valuation.

Note:

This summary is for general information purposes only. Additional questions regarding retirement formulas can be sent to retirement@rivco.org or by calling the Benefits Information Line at (951) 955-4981,

Option 2.

If you have prior service credit with another CalPERS agency or within agencies, please contact CalPERS at (888) 225-7377 to determine which retirement tier would be applicable to you. CalPERS is governed by the Public Employees Retirement Law. The Retirement Law is complex and subject to change. If theres any conflict between this summary and the law, the law will prevail over this summary.

DEFERRED COMPENSATION: Voluntary employee contribution with a choice between two 457 deferred compensation plan options.

401(a) MONEY PURCHASE PLAN: County contribution of $50 per pay period towards choice between two 401(a) plan providers.

ANNUAL LEAVE (Bi-Weekly Accrual):

0 < 36 months = 8.92 Hours

36 to <108 months = 10.46 Hours
108 or more months = 12.00 Hours

Maximum Annual Leave accumulation is 1,800 hours. Employee may receive pay in lieu of up to 80 hours per calendar year. Agency/Department Head may approve an additional 80 hours.

HOLIDAYS: Normally 12 paid holidays per year.

BEREAVEMENT LEAVE: 5 days (3 days are County paid; 2 days can be taken through use of accrued leave balances).

BASIC LIFE INSURANCE: $50,000 of term life coverage. Premiums are paid by the County. Additional Supplemental Life plan is available for employee purchase.

LONG-TERM DISABILITY (LTD): Benefit pays 66.67% of earnings to a maximum of $10,000 per month; 30-day waiting period; pays to age 65. Benefit can be coordinated with other available leave balances to provide up to 100% of pay.

POST RETIREMENT MEDICAL CONTRIBUTION: A monthly contribution is made by the County towards retiree health insurance offered through the County as governed by the Management Resolution or applicable bargaining unit.

OTHER: There may be other benefit provisions as specified in the applicable Memorandum of Understanding, Management Resolution, or Salary Ordinance. Please contact the recruiter listed on the job posting directly for more information.

01

I affirm that my answers to the following questions are truthful and accurate to the best of my knowledge. I also understand that my answers will be verified with the information I have provided in my application. This information will also be used as part of the background security clearance if selected.

• Yes
• No

02

Do you possess a valid California Drivers License?

• Yes
• No

03

Are you a current regular or temporary County of Riverside employee with the Department of Human Resources (HR)?

• Yes
• No

04

What is the highest level of education you have from an accredited college or university?

• None of these
• Less than 30 semester or 45 quarter units
• At least 30 semester or 45 quarter units
• At least 60 semester or 90 quarter units
• At least 90 semester or 135 quarter units
• At least 120 semester or 180 units
• I have my Associates degree
• I have my Bachelors degree
• I have my Masters degree
• I have my Doctorate degree

05

How many years of technical, paraprofessional or professional human resources experience do you possess? (Please note that your answers will be verified against the information provided in your application) Please note: Experience must be equivalent to a Human Resources Technician or higher, clerical experience does not qualify. Clerical, Human Services or Eligibility Services experience does not qualify.

• No Experience
• Less than 1 year
• 1 year or more, but less than 2
• 2 years or more, but less than 3
• 3 years or more, but less than 4
• 4 years or more, but less than 5
• 5 years or more, but less than 6
• 6 years or more

06

How many years of professional human resources experience do you possess with responsibility for conducting job analysis, needs assessment, employee relations, organizational development, training, or other human resources functions that demonstrate acquisition of the required knowledge, skills, and abilities for this role? (Please note that your answers will be verified against the information provided in your application)

• No Experience
• Less than 1 year
• 1 year or more, but less than 2
• 2 years or more, but less than 3
• 3 years or more, but less than 4
• 4 years or more, but less than 5
• 5 years or more, but less than 6
• 6 years or more

07

Which statement best describes your professional experience in Learning and Organizational Development (L&OD)? (Please note that your answers will be verified against the information provided in your application)

• No professional experience in Learning and Organizational Development.
• Assisted with employee training, professional development, organizational assessments, or related HR initiatives.
• Independently developed, coordinated, or implemented learning and organizational development programs or initiatives.
• Led comprehensive Learning and Organizational Development initiatives, including program development, implementation, evaluation, and strategic recommendations to improve organizational effectiveness.

08

Which of the following best describes your professional experience with strategic planning, workforce planning, and/or succession planning? (Please note that your answers will be verified against the information provided in your application)

• No professional experience in these areas.
• Assisted with workforce assessments, strategic planning activities, succession planning, or employee development initiatives.
• Independently conducted workforce assessments, identified organizational staffing or development needs, and developed recommendations or plans to address current or future workforce needs.
• Led strategic workforce planning or succession planning initiatives, partnering with organizational leadership to develop and implement strategies addressing leadership continuity, talent development, organizational priorities, and long-term workforce needs.

09

Which statement best describes your professional experience providing leadership coaching, organizational consultation, or guidance to supervisors, managers, or executive leadership? (Please note that your answers will be verified against the information provided in your application)

• No professional experience in this area.
• Assisted with leadership development activities, supervisory training, or organizational effectiveness initiatives.
• Independently provided coaching, consultation, or guidance to supervisors and managers regarding leadership development, employee engagement, team effectiveness, or organizational challenges.
• Led leadership coaching or organizational development initiatives, partnering with senior leadership to strengthen leadership capabilities, improve organizational effectiveness, and support organizational change.

10

Which statement best describes your professional experience administering, managing, or overseeing a Learning Management System (LMS)? (Please note that your answers will be verified against the information provided in your application)

• No professional experience with an LMS.
• Used an LMS to enroll employees, register participants, access training materials, or retrieve training records.
• Independently administered or maintained an LMS, including course coordination, content management, training records, reporting, or user support.
• Oversaw LMS administration and operations, including system enhancements, reporting, process improvements, learning content management, and strategies to improve system utilization and effectiveness.

11

Do you possess a bachelor's degree or above in Organizational Development, Organizational Leadership, Industrial-Organizational Psychology, Organizational Behavior, Human Resource Management, Leadership Studies, or Organizational Change Management?

• Yes
• No

12

Which of the following certifications, formal training, or professional credentials have you obtained? (Please select all that apply, and attach proof of training or certification to your application)

• None
• Shingo principles or Shingo Model certification/training.
• Lean methodologies or Lean certification (e.g., Lean Six Sigma).
• Continuous improvement certification or formal training.
• Learning Management System (LMS) administration or related certification/training.
• Myers-Briggs Type Indicator (MBTI)
• Gallup CliftonStrengths
• Emotional Intelligence (EQ) certification.

13

Please describe your professional experience leading or contributing to Learning and Organizational Development initiatives that have improved organizational effectiveness and strengthened leadership capabilities. In your response, provide specific examples demonstrating your experience in the following areas, as applicable: - Developing and implementing leadership development, employee learning, or organizational development programs. - Providing coaching, consultation, or guidance to supervisors, managers, and organizational leaders. - Supporting strategic planning, workforce planning, succession planning, or organizational change initiatives. - Applying Lean methodologies, Shingo principles, or continuous improvement practices to improve organizational processes and effectiveness.

Required Question

Employer County of Riverside

Address County Admin. Center P.O. Box 1569

4080 Lemon St., 7th floor

Riverside, California, 92502-1569

Phone Contact Recruiter for Job Information

Website http://www.rc-hr.com