Human Resources Analyst

The Human Resources Analyst is a member of a professional Human Resources team supporting nine County departments, and over 500 employees, that report to a Deputy County Manager. Leveraging advanced professional HR strategies, you will support your customers in several major functional areas including: position management, recruitment and selection, compensation, leave management, training, employee relations, and performance management. This position reports directly to the Human Resources Manager, but considerable latitude is granted for the exercise of independent judgment and initiative.

Position Qualifications:

Minimum education and/or experience:

Bachelor’s degree in Human Resources Management, Public or Business Administration or a closely related field and two (2) years’ progressively responsible experience performing professional level Human Resources functions including Employee Relations and Recruitment. An equivalent combination of post-secondary education and/or Human Resources experience may substitute for the minimum requirements on a year per year basis.

Knowledge, skills, and abilities:

Knowledge of local, state, and federal employment laws, statutes, regulations, and guidelines. Excellent interpersonal communication skills including negotiation skills. Ability to compile highly detailed reports and supporting data in a succinct and grammatically correct manner. Must have the ability to establish and maintain effective working relationships with a diverse work group and the general public. Must possess strong analytical, consultant, facilitation, and mediation skills. Proficiency in performing operational processes on human resources information systems. Ability to conduct investigations, concisely document findings, and discern an appropriate course of action. Skillful in identifying trends and completing root cause analysis to address workplace concerns. Ability to think strategically and find creative solutions / alternatives to workplace issues. Ability to work in an unstructured, fast paced and sometimes ambiguous environment. Must personify leadership qualities and a commitment to excellence. Must be experienced and proficient in using a personal computer, a variety of computer software programs, and other equipment essential to performing daily activities. Must have excellent organizational skills.

Preferred education and/or experience:

Master’s in Human Resources Management, Organizational Development or Public Administration. Additional progressively responsible experience performing professional level Human Resources functions including Employee Relations and Recruitment. Five (5) years’ progressively responsible Human Resources experience in a public sector setting or managing under a merit system or contract (CBA). Experience with classroom delivery of HR related training programs. Five (5) years’ experience performing the full spectrum of HR related operations on an HRIS system. Experience conducting employee relations related investigations.

Preferred training, certifications and/or other special requirements:

Senior Professional in Human Resources (SPHR) or SHRM Senior Certified Professional (SHRM-SCP) Certification.

Working conditions:

Must be able to work in a normal, indoor office environment and occasionally outdoors; must have ability to operate office equipment; must be able to manage frequent interruptions, time pressures, high work volumes, multiple and complicated tasks, unscheduled tasks, team-oriented activities, prompt decision-making and interaction with all levels of County management and personnel as well as the public; must maintain concentration, accuracy, ethical behavior and a professional demeanor. Ability to work a variety of hours outside of the normal schedule during peak-demand periods.

Essential Job Tasks:

Interprets, explains, and makes recommendations regarding personnel law and department policies and procedures. Provides guidance and counsel to department management and employees regarding employee relations issues. Mediates with management and employees to facilitate resolutions and interventions. Investigates, analyzes, and prepares written documents to respond to employee concerns; interfaces with legal counsel and conducts internal investigations and drafts related reports; performs research and assists with responses to EEOC charges and Merit System appeals. Reviews disciplinary matters and recommends appropriate level of discipline. Reviews and provides guidance to supervisors / managers with regard to written counseling/reprimands and writes disciplinary documents at the suspension level or higher for legal review and approval. Assists HR Manager in mediation, arbitration, Merit Commission hearings, and other fact-finding processes. Consults with department managers to determine staffing needs and appropriate use of established positions; creates, inactivates, changes attributes of positions as business needs dictate. Writes / maintains job descriptions. Directs all facets of recruitment, from opening a requisition to on-boarding a selected candidate. As an Analyst, may handle more complex / difficult to fill positions and/or handle higher volume of recruitments. Ensures compliance with all relevant employment laws and responds to complaints from applicants or external agencies with regard to the recruitment. Recommends appropriate salary offer using established County guidelines, and partners with County Compensation on approved salary amounts. Responds to salary advancement requests from employees, and researches employees’ concerns related to pay and offers explanations / solutions. Proposes the creation of market range titles (MRTs) as business needs dictate; and leads any County approved market adjustment efforts for assigned department(s). May be responsible for payroll and/or lead any changes in payroll systems for assigned departments. Works with management and employees to ensure equal employment opportunity law compliance including the Americans with Disabilities Act, HIPAA, Fair Labor Standards Act, Family Medical Leave Act, and Age Discrimination in Employment Act. Submits appropriate paperwork to initiate continuous and intermittent leaves including ensuring proper coding in payroll. Works with Managers to suggest methods of reasonable accommodation. Maintains detailed documentation of processes undertaken to accommodate individual circumstances. Responds to all short and long term disability issues. Designs and delivers training modules as requested / needed on HR and customer service related topics and prepares training materials. Ensures all employees have received a performance evaluation annually through communication and diligent follow up with supervisors / managers; coaches and trains supervisors/managers on establishing performance goals and measurements; reviews all evaluation ratings, questions inconsistencies in ratings, and reviews inconsistencies with appropriate department personnel. Submits all completed evaluations to County Records. Complies with all salary increase guidelines approved by the Board of Supervisors. Serves as back-up to other HR team members during leaves; fulfills other requests/needs as necessary.

Selection Procedure:

The hiring authority will select the successful candidate based on departmental needs.

All offers of employment made to new hires and rehires at Maricopa County are contingent upon successful completion of a post-offer, pre-employment thorough background investigation. A background investigation is conducted on a current employee who changes to a Safety Sensitive Position or one having the potential for serious adverse impact on the integrity or efficiency of the County. These requirements do not pertain to employees of elected officials who undergo background investigation processes administered through their respective offices.

Typically successful candidates are hired at a salary rate, up to midpoint of the range, based on applicable experience, internal equity and budgetary allowances.