HR Research Analyst

Description

Highly responsible technical work conducting research and performing analysis in a variety of human resources management program areas in the Alachua County Sheriff’s Office (ACSO). An employee assigned to this classification is responsible for the research, data mining, analysis, and the development of internal/external reports, presentations, and training. Requires the exercise of good judgment, self‑initiative, and confidentiality.

Work is performed under the direction of the Human Resources Employment Manager. Performance is evaluated through observation, results obtained, oral/written reports, and appropriate employee performance appraisals.

• Assist in the development and maintenance of job descriptions for existing and new positions within the ACSO
• Respond to unemployment compensation claims and coordinate hearings and appeals in accordance with state, federal, and agency regulations; this task takes about 5% of the HR Research Analyst’s time
• Complete employment verifications received from other agencies
• Produce public record requests in accordance with the Florida Public Record law
• Maintain expert knowledge of Equal Employment Opportunity (EEO) compliance requirements and update and publish the Agency EEO plan on an annual basis; produce and file the federal EEO‑4 report every two (2) years as required by the U.S. EEO Commission
• Coordinate the development of HR Bureau’s contribution to the Agency annual reports
• Research and provide informational and statistical reports to include personnel and departmental related issues and make recommendations for needed changes
• Produce monthly employee statistics broken down by position, gender, and ethnicity
• Serve as the system administrator and Subject Matter Expert (SME) for the agency’s performance evaluation system
• Train supervisors on how to conduct evaluations with the system and give guidelines on when to give each rating
• Produce memoranda removing personnel from New Hire Probation as appropriate and ensure their payroll status is updated in the agency payroll software
• Plan and coordinate New Hire Orientations for all new employees
• Oversee and maintain all aspects of the  system, to include creating ’s for new hires or those with damaged/lost , create/update existing credential layouts to be printed on , update/modify all  access changes as needed, and create/modify access rights so they can be easily assigned
• Run and/or create reports as requested for  usage
• Facilitate the application process for all Volunteers, Interns, and Contract employees
• Conduct a background check and summary on all Poll Deputies selected by the Office of Elections, present the summary to the Sheriff for approval, and create Poll Deputy Identification Cards for those workers who are approved
• Coordinate the creation of retirement gifts for eligible retirees
• Create/maintain databases as required to track HR related matters
• Run/create/maintain reports to provide information related to any number of needed HR functions, such as benefits, hire/term counts, or any other HR related information, and work to automate reports as needed to reduce bureau workload
• Serve as an administrator and SME for the agency’s application system; updating user access levels, modifying the application, creating on-demand reports, and solving any issues that come up related to that system
• Serve as a back‑up for the HR Specialists, help them post jobs in the application software, create new postings, or help with any unusual incidents
• Help answer the HR main line
• Assist applicants having technical difficulties with their application
• Assist with new hire benefit presentation
• Provide Project Management during the implementation of new HR‑related software or systems to ensure the transition is smooth and errors kept to a minimum
• Assist with other Human Resources Bureau (HRB) tasks and projects as needed

* This section of the job description is not intended to be a comprehensive list of duties and/or responsibilities of the position. The omission of specific job functions or tasks does not absolve an employee from being required to perform additional tasks incidental to or inherent to the…