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Job Description
Marketing Statement
Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program.
Job Summary
Pay Rate
$110,193.00 - $166,944.00 Annually {Non-Rep Payband N04).
Salary commensurate with experience and depending on the position level which will be filled. Negotiable initial salary will be between $110,193.00 - $138,568.00.
Reports To
Supervisor of Workforce Development or designee
Current Assignment
The San Francisco Bay Area Rapid Transit District’s (BART) Human Resources Department is recruiting to fill a Human Resources Analyst II position within the Workforce Development Division.
As a key member of the Workforce Development team, the HR Analyst II will support programs and initiatives designed to enhance employee development, engagement, and organizational effectiveness. The incumbent will perform professional-level analytical and technical work in workforce development and related human resources functions. This includes assisting in the coordination of employee training programs, leadership academies, engagement events, internships, career pathway initiatives, and educational assistance programs.
The HR Analyst II will be responsible for researching best practices, collecting and analyzing workforce data, and preparing reports and recommendations to improve program effectiveness. The incumbent will assist with program implementation, help maintain accurate records, and ensure compliance with applicable policies, procedures, and reporting requirements. This role will also involve collaborating with internal departments and external partners to support initiatives that strengthen BART’s workforce pipeline and career development opportunities.
The successful candidate will demonstrate strong analytical skills, effective communication, and the ability to manage multiple tasks within established timelines. The HR Analyst II should be adaptable, detail-oriented, and capable of working both independently and collaboratively in a fast-paced environment. Occasional work outside of standard office hours may be required to support workforce development activities and engagement events.
The most qualified candidates for this position will have highly developed competencies beyond the minimum qualifications in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process:- Experience supporting or coordinating workforce development, community workforce partnerships, internships, training, and/or planning employee engagement events.
- Ability to research, collect, and analyze workforce data and prepare clear, concise reports.
- Familiarity with project coordination, including scheduling, tracking deliverables, and supporting program evaluation.
- Advanced in the use of Microsoft Office applications, including Word, Excel, and PowerPoint; Adobe products, and the ability to learn and use other HR systems.
- Knowledge of human resources practices, including recruitment, classification, compensation, and benefits administration.
- Strong organizational skills, attention to detail, and the ability to manage multiple priorities.
- Effective communication and interpersonal skills to collaborate with colleagues, community partners, and external stakeholders.
Selection Process
Applications will be screened to ensure that the minimum qualifications are met. Those applicants who meet minimum qualifications may then be referred to the hiring department for the completion of the Additional Qualification Screening.
The selection process for this position may include a skills/performance demonstration, a written examination, and a panel and/or individual interview.
The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S; pass a pre-employment medical examination which may include a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless a specific job requires additional evaluations.)
Examples of Duties
Performs highly analytical tasks in one or more of the following human resources areas: talent acquisition, classification and compensation, benefits administration, human resources information systems, absence and leave management, substance abuse programs, and/or workforce development.
Performs full range of recruitment activities; prepares job-postings and advertisements; screens applications; administers job selection procedures for application review, testing and assessment and interviews.
Maintains and ensures accuracy of position and employee data, carries out audit processes to ensure integrity and veracity of system data, and assists in the development of procedure and system enhancements to address data integrity issues.
Administers and coordinates assigned areas of employee leave programs, including worker’s compensation and disability leaves; maintains, analyzes, and audits Districtwide employee leave data; and responds to inquiries related to employee leave programs.
Coordinates random alcohol and drug testing activities, maintains related documentation, and tracks and coordinates maintenance of data related to testing activities.
Develops and finalizes new and revised job descriptions; conducts organizational and classification studies using a variety of evaluation methods; recommends starting salaries and/or salary adjustments; conducts job analyses.
Conducts and participates in compensation and benefits surveys; analyzes and matches survey data; prepares reports and makes recommendations.
Administers assigned areas of employee benefits programs; and responds to inquiries from employees and outside parties.
Prepares reports, presentations and documentation; maintains accurate records and files.
Conducts a variety of individual or group meetings including exit interviews, new employee orientations, and informational sessions.
Responds to employee requests and public inquiries in a courteous manner; provides information within area of assignment; resolves complaints in an efficient and timely manner.
Interprets and explains human resources policies, procedures, rules and regulations to District staff.
Stays abreast of new trends, legislation and innovations in the field of human resources.
Minimum Qualifications
EITHER
Experience
One (1) year of experience as a Human Resources Analyst I with the San Francisco Bay Area Rapid Transit District.
OR
Education
Possession of a Bachelor’s degree from an accredited college or university in Human Resources, Public Administration, Business Administration, Industrial Relations, or a closely related field.
Experience
The equivalent of two (2) years of full-time professional level human resources experience.
Substitution
Additional experience as outlined above may be substituted for the required education on a year for year basis.
Other Requirements
When assigned to perform duties for Substance Abuse Programs, may be required to perform on call responsibilities on a twenty-four (24) hours per day, seven (7) days per week basis.
Knowledge and Skills
Knowledge of :- Principles and practices of personnel services programs and operations
- Methods and techniques of research and data collection
- Basic methods and techniques of recruitment, selection and interviewing
- Basic principles, practices, methods and techniques of job evaluation and analysis
- Basic principles and practices of compensation and benefits programs
- Methods and techniques of basic report writing
- Current office procedures, methods and equipment including computers
- Related Federal, State and local codes, laws and regulations
Skill in :- Performing a variety of tasks in support of the personnel services program
- Activities including recruitment and selection, job analysis and classification, and compensation and benefits
- Collecting and analyzing data from surveys and assessments
- Preparing clear and concise reports and documentation
- Maintaining accurate records and files
- Learning to interpret and apply laws, policies, procedures, rules and regulations
- Responding to requests and inquiries from employees and the general public
- Establishing and maintaining effective working relationships with those contacted in the course of the work
- Communicating clearly and concisely, both orally and in writing
- Operating office equipment including computers and supporting word processing and spreadsheet applications
Equal Employment Opportunity GroupBox1
The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws.
The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at employment@bart.gov .
Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at www.bart.gov/jobs .
The San Francisco Bay Area Rapid Transit District (BART) prides itself in offering best in class benefits packages to employees of the District. Currently, the following benefits may be available to employees in this job classification.
Highlights- Medical Coverage (or $350/month if opted out)
- Dental Coverage
- Vision Insurance (Basic and Enhanced Plans Available)
- Retirement Plan through the CA Public Employees’ Retirement System (CalPERS)
- 2% @ 55 (Classic Members)
- 2% @ 62 (PEPRA Members)
- 3% at 50 (Safety Members - Classic)
- 2.7% @ 57 (Safety Members - PEPRA)
- Reciprocity available for existing members of many other public retirement systems (see BART website and/or CalPERS website for details)
- Money Purchase Pension Plan (in-lieu of participating in Social Security tax)
- 6.65% employer contribution up to annual maximum of $1,868.65
- Deferred Compensation & Roth 457
- Sick Leave Accruals (12 days per year)
- Vacation Accruals (3-6 weeks based on time worked w/ the District)
- Holidays: 9 observed holidays and 5 floating holidays
- Life Insurance w/ ability to obtain additional coverage
- Accidental Death and Dismemberment (AD&D) Insurance
- Survivor Benefits through BART
- Short-Term Disability Insurance
- Long-Term Disability Insurance
- Flexible Spending Accounts: Health and Dependent Care
- Commuter Benefits
- Free BART Passes for BART employees and eligible family members.
Closing Date/Time: 9/12/2025 11:59 PM Pacific -
ABOUT THE COMPANY
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BART (Bay Area Rapid Transit)
Show moreThe BART story began in 1946. It began not by governmental fiat, but as a concept gradually evolving at informal gatherings of business and civic leaders on both sides of the San Francisco Bay. Facing a heavy post-war migration to the area and its consequent automobile boom, these people discussed ways of easing the mounting congestion that was clogging the bridges spanning the Bay. In 1947, a joint Army-Navy review Board concluded that another connecting link between San Francisco and Oakland would be needed in the years ahead to prevent intolerable congestion on the Bay Bridge. The link? An underwater tube devoted exclusively to high-speed electric trains.
Since 1911, visionaries had periodically brought up this Jules Verne concept. But now, pressure for a traffic solution increased with the population. In 1951, the State Legislature created the 26-member San Francisco Bay Area Rapid Transit Commission, comprised of representatives from each of the nine counties which touch the Bay. The Commission's charge was to study the Bay Area's long range transportation needs in the context of environmental problems and then recommend the best solution.
The Commission advised, in its final report in 1957, that any transportation plan must be coordinated with the area's total plan for future development. Since no development plan existed, the Commission prepared one itself. The result of their thoroughness is a master plan which did much to bring about coordinated planning in the Bay Area, and which was adopted a decade later by the Association of Bay Area Governments (ABAG).
The BART Concept is Born
The Commission's least-cost solution to traffic tie-ups was to recommend forming a five-county rapid transit district, whose mandate would be to build and operate a high-speed rapid rail network linking major commercial centers with suburban sub-centers.The Commission stated that, "If the Bay Area is to be preserved as a fine place to live and work, a regional rapid transit system is essential to prevent total dependence on automobiles and freeways."
Thus was born the environmental concept underlying BART. Acting on the Commission's recommendations, in 1957, the Legislature formed the San Francisco Bay Area Rapid Transit District, comprising the five counties of Alameda, Contra Costa, Marin, San Francisco and San Mateo. At this time, the District was granted a taxing power of five cents per $100 of assessed valuation. It also had authority to levy property taxes to support a general obligation bond issue, if approved by District voters. The State Legislature lowered the requirement for voter approval from 66 percent to 60 percent.
Between 1957 and 1962, engineering plans were developed for a system that would usher in a new era in rapid transit. Electric trains would run on grade-separated right-of-ways, reaching maximum speeds of 75-80 mph, averaging perhaps 45 mph, including station stops. Advanced transit cars, with sophisticated suspensions, braking and propulsion systems, and luxurious interiors, would be strong competition to "King Car " in the Bay Area. Stations would be pleasant, conveniently located, and striking architectural enhancements to their respective on-line communities.
BART employees in the 1970s.
Hundreds of meetings were held in the District communities to encourage local citizen participation in the development of routes and station locations. By midsummer, 1961, the final plan was submitted to the supervisors of the five District counties for approval. San Mateo County Supervisors were cool to the plan. Citing the high costs of a new system-plus adequate existing service from Southern Pacific commuter trains - they voted to withdraw their county from the District in December 1961.
With the District-wide tax base thus weakened by the withdrawal of San Mateo County, Marin County was forced to withdraw in early 1962 because its marginal tax base could not adequately absorb its share of BART's projected cost. Another important factor in Marin's withdrawal was an engineering controversy over the feasibility of carrying trains across the Golden Gate Bridge.
BART had started with a 16-member governing Board of Directors apportioned on county population size: four from Alameda and San Francisco Counties, three from Contra Costa and San Mateo, and two from Marin. When the District was reduced to three counties, the Board was reduced to 11 members: four from San Francisco and Alameda, and three from Contra Costa. Subsequently, in 1965, the District's enabling legislation was changed to apportion the BART Board with four Directors from each county, thus giving Contra Costa its fourth member on a 12-person Board. Two directors from each county, hence forth, were appointed by the County Board of Supervisors. The other two directors were appointed by committees of mayors of each county (with the exception of the City and County of San Francisco, whose sole mayor made these appointments).
The five-county plan was quickly revised to a three-county plan emphasizing rapid transit between San Francisco and the East Bay cities and suburbs of Contra Costa and Alameda counties. The new plan, elaborately detailed and presented as the "BART Composite Report, " was approved by supervisors of the three counties in July 1962, and placed on the ballot for the following November general election.
The plan required approval of 60 percent of the District's voters. It narrowly passed with a 61.2 percent vote District-wide, much to the surprise of many political experts who were confident it would fail. Indeed, one influential executive was reported to have said: "If I'd known the damn thing would have passed, I'd never have supported it. "
The voters approved a $792 million bond issue to finance a 71.5 mile high-speed transit system, consisting of 33 stations serving 17 communities in the three counties. The proposal also included another needed transit project: rebuilding 3.5 miles of the San Francisco Municipal Railway. The new line would link muni streetcar lines directly with BART and Market Street stations, and four new Muni stations would be built.
The additional cost of the transbay tube -- estimated at $133 million -- was to come from bonds issued by the California Toll Bridge Authority and secured by future Bay Area Bridge revenues. The additional cost of rolling stock, estimated at $71 million, was to be funded primarily from bonds issued against future operating revenues. Thus, the total cost of the system, as of 1962, was projected at $996 million. It would be the largest single public works project ever undertaken in the U.S. by the local citizenry.
After the election, engineers immediately started work on the final system designs, only to be halted by a taxpayer's suit filed against the District a month later. The validity of the bond election, and the legality of the District itself, were challenged. While the court ruled in favor of the District on both counts, six months of litigation cost $12 million in construction delays. This would be the first of many delays from litigation and time-consuming negotiations involving 166 separate agreements reached with on-line cities, counties, and other special districts. The democratic processes of building a new transit system would prove to be major cost factors that, however necessary, were not foreseen.
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