COCC HR Senior Business Analyst (Clerk of the Court and Comptroller)

Minimum Qualifications

Bachelor s degree in Human Resources, Business Administration, Public Administration, or a related field. Five years of human resources experience, to include policy development, HR programs, data analysis, project management, or strategic initiatives.

Recruitment Notes

POSITION SUMMARY

The HR Sr. Business Analyst serves as a key contributor to the HR department, supporting a workforce of 1,300 employees through the development, implementation, and evaluation of HR programs, procedures, policies, and strategic initiatives spanning across the operations of the various divisions. This role provides strategic and analytical support to HR leadership by assessing workforce data and recommending improvements that drive organizational effectiveness. Acting as a subject matter resource, the HR Sr. Business Analyst ensures policies and programs are consistently applied, clearly communicated, and aligned with both regulatory requirements and organizational goals. The position plays a vital role in advancing HR strategies, managing cross-functional projects, and building frameworks that enhance employee experience and organizational performance, to include leveraging technology solutions and integration of various HCM Systems. The HR Sr. Business Analyst also assists the HR leadership team in leading the coordination with MDC to transition human resources functions and activities to the COCC HR team.

PREFERRED QUALIFICATIONS

• Professional HR certification (PHR/SHRM-CP), PMP and/or Six Sigma/Lean
• Experience in HR programs implementation, and/or strong background in HR metrics, data analysis, and reporting using HRIS systems.
• Experience developing, implementing, and interpreting human resources policies, procedures, and guidelines.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Research, draft, and update HR policies, procedures, and guidelines to ensure compliance with federal, state, and local regulations.
• Monitor and evaluate the effectiveness of HR policies and recommend improvements aligned with organizational goals and best practices.
• Manage and coordinate policy rollouts and program implementation across departments, ensuring consistency and clear communication.
• Partner with HR leadership to develop, implement, and track effectiveness of HR programs (e.g., onboarding, performance management, recognition, workforce planning).
• Analyze HR data and develop performance metrics to identify trends, risks, and opportunities; prepare reports and dashboards for leadership review to evaluate HR initiatives and departmental effectiveness.
• Support strategic HR initiatives, such as diversity & inclusion programs, employee engagement, and workforce development projects.
• Collaborate with Division Directors, as well as with legal teams to ensure HR policies align with organizational standards and external requirements.
• Draft communications, toolkits, and training materials to support policy and program adoption.
• Benchmark HR programs and practices against peer organizations to recommend innovative improvements.
• Lead special HR projects (technology implementations, audits, surveys, program pilots) and track progress against milestones.
• Maintain policy library and ensure timely review, revision, and distribution of updated documents.
• Lead collaboration with the COCC Strategic Management and Budget Office for the budget preparation and review process.
• Lead collaboration with MDC in transitioning HR functions to the COCC HR team, as well as in establishing, finalizing and monitoring adherence to SLAs.

KNOWLEDGE, SKILLS, AND ABILITIES

• Knowledge of HR principles, best practices and compliance requirements, to include federal, state, and local regulations related to human resources.
• Proficiency in HR data analytics, metrics and reporting best practices.
• Proficiency in HRIS/HCM platforms and workforce technologies.
• Knowledge of Internal control systems and risk-based auditing frameworks
• Ability to apply critical thinking to evaluate and develop processes and procedures.
• Skilled in collecting, analyzing and interpreting complex HR data to support strategic decisions.
• Ability to manage multiple projects, timelines and deliverables with minimal supervision.
• Ability to develop clear reports, dashboards, and presentations for leadership.
• Strong analytical, problem-solving, and communication skills (both verbal and written) required.

WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS

Work is primarily performed in office environment, with extended periods at a computer. Occasional travel may be required to support job fairs and/or external events. May involve light lifting (up to 10 lbs).

NOTE

This description is a representative summary of major job duties. Additional responsibilities may be assigned as necessary.