Human Resources Analyst - Employee Retention and Performance Division

Posting Date

Application Deadline

Pay Range

Job Type

Department

About the Position

The Human Resources Analyst in the Employee Retention and Performance Division provides advanced level professional work in support of key priorities, initiatives, and activities associated with improving employee retention, enhancing employee engagement, and supporting best practice performance management principles. The Analyst assists with efforts to nurture a performance culture; researches, plans, and implements employee engagement and retention solutions; aids in classification, staffing and/or compensation reviews; consults on performance management questions arising during leave management; and supports overall talent and organizational management efforts for the Human Resources Bureau.Duties require discretion and independent judgment in making recommendations and decisions while interpreting and applying state and federal laws and County and Office policies and procedures.

About the Maricopa County Sheriff's Office:

Do you possess integrity, strong interpersonal skills, and do you have a desire to serve your community? We are seeking passionate individuals to join our team with a variety of openings for Civilian, Detention and Sworn personnel. The Maricopa County Sheriff's Office (MCSO) invites you to become part of Arizona's leading law enforcement agency where we come together as a team to support and provide public safety.

Position Qualifications

We recognize your time is valuable, so please apply if you meet the following required qualifications:

Education

• Bachelor's Degree in Human Resources Management, Public or Business Administration, or a closely related field

Experience

• Two (2) years of experience performing Human Resources functions including Performance Management.

OR

Combined education and experience qualifications

• Other combinations of post-secondary education and/or Human Resources experience may substitute for the minimum qualifications on a year for year basis.

Other requirements

• Must possess a valid Arizona driver's license or have the ability to obtain by the time of hire.
• Training that may be provided on-the-job: FEMA NIMS - IS100 and 700; Safety; Payroll; PREA.
• Prior to hiring, the Sheriff's Office requires that all candidates pass a background review.

Our Preferred Candidate has

• Master's Degree in Human Resources Management, Organizational Development, or Public Administration.
• Human Resources experience in a public sector or merit system or contract (CBA) setting.
• Experience with classroom delivery of HR related training programs.
• Experience performing the full spectrum of HR related operations using HRIS systems.
• HRCI, SHRM or IPMA-HR certified professional.

Compensation is more than a salary with MCSO:

• Growth and stability since 1871
• Choice of three medical plans - starting as low as $70/month
• Holidays - 10/year + 1 personal day
• Enrollment in Arizona State Retirement System
• Paid sick and parental leaves (birth/adoption)
• 10% discount at KinderCare facilities in the Valley and upcomingMCKids Club to serve County employees and their families exclusively
• MCSO Mentoring program to provide personal and professional growth opportunities for all employees
• Access to free County gyms
• Learn more at Benefits Overview

Essential Job Tasks

(This is not an all-inclusive list of all job duties that may be required; employees will be required to perform other related duties as assigned.)

• Improves performance at all organizational levels; conducts needs assessments, analyzes performance data to categorize challenges, identifies opportunities for strategic organizational improvement, and develops recommendations for solutions and/or training.
• Assists in the Office's development, continuous improvement, and maintenance of functional performance management processes and systems.
• Gathers, tracks and reports performance data, analyzes data to identify patterns, forecasts needs related to performance management training, and uses relevant data to enhance the decision-making process.
• Creates metrics to measure success of employee retention, engagement and performance initiatives, and participates in ongoing analysis of key data identifying trends.
• Serves as a strategic performance partner by counseling managers on more effective use of technology and data to establish or refine performance measures, set goals, hold employees accountable, track progress, and achieve results.
• Reviews performance documentation to provide guidance to management and others on potential courses of action for improving employee performance.
• Develops and delivers compelling and thoughtful content for internally published communications, online coursework, or instructor-led training related to employee retention, engagement or performance efforts.
• Plans, implements, administers and/or oversees logistics for approved programs (e.g., employee engagement surveys, onboarding/exit surveys, stay surveys).
• Collects timely data to support employee retention initiatives, evaluates and applies the data to support decisions, and communicates information to enable stakeholders to track progress and create actions that drive positive employee engagement.
• Develops and facilitates activities and communications that support employee retention and engagement strategies.
• Manages and reports on approved proposals and project timelines intended to improve employee retention, increase employee engagement and enhance the employee culture.
• Provides guidance and counsel to management regarding employee engagement and retention strategies and practices.
• Interprets and makes recommendations regarding personnel law and department policies and procedures.
• Consults on or assists with staffing projects, classification and job description review or development, evaluation of the use of established positions, and/or compensation studies.
• Works with leave managers, management and/or 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.
• Participates in or leads special projects as assigned; performs research and assists in developing and implementing programs and procedures.

Working Conditions

Maricopa County is an EEO/ADA Reasonable Accommodation Employer.

The following environments described are only representative of how the essential job tasks are currently performed or envisioned. As such, in order to accommodate a disability or limitation, the essential job tasks may be performed in ways other than described on these pages.

Work occurs primarily indoors. Tasks may involve driving to other locations during the workday. Position includes managingfrequent interruptions, time pressures, high work volumes, and interaction with all levels of County management and personnel. Responsibilities require concentration, accuracy, ethical conduct and a professional demeanor.

Work environment

• Indoors
• Outdoors on occasion
• Rarely in temperatures above 90 degrees or below 40 degrees
• Conditions may rarely include use of stairs or ladders, wet/damp area, smoke/dust, confined area, and/or high noise level

Physical environment

• Sitting, standing, walking
• Driving a vehicle
• Speaking, hearing, seeing, reading
• Lifting floor to waist twenty-five (25) pounds
• Lifting waist to shoulder of twenty-five (25) pounds
• Lifting shoulder to overhead of twenty-five (25) pounds
• Carrying a weight of twenty-five (25) pounds for a distance of 50 feet
• Pushing/pulling a weight of twenty-five (25) pounds for a distance of several blocks
  

Social environment

• High volume of work
• Handling multiple or complicated tasks, frequently changing or unscheduled tasks
• Working under time pressures
• Accuracy, decision making
• Concentration/vigilance
• Working in close physical proximity with others
• Frequent interruptions
• Conditions may rarely include emergencies, public contact

Knowledge, Skills, and Abilities

Knowledge of

• Principles of performance management and continuous quality improvement processes.
• Program or project management processes and continuous process improvement techniques.
• Communication strategies used in organizational engagement and performance related initiatives.
• Local, state, and federal employment laws, statutes, regulations, and guidelines.
• Administrative principles and practices, including goal setting, program development, implementation and evaluation.

Skill in

• Analyzing, consulting, and mediating.
• Identifying trends, needs, and causes related to workplace concerns.
• Providing guidance, counseling, and recommendations to managers and senior leadership.
• Summarizing complex information and issues, evaluating alternatives, and developing effective strategic solutions.

• Analyzing, organizing, and prioritizing work while meeting multiple and competing deadlines.
• Conducting research, documenting findings concisely, and assessing appropriate course of action.

• Gathering, analyzing and reporting program and operational performance data.

Ability to

• Apply relevant information and individual judgment to inform operational decisions and improve processes
• Establish and maintain effective, cooperative working relationships with a diverse work group and the public.
• Present ideas and information clearly, accurately, and objectively orally and in writing.
• Work in an unstructured, fast paced, and sometimes ambiguous environment.
• Develop and conduct training.
• Adapt behavior and work methods in response to new information, changing conditions, or unexpected obstacles.
• Apply social perceptiveness, negotiation, and facilitation.
• Motivate and develop individuals to enhance job performance.
• Work with people under pressure to resolve conflicts.

• Use discretion and sound judgment in making critical decisions.

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.

Selection Procedure

• Only the most qualified candidates will be considered

• Consideration will only be given to candidates who submit online applications

• Candidates will be contacted primarily through email and their Workday online application profile

• Must pass a pre-employment background and/or fingerprint investigation as required by statute or policy, including drug and alcohol testing requirements for positions designated as safety-sensitive

Maricopa County is an equal opportunity employer.

Apply Now!