Posted in Health Care about 16 hours ago.
Type: Full-Time
The Health Officers Association of California (HOAC) is a 501(c)3 nonprofit organization representing the physician health officers in California’s city and county jurisdictions. HOAC’s mission is to optimize the impact of health officers to improve health and wellbeing for all.
The HOAC Legislative Analyst reports to the Director of Legislation. The Analyst’s duties include legislative work and administrative duties.
The hourly rate for this role is $38.46 an hour or $80,000 per year. This role is a full time, hourly, benefitted, non-exempt role.
ESSENTIAL FUNCTIONS
Administrative (20%)
Legislative Coordination (50%)
Policy Analysis (30%)
JOB QUALIFICATIONS
Education/Experience
Some combination of the following education or experience is required
OR
Certificates/Licenses/Clearances
Other Skills, Knowledge, and Abilities
PHYSICAL DEMANDS
Stand Occasionally
Walk Occasionally
Sit Constantly
Handling / Fingering Frequently
Reach Outward Frequently
Reach Above Shoulder Occasionally
Climb, Crawl, Kneel, Bend Occasionally
Lift / Carry Occasionally - Up to 25 lbs
Push/Pull Occasionally - Up to 25 lbs
See Constantly
Taste/ Smell Not Applicable
Not Applicable Not required for essential functions
Occasionally (0 - 2 hrs/day)
Frequently (2 - 5 hrs/day)
Constantly (5+ hrs/day)
WORK ENVIRONMENT
General Office Setting, Indoors Temperature Controlled
Hybrid option available to work from home several days per week . It is possible to work remotely five days per week during the legislative off-season (September through December). When the legislature is in session, this individual will be expected to attend hearings and meetings in the Capitol up to four days per week if necessary, and will always have access to HOAC’s office space near the Capitol.
Heluna Health is an Affirmative Action, Equal Opportunity Employer that encourages minorities, women, veterans, and disabled to apply.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
See job description
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