Job Description

About the Position

WHO WE ARE

Alcohol Beverage Services (ABS) is committed to building a talented, skilled, and diverse workforce; enhancing the employee experience; and ensuring excellence customer service for County residents, businesses, and licensees. ABS is committed to the full inclusion of all qualified individuals and values diverse perspectives, lived experiences, and cultures. ABS encourages BIPOC (Black, Indigenous, and people of color), immigrants, women, LGBTQIA+, individuals with disabilities and veterans to apply.

WHO WE ARE LOOKING FOR

ABS is seeking a highly qualified and skilled Human Capital Performance Management Data Analyst who is a problem solver to help the department transition the human capital management service delivery model from its existing practices to an agile problem-solving mindset.

The Performance Management and Data Analyst will play a vital role in optimizing our talent acquisition processes through data-driven insights and strategic analysis. You will support the Chief Human Capital Management Officer in managing classification & compensation processes and recruitment and selection initiatives.

The successful candidate is the person who can combine the knowledge and experience compiling, analyzing, and presenting data with the commitment to building a better human-centered department.

This is the opportunity to be part of a forward-thinking Human Capital team, to interact with all levels of the department, and to build a program from the ground up.

This position may be underfilled as a Performance Management and Data Analyst I (Download PDF reader), Grade 21. Once the employee is at full performance and meets the minimum requirements of the Proficiency Advancement process, they are eligible for the non-competitive promotion to the Performance Management and Data Analyst II (Download PDF reader), Grade 25.

The expected salary ranges for this role on hire are:

• Performance Management and Data Analyst I: $65,551 - $76,385
• Performance Management and Data Analyst II : $71,299 to $112,369

What You'll Be Doing

As the Human Capital Performance Management Data Analyst II, you will:

• Conduct data analysis to identify trends, patterns, and opportunities for improvement in classification & compensation, recruitment, and selection processes.
• Develop and implement performance management frameworks and data analytics strategies to enhance talent acquisition processes.
• Support department HR Chief in managing classification & compensation processes, including job evaluation, salary benchmarking, and compensation analysis.
• Assist in recruitment and selection, and training activities.
• Serve as back-up system administrator for PowerDMS and Applicant Tracking Systems, including system configuration, user support, troubleshooting, and reporting.
• Develop a program with the goal of driving decisions that improve performance across the department.
• Collect and compile data from a variety of sources including HR records, customer data, surveys, and other sources.
• Develop and facilitate comprehensive workshops and streamline processes by developing effective techniques and guides with expertise.
• Ensure successful end-to-end delivery of strategic initiatives, projects, product development, and service to ABS divisions in meeting their goals.
• Advocate for human-centered approaches to embody our dedication to making human-capital intelligence solutions more human.
• Facilitate strategic initiatives and agile project management.

To be a successful Human Capital Performance Management Data Analyst II , you must:

Data Diagnostics and Problem-Solving

• Bring a data-centered perspective to problem-solving and create dashboards to foster data-formed decision-making.
• Perform deep dives into ABS business practices and processes, service delivery and programs to solve nebulous problems involving complex datasets, systems, and processes and procedures.

Organizational Performance

• Strengthen our project management and human capital management solutions throughout the department and our network.
• Develop and implement processes to monitor, set appropriate milestones, and track our departmental performance metrics in meeting our strategic priorities and divisional operational goals.
• Believe in continuous learning and the discovery of approaches and models that foster effective and efficient service delivery of ABS products and services.
• Work within the business process teams to grasp a solid understanding of problems and develop service delivery solutions.

WHO WE ARE LOOKING FOR:

• You must enjoy guiding project teams and coaching them through agility-focused solutions, and embrace making services better for people.
• You must be organized and have a history of execution details across multiple projects without dropping the ball.
• You must demonstrate high emotional intelligence, transparency, low ego, and deep empathy to building a broad co-creator base.
• You must be a skilled facilitator and coach. You must be able to empower others to grow without jumping in to fix them. You believe in people!
• You get things done! Act with agility and iterate introspectively; and embrace a growth mindset as you seek better ways to deliver more value with less waste.
• You correspond clearly across mediums and thrive with teamwork.
• Demonstrate clear and current knowledge and understanding of, and ability to apply, the County’s personnel regulations, collective bargaining agreements, and human resources operational guidelines.
• Have experience in public personnel management.
• Have excellent interpersonal, customer service and communication skills.
• Have effective oral and written communication skills.
• Have advance skills working in Microsoft Office, experience in Oracle and other relational databases computer programs.
• Be resourceful and flexible in managing multiple, competing priorities in a complex and comprehensive business environment within a government structure.

Minimum Qualifications

If filled at Performance Management and Data Analyst I, Grade 21

Experience : Two (2) years of professional experience performing data analysis and interpretation, program evaluation and/or process improvement in an academic, data administration or business data analytics environment.

If filled at Performance Management and Data Analyst II, Grade 25

Experience : Three (3) years of professional experience performing data analysis and interpretation, program evaluation and/or process improvement in an academic, data administration or business data analytics environment.

Both Levels:

Education : Graduation from an accredited college or university with a Bachelor's Degree in Information Systems, Information Technology, Computer Science, Operations Research, Business Administration, Economics, Public Administration, Public Policy, Management, Finance, Statistics, Engineering or related field.

Equivalency :

• An equivalent combination of education and experience may be substituted.
• Possession of a graduate degree in the above fields may be substituted for one year of the required experience.

Preferred Criteria, Interview Preferences

All applicants will be reviewed by OHR for minimum qualifications. Those applicants who meet minimum qualifications will be rated "Qualified," placed on the Eligible List, and may be considered for interview. Employees meeting minimum qualifications who are same grade or higher will be placed on Eligible List as a "Transfer" candidate and may be considered for interview.

Preference for interviews will be given to applicants with experience in the following:

• Content and complexity of work samples provided.
• Expertise with Agile and/or Scrum methodologies.
• Experience with operational and project management.
• Researching, compiling, analyzing and presenting data and/or technical reports.
• Expertise in using Microsoft Office Suite, Oracle, Crystal Reports, or other specialized budget and/or other database applications.
• Establishing and maintaining strong professional relationships with internal and external customers and business partners.

IMPORTANT INFORMATION

The Office of Human Resources (OHR) reviews the minimum qualifications of all applicants, irrespective of whether the candidate has previously been found to have met the minimum requirements for the job or been temporarily promoted to the same position. This evaluation is based solely on the information contained in the application/resume submitted for this specific position.

Montgomery County Government(MCG) is an equal opportunity employer, committed to workforce diversity. Accordingly, as it relates to employment opportunities, the County will provide reasonable accommodations to applicants with disabilities, in accordance with the law. Applicants requiring reasonable accommodation for any part of the application and hiring process should email OHR at OHR@montgomerycountymd.gov. Individual determinations on requests for reasonable accommodation will be made in accordance with all applicable laws.

MCG also provides hiring preference to certain categories of veterans and veterans/persons with a disability. For more information and to claim employment preference, refer to the Careers webpage on Hiring Preference.

All applicants will respond to a series of questions related to their education, relevant experience, knowledge, skills, and abilities required to minimally perform the job. The applicant's responses in conjunction with their resume and all other information provided in the employment application process will be evaluated to determine the minimum qualifications and preferred criteria or interview preference status. Based on the results, the highest qualified applicants will be placed on an Eligible List and may be considered for an interview. Employees meeting minimum qualifications who are the same grade will be placed on the Eligible List as a "Lateral Transfer" candidate and may be considered for an interview.

This will establish an Eligible List that may be used to fill both current and future vacancies.

If selected for consideration for this position, you may be required to provide evidence that you possess the knowledge, skills, and abilities indicated on your resume.

Montgomery County Ethics Law : Except as provided by law or regulation, the County's "Public Employees" (which does not include employees of the Sheriff's office) are subject to the County's ethics law including the requirements to obtain advanced approval of any outside employment and the prohibitions on certain outside employment. The outside employment requirements of the ethics law can be found at 19A-12 of the County Code. Additional information about outside employment can be obtained from the Ethics Commission website.

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