Salary: See Position Description
Location : Headquarters - 1 Fire Authority Road, Irvine, CA 92602, CA
Job Type: FULL-TIME
Job Number: 2026-81-DS
Department: EMPLOYEE RELATIONS
Division: HUMAN RESOURCES - 4
Opening Date: 09/08/2026
Closing Date: 9/22/2026 11:59 PM Pacific

DESCRIPTION
THE POSITION
Human Resources Analyst I
$ 83,715.84 - $ 112,819.20 Annually

Human Resources Analyst II
$ 96,293.60 - $ 129,792.00 Annually
The Orange County Fire Authority (OCFA) is seeking a human resource professional to join the Human Resources Department. The ability to effectively communicate orally and in writing, deal with conflict, think critically, interact with a variety of stakeholders on sensitive matters, and strong analytical skills is required.
The ideal candidate will possess journey level work experience in multiple human resources functional areas including employee and/or labor relations, training and development, reasonable accommodation, recruitment, benefits administration, classification and compensation, and Workers' Compensation with fire and/or police services in a government setting.
Under general supervision, the current assignment will be responsible for all employee relations related issues as assigned in a journey level capacity, including but not limited to investigating misconduct; consulting on administrative actions and performance improvement plans; drafting policies and procedures; interpreting the application of laws, policies, and MOU provisions; managing interactive processes; and creating and conducting training programs related thereto.
Tentative Schedule:

• Last Day to apply - Tuesday, September 22 2026, at 11:59 PM
• Panel Interview - Week of October 26, 2026
• Selection Interview - Week of November 9, 2026
• Complete Onboarding (reference checks, pre-employment physical, criminal records check) - by December 14, 2026
• Assignment Begins: Monday, January 11, 2027

Please note that the schedule of events listed above is subject to change based on Authority needs.
CLASS SUMMARY:

Incumbents are responsible for using independent judgment to perform professional level administrative, technical, and analytical activities in support of human resources functions including, but not limited to the benefits administration, classification and compensation, employee and/or labor relations, training and development, performance management, and recruitment and selection.

DISTINGUISHING CHARACTERISTICS:
Human Resources Analyst I

This class is responsible for performing entry-level professional activities. The Human Resources Analyst I is distinguished from Human Resources Analyst II by exercising less independent discretion and judgment and the performance of more routine and less complex tasks and duties assigned to the classification.

Human Resources Analyst II

This is the full journey level class in the Human Resources Analyst series and is responsible for performing journey level professional activities. The Human Resources Analyst II is distinguished from the Human Resources Analyst I, by its higher degree of independence and the performance of a greater breadth and depth of tasks and duties assigned to the classification. The Human Resources Analyst II is distinguished from the Senior Human Resources Analyst, which performs program oversight and is typically responsible for supervisory activities in support of one of more human resources functions.

ESSENTIAL FUNCTIONS
To view the full list of essential functions, knowledge, and skills please use the following links:
MINIMUM QUALIFICATIONS
EDUCATION AND EXPERIENCE (position requirements at entry):

An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed in the class specifications.

Human Resources Analyst I

Bachelor's Degree in Business Administration, or a related field, and one (1) years of professional and/or technical level human resources experience; OR
Associate of Arts Degree in Business Administration, or a related field, and three (3) years of professional and/or technical level human resources experience.

Human Resources Analyst II

Bachelor's Degree in Business Administration, or a related field, and three (3) years of professional and/or technical level human resources experience; OR
Associate of Arts Degree in Business Administration, or a related field, and five (5) years of professional and/or technical level human resources experience.

HIGHLY DESIRABLE QUALIFICATIONS:

• Government human resources experience. Examples of government includes city, county, public education institutions, special districts/authorities, Tribal Government, state, and federal government
• Experience in multiple areas of human resources including employee and/or labor relations, training and development, accommodations, recruitment, benefits administration, classification and compensation, and Workers' Compensation

LICENSES AND CERTIFICATIONS (position requirements at entry):

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 incumbent's Driver License record and status.

SUPPLEMENTAL INFORMATION
PHYSICAL REQUIREMENTS:

Positions in both classifications typically require the use of hands and fingers, grasping, talking, hearing, seeing and repetitive motions.

Light Work: Exerting up to 50 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the worker sits most of the time, the job is rated for Light Work.

WORKING CONDITIONS:

Incumbents work in a standard office environment.

HOW TO APPLY:

• Only online applications will be accepted
• Resumés will not be accepted in lieu of required online application. Responses of "see resumé" or "see attached" may result in disqualification
• Please match your professional experience with the specific qualifications listed in the bulletin and include areas in which you have developed expertise
• Please provide complete responses to the supplemental questions. Incomplete responses may result in disqualification
• Applicants are responsible for maintaining and updating their contact information through their online account at

SELECTION PROCEDURES:

• Human Resources reviews all application materials to identify qualified applicants
• All applicants will be notified by email of their status in the selection process
• The Orange County Fire Authority reserves the right to refer only better qualified candidates if the number of applicants is high. Because recruitment processes vary, applicants are advised to thoroughly review the job bulletin 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, all affected applicants will be notified by email.

AMERICANS WITH DISABILITIES ACT (ADA) ACCOMMODATION:

In accordance with the Americans with Disabilities Act, anyone who needs an ADA accommodation for the purposes of employment testing should contact the assigned recruiter, Duke Steppe, Human Resources Manager at (714) 573-6807 or [email protected] no later than 72 hours prior to any portion of the examination process.

RECRUITMENT/SELECTION PROCESS AND REQUIREMENTS:

All recruitment/selection process and requirements will be held in accordance with the OCFA's Selection Rules, which are available for inspection in the Human Resources office.
Before an employee is hired, he/she must successfully complete pre-employment requirements including, but not limited to fingerprinting and background check, reference check, DMV check, licensure/certification check, Oath of allegiance to the United States of America and the State of California, and proof of eligibility to work in the United States in accordance with Immigration and Reform Control Act of 1986. All job offers are contingent upon the successful completion of a pre-employment medical exam including a drug screen through the OCFA's designated physician.
QUESTIONS:
All questions regarding this recruitment should be addressed to Duke Steppe, Human Resources Manager at (714) 573-6807 or [email protected].
Orange County Employees Association (OCEA) Representation
This classification is represented by the OCEA. Please visit the for additional information.

Merit Salary Increases
Employees are eligible for a merit salary increase (1 to 4 steps) at their six-month review date, and annually thereafter based upon work performance until step 12 of the salary range is reached.

Medical Benefit
Employees have a choice of medical plans under the CalPERS Health Benefits Program and the Authority contributes towards the cost of health premiums as follows:

• 100% of cost for employee only premium;or
• 75% of cost for dependent/family premium

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.

Medical Opt-Out: Effective January 1, 2026, employees who submit sufficient proof of alternate group health insurance may waive coverage and receive the following in bi-monthly taxable cash:

• Full-Time Employees: $386.27 per pay period (24 pay periods)
• Part-Time Employees: $193.14 per pay period (24 pay periods)

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

OCEA Health & Welfare Benefits Plan
The OCFA contributes to the OCEA Health & Welfare Trust which provides for the following dental, vision, disability insurance, and life insurance for all employees in regular or limited-term positions represented by OCEA, regardless of membership status. With a union membership, employees have the option to purchase additional insurance available through the OCEA. Please visit the webpage for additional information.

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 reciprocitywith OCERS are enrolled in the 2% 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.

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 employee's 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.

For more information about OCERS retirement, please visit

Deferred Compensation
Employees in regular or limited-term positions may voluntarily participate in the Authority's deferred compensation plan. This plan is provided by Nationwide Retirement Services and allows for pre- and post-tax deferrals.

Retiree Health Reimbursement Arrangement
General Unit members hired on/after January 1, 2007, are enrolled in a defined contribution retiree health reimbursement arrangement to which they contribute 4.0% of base salary.

Social Security
Orange County Fire Authority 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%.

Educational Incentive Pay

Employees with college-level semester units, a bachelor's degree, or completion of an approved course from the Universal Technical Institute (UTI) or equivalent, are eligible for educational incentive pay as follows:

• 60+ units or UTI course = 2.5% of base salary per month; or
• 90+ units = 3% of base salary per month; or
• Bachelor's degree = 5.5% of base salary per month

The maximum educational incentive pay an employee may receive is 5.5% of base salary.

Other Specialty Pays / Reimbursements
Employees under special classifications or assignments, or who possess specialized skills/training/certification, may be eligible for other specialty pays. Please refer to the for further details.

Tuition Reimbursement
Tuition reimbursement is $2,000 per fiscal year to cover certain expenses associated with academic pursuits.

Vacation