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Employee Relations Analyst
at Maricopa County
- Position Overview
With more than 13,000 employees in more than 50 departments, we question the status quo, we challenge old assumptions, WE make government better...Join us for your next career adventure and explore innovation with Maricopa County!
ABOUT MARICOPA COUNTY'S HUMAN RESOURCES DEPARTMENT:
The Human Resources Department is a diverse group of agile and dedicated HR professionals who provide exceptional customer service by exemplifying the motto "Your Partner for Success". By strategically partnering with County Management, departments, and applicants, HR looks for creative, outside the box, solutions to the ever-evolving modern day challenges that governments face in providing quality services to their citizens.
ABOUT THE POSITION:
Are you passionate about serving your community, making a difference in employees' lives, and solving problems? Maricopa County Human Resources Department is seeking a motivated, innovative, and solutions driven Employee Relations Analyst who encourages an engaged, productive, compliant, and professional workforce by advising and consulting with management and employees regarding performance management, employee misconduct, workplace professionalism, progressive discipline, and workplace complaint investigation and resolution.
- Position Qualifications
We recognize your time is valuable, so please apply if you meet the following required qualifications:
- Bachelor's degree in Human Resources, Industrial Psychology, Public Administration, Social or Behavioral Science.
- An equivalent combination of experience may substitute for the education requirement on a year for year basis.
- Three (3) years of professional human resources experience conducting workplace investigations; consulting with employees, supervisors, and management on employee relations matters; and working with federal employment laws including the ADA, ADEA, Title VII, FMLA and/or FLSA.
- An equivalent combination of education may be considered in substitution for the experience requirement on a year for year basis.
Specialized training, certifications, or other special requirements:
Proficiency with word processing and spreadsheet software, specifically experience writing detailed, thorough and accurate workplace investigation summaries and reports.
Our Ideal Candidate has:
- Experience conducting workplace investigations for an employer with a formalized discipline/grievance process.
- Employee relations experience working with employees for a variety of occupational groups including but not limited to professionals, trades, public safety, information technology, health care, administrative, etc.
- Experience developing and/or conducting supervisor training in employee relations related principles and practices including performance management, corrective actions, performance improvement plans, employee discipline, etc.
- Experience with personnel information systems (HRIS).
- Experience in a public sector human resources environment.
- Experience responding to unemployment claims.
- HRCI, SHRM or IPMA-HR certified HR professional.
- Successful completion of advanced level training on conducting workplace investigations (e.g,, Cornell University ILR School's Advanced Employee Relations and Investigations Certificate).
- Training in conflict resolution and/or negotiation.
- Essential Job Tasks
- Conducts employee relations workplace investigations of complaints filed by department management, supervisors and/or employees that may potentially violate County policies including interviewing employees, analyzing information, writing reports and coordinating with Employee Relations Manager, HR Director, and legal counsel to ensure accurate and timely investigations.
- Briefs findings and provides guidance and recommendations as requested for complaint resolution.
- Consults with management and employees on employee relations issues, Employee Merit System Rules, HR policies, procedures, programs and plans. Advises department management and supervisors on disciplinary matters and employees on policy interpretations.
- Researches employee relations topics including: Workforce Professionalism, Progressive Discipline, Performance Management and Discrimination, Harassment and Retaliation.
- Conducts needs assessment, develops or reviews instructional materials and delivers or recommends training to supervisors and/or employees on topics related to employee relations.
- Coordinates the County's response to unemployment compensation claims. Prepares statistics for semi-annual EEO-4 reporting.
- Reviews County policies and make recommendations to management for updates or implementation.
- Drafts policy recommendations on employee relations topics.
- Conducts research on various employee related issues.
- Conducts workplace or workgroups assessments as requested by departments.
- Consults with departments on reorganizations and Reduction-In Force (RIF) analyses.
- Performs other duties as assigned.
Job requires being careful about detail and thorough in completing work tasks; being honest and ethical; a willingness to take on responsibilities and challenges; being reliable, responsible, and dependable in fulfilling obligations; and being open to change, continuous improvement and considerable variety in the workplace.
- 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.